Inappropriate comments and touches
Frankland started to receive messages of support, and several women also contacted her about facing sexual harassment at the conference. One woman said she was groped by another executive at the event.
Another woman received inappropriate text messages from a board committee member. According to Forbes, the messages said she was cute, and that her boyfriend was lucky. When the woman reported this behavior to an organizer, her concerns were dismissed because no one had touched her, and she was labeled a flirt.
Sexual harassment can be subtle
Sexual harassment does not always have to include unwanted touching, such as the case of the first woman. It can also include comments that are lewd or offensive, jokes of a sexual nature or sexual images. Often, sexual harassment is much subtler, which is why those facing harassment may be uncertain about reporting it. Frankland also believes many people worry that reporting harassment may damage their careers.
It is not clear how pervasive sexual harassment is at cyber security industry events, since there have been no studies to measure it. However, anecdotal reports show the problem is global and has been going on for years.
The industry itself is growing. According to Statista, the global cyber security market is expected to hit $153.01 billion by 2018, and it is expected to continue to grow to rapidly.
Executive creates a code of conduct
Now that Frankland is aware of this problem, she wants to do something about it. She has created a code of conduct for cyber security events, which she hopes to launch just before DefCon and Black Hat events. The code will outline unacceptable behavior, how victims can report this behavior, what will be done about harassment and the timeline for responding to accusations. It will guide behavior for speakers, sponsors, attendees, staff, organizers and any event partners.
Frankland plans to get approval for the code of conduct from industry executives, event organizers and membership bodies related to the industry.
]]>When a company has an employee that faces harassment allegations, it impacts how the public and their own workers perceive them. Without a proper HR team and little experience on handling the matter, small or nonprofit organizations can have an especially difficult time responding to and recovering from these allegations. An example of this can be found in recent allegations towards Maryland performing arts groups that was covered by the Baltimore Sun.
Trouble in the theatre
The article covers different cases of harassment within different Baltimore small arts groups and how it impacts their future performances. The first involves a volunteer company member of Iron Crow Theatre accusing the CEO of pinching his buttocks and verbally harassing him. The member felt he was no longer safe and contacted the theatre’s outreach manager and the Baltimore Sun about it.
The member left the company and the cast members suspended production on the play they were working on. Emotions ran high as company members released personal attacks to each other on social media. They attempted to schedule an event to discuss the incidents with their leaders but cancelled it after worrying it would lead to further conflict. Fans worry about the theatre’s future and hope the issues will resolve soon.
Staying close to the accused
The high-profile arts organization Le Mondo also came under investigation for misconduct allegations. Four women accused the executive director of sexual misconduct and verbal harassment. He briefly resigned before being rehired as a development consultant, resulting in harsh criticism and concerns from the arts community.
The company offered a mediation session with the four women, but the women refused after finding out the accused chose the mediator. Le Mondo later fired the man and took down their Facebook page.
A difficult recovery
One difficulty that comes with working in a smaller organization is that when one person makes a mistake, everyone suffers for it. Not only are you working for a place that is under fire from the public and local communities, but you also feel unsafe being in the same building as someone who’s been accused of horrible deeds.
Some people may be discouraged knowing that speaking up can negatively impact the organization as a whole even if only one person is guilty of harassment or sexual misconduct. Most of these theatres had to discard all the hard work they did for months thanks to these allegations. However, you should not allow the offender to continue getting away with inappropriate, and often illegal, behavior. It is crucial that you make your workplace aware of any potential dangers so that they take action to prevent it from happening again.
]]>Despite the increase of businesses’ use of social media, courts have given little guidance as to addressing social media sexual harassment claims. It lets employers and employees to decide where the line is drawn.
New levels of harassment online
Social media allows employees to have newer, more subtle ways to send and receive offensive remarks. While employees may dismiss certain statements as jokes, employers often have to decide where joking ends and harassment begins. Some of the types of harassment employees experience online include:
Platforms like Facebook and Twitter give employees the tools to harass others and enable workplace harassment to continue or increase outside of work – leaving no safe place for victims. Despite not being physically at work, employers still have the responsibility to address this conduct.
Addressing virtual harassment at work
It’s up to the employers to correct inappropriate conduct in the workplace and protect employees. And it is the employee’s duty to report when sexual harassment is happening – even documenting little actions early on can save from further harassment.
Employers typically have effective policies for sexual harassment claims, but they should also prevent inappropriate situations. Many employers are taking premeditative measures by having a clear social media policy for employee communications. Some also host sexual harassment trainings for both in the workplace and online.
Training should reflect the employer’s policies on offensive conduct, regardless of delivery. It should also state the procedure for reporting harassment and reinforcing the employer's policy against retaliation. Not every employer is the same, so check your employers policies to avoid or report misconduct.
Your safety should come first
Sexual harassment can be physically and emotionally draining, and no one deserves to feel unsafe while at work or home. Any potential victims should immediately notify their employers. If the harassment continues, voice the importance of a safe work environment for men and women.
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