The #MeToo motion essentially modified the dialog round sexual harassment, misconduct, and assault in the US and around the globe. Earlier than the beginning of the motion, such conduct was not accepted, however #MeToo introduced a heightened sense of consciousness to those points, in addition to a lot higher accountability, notably for these in positions of authority.
The Draw back of the #MeToo Motion
Definitely, this has been a optimistic for victims and potential victims of sexual misconduct within the office; nevertheless, some commentators recommend there could also be a draw back to this heightened consciousness, as effectively.
In an interview with NPR’s Market Morning Report, Brody Zucker of Mammoth HR notes that #MeToo has boosted consciousness of office harassment and misconduct a lot that some HR professionals have felt there’s much less of a have to warn staff of such conduct.
“Employers have the expectation that staff are extra snug reporting unhealthy conduct. And staff themselves hopefully and certain have much less worry of retaliation,” says Zucker.
Nonetheless a Crucial Function for HR
Whereas that’s definitely a optimistic, the doable consequence of HR departments’ giving fewer warnings to staff may sign a harmful pattern.
Just because a conventional media and social media phenomenon has made staff extra conscious of points round sexual harassment and misconduct doesn’t imply that employers and HR departments haven’t any position in guiding that dialogue.
There’s a giant distinction between studying scandalous tales of highly effective males behaving inappropriately and understanding the extra nuanced facets of sexual harassment and misconduct points within the office.
Maintaining the Dialog Going
#MeToo considerably raised consciousness of points round sexual misconduct, harassment, and assault, notably within the office and notably by folks in positions of authority; nevertheless, it definitely didn’t make these points go away.
And simply because workers might have had extra publicity to discussions of these matters within the media doesn’t imply HR professionals shouldn’t be speaking about them.
In truth, it’s maybe extra essential than ever for corporations to spend time discussing such points to allow them to form the office narrative round sexual misconduct slightly than permitting the media to regulate that narrative.