Three Conditions That Increase Your Risk Of Harassment Charges, And How To Fix Them
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Regardless of the setting, these three conditions increase the toxicity of a work environment because they foster behavior that violates boundaries. The more it happens, the more likely you will be found guilty when someones speaks up.
We don’t feel safe
- coercion is used to obtain compliance
- fear, intimidation, or guilt are used to influence behavior
- avoidance, secrecy, and silence are the rules of the game
- excuses, minimizing, and “good-ole-boy” conversations
How to help people feel safe
- listen to peoples’ feelings without judging
- encourage healthy conflict, talk it out
- never threaten somebody to keep silent
- disclose your real motives
- be transparent about your own feelings
We don’t feel capable
- skills and abilities aren’t taken seriously
- accomplishments are attributed to external factors rather than skill or effort
- the playing field of opportunity isn’t even; certain groups get preferential treatment or opportunity
- ability, skill, and contribution are masked by stereotypes
How to help people feel capable
- show interest and get curious about other peoples’ ideas
- encourage healthy risk-taking
- offer nonjudgmental support to turn failures into learning opportunities
- ask permission before helping someone
- choose the best idea instead of your own idea
Things aren’t consistent
- rules change or aren’t enforced consistently
- rewards are based on politics and power, not performance
- power differentials squash healthy conflict
- some people get away with being above the law
How to increase consistency
- publish your standards, apply them to everyone
- fire anyone who pulls rank to avoid accountability or stop healthy conflict
- communicate how your standards are being applied at every level
Some of these solutions are more difficult than others. Some require policy change, some require culture change, and many require intentional training and coaching to change. All of them require enlightened and courageous leadership willing to practice compassionate accountability.
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1 Comments
Leadership as negotiations is about co-creating the process of h o w we are dealing with differences and there are numerous occasions where each one of us makes the decision to protect safety, include diversity and stand up for what we agreed to do or what is not tolerable.
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