The NAR Accountability Project was founded after The New York Times revealed shocking details of sexual harassment and a toxic work environment at the National Association of Realtors (NAR).  

Since the original article came out, our organization has been flooded with similar complaints and we have been moved by the powerful stories shared with us. We have united concerned members of the real estate community as well as advocates from outside the industry to form a nationwide, grassroots coalition dedicated to making fundamental change at NAR. 

As a member of this coalition and someone who has closely followed the revelations about NAR's workplace culture, I am deeply disturbed about what has been revealed.   It is disheartening to see an institution that should be promoting professionalism and integrity in real estate instead perpetuating an environment where women feel unsafe.

It is time for us to take action. We cannot stand idly by while countless individuals suffer from these injustices. We must demand accountability from NAR's leadership and push for immediate changes that will protect their employees' well-being while restoring the association's good name.

Therefore, the NAR Accountability Project has developed this 4-point plan, which I fully support:

1. **Change in Leadership**: Fire NAR CEO Bob Goldberg along with those who failed in their moral and professional responsibility to protect the employees at NAR.  This includes the Chief Legal Officer, Senior VP for Talent, Development and Human Resources, and General Counsel. When asked about sexual harassment at NAR by The New York Times, Mr. Goldberg responded by saying, "I would not characterize it as a problem." How can you fix a problem if you cannot acknowledge its existence?  We need fresh leadership to rebuild trust within NAR.  

2. **NDA Releases**: Release all former employees and independent contractors from non-trade secret NDAs.  If people wish to speak their truth, they should have the right to do so.  The time for silence is over. 

3. **Independent Investigation**: Retain an independent law firm (one with no prior ties with NAR, NAR Affiliates or companies that hire or contract with NAR members) to conduct a sweeping and comprehensive internal investigation that includes interviews with NAR and NAR Affiliates executives and employees as well as the creation of a hotline for first-person reports to be filed by employees of NAR, NAR Affiliates and individual NAR members (whether they are employees or independent contractors).

4. **Third-Party HR Reporting**: Implement a third party HR reporting system.  Right now there is little trust between the executives at NAR and the employees on issues of sexual harassment.  By moving this process outside the chain-of-command, it will give the employees a greater feeling of safety and empowerment.

By implementing these four crucial steps, NAR can demonstrate its commitment to creating a safe and inclusive work environment for all employees. It is essential that NAR takes immediate action to address these systemic issues head-on rather than merely paying lip service.

I am signing this petition now to demand that NAR's leadership take responsibility for their failures and adopt our 4-Point Plan without delay. Together, we can bring about meaningful change at NAR and ensure a workplace where everyone feels respected, valued, and safe from harassment.