For the Board Consortium portion, most definitely.
There was a lunchtime presentation for all combined attendees (directors, drum majors, board members, staff and judges) on Saturday where we were told the top item of concern that came out of the DM workshop on Friday night was how to handle harassment issues brought to them as corps/member leaders. I can't speak for what happened on the directors' side of things, but it completely refocused the Board Consortium. We set aside our original agenda and spent the rest of the weekend working as a united front on changes we wanted to encourage the DCI board to implement across the activity.
The letter that Cavies mentions was one of the items to come out of those initiatives. As a consortium group, we all provided input that was placed into a template letter that board consortium attendees had access to that compiled the measures we wanted DCI to officially implement. At least nine corps boards (including ours) have sent letters encouraging DCI to create a uniform policy for harassment issues. And not just sexual harassment, but also bullying, etc. Other things the BOD Consortium wanted to do was a media campaign fighting harassment for FloMarching airings and the theater broadcasts, and we all made commitments to put strong policies in place with our own organizations as an interim measure until DCI's board next met to vote (which has not occurred yet - my understanding is they have quarterly meetings). The Troopers were especially helpful, having provided an attorney-vetted set of policies that other organizations can use as a template to get started so that our own houses would be in order prior to what we hope DCI will implement.
I'm very proud to say these commitments were the Southwind board's first priority when we got back home. Before the end of January, we had initiated a whistleblower reporting form and policy, and we strengthened measures we already had in place with firmer policies and created a Compliance Committee to follow through with reported incidents. We were already doing background checks on staff, so that was nothing new. We did expand our background checks to include all volunteers (and strengthened our volunteer policies along with them). Our corps director gathered everyone at our January camp and we had a serious talk with all of the members, parents and volunteers (and a separate, even more serious talk with the staff) so that they all were VERY clear on our policies. Everyone was required to sign off as having read and understood them as a requirement of their employment or member contract status.
Whether or not corps have made public statements, many corps already had a lot of these items either in place or in the works. I think there is a misconception out there that DCI boards are hands off or only care about the competitive aspects of the organization. My experience with the board members I've had the pleasure to meet the past few years at Consortium is the exact opposite - we are all passionate about bringing as many people as possible to the activity that we all love so well, and we are equally as passionate about protecting the youth we serve so that they can gain all of the benefits (work ethic, leadership skills, learning you can exceed your own expectations) that many of us were able to gain when we were their age as participating members and/or fans. Most of us try to work as a team across the activity because we want to see it thrive, sharing ideas and best practices with each other freely - and we leave the competition to the directors, the creative staff and the kids on the field.
Sorry that I'm posting a novel, but it's been on my mind.