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Key Takeaways Workplace sexual harassment typically escalates from seemingly minor incidents, underscoring the need for immediate and direct action from leadership.
Company culture around sexual harassment is often rooted in avoiding discomfort, but early intervention and clear communication is crucial for employee safety and reducing legal risks.
Speaking up about harassment, supporting victims and setting a firm tone against inappropriate behavior are vital steps for business leaders in fostering a safe working environment.
No one wanted to address it because it was uncomfortable, awkward and messy.
Early in my legal career, a senior partner at the firm where I worked began harassing me. He insisted on long hugs that lingered. He told me he loved me. He commented on my body and my clothing. He was emotionally volatile and, at times, controlling. On one occasion, he screamed that I was “either dumb or trying to steal his client.” When I became upset, he used that moment as an excuse to “comfort” me.
I had worked hard to build my career. I liked coming in early and sometimes stopped by on weekends to get ahead. Over time, I found myself calculating how to avoid being alone in the office with him. I started adjusting my schedule around his presence.
What made it worse was the avoidance by others. Some partners appeared to know what was happening, but they spoke in code. One told me, “You should do work for me because I only want you for your brain.” A woman partner I respected once said that women who speak up about sexual harassment do it for attention. The message was clear: This was inconvenient. It would be easier if I managed it quietly.
I eventually left. The experience haunted me. I felt guilty for not making a bigger deal about this to protect future victims, but the shame and fear silenced me.
Workplace safety requires open conversations beyond HR
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