Changing Tide? What Top Firings For Workplace Harassment Mean & What You Can Do

High profile firings across industries and a reduction in harassment filings may show a trend, but sexual harassment is still prevalent and you have options.

It’s about time. Consequences for those committing sexual harassment at work is having a moment—lots of moments. And those consequences run all the way to the top of large organizations.

“It’s about time. Consequences for those committing sexual harassment at work is having a moment—lots of moments. And those consequences run all the way to the top of large organizations. #TimesUp”

In media and entertainment, FOX News fired high profile host Tucker Carlson in wake of sexual harassment allegations. Actor F. Murray Abraham was fired from “Mythic Quest” for sexual jokes. Journalist Don Lemon was fired from CNN for sexist and ageist comments on air as well as misogynistic treatment of colleagues. NBC Universal announced CEO Jeff Shell was out of there for an inappropriate relationship.

In academia, two professors at University of South Carolina were fired for sexual harassment charges.

On the national and global stages, all of this happens at the same time a civil case of sexual assault from 1995 against former President Donald Trump brought by columnist and author E. Jean Carroll proceeds in a high profile trial.  A senior director at the World Health Organization was dismissed for charges of sexual harassment. The CIA is also facing scrutiny over its handling of sexual harassment at work allegations.

“High profile firings across industries and a reduction in harassment filings may show a trend, but sexual harassment is still prevalent and you have options. #accountability #workforce”

According to Politico, “The House intelligence committee is investigating whether the Central Intelligence Agency is mishandling how it responds to sexual assault and harassment in its workforce, according to four people familiar with the matter.”

That’s the good news-- that accusations are given credence, attention and action, as leaders seek accountability all the way up to the top.  At the same time, presumptions that all allies will be on your side—particularly those identifying as women—is not always the case.

The founding director of Smithsonian’s American Women’s History Museum, Nancy Yao, who begins her leadership in June, has faced allegations of allowing sexually inappropriate behavior of employees and dismissing allegations.   

According to the Washington Post, “The former staffers interviewed by The Post described Yao as being tolerant of boorish, sexually inappropriate behavior by male employees, of failing to take appropriate steps when complaints were reported to her and of being retaliatory against those who reported harassment allegations.”

What this means to workers identifying as women and everyone seeking an equitable and safe workplace is that as organizations aim for transparency, the trend is for accountability for harassment and discrimination behaviors — behaviors that are reportedly decreasing.   

A new report from the Equal Employment Opportunity Commission shows, “Between FY 2018 and FY 2021, the EEOC received a total of 98,411 charges alleging harassment under any basis and 27,291 charges alleging sexual harassment.” A total of nearly $300 million in monetary payments went to those who filed charges.

There was a decline in 2021 of charges, after a spike in cases in 2018. In that time frame, EEOC reports that 78.2% of sexual harassment charges filed were by women, with 62.2% of all harassment charges between 2018 and 2021 filed by women. Most charges were filed by Black employees, or 71.2% with 16% white employees filing charges, and very small percentages of other ethnic identities reporting.

“Between FY 2018 and FY 2021, sexual harassment charges accounted for 27.7% of all harassment charges compared to 24.7% of all harassment charges between FY 2014 and FY 2017. Sexual harassment charges also accounted for a greater percentage of the total charges. Between FY 2018 and FY 2021, harassment charges made up 35.4% of the total charges (277,872) received by the EEOC.”

The trend of changing workplace culture resulting in fewer allegations is indeed a new shift over the past few years, but is not pervasive across all industries. Many report leadership in an organization does not take allegations seriously or hold those accused accountable.

“The trend of changing #workplaceculture resulting in fewer allegations is indeed a new shift over the past few years, but is not pervasive across all industries.”

Bloomberg Law reports, “In 2020, the Hollywood Commission conducted a survey of 10,000 entertainment industry workers, revealing 65% of workers did not believe a powerful individual would be held accountable for harassing someone with less power, with 28% having reported an incident of gender harassment, unwanted sexual attention, or sexual coercion to a supervisor or manager.”

Other surveys suggest these sentiments persist outside the entertainment industry.

“A 2022 survey of STEM professionals, conducted through multiple-choice questions, essays, and interviews, revealed 62% of respondents experienced workplace sexual harassment, with only 29% of those women filing formal complaints,“ Bloomberg reports.

“Comparatively, in 2021, 57% claimed experiencing workplace sexual harassment. In September 2022, the federal judiciary announced it would examine the extent of sexual harassment in the workplace by conducting a survey of its 30,000 employees.”

The good old days of dismissing these harassing behaviors is disappearing, thanks to #MeToo, #TimesUp and public outcry when sexual harassment behaviors are revealed through social media and legal channels.

“The good old days of dismissing these harassing behaviors is disappearing, thanks to #MeToo, #TimesUp and public outcry when sexual harassment behaviors are revealed through social media and legal channels. ”

Emma Hinchcliffe writes in Fortune’s Broadsheet newsletter, “More than five years after #MeToo rocked the entertainment and media industries, it’s tempting to think that the movement successfully cleaned house—with alleged bad actors like Les Moonves and Bill O’Reilly gone. But the three mega-exits this week show that the fast-paced industry of TV news is still an environment where alleged misconduct can fester. The departures should prompt top-to-bottom cultural reckonings, rather than elicit the false hope that this round of whack-a-mole will be more effective than the last.”

As always, the best practice is to report harassment through the appropriate channels in your workplace. Definitely speak up, write down notes and tell colleagues your experience to have corroborations.

“As always, the best practice is to report #harassment through the appropriate channels in your #workplace. Definitely speak up, write down notes and tell colleagues your experience to have corroborations. ”

The Society for Human Resource Management reports, “A good rule of thumb is, if it has to do with sexual conduct in any way, it doesn't belong in the workplace. Period. One large employer calls this the ‘Mother Standard.’ It teaches employees that if you wouldn't say this kind of thing in front of your mother, you probably shouldn't be saying it to a co-worker.”

SHRM continues, “This advice applies especially to people in positions of power within organizations. With power comes blind spots. Employees will treat the behavior as acceptable only because of the position the person holds.”

But as a colleague and employee, you also have power.

“To be sure, offering reporting options or other elements of conventional policies is not wrong. But policies and training should include a discussion of self-help: when it can be effective, how to do it and why it's often the best first step. Providing training to employees on how to have a difficult or challenging conversation about sexual harassment will help in other situations too, so there is a win-win benefit all around. The key is to ensure that the message also says self-help is not required and makes it clear that if self-help doesn't work, reporting options should be invoked. Acquiescence is never appropriate.”

It is also noteworthy that you do not have to endure harassment and wait for the system to change, you can choose to leave the organization and find another path. You can join an organization where equity and fairness are honored, or you can create a new way forward without the burden of harassment as an entrepreneur.

“It is also noteworthy that you do not have to endure and wait for the system to change, you can choose to leave the organization and find another path. #selfcare #power”

Pulitzer Prize-winning journalist and author Julia Keller in her latest book, Quitting: A Life Strategy: The Myth of Perseverance and How the New Science of Giving Up Can Set You Free, writes, “A large portion of our lives is beyond our control.” She adds, “ So we hang on as best we can while we’re whirled about by events and contingencies. And within all of that flux and churn and uncertainty, within that constant maelstrom, there’s very little we can do. Except this: We can quit when we need to. And we can let other people quit when they need to as well, without judging them. And those two acts—simple as they sound—just might change the world.”

Take The Lead Takeaway This Week:

“And within all of that flux and churn and uncertainty, within that constant maelstrom, there’s very little we can do. Except this: We can quit when we need to. “

Pulitzer Prize-winning author Julia Keller