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Category: Sexual Harassment

|April 20, 2017|One Comment

Yesterday morning, I wrote a short blog concluding that Fox News would likely face long-term reputational damage if it allowed Bill O’Reilly to continue hosting The O’Reilly Factor. Before I could post it, Fox announced the end of O’Reilly’s twenty-year career with the network. As a broadcast superstar, Bill O’Reilly will be remembered for his persona, opinions, stellar ratings and now the acts, allegations, and settlements that caused his departure. …

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|November 10, 2016|No Comments

This summer, a number of high-profile sexual harassment complaints brought the issue front and center, sparking critically important conversations about behavior in the workplace.

On a recent episode of XpertHR’s podcast, ELI President and CEO, Stephen Paskoff, addressed sexual harassment and the need for organizations to consider an alternate approach to positively affect the problem.

“Too many organizations take a cosmetic approach,” says Paskoff. “Employers should look at what …

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|July 21, 2016|No Comments

Less than two weeks after Gretchen Carlson filed her harassment suit against Roger Ailes, the powerful chairman of Fox News is reported to be leaving his employer with a healthy severance package. We may never know what happened. Yet, if Ailes leaves now, his name will be attached to the sexually offensive, retaliatory and, potentially illegal conduct alleged by Ms. Carlson.

Ironically, on June 20th, the EEOC issued a report …

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|June 30, 2016|No Comments

Last week, the U.S. Equal Employment Opportunity Commission (EEOC) released its recommendations for a new, more effective approach to preventing harassment in the workplace. In the 18 months prior, the Select Task Force on the Study of Harassment in the Workplace, worked closely with sociologists, industrial-organizational psychologists, investigators, trainers, lawyers, employers, and advocates, to gain the most comprehensive understanding of harassment, its causes, its effects, and what can be done …

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|April 13, 2015|No Comments

Last month, a California jury ruled in favor of Kleiner Perkins Caulfield & Byers, a leading venture capital firm, rejecting Ellen Pao’s claims of sex-based discrimination, harassment, and retaliation. As I followed the case, I wondered how Kleiner’s principals would have evaluated a possible investment target whose senior leaders were known to engage in the behaviors described in the trial.

If nothing else, wouldn’t Kleiner perceive that the firm’s leaders …

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