Boston Globe goes front page on workplace bullying

The Boston Globe‘s decision to put Beth Teitell’s excellent feature on workplace bullying on its Dec. 30 edition front page was a welcomed development to close out 2017. Among other things, it may be the first time that a major newspaper has given front page status to a piece on workplace bullying. Here’s the lede:

As workplaces of every imaginable kind are rocked in the national reckoning over abuses of sex and power, some say another, related issue waits in the shadows.

Experts say it can be more common and as damaging to its victims as sexual harassment, but with no clear definition in the law or widespread social recognition, it remains largely out of the public eye.

It’s called workplace bullying, although victims say the term doesn’t fully capture its power.

Of course, those of us who have become closely familiar with workplace bullying might quarrel with the article’s characterization of it being “in the shadows” and lacking wide recognition, but the underlying truth is that we’re talking about a very common and destructive form of workplace mistreatment that still doesn’t receive sufficient attention. Pieces like this one help to bring it out of the shadows and put a label to behaviors that too many have suffered with in silence.

Teitell gives a few snapshot examples of bullying at work:

…A former public school instructor who spoke to the Globe says she was denied the opportunity to sign group birthday and condolence cards after she challenged an administrator. Another person, a high-level state administrative assistant, said she was reassigned to reorganize a storage room, endlessly, according to an attorney she contacted.

In yet another case, a longtime state employee with peanut and tree allergies alleges her supervisor or one of two co-workers smeared peanut butter on a folder sitting on her desk. “They just thought it was a joke,” she said. “One day they stood outside my office door and sang a stupid song they made up about how much they love Almond Joys.”

The article doesn’t get into the more drawn out and deeply malicious accounts of bullying and mobbing that send shivers up our spines. Nevertheless, it covers a lot of ground and also gives a nod to the anti-bullying Healthy Workplace Bill, which is currently pending before the Massachusetts state legislature.

Equally important, of the 80+ comments left by readers, many understand what workplace bullying is all about, and many shared bits of their stories. It’s one of the few times that I’ll say the comments following a posted news article are worth reading.

This one of several articles on or mentioning workplace bullying that have been inspired by the numerous public revelations of workplace sexual harassment. I’ll have more to say about these linkages in a post this month.

In the news

It has been a year of prominent news stories related to the workplace, especially the avalanche of accounts concerning sexual harassment. Here are many of the 2017 news stories in which I’ve been quoted or where my work has been discussed:

Top 2017 reads

image courtesy of gallery.yopriceville.com

Hello dear readers, here are the top posts published here during 2017, as measured by “hits” or page views. I’ve divided them into two categories, in recognition of the fact that the overwhelming share of online searches that lead to this blog are about workplace bullying and related topics.

Workplace bullying, mobbing, and abuse

  1. Gaslighting at work (March)
  2. Trauma-Informed Legal Perspectives on Workplace Bullying and Mobbing (June)
  3. Workplace bullying: HR to the rescue? (March)
  4. How insights on abusive relationships inform our understanding of workplace bullying and mobbing (April)
  5. Workplace bullying: Acknowledging grief (April)
  6. Male targets of workplace bullying (June)
  7. “Jerks at work” vs. workplace soul stalkers (November)
  8. Workplace bullying: Blitzkrieg edition (April)
  9. Workplace bullying and mobbing: Individual vs. organizational accountability (February)
  10. Addressing workplace bullying, mobbing, and incivility in higher education: The roles of law, cultures, codes, and coaching (July)
  11. When workplace predators silence and intimidate their targets (November)
  12. Bystander intervention in workplace bullying situations (January)
  13. Workplace bullying and mobbing: Resources for HR (May)
  14. Passing workplace anti-bullying laws during the Age of Trump (January)
  15. Ageism in the American workplace (and its continuing relevance to workplace bullying) (January)

Other Topics

  1. Can an employer fire a publicly-avowed white supremacist? (August)
  2. “First world” ethics of the Amtrak Quiet Car (March)
  3. Inauguration Week special: “Gaslighting” goes mainstream (January)
  4. Work, savings, retirement: Generation Jones is getting hammered (August)
  5. “The rules don’t apply to me” (February)

Ellen Cobb’s “Workplace Bullying and Harassment”: A global legal source guide

For those seeking a handy compilation and summary of laws relating to workplace bullying, mobbing, and harassment around the world, Ellen Pinkos Cobb’s Workplace Bullying and Harassment: New Developments in International Law (Routledge, 2017) may be your go-to source. The following is drawn from the book’s online description:

Workplace Bullying and Harassment: New Developments in International Law provides a comprehensive tour around the globe, summarizing relevant legislation and key developments in workplace bullying, harassment, sexual harassment, discrimination, violence, and stress in over 50 countries in Europe, the Asia Pacific region, the Americas region, and the Middle East and Africa.

. . . This book brings together need-to-know information on global workplace bullying and harassment in one place, the first publication of its kind to do so. It will aid those in the fields of labor and employment, human resources management, occupational and industrial health psychology, health and safety, and workplace regulatory compliance stay abreast of laws and developments that these practitioners must be aware of, whether operating nationally or globally. Academics will also benefit. Links to laws and references are provided, enabling further research.

Ellen is a Massachusetts attorney who has been steadily researching laws related to bullying at work, and I’ve had the pleasure of knowing her for many years. She first published this guide independently. After producing several self-published versions, she then secured a contract with a major publisher. I’m delighted that her very useful and comprehensive resource is now more broadly available, and at a relatively affordable price for a book designed for practitioners and scholars.

When workplace predators silence and intimidate their targets

The ongoing revelations concerning sexual harassment and abuse allegations lodged against powerful Hollywood producer Harvey Weinstein took a major turn this week via some excellent investigative reporting by the New Yorker‘s Ronan Farrow. Here’s the lede:

In the fall of 2016, Harvey Weinstein set out to suppress allegations that he had sexually harassed or assaulted numerous women. He began to hire private security agencies to collect information on the women and the journalists trying to expose the allegations. According to dozens of pages of documents, and seven people directly involved in the effort, the firms that Weinstein hired included Kroll, which is one of the world’s largest corporate-intelligence companies, and Black Cube, an enterprise run largely by former officers of Mossad and other Israeli intelligence agencies.

The details are stunning. Here are just a few:

  • “Two private investigators from Black Cube, using false identities, met with the actress Rose McGowan, who eventually publicly accused Weinstein of rape, to extract information from her. One of the investigators pretended to be a women’s-rights advocate and secretly recorded at least four meetings with McGowan.”
  • “The explicit goal of the investigations, laid out in one contract with Black Cube, signed in July, was to stop the publication of the abuse allegations against Weinstein that eventually emerged in the New York Times and The New Yorker. Over the course of a year, Weinstein had the agencies “target,” or collect information on, dozens of individuals, and compile psychological profiles that sometimes focussed on their personal or sexual histories.”
  • “In some cases, the investigative effort was run through Weinstein’s lawyers, including David Boies, a celebrated attorney who represented Al Gore in the 2000 Presidential-election dispute and argued for marriage equality before the U.S. Supreme Court.”

The full article is lengthy (as a first-rate investigative piece usually will be), but it’s well worth reading to grasp the extent of these efforts to investigate and intimidate victims and reporters.

NBC’s Megyn Kelly, Kate Snow, and Cynthia McFadden on the fallout

Some of the fallout from these revelations is discussed in this 11-minute segment featuring Megyn Kelly’s interview with NBC correspondents Kate Snow and Cynthia McFadden. It is also worth your time. Among other things, Kelly takes aim at how women are often ridiculed and dismissed when they make claims of abusive behavior by powerful men, often to the point of being called crazy and paranoid.

Moral monsters in suits

As Farrow’s New Yorker piece explains, prominent attorney David Boies was a key point person in running Weinstein’s black ops against these women and reporters. It brings to mind a blog post I wrote in 2011 about bad employers and their lawyers:

I have no academic study to verify this, but I have concluded that many bad employers have a sixth sense for retaining thuggish employment lawyers who serve as their willing executioners of workers who file complaints about working conditions, blow the whistle on ethical and legal lapses, or attempt to organize a union.

Indeed, to keep their misdeeds from going public and to preclude being held accountable for their actions, folks like Weinstein often need lawyers who are willing to help them. I once again appeal to Hannah Arendt to help us understand this dynamic:

Philosopher Hannah Arendt invoked the phrase “banality of evil” to describe how Adolf Eichmann served as one of Hitler’s architects of the Holocaust. Since then, the phrase has come to represent — in more generic terms — how ordinary people become easily invested in the values of a morally bankrupt status quo and participate in terrible behaviors that seemingly are unthinkable in civilized society. These insights teach us a lot about how bureaucratic enablers of abusive bosses can help to facilitate the destruction of a bullying target. These professional handmaidens (usually HR folks and employment lawyers) are more than simple bystanders; rather, they are complicit in the abuse.

Attorney Boies had also been retained by the New York Times on various legal matters. Today, after learning that Boies had targeted their own reporters as part of this cloak and dagger campaign, the Times severed its ties with his law firm, stating:

“We never contemplated that the law firm would contract with an intelligence firm to conduct a secret spying operation aimed at our reporting and our reporters….Such an operation is reprehensible.”

Been there, seen that

This aspect of the Weinstein saga may seem like an extreme anomaly. But for those of us who are closely familiar with other orchestrated attempts to further bully, silence, dismiss, marginalize, and disempower targets of interpersonal abuse, this is more validating than shocking. Unfortunately, money and influence can muster a lot of power to engage in further abuses, and this is simply a (now) very public manifestation of what continues to occur in so many other settings.

The awful necessity of the “business case” against workplace harassment and abuse

The ongoing and very public torrent of stories and accusations of sexual harassment and abuse directed at Hollywood producer Harvey Weinstein has prompted an endless stream of commentaries about sexual harassment in the workplace. For example, the Economist magazine weighed in on the bottom-line business impacts of unchecked sexual harassment:

The victims often suffer depression, anger and humiliation. Firms where harassment happens are eventually harmed, too. Mr Weinstein’s studio may be sued…. The company could even be destroyed by the scandal. Even if one leaves aside all moral arguments—which one should not—failing to deal with harassment is usually bad for business. Firms that tolerate it will lose female talent to rivals that do not, and the market will punish them. The costs of decency are trivial; the rewards to shareholders are large.

This is yet another version of the so-called “business case” against work abuse, in this instance sexual harassment. For those of us who have been addressing workplace bullying and mobbing behaviors, this rap sounds familiar. We are continually urged to make the business case against psychological abuse at work, including articulating its cost impacts and, whenever possible, assigning estimated monetary figures.

I understand that whenever abusive behaviors are prevalent in the workplace, it makes sense to point out the costs to the organization. However, I do so with an underlying slow burn. It means that it’s not enough to show that bullying, mobbing, and harassment can wreak havoc on an individual’s health, livelihood, and overall well being. It means that all too many CEOs, senior executives, and managers won’t take work abuse seriously until they understand the monetary costs to their organizations. 

I’m a pragmatist. If it takes the “business case” against work abuse to get organizational leaders to care, I say let’s make it. But this sure doesn’t say much about the morals, ethics, and empathy of the executives who look the other way unless it hits them in their wallets and profit-and-loss statements. Human suffering alone is not enough for them; money, not decency, is what motivates them to act.

The “me too” campaign as both voice and trigger

When the New York Times broke the story that powerful Hollywood producer Harvey Weinstein has quietly settled numerous sexual harassment claims against him going back decades (per this article by Jodi Kantor and Megan Twohey), it unleashed an ongoing storm of similar allegations against Weinstein and stories of the “casting couch” practices of the filmmaking industry. Not since the 1991 Senate confirmation hearings for Supreme Court nominee Clarence Thomas centering on Anita Hill’s allegations of sexual harassment has this topic been so prominently in the mainstream news.

And now the forces of social media are weighing in, especially with a meme/hashtag campaign of “me too,” whereby (mostly) women are posting these two words on Facebook and other sites to proclaim that they, too, have experienced sexual harassment and abuse. Scrolling through my Facebook newsfeed over the past couple of days has conveyed a powerful message about the frequency and pain of these behaviors.

For some, it hasn’t been a difficult decision to type in “me too” and click “post.” But for many, many others, the “me too” campaign has been a triggering event at the same time it has provided an opportunity to be heard, causing them to relive their own experiences, which in some cases have been deeply traumatic.

There’s more that I want to write about the Harvey Weinstein story, but because it’s still developing, I will wait a bit. For now, however, let’s acknowledge that for many women, the question of whether to post two simple words to their Facebook page or Twitter feed has triggered conflicting emotions about voice, outrage, abuse, and victimization. Their ultimate decision is not ours to judge, either way. But if we care about dignity and equality in the workplace and in society overall, then we must understand why so many are saying “me too.”

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