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The incidence of sexual harassment and assault is highest in male-dominated workplaces. And, like sexual harassment and assault, gender discrimination is more prevalent among male-dominated companies. Given the preponderance of mostly male or all-male boards, directors should ask what they can do to pre-empt and prevent #MeToo-type situations in the companies they govern. The author recommends six steps: 1) Diversify: Gender-diverse boards look at sexual harassment and discrimination through a different lens because there are assorted types of people in the room. 2) Examine the culture: Culture can normalize attitudes and behaviours that allow problems to perpetuate and allow silence to prevail. 3) Do a vulnerability analysis: Human-capital risk is part of enterprise risk management and human resources and compensation committees should put gender discrimination and harassment risk on the agenda. 4) Review policies and procedures. 5) Establish when and how the board should be notified: Policies should specify what situation is too small to merit board attention and, conversely, what requires the board’s guidance and how urgently. 6) Build a response plan. Ultimately, there is never a good time to face sexual harassment and discrimination problems; however, boards should have tough and sensitive discussions now. They should be informed, attentive, and realistic about the frequency of these problems, and should advocate a zero-tolerance policy.