#hrfails

"Another she said/he felt situation."

(Film Still from Alfred Hitchcock's Vertigo, 1958)

A classic piece of cinema for a classic gatekeeping manoeuvre.

Being told they believe you, while also telling you it couldn’t have happened, is really just a nicer way of calling you a liar.

Hi Tumblrs,

if you've been harassed at work, I want to urge you to take a pause to assess your situation before you take action. This isn't really something you want to rush. Take a hard look at what you’re dealing with at your workplace because employers vary a lot. 

Some are great and will quickly take steps to solve the problem. Some are just awful and will punish you for even bringing it up. (That’s against the law, but it happens anyway.) It’s worth spending a little time thinking about your employer and how likely they are to handle this problem well..

1) Read the room Does your workplace reward bullies? Are there power gaps, constant sexual jokes, public humiliation, or people who mistreat others without consequences? Those are red flags. Good signs look like clear harassment policies, real training, diverse leadership, and bad behaviour being stopped when it happens.

2) Think about who you trust Talking with co-workers can be really helpful, or it can cause you serious problems. Decide who is likely to believe you, share useful information, or even help convince your bosses to take the harassment seriously -- and who might gossip or make things worse.

3) Identify people with influence This could be a supervisor, their manager, someone in HR or scheduling, a union rep, or someone long-tenured and respected. Notice who seems thoughtful or kind, or has stepped in before when something bad happened -- you might want their advice later.

4) Find and read the policy It might be posted on a wall, or part of an employee handbook or HR manual -- often using words like Workplace Harassment, Workplace Violence, Respect in the Workplace, or Code of Conduct. Ask HR, a manager, or your union rep if you need to. Consider asking for the employee handbook or policy book, and maybe avoid saying why you want it, if your gut feeling is it might be dangerous to say why.

5) Map out other supports These could include your EAP (Employee Assistance Program) if you have one, a health and safety committee, union contacts, professional associations, or identity-based groups. You don’t have to use them now -- but knowing they’re there can make you feel less alone.

A little groundwork puts you in a stronger position to choose your next step. That's an awesome start!

Boss: "Thanks for bringing this to our attention. We'll circle back..."

HR REVIEW: “Demonstrates resilience under pressure.” TRANSLATION: (Stayed through harassment scandal, still met KPIs)