How often does harassment and discrimination from senior leaders (principals, partners) happen in your firm? What were the usual outcomes if proven?

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A partner was separated from my practice last year due to sexual misconduct. It didn’t get to physical misconduct, not that he didn’t try. It was explicit and reported by more than one female, including a contractor, as separate instances on separate teams. The man is a drunk, a menace, and is now at a firm I will never follow him to.

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It’s not tolerated. At all. As one former General Counsel told a group of partners: “Hey, If you want to cheat on your spouse, have at it! Just don’t do it with our staff. That will be a career ender.” And, that’s for “consensual” activities! (Quotes because there’s no such thing...power imbalance means there’s always a coercive aspect.)

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Argh, exactly—I’m still trying to figure that out! 🙃🤪😂

Daily, nearly every call with my boss. Not just me, other women too (and men every so often). Others have complained to HR before, and people above him, but nothing happens. So I’m sticking it out until bonuses are paid and heading out or transferring. Super disheartening because I love my job, clients, and consultants.

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I can’t really report Ethics to Ethics...

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Discrimination happens a lot more than harassment. Hard to prove and and goes unreported most of the time.

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I agree with you on this. Employees must know their rights to spot discrimination when it happens. Make a report to ethics, have it on record.

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D2 you were lucky that it got addressed. I suffered a lot of retaliations from the PMD.. pressuring me into asking to be rolled off the project I was tremendously performing well in and then people not staffing me in their projects resulting in being on bench for 8 months. The PMD I reported it to avoided speaking to me, declined my meeting invites and even ignored the snapshot request.
The funny thing is when I had reported it to the PMD on the account, she quoted “We take this very seriously and I will personally make sure this does not happen to anyone. We are not like EY that has several law suits against it regarding such issues” lol
You read it right. I did not understand why she quoted EY at that point which made no sense in this context because in my understanding whatever I have read or heard about how EY has handled these incidents has been much more professional than something that I experienced first hand within Deloitte. Also, when HR promises that it’s all confidential and they take retaliation very seriously - believe me
1. It’s never confidential. Every leader in your practice is informed about it.
2. Retaliation does happen. Always.
3. They will do everything to protect the predators if they’re from their “camp”.

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Hahah I was being facetious. It was ‘dealt with’ by Deloitte protecting the predator and retaliating against me. When I said that they’re real pros, I meant that they are pros at protecting the partner and the firm. Not us.

OP to answer your question, I reported harassment and nobody I worked with knew-it was kept very quiet. So it seems really difficult to measure the scale of it. After going through the whole Ethics thing, they seem to be real pros which indicates to me that they get a ton on complaints.

I am an immigrant and a white EY guy (still with the firm) would fart loudly after everyone left. Just to annoy the brown guys. Then he starting picking his nose and taking boogers and ugh.... I don’t even want to think about this.

Anyway, I made SM and he his SM too at EY.

This is where a candid camera would help.

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