Mauricio Velásquez and ADR Editor Deborah Levine discuss the challenging DEI topics of today’s workplace with a focus on sexual harassment. Mauricio is an ADR Advisor and CEO of Diversity Training Group DTG, which serves a broad range of clients including small and large organizations, not-for-profit, professional service firms, local, state and federal governments, law enforcement, and the military.
Mauricio Velasquez, CEO of Diversity Training Group DTG, speaks with Deborah Levine, Editor-in-Chief of the American Diversity Report, about his training, consulting, and coaching on Sexual Harassment Prevention. DTG’s serves a broad range of clients including small and large organizations, not-for-profit, professional service firms, local, state and federal governments, law enforcement, and the military.
America is fast becoming a retaliation nation. Look no further than the workplace, a microcosm of society.
Malicious managers are increasingly lashing out at aggrieved employees who have the courage to protest real or perceived discrimination. Retaliation against workers is an unlawful violation of their federally protected rights under anti-discrimination laws.
Nevertheless, retaliation is rampant from corporate America to small and mid-sized companies. This insidious form of discrimination is ruining company culture and hurting bottom-line productivity, among other negative repercussions for employers and employees alike.
Why have women waited so long to tell their stories of sexual harassment, discrimination, pedophilia, abuse, and discrimination? How do we as individuals and as a nation process this tidal wave of #MeToo information as people come forward? I’ve hesitated to tell my stories of sexual harassment because I’ve never been able to comprehend and digest them. The first time I experienced my feminine vulnerability, I was only four years old. I was playing outside in the garden of our home in Bermuda, when a teen-age neighbor squatted down next to me as I was playing with my favorite marbles in the garden. Smiling at me, he reached under my skirt and stroked my privates through my underpants. Before he walked away, he made me promise not to tell my father, silencing me.
I didn’t know Morgan Spurlock. Never heard of him.
Until one recent Wednesday night. You see, several friends knew that I was toying with the idea of publishing something new in response to the recent explosion of sexual harassment/assault charges emerging almost daily against high profile men. And before the ink is dry on this piece more allegations are probably forthcoming.
But before I get to Spurlock’s “confession,” here’s a feedback request I sent out recently to a number of people, male and female, whose views I greatly value:
The “ho hum,” been there/done that remedies for stopping sexual harassment have been sitting in seldom-read policy manuals and preached about in awareness workshops for decades. And yet harassment still raises its ugly head in organizations large and small, public and private. There’s no better validation than the recent “me too” movement and outed perpetrators who have seen their personal lives and careers go up in smoke.
So, what effective personal strategies should potential targets of harassment consider? How do they ward it off in the first place, or respond to it in the moment?
Let’s face it men: more of us need to “man-up” by proactively helping to end the scourge of sexual harassment. We must collectively stop being the main cause of the problem and start being part of the solution.
This means standing up and speaking out to support women. This also means swiftly shaming and punishing male perpetrators for their despicable deeds.
Another day, another sexual harassment complaint against a high profile man. Will all this result in a chilling effect on the organization in which some men in power will be reluctant to hire or promote women? Will women and men – men in particular – find themselves now reluctant to travel on business with women? With these questions in mind, I decided to repost an article I wrote a while back about questions from one of my listening tours:
“Terry, tell me what concerns many men the most when traveling alone with a single woman on company business. How do men of Muslim or Pakistani or Saudi backgrounds deal with this issue from a cultural or religious perspective? What advice would you offer women and men who may have concerns about this?” Continue reading Sexual Harassment on the Road – by Terry Howard→
Many years ago I authored an article entitled “Gender Quake” and it was all about the Anita Hill-Clarence Thomas hearings – the first time sexual harassment and gender equity issues entered our living rooms (through TV) and never left. Before these hearings – these issues did not garner attention or coverage, they did not make the newspaper or even local news – not even a blip or a mention. The current political climate and our President is a major contributing factor – a backdrop for this conversation. Now, national, international news and hours of coverage (educating public) on the nightly news and cable is the norm, our new normal.
The American Diversity Report sat down with Terry Howard, Senior Associate at Diversity Wealth. The subject? Sexual harassment and the recent emergence of the issue in the media. We wanted to hear his thoughts on why this has emerged from the shadows and, most important, what the organization should do to prevent and respond to sexual harassment, what effective training programs look like and follow-up actions are critical.
ADR: Once again, sexual harassment has muscled its way back into the headlines thanks in part to the high profile exit of Bill O’Reilly from Fox News. Any initial thoughts?