I think its more the implication that Linus looked like stripper on the table. But I appreciate that could be a stretch. I’m more concerned by a) instructing people to go directly to the person harassing them with no managerial oversight first, b) implying harassment complaints are drama, c) suggesting that its not their job to resolve harassment complaints by down playing them as “interpersonal problems” and d) intentionally or unintentionally suggesting that if you have a problem you are going against the fun environment, which instantly puts a harassment victim in an us vs them environment.
I’m coming at this from a lawyer perspective, as I am a lawyer (albeit not an employment or harassment lawyer) and I’ve witnessed first hand how harassment and discriminated employees are not respected by management. I’ve seen how that impacts people’s mental health and how, especially for younger women, it creates a toxic cycle where it can be extremely difficult to leave because you’ve internalized the harassing and discriminatory experience to the point of thinking “well, who else will hire me? I can’t just get another job.”
I realize if you have not experienced that or witnessed that, its hard to understand how a toxic environment can lead to that mindset. So hearing someone joking around in an emergency all company meeting may not immediately seem problematic. But when the subject of the meeting is harassment, and a high ranking manager just jokes around like its not a big deal, and that joke is tacitly approved of by the executive level (where there isn’t immediate correction), it all strikes me as a corporate culture that doesn’t respect the seriousness of harassment.
I’m also biased as my office literally just had our annual harassment training yesterday.
Right?! Have you talked to them first? “Hey, harasser, you know you keep grabbing my ass and I don’t like that, could you not?” Literally every harasser will laugh in your face and say something like “You love it” to trivialize it. Any HR person knows that that’s now how that works.
Did you catch “Our 3rd party HR provider”? So they outsourced HR. How am I not even a tiny bit surprised?
Did you catch “Our 3rd party HR provider”? So they outsourced HR. How am I not even a tiny bit surprised?
Why is that an issue? Would you rather they investigate themselves and find no wrongdoing?
It’s not uncommon for HR to be an outside entity, to maintain a semblance of neutrality. Otherwise, it’s much much easier for internal HR teams to sweep things under the rug.
Oh I’m all for 3rd party oversight, but what it sounds like is this is one of those outsourced HR teams from overseas that are more or less paperwork pushers. They’re commonly used to avoid having to pay for actual HR that, you know, actually does human relations. These are separate from 3rd party oversights, which usually are separate from a full HR team.
They usually provide super super duper helpful 1-800 numbers where you, as an employee, can call and complain about something, feel better, gets logged in a report, and nothing then is done. I did work for consulting companies that used these and shockingly, they are terrible.
I think its more the implication that Linus looked like stripper on the table. But I appreciate that could be a stretch. I’m more concerned by a) instructing people to go directly to the person harassing them with no managerial oversight first, b) implying harassment complaints are drama, c) suggesting that its not their job to resolve harassment complaints by down playing them as “interpersonal problems” and d) intentionally or unintentionally suggesting that if you have a problem you are going against the fun environment, which instantly puts a harassment victim in an us vs them environment.
I’m coming at this from a lawyer perspective, as I am a lawyer (albeit not an employment or harassment lawyer) and I’ve witnessed first hand how harassment and discriminated employees are not respected by management. I’ve seen how that impacts people’s mental health and how, especially for younger women, it creates a toxic cycle where it can be extremely difficult to leave because you’ve internalized the harassing and discriminatory experience to the point of thinking “well, who else will hire me? I can’t just get another job.”
I realize if you have not experienced that or witnessed that, its hard to understand how a toxic environment can lead to that mindset. So hearing someone joking around in an emergency all company meeting may not immediately seem problematic. But when the subject of the meeting is harassment, and a high ranking manager just jokes around like its not a big deal, and that joke is tacitly approved of by the executive level (where there isn’t immediate correction), it all strikes me as a corporate culture that doesn’t respect the seriousness of harassment.
I’m also biased as my office literally just had our annual harassment training yesterday.
Right?! Have you talked to them first? “Hey, harasser, you know you keep grabbing my ass and I don’t like that, could you not?” Literally every harasser will laugh in your face and say something like “You love it” to trivialize it. Any HR person knows that that’s now how that works.
Did you catch “Our 3rd party HR provider”? So they outsourced HR. How am I not even a tiny bit surprised?
Why is that an issue? Would you rather they investigate themselves and find no wrongdoing?
It’s not uncommon for HR to be an outside entity, to maintain a semblance of neutrality. Otherwise, it’s much much easier for internal HR teams to sweep things under the rug.
Oh I’m all for 3rd party oversight, but what it sounds like is this is one of those outsourced HR teams from overseas that are more or less paperwork pushers. They’re commonly used to avoid having to pay for actual HR that, you know, actually does human relations. These are separate from 3rd party oversights, which usually are separate from a full HR team.
They usually provide super super duper helpful 1-800 numbers where you, as an employee, can call and complain about something, feel better, gets logged in a report, and nothing then is done. I did work for consulting companies that used these and shockingly, they are terrible.
HR is not short for human relations. It’s short for human resources. Humans are resources.