Four Ways to Stand up Against Sexism at Work
by BRITT LARSEN
If often happens without even realizing it; a crass comment, an awkward stare, an uncomfortable situation after a meeting. Even with the #MeToo movement and more companies making safer and inclusive workplaces a priority, it can still be tough to know what to do when faced with these trying circumstances. It’s important to speak out and speak out in a way that helps everyone feel safer at work, and most importantly, allows you to focus on your job.
According to Virginia Heffernan with The Los Angeles Times; “Movements are not trending topics. They’re not celebrity scandals that excite the mediasphere like brush fires. They are paradigm shifts, and they do their work through legislation, court proceedings, disciplinary measures and the evolution of social hierarchies, political power and the allocation of capital.”
This paradigm shift is forcing employees and employers to rethink how men and women should interact professionally. If #MeToo has taught us anything, it’s that there is so much power in sharing our experiences. At work, this can be overwhelming and there is often so much at stake. The key is to be prepared before an experience with the knowledge and resources so that when you need to speak up, you’re ready.
1. Learn to identify microaggressions, sexual harassment and assualt
There are three main types of sexual harassment issues at work:
Microaggression: indirect, subtle, or unintentional discrimination against members of a marginalized group.
According to Lean In, “For 64% of women, microaggressions are a workplace reality. Women have to provide more evidence of their competence than men and are also 2x as likely to have been mistaken for someone in a more junior position.”
Sexual harassment: From the U.S. Equal Employment Opportunity Commission; “It is unlawful to harass a person (an applicant or employee) because of that person's sex. Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.”
“Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).”
Sexual Assault: The U.S. Department of Justice, Office on Violence Against Women (OVW) defines sexual assault as “any nonconsensual sexual act proscribed by Federal, tribal, or State law, including when the victim lacks the capacity to consent” (U.S. DOJ, OVW 2018).
Knowing the difference between these three issues will help you both as you prepare to stand up for yourself and others.
2. Deciding when & how to report to HR
As a manager, I was constantly shocked that my employees didn’t understand the purpose of the human resources department. I truly believe that if more people took advantage of HR, they’d enjoy their jobs much more. With matters of sexism, microagressions, sexual harassment and sexual assault, it’s key to make sure you report the issue directly to your supervisor and HR, and HR can be especially vital if your supervisor is the issue. It can be tough to know when you should speak up, but if you’re uncomfortable with comments or actions taken by a colleague, it’s impacting your ability to do your job, or it’s damaging your mental or physical health then you need to report the incident or incidents to HR.
A few years ago, I dealt with a CEO who asked me several times when I was planning on getting pregnant. While federal law doesn’t protect against asking these types of questions, the nature of these conversations was extremely derogatory, which falls under the protections of pregnancy harassment. Sadly, the problems with sexism at my workplace only increased after this and I ended up taking a new position outside of the company before reporting to HR. I wish I could go back in time and tell myself to simply write down the comments made to me, the dates, and report to HR, but I was in such shock and so upset by it I just tried to move on.
Don’t make the same mistake I did; document, document, document! By writing down an experience you aren’t necessarily deciding that you’re going to report it, but you’re going to be so relieved that you did when you look back. The key is to make sure you’ve documented everything that’s occurred before you let HR know that you need to discuss the issue. Any HR employee with training will take something like this seriously, and if they don’t, it may be worth working with an HR attorney. If assault is the issue, then the police also need to be involved. There are several requirements, by law, that your employer must fulfill in the reporting process.
3. Become an ally for others
When you stand up for yourself, you stand up for ALL women. It’s up to us to become allies for each other. If you see something that falls under protected behavior in the workplace, speak up and speak out. Make sure your coworker knows that you have their back and that you’re going to stand up for them. Encourage them to report issues and push for change.
I once had an employee who witnessed a comment made to me by a male employee and she felt that it fell under the category of harassment. She pulled me aside and told me she’d been so bothered by his remarks and that she’d hoped I was going to report the incident. I hate to admit that I’d honestly brushed off the comment, but her kind gesture and reminding me that I deserve to feel safe at work was a powerful turning point for me. I always want the men and women I work around to feel heard, and I will always strive to be an ally for those who feel marginalized at work.
4. Advocate for Change
Find ways to advocate for better policies that protect everyone against sexual harassment in the workplace. Another way you can advocate for change is by only working with and for companies that have stringent HR policies in place. Not all sexism issues require HR, it may simply be a matter of speaking up in a meeting and reminding those in attendance that certain comments are not acceptable.
I believe that the more we reward the people behind forward thinking companies, the more the old school mentality will fail. It’s more important than ever to ensure that all types of people are comfortable, safe and are able to focus on their job responsibilities without fear of retaliation or distractions.
All people, regardless of sexual preference or orientation, have a right to a harassment-free workplace. If we know how to approach these issues ahead of time, we can empower all to create a collaborative environment that allows us all to be our best selves at work.
