Hewlett (Forget a Mentor) discusses personal experiences with sexual assault and harassment in the workplace, finding it impossible to continue at a prior work environment and eventually switching to consulting. The book is based on Hewlett's cathartic experiences at a leadership conference, where the discussion was about sexual harassment in Silicon Valley. Through her think tank, Center for Talent Innovation, Hewlett researches legal remedies to protect employees. Reminding readers that a peer can be a predator, the author includes personal case studies and also covers how women of color and LGBTQ employees experience higher rates of harassment. Hewlett shares possible solutions involving corporate actions and legal measures in order to protect both employees and companies: establishing zero-tolerance rules, maintaining proactive measures, creating a speak-up culture, developing multiple reporting systems, and educating staff. VERDICT An informative book based on qualitative and quantitative analysis. The advice will benefit companies and organizations of all sizes.—Lucy Heckman, St. John's Univ. Lib., Queens Village, NY

A strong entry-level "but what now?" look at the #MeToo movement arrives from economist and consultant Hewlett. Making clear her personal stake in the issue of workplace harassment, Hewlett recounts how her early career was derailed when her boss's boss groped and forcibly kissed her. She then takes readers through the #MeToo movement's history, the available statistics on workplace harassment, and the financial impact on companies that harbor abusers. She has good news to report on #MeToo's effect on industry; with the silence around harassment broken, norms are shifting. But the issue is far from resolved, she notes, as demonstrated by the stories of prominent "boomerang boys" who only endured temporary ostracism for their abusive actions. Setting out a full suite of possible responses, Hewlett tells plaintiffs to seek legal redress in court, rather than through arbitration, and advises corporate boards that zero-tolerance policies, though "not for the fainthearted," are effective ways to carry out sweeping change. As such, it's not immediately clear whether the primary intended audience for this otherwise well-explained guide consists of people who have suffered abuse or corporate board members trying to protect their bottom lines, but frustrated employees in need of ideas for actions to take will find some solid suggestions within. Agent: Molly Friedrich, Friedrich Agency. (Jan.)