Money Sad truth on how companies respond to workplace sexual harassment

16:33  07 november  2017
16:33  07 november  2017 Source:   Toronto Star

Why your HR department can't stop sexual harassment

  Why your HR department can't stop sexual harassment In an ideal world, anyone who experiences harassment at work would head directly to the human resource department. SIG

Instead of supporting lawyers who work to silence victims, workplaces should try evolving the culture from a patriarchal system of entitlement to one Imagine how a women would feel if her employer promised her that in cases of sexual assault and harassment , she will never be silenced with an NDA?

How to Apply. View All Jobs. Resources. Adecco USA Workplace Harassment Video.

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Jeremy Piven accused of sexual assault by reality star Ariane Bellamar

  Jeremy Piven accused of sexual assault by reality star Ariane Bellamar An actress who appeared on "Entourage" has accused Jeremy Piven of sexual assault. Ariana Bellamar tweeted to Piven on Monday, "'Member when you cornered me in your trailer on the #Entourage set? ‘Member grabbing my boobies on (sic) the without asking??"She also tweeted, "'Member when I tried to leave; you grabbed me by the ass, looked at yourself in the mirror, & said what a ‘beautiful couple’ we made?"The actress later clarified that Piven cornered her and "forcefully fondled my breasts & bum" on two occasions."Once at the [Playboy] mansion & once on [the 'Entourage'] set.

blog 'stevekuzuhara.blogdetik.com' is not exists. ual Harassment on the Job: What It Is & How to Stop It eBook.

This fact sheet explains what sexual harassment is, how it is defined by law, and what you can do if you are sexually harassed . Sexual harassment in the workplace is These can include materials on e-mail or other communication tools that your company uses.

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As leader after leader falls from grace in the current sweep of sexual harassment and assault accusations, CEOs, chairs of the boards, human resources executives and corporate legal counsel are rushing into emergency meetings to assess their risk and build crisis communications strategies to “manage” the potential fallout.

What’s on the meeting agenda? Reviews of past nondisclosure agreements (NDAs), risk assessments on unresolved complaints from employees and disgruntled employees who have fled the company.

“What is our exposure on this?”

Prison guards accused of using inmates as weapons to hush sexual harassment

  Prison guards accused of using inmates as weapons to hush sexual harassment Prison guards accused of using inmates as weapons to hush sexual harassment Two major investigations are underway and several employees suspended after what the federal corrections service calls "very serious" allegations of harassment, intimidation and inappropriate employee conduct by staff at Edmonton's maximum-security prison. Meanwhile, CBC News has uncovered new details about allegations of workplace sexual harassment at that facility, and the dangers women can face for reporting it: namely, implied or direct threats to their safety, their families and their lives.

Listening and responding to sexual harassment complaints according to your policy can save your company from a lawsuit. If you’ve ever had to deal with a workplace sexual harassment complaint, you know how tricky they can be.

Beyond this federal law, there are also state laws which vary across states to provide protection from sexual harassment in the workplace (AAUW, n.d.). Sexual harassment may also negatively impact the reputation of an organization or company . Ways to Prevent and Respond to Sexual

“How do we manage what we have hidden in our corporate closet?”

What should be on the agenda? How to create equity frameworks to ensure our employees are safe and free from harassment and the abuse of power. How to ensure transparency so the women on their team and their future recruits know their well-being trumps the “Trumps” in the office.

NDAs are the devil’s work. They silence victims, protect the employer from taking responsibility and secure a perfect environment for predators — and have done so for years. (Fox News ... say no more.)

“What was ‘acceptable’ 15, 10 years ago is clearly not acceptable now,” Britain’s Defense Secretary Michael Fallon told the BBC as he resigned amid accusations of sexual assault.

#Breakingnews, Michael, it was never acceptable, you were just protected by colleagues who can no longer justify looking the other way in the current environment. The risk assessment matrix is no longer in your favour.

6 Women Accuse Hollywood Producer Brett Ratner Of Sexual Harassment Or Misconduct: Report

  6 Women Accuse Hollywood Producer Brett Ratner Of Sexual Harassment Or Misconduct: Report Six women have accused Hollywood producer and director Brett Ratner of sexual harassment or misconduct, according to a Los Angeles Times report published Wednesday.Natasha Henstridge alleged that Ratner, executive producer of the TV series “Prison Break,” forced her to perform oral sex on him when she was 19.

blog 'clayparks.blogdetik.com' is not exists.

Preventing and investigating workplace sexual harassment complaints. the victim’s remedies, and steps that companies must take to respond to harassment complaints. How sexual harassment is defined by law and how to recognize visual, verbal, written and physical

This institutionalized global system protects powerful men who feel their power entitles them to be violent sexual predators. This is entitlement at its worst. And the empty apologies of the growing list of outed powerful men is more than shameful — it is equivalent to the institutionalized abuse of children by Catholic priests.

#Metoo campaigns don’t tell the full story of the impact of sexual harassment or assault. They don’t explain how a raised male voice or display of male aggression can trigger a reaction that has me crying and shaking in the fetal position because of past abuse I have endured.

From left, Dustin Hoffman, James Toback, Harvey Weinstein, Kevin Spacey and Brett Ratner are among some in the Hollywood industry who have been accused of sexually harassment. © Provided by Toronto Star From left, Dustin Hoffman, James Toback, Harvey Weinstein, Kevin Spacey and Brett Ratner are among some in the Hollywood industry who have been accused of sexually harassment. "#Metoo campaigns don’t tell the full story of the impact of sexual harassment or assault," writes Kelly Nolan.

The phenomenon is too widespread to call these isolated incidents. Employers need to take a stand instead of hoping to avoid the news cycle. In Canada, 53 per cent of adult women have experienced “unwanted sexual pressure” and more than 1-in-10 Canadians — both men and women — say sexual harassment of women in their workplace is “really quite common,” according to a survey released Wednesday.

More than half of adult women in Canada have experienced 'unwanted sexual pressure,' survey suggests

  More than half of adult women in Canada have experienced 'unwanted sexual pressure,' survey suggests The survey on sexual harassment was intentionally conducted in the wake of the Harvey Weinstein scandal with hopes that women would feel more 'empowered to answer these questions honestly,' the chair of a research company says.The findings "represent numbers that are really quite striking," said Bruce Anderson, chair of Abacus Data, the research company that conducted the survey. Applied to the total Canadian population, the results suggest that eight million women in this country have been sexually harassed at some point in their lives.

The sad thing is that a high-tech company like Uber should already know precisely how eLearning and metrics can tackle workplace sexual HR leaders, for example, need to continue learning how to use metrics to better understand what is going on in their workplaces and to respond before problems

Related: Don't Be Blind to Workplace Harassment : 5 Tough Questions to Ask. Related: Corporate Boards Should be Demanding Management Answer These 5 Questions About Company Culture. Related: The 'Al Capone Theory' Shows How Sexual Harassment Hurts Your Bottom Line, Too.

Imagine how a women would feel if her employer promised her that in cases of sexual assault and harassment, she will never be silenced with an NDA? How is that for commitment?

Or how a student would feel at a university if offered true support instead of the institution focusing on preserving its reputation when it comes to reporting abuse on campuses?

It’s possible to create barriers to abuse. Limiting the power of executives over their teams and organizations is a safety necessity. Fiefdoms spawn monsters like Ghomeshi, Weinstein and others, and they can be changed easily if those in power want it bad enough.

Ensuring all harassment and assault accusations are handled by an independent third party is an interesting approach. Putting appropriate safety frameworks in place for high risk activities, such as attending conferences, off-site meetings or work events is another easy step for employers.

Issuing blind surveys to employees about their security at work and insisting on performing exit interviews to determine why an employee is leaving are other best practices.

The financial and time investment spent to protect these men far outweigh the investment in preventing sexual harassment; HR departments are failing at protecting employees.

Firing the outed men and issuing mea culpas is a lame attempt at demonstrating a commitment to women in the workplace. It took brave women to out these men. Come on, Alpha males, you can be brave too — the cool kids don’t hang out in the “locker rooms” anymore.

What will it take for leaders to take a bold stance against predators in power? Instead of supporting lawyers who work to silence victims, and spin doctors who seek to overcome the crisis by diverting the focus, try evolving your workplace culture from a patriarchal system of entitlement to one where women never have to be afraid.

Kelly Nolan is co-founder of the Talent Strategy Institute, an organization that assists with diversity and inclusion assessments, engagement and recruitment strategies, training, workshops and coaching. Kelly is an expert in diversity and inclusion strategies for the science, engineering, IT and high performance computing sectors.

Harvey Weinstein banned for life from Television Academy .
The Television Academy is the latest organization to ban Harvey Weinstein from its ranks for life. The Television Academy is the latest organization to ban Harvey Weinstein from its ranks for life.

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