What do you do when someone on your staff is experiencing a #MeToo moment? It’s not just their problem. You, too, have decisions to make.
Every action you take has a reaction. Are you giving the accused a fair hearing? If you fire him or her in haste without doing so, you may face legal liability. If you take too long, you’re accused of sweeping the issue under the rug, and your public perception suffers.
No one is immune. Any venue where genders mix — and that’s pretty much all of them — is at risk. Organizations that cater to children are especially vulnerable.
The #MeToo era is a long overdue response to a dark corner of history.
It started with Harvey Weinstein, and the accusations against him were so pervasive that he and his film company soon fell from grace. Then the floodgates opened.
Allegations against others surfaced almost daily. First came celebrities and the media because of their visibility. Academia wasn’t far behind. So were companies and non-profits of all shapes and sizes.
Conditions for abuse are ripe wherever one person wields real or perceived power over others. You have two tasks — separating the actual from the imagined and managing the fallout.
The questions you’ll face, and the decisions you must make, can be overwhelming.
Blatant abuse is easiest to identify — and to punish.
What about those that are less clear-cut? Is there a history of complaints against the accused or by the accuser? What about compliments — are they well-intentioned gestures or suggestive overtures?
Did the actions or comments cross a line and violate company policy or societal ethics?
Every accusation must be examined. To do less would be derelict. But by whom? Internally by your HR department? Or independently by an outside investigator?
Should the nature of the investigation depend on the severity of the accusation and the risk to the company? Trying to quantify is a slippery slope best avoided. To the person who feels wronged, nothing is more important.
Should the findings be shared only with those involved or should they be made public? When? Should they stand alone? Or should they be accompanied by your analysis? If the latter, it’s vital that your message and tone be pitch-perfect.
You can reach Roger Gillott and Eden Gillott directly at 310-396-8696.
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Gillott Communications is a Los Angeles-based public relations firm that specializes in high-stakes Crisis & Reputation Management with more than 50 years of expertise in strategic communications, corporate public relations, and working with the media.
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