Want to prevent sexual harassment in the workplace? Tackle gender based discrimination

Sexual harassment within the workplace has been all over the news recently. It seems like new cases of high profile men being accused and held accountable appear daily. I applaud the courage of victims to come forward. I am thankful that institutions are finally holding some of the perpetrators accountable. Workplace sexual harassment is, not about the individual event, but is a symptom of a much more deeply entrenched concern. Our workplaces and society at large tends to value white men more than women and people of color. The stories unfolding publicly in recent months highlight not only the horrific actions of certain individuals, but also the workplace environments that have allowed sexual harassment to become a normal part of so many women’s working lives. The men who are committing atrocities against women, could not have gotten into their positions of power if the organizations they work for were not complicit. Workplaces that discriminate against women provide fertile ground for sexual harassment to be tolerated. All people, especially those who have long been treated differently because of their gender, their race, their sexuality, or some other aspect of their identity, should feel welcome and safe in their workplaces. All forms of gender based discrimination in the workplace need to be rooted out if you want to choke the weeds of sexual harassment.

Sexual harassment is but one of many negative outcomes that come from workplaces that place a higher value on men over women. How do you know if your workplace values men more than women? Look at multiple outcomes by gender. Retention rates, hiring rates, pay gaps, and promotions can highlight areas that your organization treats men and women differently. Add race into the mix and the disparities often get wider. A disparity between men and women in your statistics often indicates deeper organizational issues that must be addressed, such as gender-based discrimination within your policies, practices, and culture. The pay gap between men and women in Hollywood has been much publicized. How many female producers are there in Hollywood? Gender equity in these areas can greatly benefit most companies by lowering hiring and training costs and allowing greater innovation and higher productivity. Workplaces that do not include the perspectives of women and people of color at all levels miss out on many chances for innovation, customer expansion, and often become stagnant. Sexual harassment is less likely to occur in an organization that does not discriminate against women.

Gender based discrimination not only impacts women, but also hurts men. Organizations that perpetuate gender-based discrimination often foster an environment that supports rigid ideas of gender. This does not allow for men or women to bring their whole selves to work, not to mention what it does to people who do not fit into the gender binary at all. Men working in traditionally female fields like nursing, teaching, or as assistants are often chastised for their choice of profession. One female friend who works in the private sector shared an example:

My previous company wouldn’t hire a male for a front desk role. I found several candidates over the years that were eager and qualified that weren't even brought in for further interviews because "they didn’t feel comfortable asking a male to fetch coffee or plan company parties" 

Organizations look over talented individuals because they cannot see past these strict ideas of gender roles.

While men frequently benefit from the unearned privileges, discrimination against women at work costs men as well. Another female friend who works in the social service sector shared a story with me:

I was working in a program and my male partner at the time was interning in a separate program [for the same organization]. The offices were attached by a door that we generally kept open. I had a disagreement with a male coworker. He became frustrated or angry with me. He literally picked me up and threw me over his shoulder fireman style. He walked me through the offices while I protested. He plopped me down in front of my partner and said "control your woman". We were both humiliated in front of our coworkers. This man was also much much larger than my partner. So I was angry and embarrassed but my partner was completely incapable of intervening due to various power dynamics.

Challenging the inappropriate behavior at work can be risky both physically and professionally for both men and women in the workplace. If discriminatory behavior goes unchecked, it creates an environment where sexual harassment in many forms can thrive.

To address sexual harassment in the workplace, organizations must first address the structures that have allowed it to thrive. You cannot prevent sexual harassment through one training session or, even worse, one video. Delve into your policies, procedures, statistics, and workplace environment. Sexual harassment cannot thrive where men and women are treated equitably. Organizations must set clear expectations through words and actions, policies and procedures, that discrimination will not be tolerated.

If you are ready to tackle gender based discrimination, contact me and we can get started on this journey together.

Female Staffers or the Men in Charge: Who should champion an end to workplace discrimination?

I was very interested to read several articles discussing strategies that Obama’s female staffers have used to achieve greater gender parity in the White House. Women at the highest levels experience similar discrimination. In the original September 13, 2016 article in The Washington Post, Juliet Eilperin discusses how women working in the Obama White House worked together to make sure their ideas were fairly considered and accurately credited.

…female staffers adopted a meeting strategy they called “amplification”: when a woman made a key point, other women would repeat it, giving credit to its author. This forced the men in the room to recognize the contribution — and denied them the chance to claim the idea as their own. (Eilperin 2016)

I love to hear about women coming together and intentionally supporting one another to create a more inclusive environment. My career has been built on the support and mentorship of strong women.

While this type of article highlights women’s empowerment, it also points to the pervasive discrimination that traditionally marginalized groups experience in the workplace every day. An organization’s leadership and culture often discourage women, people of color, and other underrepresented groups from meaningfully participating in important professional spaces by not allowing them the same time to speak as those in power, who are frequently white men, or by not giving them credit for their own ideas. As part of an interactive “think tank” event that I co-facilitated for a wide range of organization development professionals, I gave participants the following scenario as an option for discussion:

A CEO brings you in to observe a strategic planning meeting involving several employees from different departments. You witness the CEO interrupting one of the female employees as she is finishing her thought. The CEO says “okay” to her and asks the group for additional ideas. After a few other ideas are shared, a male member of the group repeats the idea that his female colleague has shared previously. The CEO tells him that it is a great idea. As the meeting progresses, you notice female participants are routinely interrupted and the CEO is more likely to engage with ideas presented by male participants.

In the debrief of the small group discussions I asked how many people had experienced or witnessed the same situation and almost everyone raised their hands. This type of discriminatory practice is widespread. I have repeatedly experienced and witnessed this kind of exclusion at the hands of self-proclaimed progressive and liberal men. I have both been shut down myself and have spoken up for others to give credit back to the woman whose idea was co-opted.

While mutual support is crucial to create a more inclusive environment, as a strategy it has limitations. First, it can only work when there are multiple people who identify with the same identity profile and who are willing to support each other. What happens when you are the only woman or the only person of color in the room? In those situations, allies can be especially helpful, although those allies need to be especially clear who first came up with the idea so as not to co-opt credit.

Secondly, it places the responsibility for addressing widespread discrimination on the backs of those who are being discriminated against. All too often we rely on women to end sexism and people of color to stand up against racism when the responsibility for change should be on the organization and those perpetuating discriminatory practices. While I always encourage her to support and be kind to other children, when my toddler tells me that another child pushed her down, I do not ask her if one of her classmates stepped up to support her, but rather if her teacher helped her. In that situation, the teacher is responsible for creating a culture of kindness. In order for it to be effective in the long run, an organization’s leadership is responsible for setting the organization’s culture. A mutual support strategy should be just one part of a larger organizational commitment and intentional strategy to move towards equity.

The discrimination that is perpetuated through a subtle dismissal or co-opting of an idea is unlikely to be recognized as an act of oppression or a violation of employment law, and yet, these seemingly small actions contribute to a larger culture of inequity. Workplace discrimination comes in many shades and this is just one. To combat the culture of discrimination, organizations can develop and implement a comprehensive and intentional strategy that holds the organization and its employees accountable. These efforts must be inclusive of everyone in the organization and be championed at the highest level.

I applaud and encourage professionals to find support and comfort in their shared experiences. Be on the lookout for others who do not have that type of support and look for the opportunity to be an ally.

Is your organization interested in addressing a lack of diversity and inclusion? Need a place to start? Give me a call!

Ending Racism through Intentional Actions Everyday

In the wake of so many tragic deaths, it is difficult to ignore the fact that racism is deeply embedded in our society and that racism causes great harm. The problem seems so big and so entrenched in our culture, that I sometimes feel overwhelmed and helpless. In the light of such a big problem, what can I do? I strongly believe that small actions can contribute to big changes. To begin, I can assess my own bias, think about how that bias changes how I act, and intentionally change my behavior.

Racism has been passed down from generation to generation and we need to interrupt that cycle. Racism is present on our streets, in our places of work and play, and in our homes. In a recent training on equity and inclusion for organization development professionals, a participant observed: “[this training] makes me think about how I perpetuate oppression through my everyday actions and I want to try to be more aware of those and how I can change those moments.” I hope that we can all reflect on those everyday actions that contribute to the larger culture of racism and make changes that will lead to a more equitable society. It is on us to change and, while it may seem overwhelming, we have to start somewhere.

Dr. Brian H. Williams, trauma surgeon at Parkland Memorial Hospital, an African-American trauma surgeon who operated on the Dallas police officers who were shot and killed on July 9, 2016 shared some of his experiences and thoughts about race relations between the black community and the police in a July 11, 2016 press conference reported by CNN (you can find the full transcript of the press conference here). He recounts how he intentionally tries to break the tension between police and the black community and how difficult that can be.

…I bought one of the Dallas P.D. officers some ice cream when I was out with my daughter getting ice cream. I want my daughter to see me interacting with police that way, so she doesn't grow up with the same burden that I carry when it comes to interacting with law enforcement. And I want the police officers to see me, a black man, and understand that I support you, I will defend you, and I will care for you. That doesn't mean that I do not fear you. That doesn't mean that if you approach me, I will not immediately have a visceral reaction and start worrying for my personal safety. But I'll control that the best I can and not let that impact how I deal with law enforcement. (Dr. Williams)

Dr. Williams intentionally shifts his behavior to create a desired change. Imagine the change that could happen if we all thought about how our everyday actions impacted those around us in the short and long term.

All too often, the onus to shift the racist dynamic falls on people of color. Racism is damaging to everyone and is caused by white people. White people are going to have to shift how we interact with the world if we are going to see an end to racism. As a white middle-class woman, despite my best efforts to fight against it, I view the world through a biased lens. Our view of the world and of others is shaped by our experiences. You can test your own bias in numerous categories through the IAT test developed by Harvard.

I am challenging myself to think about ways I perpetuate or prevent racism. As a consultant and as a mother, I need to be aware of my actions and intentionally model the world I want to see. For me that will include making sure my child is exposed to a diversity of characters in her, engaging with diverse communities when we choose our activities, and continuing to participate in difficult conversations about race (You can find some resources for talking to kids about race and racism here, here, and here). As a professional, I will continue to seek out and listen to the experiences of people of color, explore how organizations can shift to provide safer spaces for people of color to thrive, and find ways to educate myself and other white people on the dynamics of racism.

What are some of the ways you can disrupt racism in your daily life?

Reflections on Violence

Whether mass murder happens in a movie theater, a church, a health center, a school, or a home, the impact of the tragic event ripples through the community and through the country.  Violence is happening in places associated with hope, sanctuary, and refuge. Members of our own communities perpetrate violence.  These tragedies deeply affect the values we hold dear, including our sense of safety and connection to all of our community.

Several years ago, I facilitated community dialogues that allowed people to come together and talk about what they wanted their community to look like, what stood in the way of that community vision, and how to overcome the obstacles.  In every group, without regard to race, gender, or income-level, people wanted to feel connected to and safe in their communities.  People felt isolated and alone.  I too, want a community where everyone feels safe and connected.  For me, the scariest part about the current state of violence, is that the enemy comes from within the community and targets are the places we seek help, a brighter future, or a moment of peace. 

What caused this violence?  Immediately following tragic events we seek answers in the personal and mental history of the murderer.  Mostly, perhaps, in an effort to distance our own lives and those of our friends, our family, and our neighbors from those of a person who would enact violence.  While I know that judging the individual is not helpful, I struggle to place a larger context on hateful acts.  Unstable people live all over that world, and yet, mass murder does not happen everywhere.  Resorting to murder is rooted in an environment that alienates and degrades some community members and provides easy access to the means to commit violence.  We need to use this uncomfortable place to shift our curiosity beyond the individual acts of violence to a broader discussion of the values and norms that have created this problem.

No matter how these events make you feel, this is an opportunity to reflect and to act.  As individuals, we can reflect on what we value most and act on those values. Instead of living in fear and isolation we can use this uncomfortable spot to build empathy with those suffering around us.  I want to strengthen my community and support the most vulnerable to rebuild both our sense of and our actual safety. 

Together we can build a community of compassion.    Only as a community that helps one another can we move forward.  I would like to live beside community members that step out of their comfort zone and help each other. We need to build up the structures that support the most vulnerable among us and the places we find solace and connection.  Organizations like Cure Violence and other anti-violence programs adopt this approach.  Their intervention strategies help support community members in vulnerable situations early and prevent violence well before it is planned.

I urge you to look critically at our policies and the thought patterns that created those policies. Push for policy changes to limit access to the means of violence. Support institutions that work to intervene and prevent domestic violence, hate crimes, and terrorism.  Reach out to members of your own community who may feel isolated and alienated. 

With all the tragedy in the world, my heart aches and my optimism endures.  We have the power to end the violence!

Oregon House Bill 3476: A tool to protect confidentiality

When I confide in my doctor or my lawyer, I know that my communication with them will be kept confidential.  Without that confidentiality, I may be hesitant to share information with the professionals that could help me the most.  I might be worried that information I share could be used against me in the future. A survivor of domestic or sexual violence should be able to call a crisis line or go to a shelter with that same expectation of confidentiality.  Unfortunately, that is not currently the case in Oregon.

While advocates in Oregon have always done their best to maintain the confidentiality of the survivors they serve, other obligations may prevent them from doing so.   Community based programs frequently get requests to appear in court or to turn over records that may further endanger the survivors seeking help and safety from those very programs.

On college and university campuses, Title IX requires “responsible employees” to disclose any incidents of sexual assault reported to them, regardless of victim consent.  A victim is violated during the rape, and then again by a system that forces the report to be investigated.  It is no wonder that so few victims of sexual assault on college campuses feel comfortable coming forward.

40 out of 50 states in the United States of America have laws that protect the confidentiality of communication between a survivor of domestic and sexual violence and her or his advocate.  Oregon is not one of them.  House bill 3476 would remedy that.  This bill would protect victims of domestic violence, sexual assault or stalking by allowing their communication with victims services programs and advocates to remain confidential.  Survivors will be able to feel comfortable seeking support, knowing that they can have control over their own information. 

This bill will make Oregonians safer!

For more information on the progress of this bill, go to: HB 3476 Overview

2015 Oregon Legislature: Policy Bills to Watch

I am keeping a close eye on three bills that would create new tools to keep survivors of domestic violence, sexual violence and stalking safer in the State of Oregon.  I had the privilege of being present for public hearings on these bills as they wind their way through committees on their way to [hopefully] becoming law. I will be sharing information on each of them and how they will positively impact our systemic response to domestic and sexual violence.

·      Oregon House Bill 3476 Protection for Campus Sexual Assault Survivors: A Statutory Privilege to Protect the Confidentiality of Services for Victims

·      Oregon Senate Bill 525 Implement Federal Domestic Violence Firearms Prohibitions in Oregon

·      Oregon House Bill 2776 Emergency Protective Orders

Stay Tuned!

Sarah Groshell