As the #MeToo movement presses forward, it has caught the attention of federal and state lawmakers, who have introduced, and in some cases enacted, a range of new legislation to deter and prevent sexual harassment and hold violators accountable. These legislative measures have taken several forms, including legislation (1) prohibiting certain provisions that require the arbitration of sexual harassment claims; (2) prohibiting the use of certain contractual non-disclosure provisions to the extent they cover those claims; (3) requiring firms to adopt sexual harassment prevention policies and training protocols; and (4) expanding coverage of various anti-harassment protections to certain individual contingent workers. In a guest article, Richard J. Rabin and Rachel Wisotsky, partner and associate, respectively, at Akin Gump, explore some of these initiatives, including impactful legislation recently enacted in New York, and discuss the potential consequences for investment managers in the months and years ahead. See “How Investment Managers Can Prevent and Manage Claims of Harassment in the Age of #MeToo” (Dec. 14, 2017). For additional insights from Rabin, see “Evaluating Pay Equality: Steps Investment Managers Should Consider to Avoid Running Afoul of Equal Pay Laws” (Nov. 30, 2017); and “Four Steps NYC-Based Fund Managers Should Take in Light of Newly Enacted Law Prohibiting Compensation History Queries When Interviewing Prospective Employees” (May 11, 2017).