Not being someone who harasses others at work, I don't know if this would work. But if your company had a reputation of taking that kind of thing seriously, wouldn't it mean that those bad actors would be less likely to apply at your company?
Yes, I think it would - but most companies are small and do not have known cultural reputations, so this kind of strategy likely will only be useful to larger/name-brand companies.
IMO the lack of this reputation harms startups - some larger companies have been known to take harassment and abuse more seriously than others, and they've attracted a greater share of marginalized demographics. This is great for employees - they have greater safety at work - but bad for the ecosystem, as this is an entire talent pool that startups - who comparatively have little reputation - are missing out on.
The other poster also brings up a good point: not all bad actors know they are bad. Generally speaking everyone is the Good Guy in their own head. That said, there are certainly many bad actors who are aware of how their actions are received and will seek easier environs.
In my experience few people think their behaviors are bad, and most people have some justification for it (calling derogatory comments "locker room talk" being a notable recent example)
