#MeToo and returning to the office
By Lydia Cronin
It’s been five years since the #MeToo movement was born. The news of Harvey Weinstein’s extensive history of sexual harassment was broken in the New York Times telling of decades of systematic harassment and assault. Tarana Burke coined the phrase ‘Me Too’ in 2006 and the movement forced conversation about the intersection of gender, power, and sexual assault and harassment.
#MeToo is not an endgame, but a call to push to make flawed systems better and seek change.
Examples of change include:
- US electoral candidates have been defeated, public figures have been disgraced, and women’s marches held worldwide.
- The US is banning nondisclosure agreements that cover sexual harassment.
- The Time’s Up legal defence fund has helped over 3,600 people seek justice.
- Some survivors, such as athletes abused by USA Gymnastics team doctor Larry Nassar, received financial restitution and justice from the perpetrator’s sentencing.
Companies still struggle with incidents of sexual harassment, assault, and misconduct which are also a serious business risk. Lockdown saw a drop off in cases of harassment and, as employees return to offices, there are fears these numbers will rise. It’s also important to consider the impact of intersectionality, where people of colour face additional barriers. The Bank of England specifically recognised this and partnered with us to work across gender, race, and ethnicity.
Preventative and systemic action will allow us to create safer, more inclusive workplaces and address issues of sexual harassment effectively. Included gets to the root of the issue through Harassment Prevention Training. Addressing harassment of all kinds, our methodology goes beyond merely legal compliance to deliver lasting cultural change. Contact us to find out more about Harassment Prevention Training for your organisation, or read more about practical steps to tackling misogyny at work.
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