‘A Crinkle in Time’ ... #MeToo Movement will Redefine the Corporate World of Tomorrow

2017 will go down in history as the year that created a massive turning point in the areas of gender inequality, female harassment and sexual assault. Sexism is as old as Time, but the impetus for women to speak out and stand up for their rights had been long building since the past few decades. The #MeToo campaign in 2017 opened a floodgate of dialogue like never before, with women finally opening up on years of silent and overt abuse across all parameters. With #MeToo being used in over 12 million posts during the first 24 hours and more than half a million times on Twitter, the movement went to prove just how much this issue resonated with both women and men, young and old alike across the globe. This movement was long overdue and barely a ‘Crinkle in the Timeline’ of what is yet to come in the decades ahead. The recent Golden Globe, BAFTA and Oscar Award ceremonies were a harbinger of a greater revolution to come.

So what does it really signify for those of us in the Corporate World? Sexual harassment in the workplace is nothing new. Women have had to endure unwanted verbal and physical abuse at their jobs for centuries. However the two big Game Changers this time round were the growing financial independence of women enabling them to break off the shackles of fear and male control, and digital media amplification enabling female voices to be heard loud and clear across the globe.

In a day and age of hyper digital transparency, it’s vital for all Corporates to realize that dark secrets can no longer be hidden behind closed doors. Workplace complaints about gender harassment now translate not only into internal issues such as low productivity, exits of talented employees and financial losses, but also tarnish the corporate image. Social Media has changed the dynamics of customer interaction from one-way brand monologues to candid free-flowing dialogues. Increased information access into the internal workings of a company has led to heightened consumer awareness and reaction to the brand. Research shows that 75% consumers would embargo a brand and over 30% would dump the stocks of a company if it didn’t support or resonate with their value systems.

As the #MeToo movement makes all of us become more attentive and accountable to the significant and long pending issue of sexual harassment, are employers, bosses and male colleagues at greater risk of being hauled to task for something that happens under their watch? The consensus is a resounding YES!

Unfortunately the root of the problem goes a lot deeper. A recent survey by Harvard Business Review discovered that while both genders commonly agree on the broad definition of sexual harassment, nearly 66% males felt that the amount of sexual harassment at work is greatly exaggerated, while only 33% of the women agreed to this fact. Does this dissonance stem from vast gender differences in upbringing, behavioural conditioning, or the fact that women are far more sensitive and notice subtle behaviours and signs more readily? Standing too close, dirty sexist jokes, requests to meet outside of work, personal comments or too many intrusive queries into one’s personal life may be construed as quite normal for men, but can tantamount to invasion of privacy and even viewed as a threat by women.

So what do employers really need to do to create and foster an internal environment of inclusion, diversity, wellbeing and gender equality?

First, it’s important to acknowledge that the problem exists! We live currently in a society based on patriarchy and an ingrained culture of toxic masculinity. This is proven by the way we blame, shame and disbelieve stories of employees who have suffered sexual misconduct at the hands of their male colleagues. Ignoring or bypassing this issue shows how deep rooted this problem has become, and further perpetuates this vicious cycle of gender biased behaviour in our offices. We have much unlearning to do, and taking the first step towards acknowledging that the problem exists is vital to finding a workable solution.

Second, create a strong culture of accountability and transparency. This not only helps to build a robust culture of openness and honesty, but also fortifies your corporate image with your consumers. The #MeToo movement encouraged women who have experienced harassment to share their stories, and this same movement must be actively promoted in the corporate world to ensure that inappropriate behaviours and sexual misdemeanours are taken seriously and offenders publicly punished to serve as an example and deterrent to future predators. Unlike the past, Companies must now hold aggressors accountable, instead of silencing the voices of their victims.

Accountability also involves empowering your Managers with the training, knowledge, skills and resources needed to create a safe working environment for everyone. An enduring culture shift begins “within” employees, not just with the formation of rules and systems.

Of course policies and procedures matter. Sexual harassment reporting policies and measures must be clearly laid down and communicated through the ranks. Management must supply clear legal definitions for harassment so employees can comprehend that there is a wide range of actions, words and behaviours that constitute harassment. Employees need to understand that harassment can comprise verbal, physical and environmental factors, and is not always motivated by a desire for sex. Sexual harassment is often driven by feelings of dominance, power and bullying. An organization that truly strives for equality will focus on designing programs and policies that create a long lasting attitude change of parity and respect for all, and not just implementing knee jerk procedures and punishments to handle complaints.

Another vital step includes cleaning up the base. When a company gets down and dirty on cleaning itself out of sexual predators, irrespective of rank, it sends out a very strong message to its internal and external stakeholders that it means business. Not only will this re-endorse a ‘Zero Tolerance’ policy to sexual misdemeanour in the workplace, but also lead to nurturing a culture of well being, trust, equality and respect, thereby strengthening the brand image and profitability in the long run.

Companies also need to ensure that they foster partnerships and associations with like minded stakeholders who share their values, beliefs and protocols. Cleaning up internally is one thing, but ensuring that the brand only choose to work with clients, partners and associates who share the same ethics and moral values denotes commitment to ending sexual harassment at a holistic level.

We have now entered a time in history where all of us are seeking solutions that benefit all women. Achieving gender pay parity, ensuring that women hold equal decision-making power across industries, and making certain that all women feel safe and heard without judgement in the workplace will translate into a healthier and enhanced corporate world in the years ahead. When power and salaries equalize, women will become less vulnerable and men will be forced to behave.

From #MeToo to #TimesUp, it is time to ensure #NeverAgain. This is long drawn battle, but the good news is that the battle lines have been drawn and the clarion call has been sent out loud and clear. If sexual harassment is all about power play then it’s important that all women have each other’s backs across race, caste, education, skill, rank, religion, and sexual orientation. With every act of solidarity, our power grows and we can set out to create a new world of true Equality where both men and women realize that its vital to let go of their habituation and biases, and create a society that offers a more honest, nontoxic and impartial way of living. Where Equality tantamounts to Respect for all beings! It’s time to restore the balance where neither men nor women believe they are superior but rather unite with respect and equanimity to rectify past errors, recalibrate the status quo, generate some amazing work jointly, and take great strides together ahead in a new emergent era.

** This article was originally featured in the ‘People & Management’ Magazine, March 2018 ‘Women’s Special Edition’.