Startup Harassment: Prevention & Preparation

Addressing the Pervasive Issue of Workplace Harassment

Reports of sexual harassment frequently appear in current events, recently surfacing within major gaming companies and governmental bodies. Despite its widespread occurrence, many organizations initially operate under the assumption that such issues are unlikely to affect them.

This reactive approach often leads to hasty responses and crisis management only after an incident occurs. A more proactive strategy involves acknowledging the potential for harassment and developing a comprehensive plan to address it.

The Importance of Proactive Prevention

When I initially described the concept of forward-thinking harassment prevention training to my father, his initial reaction was skepticism. He questioned the viability of the business idea, suggesting I remain in my previous employment.

However, upon accepting my decision to launch Ethena, he emphasized the critical importance of maintaining a harassment-free workplace, stating it would be detrimental to the company’s reputation.

His point is well-taken. As a provider of a modern compliance training platform, particularly specializing in harassment prevention, it would be hypocritical for our own organization to fall short in this area.

Prevalence of Harassment: Data and Trends

While a desire to eliminate workplace harassment is paramount, relying solely on optimism is insufficient. Statistical data reveals the significant prevalence of this issue.

For instance, a 2018 Pew Research Center survey indicated that 59% of women and 27% of men have experienced sexual harassment. The shift towards remote work has not mitigated this problem.

In fact, evidence suggests that harassment may be increasing due to the emboldening effect of online interactions, often referred to as “keyboard courage.”

Preparing for the Inevitable

Acknowledging these statistics, we recognize the likelihood of facing these challenges internally and are committed to being prepared. Modern workplaces require leaders to navigate ambiguous situations and address sensitive subjects.

This willingness to engage with uncomfortable topics is essential for fostering growth and promoting healthy organizational development. Here's how we approach this preparation.

Proactive Preparation

Growing up in Florida, the expectation of hurricanes was simply a part of life. We consistently maintained supplies like plywood and non-perishable food, recognizing the importance of preparation when facing a predictable event.

In contrast to this proactive stance, many startups exhibit a tendency to avoid confronting the potential for workplace harassment. Rather than establishing preventative measures, organizations often delay action until a problematic situation has already arisen.

In the initial stages, a startup typically consists of a small, closely-knit group, often with similar backgrounds. Acknowledging the possibility of negative behaviors can feel awkward, leading to a reliance on the belief that assembling a team of exceptional individuals will be sufficient.

However, despite best intentions, issues inevitably occur. Harassment isn't always straightforward; it frequently stems from the nuances of human interaction, encompassing factors like intention, perception, privilege, and context. It may begin with seemingly harmless jokes, occasional inappropriate behavior, or a lack of diversity in hiring practices.

Subsequently, these situations can worsen, and individuals may find themselves in a hostile work environment. Addressing the issue becomes significantly more challenging at this stage, particularly as the company expands to a larger size and organizational change becomes more difficult.

Recognizing the increased likelihood of such problems as a company grows, it’s essential for teams to proactively prepare by learning to identify early warning signs. At the very least, employees should be trained to recognize the forms that workplace harassment can take and to develop a deeper understanding of inclusion, exceeding the simple goal of avoiding legal repercussions.

Specifically, managers must be well-informed on this topic. As a company scales, senior leadership’s direct oversight diminishes, making frontline managers the most influential figures in fostering or hindering inclusive workplaces. Furthermore, training is mandated by law in certain states, such as California and New York.

Key Steps for Preparation

• Training: Implement comprehensive training programs for all employees, focusing on harassment recognition and inclusive behaviors.
• Managerial Focus: Prioritize training for managers, equipping them to address issues effectively.
• Early Identification: Develop a system for identifying and addressing potential problems before they escalate.
• Inclusive Hiring: Promote diversity in hiring practices to broaden perspectives and reduce the risk of insular team dynamics.

By taking these steps, startups can move beyond a reactive approach and cultivate a workplace culture that prioritizes respect and inclusivity.

Creating a Culture of Direct Feedback, Beyond HR Reporting

Conventional discussions surrounding workplace harassment often present a stark dichotomy. A work environment is frequently categorized as either wholly inclusive or profoundly toxic. While the gravity of these concerns is undeniable, framing every instance as strictly acceptable or constituting serious, capital-H Harassment, limits employee options to unfavorable choices.

Consider a scenario where Elena, a member of an engineering team, experiences subtle exclusionary behaviors from her colleague, Jonah.

For instance, during the recruitment process for a new front-end engineer, Jonah consistently uses male pronouns when discussing the prospective candidate. Within the conventional, legally-focused understanding of harassment, Elena faces a limited set of responses:

• Inaction: This allows the behavior to continue unchecked.
• Reporting to HR: This could result in severe consequences for Jonah, which Elena may wish to avoid; her primary goal is simply to encourage more inclusive language.

However, if workplace training empowers Elena – and all her teammates – to address such situations directly, she gains a practical and effective recourse.

Should Jonah state, “OK so when he joins…”, Elena could respond with, “Unless you possess precognitive abilities, which seems doubtful considering your Fantasy Football performance, please utilize ‘they’ when referring to the new hire, as their gender is currently unknown.”

Was the playful jab necessary? Perhaps not, but employing humor can often de-escalate potentially awkward moments. Importantly, Elena’s intervention places the onus on Jonah to acknowledge her feedback and adjust his behavior. Furthermore, a clearly defined set of team values should encourage Jonah’s peers to reinforce this expectation.

The Benefits of Immediate Feedback

Providing employees with the tools to address minor offenses directly can prevent escalation. It fosters a more comfortable and open environment where individuals feel empowered to voice concerns without fear of triggering formal investigations.

Direct communication shifts the focus from punitive measures to constructive dialogue, promoting a culture of continuous improvement and mutual respect. This approach acknowledges that unintentional biases and microaggressions can occur, and provides a pathway for correction.

Shifting the Paradigm

The traditional model often positions HR as the sole mediator in conflict resolution. While HR remains a vital resource, encouraging direct feedback distributes responsibility for creating an inclusive workplace across the entire team.

This decentralized approach not only alleviates the burden on HR but also cultivates a stronger sense of ownership and accountability among employees. It emphasizes that inclusivity is not merely a compliance issue, but a shared value.

The Paramount Importance of Accountability

The principles discussed thus far become truly relevant only when an incident occurs within the organization. Consider a scenario where Jonah’s inappropriate remarks persist, despite Elena’s attempts to provide constructive criticism.

Jonah repeatedly excludes Elena and other female colleagues from vital discussions, interrupts their contributions, and dismissively states, “It’s clear they are present solely to fulfill diversity quotas” when challenged.

Should Jonah’s supervisor at this hypothetical, flawed organization remain inactive, the situation is effectively concluded. No volume of seminars, educational programs, articles, or company-wide assemblies can persuade Elena that the company genuinely values its employees.

Actions consistently demonstrate a company’s true priorities. Transparency is the most effective approach to addressing issues, allowing for collective learning and demonstrating a commitment to employee well-being.

While navigating sensitive matters involving confidential information and protecting reporters can be challenging, maximizing accountability is essential. It’s vital to show that concerns are taken seriously.

My father’s assertion remains valid: workplace harassment is unacceptable. However, proactive preparation is necessary because company growth inevitably leads to a significant increase in interpersonal interactions.

Fortunately, fostering an inclusive work environment closely mirrors the principles of sound business management. Early implementation of preparation, feedback mechanisms, and accountability protocols are managerial best practices.