Posts Tagged ‘sexual harassment’
Tuesday, April 11th, 2017
We recently received the following note here at WBI. Writer’s words are in bold.
I feel like your website is extremely one sided. I came to it because an HR colleague referred me to it however she warned me the site was negative, anti-HR and anti-employer and she is correct.
We are not anti-employer. We are anti-abuse. When an employer abuses as general operating procedures or treats the rare complaint about abuse with indifference, then we oppose that particular employer. We have consulted and helped organizations since 1985, long before our 20 years in workplace bullying began. And we continue helping employers who give a damn about their employees. See here how we help. In court, I even help defend employers who wisely terminated abusers. We like good employers. Hate bad ones, don’t you?
Why did you come to visit us in the first place?
You pretty much tell the person they are being abused and the company will fire you.
We describe the predictable pattern that bullying follows. The sad experience mirrors what battered spouses go through. Do we make targets out of site visitors? No, 97% of site visitors come to us self-diagnosed as victims of workplace bullying. We simply report what over 12,000 targets have told us to bolster the mental health of visitors and inquiring family members. Admittedly, we have heard descriptions of two (2) heroic HR folks from all of those anecdotal tales. You are correct, HR is not all bad. In fact, several progressive, compassionate and thoughtful HR practitioners have attended the WBI Workplace Bullying University training for professionals and left with an in-depth knowledge of the phenomenon.
However, WBI research, based on polling individuals who suffer the mistreatment and not your guess about what outcomes are, shows that once targeted bullied workers face a 77% chance of losing their jobs. Read the study results here. And there is international research showing that bullies do not lose their jobs (Glambek, M., Skogstad, M.A., & Einarsen, S. (2016) Do the bullies survive? A five-year, three-wave prospective study of indicators of expulsion in working life among perpetrators of workplace bullying. Industrial Health, 54, 68-73.) Targets do lose their jobs (Glambek, M., Skogstad, M.A., & Einarsen, S. (2015) Take it or leave: A five-year, three-wave prospective study of workplace bullying and indicators of expulsion in working life. Industrial Health, 53, 160-170.).
In another study, we specifically asked what happened to people after they reported the bullying incidents to HR. Doing so proves to be a mistake. It seems, according to the one group who would know how and if HR helped them — individuals targeted for bullying — they were either retaliated against, lost their job, or ignored. On the plus side, nearly 2% of respondents said HR did help. Read the study results here.
This has not been my experience in the business world, nor many of our colleagues.
Those of us in the trenches in the war against workplace abusive conduct tend to share a common wisdom about HR. Colleague and friend Law Professor David Yamada (who is much more diplomatic than I, being careful to never offend unlike me) wrote recently in his blog, Minding the Workplace, that he hears reports such as “HR was useless,” “HR threw me under the bus,” and “HR protected the bullies.” He added, “in the worst instances, HR has actively furthered, supported, and enabled the abuse.”
And dear HR professional, in case you think it is only WBI-affiliated persons who hold such negative perceptions of HR, read on.
From the headlines, you may have heard about the costly corporate liability faced by Fox News for sustaining Bill O’Reilly’s employment. Fox or O’Reilly has paid $13 million in settlements to five of his accusers. One accuser of Roger Ailes won a $20 million settlement.
A central tenet in the Fox defense is that accusers of Bill O’Reilly and Roger Ailes never filed complaints with Fox Human Resources or called the company hotline.
Here comes attorney Nancy Erika Smith who represented Gretchen Carlson in her harassment lawsuit and now represents Julie Roginsky against Fox and Roger Ailes.
Smith was asked on CNN about the Fox defense. Some women at Fox News have said they are afraid the line is being monitored. Smith said calling the hotline is a good idea “only if you think it would be good to call the KGB to complain about Putin.” “HR is not your friend. HR will not help you,” Smith said.
Tags: abusive conduct, attitudes toward HR, Bill O'Reilly, Fox News, Gretchen Carlson, HR, HR inaction, human resources, KGB, Nancy Erika Smith, sexual harassment
Posted in Advice for Employers | 3 Archived Comments | Post A Comment (
Saturday, April 1st, 2017
We at WBI have labored to convince employers that if they view bullying through their “loss prevention” perspective, the only rational action is to purge the one or two destructive individuals who have tormented many more others over the years. It is the rational choice because it stops the losses and prevents future ones.
Still, American employers who face no legal workplace bullying standard are safe to ignore it, when and if they wish. Ignoring and treating it with indifference or flat-out denial that bullying happens on their watch are the typical responses. They do so out of loyalty to the abuser. Simultaneously this sends the message that everyone else is expendable, dispensable and worthless.
We list the following tangible bully-related costs: undesirable turnover, absenteeism, increased utilization of healthcare-workers comp-diability insurance, and litigation-related expenses. This is not simply theoretical.
The New York Times reports that Fox News has paid out over $13 million in case settlements to five women who claimed that network host Bill O’Reilly sexually harassed them. Some of the women worked for him; others were guests on his show.
Tags: Bill O'Reilly, bullied targets, Fox News, payouts, settlements, sexual harassment
Posted in Employers Gone Wild: Doing Bad Things, Media About Bullying, Print: News, Blogs, Magazines, Tutorials About Bullying | No Archived Comments | Post A Comment (
Monday, November 3rd, 2014
We have long said that mediation is the wrong tool to resolve workplace bullying problems. Mediators are inserting themselves into bullying in growing numbers as if the situations originated in traditional conflict. But bullying involves violence (non-physical varieties), an unequal level of power (real or perceived), and contempt by one person for the other. No serious problem solver believes a credible and fair middle ground can be found. Why further compromise the already compromised target? It is cruel.
A reporter tipped me off to the spring 2014 GitHub scandal. One of the former co-founders, Tom Preston-Werner, had given his CEO position to the other co-founder, Chris Wanstrath in January. GitHub engineer, Julie Ann Horvath, alleged sexual harassment by one of the company founders and his wife and quit. The wife’s threats (of informing husband’s decision making, of engaging spies at company, and intimidating and verbally attacking her) might have been more bullying than harassment, given its same-gender nature. The venture capitalist who invested $100 million in GitHub defended Preston-Werner. Preston-Werner resigned. Wanstrath cleared Preston-Werner of illegal harassment but did say “mistakes” were made.
Of interest to us here at WBI are the tweets Horvath sent recalling the actions of the GitHub-paid mediator who obviously was sent to protect GitHub.
Tags: GitHub, intimidation, Julie Ann Horvath, sexual harassment, Theresa Preston-Werner, threats, Tom Preston-Werner, workplace bullying
Posted in Employers Gone Wild: Doing Bad Things, Tutorials About Bullying, WBI Education | 1 Archived Comment | Post A Comment (
Wednesday, October 29th, 2014
Hollaback — the movement to stop sexual harassment of women simply walking in public — features a video of Shosana Roberts walking in New York City for 10 hours filmed by Rob Bliss who produced the PSA below. And men think women’s experiences are no different from theirs — get real. Watch the humiliation hurled at Roberts.
Tuesday, October 7th, 2014
Law Takes Aim at Workplace Bullying, Raises Questions
By Laura Hautaia, Los Angeles Daily Journal, Sept. 17, 2014
What counts as bullying in the workplace?
While the concept may be relatively new, managers will have to undergo training on preventing abusive conduct at work once a new law goes into effect in January. The training will come along with other required lessons on preventing sexual harassment and discrimination, but it’s different in one important way: bullying isn’t illegal in California. For now.
Attorneys say AB 2053, which Gov. Jerry Brown signed in August, might open the door to making abusive conduct illegal, opening a new category of liability for employers.
“There’s a feeling that there should be a way to prevent that kind of destructive behavior, because it does hurt people when it’s extreme enough, and it causes economic damage,” said Margaret H. Edwards, a shareholder at Littler Mendelson PC who has researched the advent of anti-bullying laws worldwide.
At the moment, the required training might still come into play in a court case if workers sue for harassment or intentional infliction of emotional damage in the workplace, attorneys said.
Whether or not employers provided adequate training on abusive conduct, said Chaya M. Mandelbaum, a partner at Rudy, Exelrod, Zieff & Lowe who represents workers, “could be a very relevant piece in looking at the culture of the workplace.” Edwards said the new requirement heralds wider recognition of bullying as a problem that can be addressed with laws. Indeed, other states are considering bills that address bullying in schools, and Tennessee passed a law encouraging public employers to create anti-bullying policies.
What’s more, she noted, laws have passed in Canada, the UK and Europe that address bullying in the workplace. “I think part of this is because of work that has been done that comes out of the harassment arena and a desire to try to address destructive behaviors in the workplace that don’t quite fall into the traditional harassment and discrimination categories,” Edwards said.
Some of that work has been done by Gary Namie, a Washington State social psychologist who advocates for anti-bullying legislation. He worked to get a more comprehensive law banning workplace bullying in California in 2003, but the law didn’t pass. Namie said his organization, the Workplace Bullying Institute, talked with California Assemblywoman Lorena Gomez as she authored AB 2053, but that the resulting bill was watered down from what he hopes to see eventually become the law.
“The law is a baby step toward recognizing the impact of workplace bullying defined as abusive conduct,” Namie said. Namie compares abusive conduct at work to domestic abuse. Rather than isolated incidents of cruelty, he said, bullying is a pattern that systematically beats down an employee.
Employment attorneys agreed with this description. “It’s vicious a lot of times,” said Kathryn B. Dickson. What’s more, she said, everyone at the workplace can suffer when bullying takes place. “It has impact on morale and productivity.” But Dickson also noted that while the law defines abusive conduct, naming it in the workplace might still be difficult.” “It gets very mushy around the edges,” she said. However, she compared the task of defining workplace bullying to the questions that surrounded the idea of sexual harassment when it was first litigated in courts. “People said how are we going to say what harassment is? That worked out.”
One test case emerged in 2006, when a judge in London ruled in favor of a former employee of DB Services (UK) Ltd., a UK subsidiary of Deutsche Bank, who said she was systematically bullied at work until she suffered two bouts of Major Depressive Disorder. In a detailed, 46-page decision, High Court Justice Robert M. Owen said the bullying was harassment under the country’s Protection from Harassment Act of 1997, and that the company should have done more to prevent it.
The plaintiff, Helen Green, said coworkers engaged in “petty” bullying conduct and went out of their way to exclude her from conversations, lunches, work-related email chains and more. Green even recounted that one coworker made a raspberry sound every time she took a step while walking across the office. “Many of the incidents that she describes would amount to no more than minor slights,” Owen wrote. “But it is their cumulative effect that has to be considered.” What’s more, the company was privy to information about Green’s mental health history and could have known she would be vulnerable to such bullying, he ruled.
Such situations aren’t uncommon in American workplaces, plaintiffs’ attorneys said. Mandelbaum said many people call seeking legal representation, only to learn what they experience at the hands of a coworker or supervisor is not illegal. What’s more, often it’s bullying that motivates someone to sue for sexual harassment or discrimination in the first place, he said. “It’s that kind of conduct that underlies their feelings and their motivation to go through what they need to go through to enforce their rights legally.” Mandelbaum said.
Tags: AB2053, abusive conduct, california, education, sexual harassment, supervisor training, workplace bullying law
Posted in Healthy Workplace Bill (U.S. campaign), Workplace Bullying Laws | 1 Archived Comment | Post A Comment (
Thursday, September 19th, 2013
WBI review of an academic research study:
Diekmann, K.A., Walker, S.D.S., Galinsky, A.D., & Tenbrunsel, A.E. (2012) Double victimization in the workplace: Why observers condemn passive victims of sexual harassment. Organization Science, 2012, 1-15.
A well practiced tendency of observers of workplace harassment, coworkers of the targeted person, is to declare that they themselves would have taken more action to stop the harassment than the victim did.
The researchers in this study call this prediction “forecasting,” and people claim they would do more than they actually do. They have an optimism bias, especially with respect to moral or socially desirable conduct. No one wants to admit they would not do “the right thing” when opportunities present themselves. And there is an equal underestimation of how likely they would be to yield to social pressure and self-interest.
A common consequence of such observer hubris is the subsequent condemnation of victims for failing to have acted — to resist, to confront, to report, to reverse the harassment. Of course, as WBI research shows, confrontation fails to stop the negative conduct and leads to retaliation of the victim which exacerbates the suffering.
Staying passive is the preferred choice of both sexual harassment victims and bullied targets. From their perspective, it is safer than alternatives. However, observers may interpret passivity as weakness. Thus, harassment victims are harmed twice over.
Tags: A.D. Galinsky, A.E. Tenbrunsel, bullied targets, double victimization, fundamental attribution error, Gary Namie, K. A. Diekmann, S.D.S. Walker, sexual harassment, social forecasting, social science research, victim denigration, workplace bullying
Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, Tutorials About Bullying, WBI Education | 1 Archived Comment | Post A Comment (
Thursday, August 8th, 2013
By Susan Kreimer, Main Street, August 7, 2013
Bullies exert control in schools, playgrounds, cyber space—and in the workplace, too. But adults typically don’t expect as much empathy as kids do. Many suffer in silence.
“Ideally, coworkers should intervene,” says Gary Namie, who co-founded the Workplace Bullying Institute with his wife, Ruth, in Bellingham, Wash. in 1997. “However, research shows that this happens in less than 1% of incidents.” Compounding a bullied worker’s misery, “employers seem reluctant to act.”
Bullying on the job occurs four times more often than sexual harassment or racial discrimination, according to the institute, which is leading a national campaign to enact the anti-bullying Healthy Workplace Bill in all 50 states.
Tags: anti-bullying legislation, coworkers, David Yamada, Gary Namie, Healthy Workplace Bill, Main Street, North Dakota State University, Pamela Lutgen-Sandvik, sexual harassment, Susan Kreimer, workplace bullying
Posted in Tutorials About Bullying, WBI Education, WBI in the News | 1 Archived Comment | Post A Comment (
Tuesday, July 16th, 2013
In January, we detailed the case of Melissa Nelson, a long-time worker in the dental office of James Knight, DDS. After Knight turned 50, Nelson said he became lewd. Knight’s wife and pastor told him to fire Nelson because of the temptation her attractiveness caused for Knight. He followed the advice.
Nelson sued, not for sexual harassment, but for gender discrimination. The dentist was supported by the courts, both trial and appeals, by granting summary judgement in his favor. They threw the case out. In the July 12, 2013 Iowa Supreme Court ruling, they made it clear that since sexual favoritism need not be based on illegal forms of discrimination, neither should unfavorability (page 8 in the Court’s decision). The Supreme Court affirmed the prior appeals court decision. Knight was allowed to legally terminate her on the basis of her beauty as he perceived it!
Tags: dentist, gender discrimination, Iowa, irresistibly attractive, James Knight, Melissa Nelson, sexual harassment
Posted in Employers Gone Wild: Doing Bad Things, Rulings by Courts | No Archived Comments | Post A Comment (
Wednesday, January 2nd, 2013
Don’t ever lose your ability to be shocked by injustice. That’s what employers want us to do. Here’s a shocking tale.
Melissa Nelson, a 32-year old mother and happily married wife, was a dental assistant for 10 years for a Fort Dodge, Iowa dentist named James Knight. Knight had been her family dentist. A Nelson acquaintance worked in his office. She felt close to his wife and family, too. Knight is older than Nelson. It was an amicable midwest workplace for years.
Nelson said that Knight became lewd when he turned 50. He found her “irresistibly attractive.” He sleazily commented that if she (Nelson) saw his pants “bulging,” she would know her clothing was too revealing and he objected that he was able to tell during work hours that she had breasts. Remember, this was an educated health professional! Knight learned cell phone texting and began sexting to Nelson, asking how often she had orgasms. Nelson never encouraged or invited Knight’s advances. Knight told his pastor and wife that he had “feelings and emotions” for Nelson. Both told him to fire Nelson, the woman Knight considered his best-ever assistant. The wobbly Knight made termination a religious affair. He invited another pastor from his church to attend the Jan. 4, 2010 meeting with Nelson where they ambushed and fired her.
Tags: Iowa Supreme Court, James Knight, Melissa Nelson, sexual harassment, workplace bullying
Posted in Employers Gone Wild: Doing Bad Things, Rulings by Courts, Workplace Bullying Laws | 1 Archived Comment | Post A Comment (