Over the past two years, allegations against powerful men in government, the judiciary, international NGOs, the academy, and particularly in the media and entertainment industries, shocked people around the world. That such incidents involved successful and powerful women gave the issue increased prominence.
The world has learned it is only the tip of the iceberg. The corporate world has been shaken and is changing slowly, but has yet to develop clear protocols, systems, and internal cultures to deal with a phenomenon that reflects a larger societal malaise.
As women who work in the farms and fields, on shop floors, at mining sites, in the services sector, and women who live near large business operations have always known, sexual harassment and “sextortion" are nothing new. The issue is far bigger than the #MeToo movement, and far greater accountability is needed.
Systemic change is needed in the way companies address gender equity and diversity. Measures such as gender audits, rethinking how workplaces are organised, how incentives are provided, and how opportunities are offered for career advancement are essential. Equally important, approaches which help employees shape their jobs and the time they devote, and support companies attract and retain young women in non-traditional fields can make significant differences.
Steps like these won’t eliminate sexual harassment in the absence of deeper transformations. Dismantling the hidden cultures of male privilege and impunity is a critical task. While having more women as senior executives and on boards are necessary steps, they are insufficient. Companies need to unearth the hidden biases and privileges that produce abusive behaviours. At a minimum, they must establish robust grievance mechanisms trusted by intended users, and include quality of the working environment and freedom from harassment in performance assessments of managers.
Harassment, bullying, and violence – physical or verbal – have no place at a workplace. The new guidance from the UN Working Group on Business and Human Rights, and emerging work on organisational culture change, are useful tools to align practices and policies to eliminate discrimination and establish workplaces where every individual – regardless of gender or sexual identity – feels safe.