I have been witnessing demeaning, aggressive and inappropriate behavior from senior men in leadership positions at my agency. HR has been informed but no follow up. What can I do to escalate?

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Keep trying. Document everything. Put everything in writing (even verbal conversations - follow up with an email confirming your understanding, etc). If you’re in a single-party consent state (like NY) record conversations on your iPhone. Write a note to HR outlining your concerns, referencing that this is not the first time you’re raising these concerns but because the behavior isn’t being addressed, you believe the bad actors have license to escalate the bad behavior.

They should respond to that since there are clearly legal implications to it.

Don’t quit your job until you talk to a lawyer.

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All of the above but also when you see the inappropriate behavior it’s so important to quickly call it out as such the moment it happens. A simple “that’s inappropriate” is effective at getting the point made without creating too big of a scene. Allowing it to slide by in your presence is a form of complicity.

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This. And if an ECD doesn’t feel comfortable doing that, what hope is there for the rest of us?

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Get that in writing to HR. Documentation is key.

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Can you go to your HR person’s boss? Or is there a hotline at your holding company (if you have one)?

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Document. pull the offender aside after you witness it and mention your concern (given your senior role this seems appropriate). Go to HR with your documentation one more time. If nothing happens go to holding company HR. Good for you for being concerned and trying to solve. Was a victim myself of this myself and was too afraid to say something and ended up getting pushed out

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Make copies of all your interactions with HR, put a hard copy of everything in a sealed envelope, send it certified mail to HR as well as a copy to yourself.
Do not open your copy. Save it . You will have postmarked evidence that can be opened in court as proof of your case. It may seem like overkill, but if things escalate, you’ll be in a much better position to negotiate.

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If it's part of a holding company, reach out to them

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It has been put in writing- multiple women have come forward, some, more junior are scared to. My point is, if HR and the holding HR doesn’t act, whats next? Diet Madison is down. What are the organizations we can turn to to hear us and make them accountable? Thank you all for your support

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If you have a Chief Diversity Officer you trust, try them.

Since you have already documented and taken steps in writing and haven’t seen intervention, I would consider sending details to the General Counsel with a copy to the Head of the Board’s governance committee. Cite Code of Conduct and ethics violations.

If it was me, I’d get a lawyer and have them file a complaint with either local or federal authorities. Sounds like you have an entire class of people affected...

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There might be legal counsel in your city that specialize in these types of issues (and often draw any payment from if they choose to accept a case and it moves forward positively). Definitely pursue a conversation there - folks might have recommendations if you can confirm what city

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It sometimes feels like an upward battle but don't give up. Document it all - time, location, witnesses. Go to HR with the proof, multiple times in a strategic manner. They have to address it is they don't want to be sued. Just caution - don't be spreading this around to anyone - if others recognize it, HR will approach and they'll share their POV to them privately but definitely don't try to chat about it where it could be treated as gossip and could backfire and hurt you instead.

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oh no! that's awful. be strong

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