Linda Vester, a former NBC correspondent, claims that the culture of sexual harassment at NBC has not changed since Matt Lauer was terminated. Although NBC Universal reports that they found no evidence to implicate Lauer of the claims, Vester believes the investigation was not done properly.
Among the issues Vester discusses are:
- Failure to interview additional victims and witnesses
- Potential in-house investigation coverup
- Refusal to punish and prohibit sexual harassment
Vester calls on the Comcast board of directors, who own NBC Universal, to begin taking the appropriate steps to stop the culture of sexual harassment current employees face.
Sexual Harassment Profile
Vester’s fight against sexual harassment in the workplace brings up an important point. Perpetrators of sexual harassment are often likable, successful people. In fact, testimony to a perpetrator’s good character is what Vester calls, “irrelevant”, noting that we are all people with many different facets to our personalities.
According to Psychology Today, there is not a typical profile that can be applied to those who sexually harass others; but there are some common characteristics that seem to be present in the workplace.
The perpetrator usually:
- Is in a position of power
- Lacks empathy for others
- Is employed in a male dominated field
- Has a hostile attitude towards women
- Does not recognize their own behavior as harassment
However, workplace discrimination experts point out that trying to eliminate sexual harassment by identifying perpetrator characteristics is only a distraction. Instead, the workplace culture itself must be examined.
Sexual Harassment and the Workplace Culture
A company’s culture is very much like a neighborhood. Those who work together often share the same ideals, including how to think, dress, act, and complete work. Changing a culture of people is extremely difficult; and even more so when the culture includes systematic sexual harassment.
However, it must be done, and the first step includes creating a policy with the clear purpose of defining, preventing, and stopping harassment.
For such a policy to be effective, a career coach and management expert advises that sexual harassment policies must contain the following:
- Emotionally charged language: Unlike other issues, sexual harassment is an emotional topic. Company policies on this epidemic must include emotional language to demonstrate this.
- Required bystander interventions: Requiring witnesses to report what they have seen or heard will validate the victim’s claims, encourage others to come forward, and work to establish a culture of intolerance of sexual harassment.
- Plans to demonstrate policy impact: Part of creating an effective policy for sexual harassment in the workplace is to quickly showcase positive results. Failure to do so will cause workers to become skeptical and disinterested in the initiative.
Middletown Sexual Harassment Lawyers at McOmber McOmber & Luber, P.C. Support Victims of Sexual Harassment
If you find yourself a victim in a culture of sexual harassment at work, there is something you can do. A Middletown sexual harassment lawyer at McOmber McOmber & Luber, P.C. can provide discrete, compassionate legal guidance to get you the compensation and justice you deserve. Call our Red Bank office at 732-842-6500, our Marlton office at 856-985-9800, our Newark office at 973-878-9040, or contact us at 888-396-0736 or online for a free consultation. We represent clients throughout New Jersey.