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With the conversations and reporting of #metoo showing no signs of slowing down, we’re being provided with a trove of information about the reporting of harassment: who is reporting, who isn’t, the social and institutional responses to harassment reports. This all means we’re able to see how serial harassers continue to function over time.
Sometimes, often, the problem is as simple as organizations and individuals with the power to make a difference failing in their responsibilities. At the Weinstein Company, executives helped Harvey Weinstein settle a multitude of harassment claims without taking him out of the position that facilitated that harassment. Outside the company, gossip columnists used him to advance their own careers while keeping his behavior out of the news. NPR News knew about Michael Oreskes behavior his entire tenure but didn’t fire him until it became public.
Several people who’ve come forward have also spoken about experiencing or fearing retaliation as a consequence of speaking up. Unfortunately, retaliation is a reasonable concern. It’s a common experience when reporting harassment in the workplace. An EEOC report suggests an overwhelming majority of those who report face retaliation from their employer or their peers.
Given that kind of response, it absurd to blame targets of harassment for not stopping their harassers from harassing again or even for not coming forward before now. If they stay quiet, they’re merely doing what we’ve trained them to do. The tsunami that is #metoo demonstrates that when conditions change, people are ready to report.
That means that those of us who have and enforce codes of conduct have the power to make harassment claims heard. Continue reading “Reducing Barriers to Reporting Harassment”