When diversity issues emerge, bullying often lurks underneath

Last week, NBC News cancelled the “Megyn Kelly Today” show days after Kelly made racially insensitive remarks about wearing blackface for Halloween. As reported by Megan McCluskey for Time magazine:

Amid growing controversy over Megyn Kelly’s racially insensitive comments about blackface, NBC News has announced that it has canceled Kelly‘s 9 a.m. hour of the Today Show, Megyn Kelly Today.

. . . Kelly came under fire earlier this week for saying that she doesn’t understand why blackface Halloween costumes are racist during a roundtable discussion on offensive costumes on her talk show, Megyn Kelly Today.

“What is racist?” she asked a panel that included Jenna Bush Hager, Jacob Soboroff and Melissa Rivers. “You do get in trouble if you are a white person who puts on blackface for Halloween, or a black person who puts on whiteface for Halloween. Back when I was a kid, that was okay just as long as you were dressing as a character.”

One can make a plausible claim that cancellation was a harsh consequence for one badly misinformed and ignorant remark. After all, Kelly’s transgression paled next to virulently mean-spirited statements tweeted out by Donald Trump on a regular basis. However, many news reports have suggested that this may have been simply a tipping point preceded by other concerns about her show. Among other things, while Kelly has become a strong voice for women’s interests during the #MeToo era, she also has a history of stirring up controversy on matters related to race.

In any event, as I searched around to learn more about Kelly’s situation, I found an earlier news report that reminded me once again that when diversity-related concerns publicly emerge out of a given workplace, allegations of bullying behaviors often aren’t far behind. From January of this year, here is Emily Smith’s Page Six account of a “Megyn Kelly Today” writer who lost his job after complaining of alleged bullying behaviors faced by staffers: 

A top staffer on Megyn Kelly’s show has been fired after claiming there is a “toxic and demeaning” environment on set, rife with bullying and “abusive treatment.”

Kevin Bleyer was fired as a writer from “Megyn Kelly Today” this week after complaining that Kelly’s two top execs, Jackie Levin and Christine Cataldi, were bullying lower-level members of staff.

. . . Bleyer — a multiple Emmy-winning former writer for “The Daily Show” and speechwriter for President Barack Obama — on Tuesday sent the email to NBC News human resources, and was fired shortly after.

He wrote in the memo, revealed by the Daily Mail,“I’m sad to say … the executive incompetence continues — as does the dysfunctional management, abusive treatment, maddening hypocrisy, staggering inefficiencies, acidic and deficient communication, and relentless scapegoating. Jackie Levin persists in creating a toxic and demeaning environment, and Christine Cataldi enables and reinforces it.”

He claims Cataldi regularly calls her assistant “an idiot,” and when he offered suggestions for the show, Levin called him a “f–king whiner.”

At times there’s a more direct connection between the diversity-related behaviors and workplace bullying. As I reported earlier this year, Tom Ashbrook, a popular public radio program host here in Boston, was fired for engaging in bullying behaviors after initially being accused of sexual harassment. In the same piece, I wrote about how Hollywood mogul Harvey Weinstein, an accused serial sexual harasser, has also been tagged as a bullying boss.

Guardian investigation: Bullying behaviors rife at top U.K. universities

Hannah Devlin and Sarah Marsh report on a Guardian newspaper investigation indicating that a culture of bullying is “thriving” at leading British universities:

Hundreds of academics have been accused of bullying students and colleagues in the past five years, prompting concerns that a culture of harassment and intimidation is thriving in Britain’s leading universities.

A Guardian investigation found nearly 300 academics, including senior professors and laboratory directors, were accused of bullying students and colleagues.

Dozens of current and former academics spoke of aggressive behaviour, extreme pressure to deliver results, career sabotage and HR managers appearing more concerned about avoiding negative publicity than protecting staff.

Their feature-length article goes into detail about their investigative findings and shares stories of individuals who have experienced bullying behaviors in academic workplaces.

When media devote coverage to bullying and related behaviors in academe

This is not the first time that the Guardian has highlighted bullying and abuse at work. The newspaper ran a week-long series on workplace bullying in 2017. And we’ve known for a long time that academe can be a petri dish for these behaviors. In fact, “Workplace bullying and mobbing in academe: The hell of heaven?” (2009, revised 2014), is one of this blog’s most popular posts.

As I discussed in my last entry, when major, mainstream media outlets devote feature stories to workplace bullying, mobbing, and abuse, it serves as a powerful message that we must take these destructive behaviors seriously. It’s also noteworthy when a major newspaper with a global readership deems that bullying in academe merits significant coverage.

Here in the U.S., coverage of academic bullying has been limited primarily to specialized media covering higher education (such as the Chronicle of Higher Education). My own interest in workplace bullying was originally stoked some 20 years ago by my awareness of such behaviors in academic (as well as legal) workplaces. So, cheers to the Guardian for diving in with this piece. It makes a difference.

Redbook magazine examines bullying of women at work

 

Writer Jessica Press was caught by surprise. When she posted to social media that she was looking for stories from women about their experiences of being bullied at work, she expected a sprinkling of replies. Instead, as she recounts in the lede to her feature article appearing in Redbook magazine’s October issue, she got a deluge:

My inbox was flooded — overflowing with incoming mail. I’d put out the call to a handful of experts and Facebook groups for women’s stories of workplace bullying. I thought perhaps I’d hear from a dozen women.

Instead, within a week, nearly a hundred stories from around the country and around the world poured in, with a steady stream continuing in the days and weeks that followed. They worked in hospitals, academia, sales, food service — anywhere and everywhere. There were women still living in fear of retaliation. There were those who shared their journeys of deteriorating marriages, depression, anxiety, and PTSD-like symptoms. There were a surprising number who had involved lawyers and were limited in what they could even reveal due to nondisclosure agreements.

It’s a substantial feature article, and I suggest giving it a full read. Among those interviewed was Deb Falzoi, one of the key advocates for the anti-bullying Healthy Workplace Bill here in Massachusetts:

“Every day I would come to work feeling like, What is she going to do today? remembers Deb Falzoi. “Now that I know the ways bullies work, I realize she was very textbook. There were false accusations, removal of my responsibilities. At the time I didn’t know what to call what was happening to me. When I finally found the term ‘workplace bullying’ and saw that there was research on the issue, I felt a sense of relief. I hear that same thing from other targets.”

Press also gives a shout-out to our national campaign to enact the Healthy Workplace Bill:

[Drs. Gary] Namie and his wife, Ruth, the cofounder of [the Workplace Bullying Institute], along with David Yamada, professor of law and director of the New Workplace Institute at Suffolk University Law School in Boston, are leading a movement to pass the Healthy Workplace Bill, which Yamada wrote. The bill would give both workers and employers clear-cut rights and clearly defined boundaries, which are of course the basis of any healthy relationship, professional or otherwise. “It provides an incentive for employers to adopt reasonable steps to prevent and correct bullying, which translates to having a policy and faithfully enforcing it,” explains Namie.

What’s the significance of Redbook doing a feature piece on the bullying of women at work?

I think it’s another important sign of the mainstreaming of workplace bullying and mobbing behaviors as topics worthy of our close attention. After all, Redbook is a long-time, monthly lifestyles magazine marketed primarily to women, with a circulation of some 2.2 million. That’s a sizable readership.

This is akin to the Boston Globe‘s front page feature on workplace bullying that appeared at the turn of the year.

These articles are an important form of public education about work abuse. And especially for those who are targeted by these behaviors, they serve an informative and validating purpose that helps them understand what they’re experiencing. I hope we see a lot more coverage like this.

A story for our times

So here’s the short version: A woman who objects to an eight-year-old girl selling bottled water on the street is filmed apparently calling the police on the young kid. The video goes viral, and the woman loses her job. There’s a racial dynamic here too, as the woman is white and the girl is black. As reported by CBS News:

STUDIO CITY, Calif. — The woman dubbed “Permit Patty” for threatening to call police on an 8-year-old black girl selling water on the street has stepped down as CEO of her cannabis company. CBS Los Angeles reports the move follows a massive online backlash that resulted in her products getting dropped by other marijuana sellers.

Several Bay Area dispensaries are now refusing to sell products made by Alison Ettel’s company TreatWell Health, The San Francisco Chronicle reported Tuesday.

“It is Ms. Ettel’s belief that TreatWell, its employees and patients should not have to suffer because of a situation that occurred in an escalated moment,” company spokeswoman Cynthia Gonzalez is quoted as saying in the paper.

At least three marijuana dispensaries stated publicly they would stop selling TreatWell products.

It’s a story for our times: Incivility, race, smartphones, social media, legalized pot, and job loss.

From an employment standpoint, the lesson is an easy if unsettling one. Anything we do these days can be caught on a smartphone camera. If the behavior reflects negatively on us and the video goes viral, it can affect our employment status. Most American workers today are employed on an at-will basis, which means they can be terminated for any reason that does not violate existing employment laws. Video footage from an incident outside of work that causes negative publicity for the company can be among the legally valid reasons to fire an at-will employee.

I don’t know the specific nature of Allison Ettel’s employment status with her now-former company, but her demise was swift.

As far as the racial aspect goes, I won’t assume how race impacted Ms. Ettel’s actions. But in these hyper-charged times, racial optics matter and sharpen quickly. When they go viral online, that can be all that counts. This just looks bad.

The marijuana angle adds a humorous twist. Believe it or not, I’ve never even tried pot; I’m a pretty straight-laced, geeky guy. But how many of you were thinking that Ms. Ettel might’ve benefited from a toke or two before getting so worked up over a young kid trying to earn some money by selling bottled water on the street?

Media Bias Chart: Evaluating news sources that fuel our understanding of the world around us

For those of us whose work and lives are shaped by national and global events — in other words, just about all of us! — the news media that we read and follow play a central role in shaping our understanding of reality. It follows that we should also attempt to comprehend the political landscape of those media sources, so that we have some idea of what is being fed into our brains.

To help us, Denver-based attorney and media observer Vanessa Otero has created this fascinating Media Bias Chart (enlarged image) reflecting her evaluation of the political leanings and credibility of popular sources of news and commentary. I’m sharing it here with her kind permission. Especially for those who want to read more about what has inspired and informed Ms. Otero’s efforts, as well as her commentaries on periodic revisions to the chart, her All Generalizations are False site is definitely worth a visit.

Of course, it’s possible that you might quibble with her placement of various news sources. Especially if you’re a news junkie, that’s part of the fun! I happen to think that this is a very thoughtful assessment, and it helps me to understand my own biases and the flow of information that influences my view of the world.

The Media Bias Chart also helps us to grasp the sources of our deep ideological divide in the U.S. I see this frequently on Facebook, where some folks are more likely to consistently post items from one of the far left or far right news sources. Of course, those sources may also reflect someone’s honest perception of truth and reality. In that sense, this does reveal an inherent bias in the design of the chart itself, i.e., that the more politically extreme the news source, the less credible it happens to be. We could spend hours debating that implicit thesis!

Self evaluation

If I’m opining about the credibility of news sources, I should practice some disclosure here and identify those that I regularly read and follow. As a preface, I confess that I read selectively, for there aren’t enough hours in the day for cover-to-cover newspaper reads. And I also happily admit that on some days I’ll read more about sports, books, or favorite TV shows than about “hard news”!

Anyway, here goes: In terms of daily newspapers, the New York Times, Washington Post, Boston Globe, and Chicago Tribune are bookmarked on my computer. Add to that WBUR, Boston’s public radio news station. On a weekly basis, I get the New Yorker, Economist, Guardian Weekly, Time, and The Week. I also subscribe to countless monthlies and various journals, and I’ll sometimes pick up USA Today when I’m traveling. 

I rarely watch television news except for major breaking events. I’m not a big fan of cable TV news coverage, regardless of political orientation. I just don’t think it’s very useful or healthy to watch most of it on an ongoing basis.

Overall, based on the Media Bias Chart, my news sources are “Neutral” or “Skews Liberal.” Perhaps the most notable omission in terms of national newspapers is the Wall Street Journal. I follow financial and economic news regularly, but not so closely that a subscription is justified.

By the way, I have print or online subscriptions to all of the news sources I regularly read. I strongly believe in supporting the news media, including the folks who do the hard work of reporting what’s happening around us. With dwindling print advertising revenues, subscription dollars are all the more precious to these media sources. So long as I have the means to do so, I’ll subscribe to the newspapers and periodicals that keep me informed. 

“Because you asked….”: How to support victims of interpersonal abuse

One of this blog’s recurring themes has been interpersonal abuse across the life spectrum, and with it the importance of understanding of trauma in different contexts. My dear friend Mary Louise Allen, a psychology professor and activist, has become an emerging voice for trauma victims, and I’d like to share a compelling piece that she just published.

Mary Louise has experienced abuse and assault, as well as repeated institutional stonewalling and legal irregularities in her efforts to obtain assistance and justice in her home state of Ohio. Recently, she was asked how someone could support abuse victims who are dealing with ongoing trauma. This prompted her to write “Because you asked….,” and post it to her Unapologetic Civil Rights Activist site. It’s a brave, heartfelt, and intelligent statement. I’m excerpting parts of it here, and if you want to learn more about her experiences and those of others, then please read the full entry.

1. VOICES
Listen to our voices.  The one thing that I can conclusively say is that silencing me and allowing a network of corruption to define my story with no ability to correct the fallacious version did me a grave disservice – ultimately causing my dire health conditions and current daily struggles. . . .

***

2. CRAZYMAKING
Don’t dismiss us as crazy. While our assertions appear, on face value, to be so outrageous that they must be fictitious, rest assured that most of us possess recordings and documentation that validate our allegations. . . .

***

3. VICTIM-BLAMING/SHAMING
Be cautious of victim-blaming/shaming questions. While I would like to think that the proverbial “why did you stay” interrogatory has dissipated in our society, it has not.

***

4. POLITICAL ACCOUNTABILITY
I implore you to consider your votes.  If these officials remain in office, your daughter, your sister, or your mother could be a future victim. . . .

***

5. MEDIA ACCOUNTABILITY
Tag your local newspapers/news stations asking them if they have covered our stories, via links to our publications. . . .

***

6. BOARD MEMBER ACCOUNTABILITY
Hold board members accountable.  As seen in the case of [Olympic gymnast doctor Larry] Nassar, how many children would have been protected had the board taken action? . . .

***

7. ATTORNEY ACCOUNTABILITY
While I understand that everyone is entitled to representation and false reports exist (approximately 3%), I do take issue with law firms who are knowingly involved in harassing a victim, sustaining the chilling effect, and/or neglect their due diligence of representing the victim. . . .

***

8. NONPROFIT ACCOUNTABILITY
Do not contribute to nonprofits who cooperate with the system. . . . Every single nonprofit organization in the state of Ohio whose mission was to assist me and my situation configured asinine excuses as to why they could not help . . . .

***

9. HOSPITAL ACCOUNTABILITY
Ask hospitals of any statistics of mysteriously lost rape kits. . . . Often, the alleged assailant is a police officer, an attorney, a high-profile business official – but most assuredly, a well-connected man. . . .

***

10. ACCOMPANY VICTIMS
Don’t assume that justice prevails. Consider accompanying victims to court hearings. I was treated with an entirely different demeanor when I had supporters present – as opposed to attending by myself where I didn’t want anyone to know what was happening. . . .

***

11. STATE LAWS
Oppose mysteriously passed state statutes abusively used to oppress and silence victims/witnesses. These statutes are often masked in an apparent attempt of genuine propriety but often abused to silence victims, witnesses, and Whistleblowers. . . .

***

12. BASIC ENCOURAGEMENT
Sadly, an entire system has directly and indirectly informed me, and so many others, that we don’t matter. . . .  I came to terms that I could never contact the police for any safety assistance – no matter what the situation. . . . The only way for victims to interpret this inaction is that we don’t matter. Our last names and familial lineage are not prominent enough to be considered worthy. Our lives aren’t important enough to warrant therapeutic jurisprudence.

In addition to being instructive on a personal level, Mary Louise’s statement highlights the social responsibilities of institutions to respond to abuse and trauma. When public and non-profit agencies that are supposed to help abuse victims don’t step up, when victims cannot obtain needed legal representation despite a surfeit of available attorneys, when the justice system fails them, and when media sources ignore their stories, that community has failed as a moral organism.

When Mary Louise posted her piece on Facebook, Dr. Maureen Duffy, a leading expert on workplace mobbing behaviors and trauma, left this comment for her, which I share with Maureen’s permission:

Mary Louise, this is a profoundly thoughtful, moving, and practical response to the question of what others can do to help victims. I appreciate the clarity and depth of your responses and that you took the time to put them together and publish them. Since a lot of my work is in the area of workplace mobbing, your account reminds us all again of the power of professional, workplace, and other kinds of social networks, both formal and informal. These networks can have a very dark side that is often ignored. Thanks for calling this form of abuse of power to our attention.

I wholeheartedly concur. And I’m guessing that readers who have experienced workplace abuse, only to find their employers and the legal system looking the other way or even complicit in the mistreatment, will find themselves nodding in agreement with many of Mary Louise’s observations and insights.

“The Week”: What would your tattoo say?

The Week is a newsmagazine that, among other things, has a back-of-the-book puzzle and contest page. Its weekly contest invites readers to send in creative responses to questions posed, with the winner getting a one-year subscription. Here’s the contest in the current issue:

A growing number of workers are flaunting their bond with their employers by getting tattoos of corporate logos. If you were to get tattooed with a phrase that expressed your relationship with your employer in seven words or fewer, what would it say?

OK, dear readers, this “trend” is new to me. And given that many people find this blog after enduring bad work experiences, I’m guessing that if I offered the same contest, some of the entries would be unprintable. However, others might actually have positive words for their proposed tattoo.

I’m not a “tat” guy, so my tattoo language is purely theoretical, and I’ll keep mine to myself, thank you. I leave it to you to decide how you would memorialize a present or former employer on your own epidermis.

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