#2 - Beyond Cancellation: Finding a Balanced Approach to Workplace Justice

Imagine the following:

"Mr Canceled" is an up-and-coming employee at "The Oblivious Company". He's young, ambitious and eager to make a dent in the industry. One day, while scrolling through his Twitter feed, he made a reckless decision to comment on a post about a controversial political party, supporting their views, and many people end up finding that action offensive.

As the outrage spreads throughout the company and on social media, calls for his termination flood "The Oblivious Company's" social media accounts and inboxes. Suddenly, "Mr Canceled" is placed on leave while an investigation is conducted. Meanwhile, "The Oblivious Company" employees are torn between supporting his right to free speech and standing up against the content of his comment.

As the situation escalates, the company is forced to make a difficult decision. They release a statement condemning "Mr Canceled" conduct, but also acknowledging the importance of free speech. Despite their efforts, the damage is done. "Mr Canceled" is publicly shamed and his reputation is forever tarnished!

But it's not just him who loses out. "The Oblivious Company" begins to struggle with hiring new employees as the public perception of the company is tarnished by association, not only because they condemn his actions but also because they let go of a promising talent based on a social media comment.

This scenario is not only a prime example of Cancel Culture in the workplace, but it also highlights the controversial and polarizing nature of the issue. It forces individuals and organizations to take a stance and make difficult decisions, ultimately leading to a lose-lose situation for all involved. How can this be any good? I'll dwell on it in a moment.

"Cancel Culture refers to the phenomenon of publicly calling out and boycotting individuals or organizations who have made statements or taken actions deemed unacceptable or offensive."

While considering the topics to explore in “Thoughts of a Simple Man”, I recently conducted a LinkedIn poll to gain insight into what topics my readers are passionate about, and, despite placing second, I was thrilled to see that Cancel Culture resonated with so many of you. I believe this topic has the power to spark important and controversial conversations.

I'm excited to share my thoughts and perspectives on this subject in this article, hoping that it will be an inspiration for all of us to engage in a meaningful conversation about Cancel Culture in the workplace.

Join me as we explore both the positive and negative aspects of this phenomenon, its impact on both the perpetrator and the victim, and the role of leadership in handling such situations.

What is Cancel Culture?

For those less familiar with the concept, Cancel Culture refers to the phenomenon of publicly calling out and boycotting individuals or organizations who have made statements or taken actions deemed unacceptable or offensive. This can range from a celebrity's controversial tweet to a company's unethical business practices or sexual harassment in the workplace. The goal is to "cancel" or remove the offending party's influence and presence in the public sphere.

This movement has gained momentum in recent years and has sparked intense debate over issues of free speech, forgiveness, and societal change. Cancel Culture got to be seen as an effective way to hold people and institutions accountable for their actions and as a form of social justice. But it’s also criticized as a form of ‘mob justice’, and a method that can sometimes turn into censorship of dissenting voices and a way to silence them, or even a means of personal revenge.

Where does it come from?

The origins of Cancel Culture can be traced back to social censure and boycotts, which have been present in various forms throughout history. The 18th and 19th centuries saw the use of boycotts and social ostracism as a means of enforcing societal norms and values. With the advent of the 20th century, the feminist movement played a significant role in bringing attention to issues of sexism and gender inequality. This set the stage for the emergence of Cancel Culture as a means of holding individuals and institutions accountable for their actions.

The Civil Rights movement of the 1950s and 60s, and more recently the #blacklivesmatter movement, have been cited as major contributors to the development of Cancel Culture. These movements, which arose within Black culture, sought to empower marginalized communities and address long-standing issues of systemic racism and oppression.

Additionally, the LGBTQI+ community's fight against transphobia has accelerated the development of the phenomenon, and the concept of toxic masculinity - which highlights the harmful effects of traditional masculine norms on both men and women - also emerged as a key component.

"The #metoo movement, highlighted by high-profile cases like Harvey Weinstein, Bill Cosby, and Kevin Spacey, played a pivotal role in shaping Cancel Culture by shedding light on the widespread issue of sexual harassment and assault."

Lastly, it's crucial to consider the influence of social media in the emergence of this phenomenon, as it would be impossible to have the same level of traction without it. The speed and reach of these platforms allow for large numbers of people to come together quickly to call out offensive behavior and hold individuals and organizations accountable. It enabled people to create and join movements like #MeToo, and the already mentioned #BlackLivesMatter, that demand change in the way society deals with these issues. As a result, social media has become a powerful tool for social justice movements, enabling people to organize, mobilize and apply pressure to demand change.

Implications in the workplace:

The #metoo movement, highlighted by high-profile cases like Harvey Weinstein, Bill Cosby, and Kevin Spacey, played a pivotal role in shaping Cancel Culture by shedding light on the widespread issue of sexual harassment and assault. This brought increased attention to issues such as toxic masculinity, power dynamics, and consent, and was a major contributor to the rise of Cancel Culture in the workplace, also leading to strong opinions for and against the topic. On one hand, Cancel Culture can be seen as a powerful tool for holding individuals accountable for their actions and creating a more inclusive and safe work environment. On the other hand, it can be viewed as excessive and potentially damaging to both the individuals involved and the broader organization.

One of the positive aspects of the emergence of the movement in the workplace is that it addresses inequalities and creates a more equitable work environment for underrepresented groups such as non-white ethnicities, women, and the LGBTQI+ community. It empowers individuals who have been mistreated or overlooked to have a voice and be heard.

Cancel culture, in the context of the workplace, serves as a means of holding employers and employees accountable for their actions by publicly calling out any concerning behaviors. This serves to challenge the notion of ignoring such issues or protecting those who have engaged in such actions, particularly those in positions of power within the organization. Furthermore, it empowers employees to speak up and bring attention to instances of discrimination and harassment within the workplace, rather than allowing these issues to remain hidden. This leads to a more efficient and effective handling of such issues within the workplace and ultimately, a more expeditious pursuit of justice in terms of employee relations.

"Cancel Culture can create an atmosphere of fear and censorship in the workplace, restraining open discussion and creative thought."

But Cancel Culture also is a dangerous and harmful phenomenon, which takes us to the negative aspects of not having the trend under control.

If not managed properly, the emergence of this phenomenon in the workplace can result in individuals being punished - or "cancelled" - without proper investigation or due process. This means that the person being accused may not have a fair chance to defend themselves or recant, and could face public shame, job loss, and permanent damage to their reputation. This not only represents a lack of justice, but it's also a violation of basic human rights.

On the other hand, individuals who have experienced discrimination or harassment may feel validated when the offender is held accountable, but they can also be retraumatized by the exposition of the case. Moreover, cancelling someone is not a healthy or acceptable way to find closure or healing. It may bring temporary, short-term satisfaction, but it doesn't address the underlying issues.

Besides, Cancel Culture can generate an environment of fear and censorship within the workplace, suppressing open dialogue and choking off creative thinking. It is crucial that it is effectively managed and regulated by leadership, to ensure that it is not used to silence dissenting voices or to create a culture of fear within the workplace, where speaking your mind or holding an opinion different than the mainstream, can cost you your job, reputation and future. While justice must always be sought, Cancel Culture in an organization must be avoided at all costs.

HR professionals are currently facing a difficult challenge in addressing the complexities of cancel culture within the workplace. The absence of clear policies and frameworks for handling these issues has resulted in inconsistent reactions from employers, ranging from excessively harsh punishments - like the episode of "Mr Cancelled" at the beginning of this post - to complete neglect. In the absence of proper guidance, the public, particularly on social media platforms like Twitter and Reddit, Inc. , has taken on the role of judge and jury, often leading to a lack of rationality and control in the handling of cases. This exacerbates the problem and further complicates the already challenging terrain that HR professionals must navigate.

Furthermore, the emergence of platforms such as Glassdoor and Teamlyzer , which aim to distinguish reputable companies from those that fall short, can also serve as a place for individuals to voice their grievances, especially those who did not receive adequate support from their employers. Unfortunately, this may be a result of a lack of preparedness on the part of the company, since the phenomenon is relatively new. Consequently, instead of holding the perpetrator accountable, these reviews may make the company the subject of criticism and harm, rendering the purpose of these platforms ineffective.

In addressing the complex issue of cancel culture within the workplace, it is of paramount importance that companies adopt a multi-faceted approach that encompasses policy, protocol and principles:

• To ensure a safe and inclusive workplace, the policy must include provisions for providing support and resources to employees who have witnessed or experienced inappropriate behavior. It must also include a comprehensive manual and/or training for leaders and employees on inclusivity, empathy, and effective communication to cultivate a positive organizational culture.
• An effective protocol, made with the guidance of legal experts, must provide a comprehensive and streamlined methodology for addressing incidents that may give rise to cancel culture-like behavior such as sexual harassment, racism, misogyny, abuse of power, the sabotage of colleagues' reputation as a form of retaliation or harm, among others. It should clearly outline the appropriate steps to be taken in different scenarios, as well as specify the procedures for supporting the victim, holding the perpetrator accountable, communicating with the rest of the organization and engaging with legal authorities when necessary. It should also address the principles of the organization.
• The principles serve as a code of conduct within the organization. These principles should serve to clearly define what is deemed acceptable and unacceptable behavior, providing a guide for all employees to follow and adhere to. Principles provide the operational guidelines for the company's values. They are the "how-tos" for upholding the organization's core beliefs and ideals. In cases where these principles are breached, it is crucial for leadership to adopt a holistic approach, addressing the behavior while also valuing the individual. This allows for a distinction between the individual and their actions, and provides a pathway for guidance and coaching towards more acceptable conduct in alignment with the established principles, thus fostering a more inclusive and equitable work environment. Continuous violations of established principles may dictate the separation of individuals and the organization.

With the current climate of cancel culture, it's becoming increasingly important for companies to have clear and effective policies, protocols and principles in place for addressing issues related to discrimination and harassment. Failing to do so can not only harm the reputation of the company but also make it more difficult to attract and retain top talent. By proactively addressing and resolving these issues, organizations can demonstrate their commitment to creating a safe and inclusive environment, which can in turn foster trust and credibility among employees, customers, and other stakeholders. By implementing an innovative approach to handle these situations, the company is positioning itself as a leader in the industry, a model for others to follow and a source of truth for clients, employees and society.

"Will the phenomenon truly lead to a more inclusive and safe environment, or will it ultimately cause more harm than good?"

Final Thoughts:

Cancel Culture in the workplace is a complex and ever-evolving issue that requires a thoughtful and strategic approach to address. The delicate balance between holding individuals accountable and ensuring due process must be struck, but it's also vital to recognize that the nature of Cancel Culture is in a constant state of change, making it a challenging and uncertain problem. Many companies' recent shift to remote work - or some variation of it - has only added to this complexity, making it even more important for leaders to be proactive in their understanding and management of Cancel Culture.

Leaders must be willing to challenge the status quo and question the potential consequences if Cancel Culture continues to evolve in an extreme direction like it has in the past few years. Will the phenomenon truly lead to a more inclusive and safe environment, or will it ultimately cause more harm than good? As we navigate this complex and ever-evolving landscape, let us approach it with empathy, fairness, and open-mindedness, always keeping in mind the ultimate goal of creating a more equitable workplace for all.

As a final thought, the emergence of Cancel Culture presents a paradoxical conundrum: on one hand, it has served as a catalyst for exposing long-silenced issues and encouraging greater social consciousness. On the other, its indiscriminate and uncontrolled nature always results in unnecessary harm and suffering. How can we build a culture of accountability without succumbing to the excesses of cancel culture? Would love to hear from you.

Thank you for reading this edition of "Thoughts of a Simple Man". If you enjoyed it, please consider subscribing, commenting and sharing with whoever needs to read it. I always appreciate feedback and ideas for future topics. If you have any thoughts or just want to say "Hi", please do so. I welcome the opportunity to engage in meaningful dialogue and discussion.