Predators In The Workplace

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The accusers have cut across traditional class divisions — high-powered women as well as women in low-income, service industry jobs have come together in the MeToo campaign to air their grievances, enabled by the power and reach of social media. But social media has influenced power dynamics by creating spaces and platforms for people to share their experiences.

Social media may also have put paid to the days when an employee made an allegation to HR, and HR took time to investigate it while keeping it under wraps until a resolution had been arrived at.

An Online Tool to Catch Workplace Sexual Predators

When news finally breaks, often we discover there were people in authority who knew about the harassment, but really wished that they didn't. On the other hand, it is a brave action to stand up and tell people [who are your bosses] what is allowed and not allowed," says Sanders.

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That includes the capacity to be persuasive and, when required, to be brave," says Goodear. Fileborn suggests the prevailing view at the moment is that HR "is there to actually protect the organisation rather than to support employees".

Callisto functions like the “Shitty Media Men” list, without the vulnerability of a Google doc.

I think it's perhaps seen as the path of least resistance to manage out the person who is making the complaint," she says. You become the thing that has to be managed instead of the problem itself," says Fileborn. Sanders says that more often than not, "women blame themselves or are not assertive enough to report sexual misconduct to HR and end up leaving the organisation instead".

Organisations should always have a code of conduct that explicitly draws the boundaries around behaviour and this should be enforced, she says. Victims and witnesses of abuse need to know how to use a reporting process that encourages filing complaints and removes any fear of retaliation through no-tolerance policies. HR has a duty to respond to, and follow up on, complaints and conduct an investigation, if necessary.

If it goes further and is deemed to be harassment, we have an employee assistance program to seek advice that is an independent, external service," Sanders says.

Debra Lafave: Why We Can’t See Women as Sexual Predators, and Why It Matters

At the Weinstein company, employees had no such recourse. Although the board of directors and Harvey Weinstein's producer brother Bob had known about the sexual misconduct for at least two years, following detailed accusations from former employee Laura O'Connor, Weinstein shut it down by reaching a settlement with O'Connor and the rest of the board clearly considered the matter 'case closed'. Non-disclosure agreements NDAs that pay off accusers and protect the identity and culpability of the accused have prevented progress in the US.

Debra Lafave: Why We Can’t See Women as Sexual Predators, and Why It Matters

She was brave not just because she subjected herself to a barrage of negative and hateful comments and threats, but also because exposing harassment and predators often comes with significant adverse workplace and career consequences. In fact, fear of losing a job and otherwise hurting their careers is a major reason why many victims of harassment and assault, and bystanders who observe this behavior, never come forward.

Our civil rights laws, like Title VII of the Civil Rights Act of , protect individuals from workplace discrimination based on their sex, race, national origin, or religion, among other characteristics. But they also protect individuals from retaliation: that is, when an employer takes an adverse action against an employee because he or she is asserting rights under the law.

A workplace without predators, and other things to learn from India's #MeToo

Workplace retaliation is a significant and widespread problem. Examples of the first kind of protected activity include when an employee files an internal complaint with her employer to challenge discrimination or harassment; files a charge with a civil rights agency like the EEOC; or serves as a witness in a complaint proceeding. Opposing discrimination can mean complaining or threatening to complain about alleged discrimination against oneself or others; resisting sexual advances or intervening to protect others; or talking to coworkers to gather information for a potential discrimination complaint.

Moira was brave to come forward as the creator of list intended to help other women stay safe and hold men accountable for their unacceptable — and in some cases unlawful behavior — which often went unchecked.

How have sexual predators thrived in the workplace? - UNSW BusinessThink

She was brave not just because she subjected herself to a barrage of negative and hateful comments and threats, but also because exposing harassment and predators often comes with significant adverse workplace and career consequences. In fact, fear of losing a job and otherwise hurting their careers is a major reason why many victims of harassment and assault, and bystanders who observe this behavior, never come forward.

Our civil rights laws, like Title VII of the Civil Rights Act of , protect individuals from workplace discrimination based on their sex, race, national origin, or religion, among other characteristics. But they also protect individuals from retaliation: that is, when an employer takes an adverse action against an employee because he or she is asserting rights under the law.

Workplace retaliation is a significant and widespread problem. Examples of the first kind of protected activity include when an employee files an internal complaint with her employer to challenge discrimination or harassment; files a charge with a civil rights agency like the EEOC; or serves as a witness in a complaint proceeding.