A NEW ERA ON SEXUAL HARASSMENT CULTURE & POLICIES

I couldn’t be happier that Time Magazine’s Person of the Year for 2017 is The Silence Breakers :

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The time is now to make change in both societal norms and corporate policies. But this is not something only women can do. Far from it, it must be fostered from men just as much — if not more. Together we can all step up to the table to discuss change in the culture and society.  Except for those very brave few, many of us – myself included – were complicit in our actions (or non-actions) regarding sexual harassment. And we are at a moment where the momentum has shifted dramatically so we must take advantage and not lose the drive and focus we rarely get.

Today, I am part of an organisation who made an announcement with the hopes to truly find a better way forward for the news industry.  Here is our website (and the goals we have laid out):

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We are still in nascent stages and will continue to grow and prioritise our goals and adapt to new directions. But beyond the above, and what’s mentioned here in the AP article today, here’s what I see as important to this cause:

  1. STRENGTH IN NUMBERS: We banded together to find concrete solutions and ways to move forward with effectiveness.
  2. STUDY: We hope — through a 6-month comprehensive, transparent, wide-reaching study — to be able to provide a blueprint that will be the foundation moving forward. This study will analyse the sexual harassment policies and culture within various media organisations.
  3. INCLUSIVENESS: We sincerely expect to do this study with the support and access from various titans of the media industry — the networks themselves and the people at the helms. But it’s important that an independent organisation like ourselves, working outside the system  and hierarchy, provide solutions and building blocks.
  4. RESOURCES: We want to provide a one-stop haven for anyone working in the media to be able to come to our website and see what their legal rights are, what support networks are out there, what counselling is available, what each company’s organisational sexual harassment policies are, what each network provides through it’s internal structure and reporting systems.
  5. LEGAL RIGHTS & LAWS: Knowledge and understanding of one’s legal rights is important.  We hope to provide sources or point people in the right direction to understand state and federal laws regarding sexual harassment.
  6. TRUST: Trust has been a big issue with sexual harassment. One of two scenarios happened in the past: either men and women came forward because they TRUSTED their organisations to protect them and TRUSTED them to help seek justice, only to find that their organisations let them down in the worst way.  Not only did they not protect them, they protected the aggressor and the victims were left to defend themselves. Or the second scenario: men and women didn’t trust the system to work for them and, fearing for their careers and advancement and being ostracised, they kept quiet. For far too long. We need to rebuild trust.
  7. DESTIGMATIZE: We must work with all of society and within organisations to destigmatize the role of the victim coming forward in sexual harassment cases.  Police officers countrywide will tell you this is still a problem within the courts as well as on the streets. As we have done on our school yards, so should we do in the workplace. The moment that a child comes forward with a claim of bullying, they are to be believed until the case is investigated. More often than not, school policy is to remove the bully at once, protecting the victim and the environment around them. We must adapt this attitude and policy for our offices.
  8. NEED FOR CLARITY: A majority of men (and women) are the good guys. However, many relationships and marriages are commenced and built within the workplace. We need a better and more clear understanding of the rules and rights within the workplace for dating, for relationships, for male-female co-existence where no one party is feeling uncomfortable. This is a grey area as many in the workplace are either above or below each other within the hierarchy, so there must be some clear policies in how to handle this.
  9. MEN: We absolutely need men to help us in our endeavours and goals for Press Forward. Having their input will be crucial to getting this right!
  10. REPORTABLE/PUBLISHABLE SOLUTIONS: We hope at the end of this we will have a positive outcome to the pain this past year has caused so many.  If, at the end of the day, we can feel part of a concrete solution that will stand as the gold standard by which others can build upon, we will have served a good purpose and fulfilled a need.

 

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