There’s a kind of unspoken secret that entry-level women share. Many follow an intuitive set of rules of self-control centered around their womanhood. Always the same questions: Are the pants too tight, the skirt too short, the smile too provocative? Was the boss’s comment meant to be nice, or is there more to it than that? Can I drink two cocktails at the Christmas party, or do I risk an unpleasant situation?
It doesn’t matter whether you are a young woman who is directly affected by sexualized abuse of power in your professional environment or not – the awareness of possible dangers is always there. And along with that, the awareness that if something “happens”, I feel like I’m on my own.
Most young women know at least one friend, colleague or acquaintance who has been the victim of sexism, sexual harassment, coercion or assault at work. According to data from the think tank Foundation for European Progressive Studies (FEPS), as of 2019, 68 percent of women in Germany have experienced sexism or sexualized harassment at work in the course of their lives.
>> Read here: In the compliance trap: This is how companies fail when dealing with sexual harassment
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The reason for this is simple: if you have the courage to report border violations, you risk a lot. Because these stories often end unsatisfactorily or catastrophically for the women. That is why, even in 2022, too many people affected are still afraid of reporting misconduct by their colleagues or superiors to their employer.
Those affected often have good reasons for being cautious: employees often simply do not know who the registration office is, the contact point is part of the company itself, or the consultants or lawyers responsible are paid by the employer. The fear of being punished unofficially is great.
It’s a scandal that hasn’t settled five years after Me-too. Companies have to change that – not only out of a minimum of respect for employees, but also out of self-interest.
Compliance procedures are too complicated
So far, the lengthy internal compliance procedures have been exhausting, psychologically taxing, cost energy, affect private life, relationships with friends, partnership and family.
In the end, many of them say: I wouldn’t do it again. And what comes after that? A break in your career because you need a break to maintain your health? A change to another company or even another industry because you no longer feel safe at work?
Looking the other way also has consequences for companies: Employees in whom you have invested are no longer available. In the worst case, they need longer breaks, miss important steps in their careers and are missing as managers years later. Warnings are spreading among the employees: beware of this and that manager, be on your guard!
Employers and companies must therefore finally start taking cases of sexualized violence and harassment seriously.
First, it is important to create reporting structures that are up to date. No, referring to a conversation with the manager or HR is not good enough. Just like compliance departments, which are located in-house and are therefore not independent.
The goal: a fair trial with appropriate consequences
External investigations must involve trained professionals who are familiar with the explosive nature of sexual harassment. On the one hand, re-traumatization of those affected can be prevented, on the other hand, the accused can be given a fair chance to present the incidents from their point of view.
Ultimately, the goal must be a fair trial with appropriate consequences. No more and no less. The result of this process must be communicated transparently – at least to those who were involved.
>> Read here: Claim for damages due to sexual harassment: Ex-employee of Deutsche Bank appeals
Companies are not allowed to punish those affected for their courage to speak up – not even indirectly, for example if they have to continue to assist the alleged perpetrator, the colleagues feed the rumor mill or the next promotion is a long time coming.
The assumption that sexual harassment only exists in certain industries or among competitors is absolutely antiquated. An excuse that only serves the well-being of those who are actually responsible for the safety of their employees. Too often it’s bad, really bad – but fortunately that doesn’t happen with us.
If companies and employers shut themselves off from reality, in the worst case they lose their employees, but at least their energy, drive and motivation to develop within the existing structures. And, as the case of Julian Reichelt and the takeover of Politico by Springer showed: An antiquated corporate culture can be expensive in international business. Because elsewhere, structures like ours have not been tolerated for a long time.
And yes: Of course, trans people, and in some cases men too, are victims of sexualised violence. Better structures for reporting incidents and misconduct would therefore be in everyone’s interests.
In addition to functioning reporting systems, it is therefore necessary to fundamentally change the existing structures. Patriarchal inequality permeates workplaces of all kinds, whether it’s through pay differentials, differences in levels of responsibility, or fixed-term employment contracts, the list goes on. The result is a dangerous relationship of dependency that makes sexualized abuse of power possible in the first place. Employment relationships that should long since be history five years after #Metoo.
More: Sex on Demand – Former employee sues Axel Springer