Leaving the firm in the coming months, and I have Skype screenshots from 2015 from an abusive team member who would send homophobic pings citing scripture from their religion.

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If you honestly felt like you had an obligation to report it, you would’ve done it three years ago when it happened. Don’t get me wrong, you should still do it. It’s just going to look a little petty that you’re reporting it right when you’re leaving and when that person is up for senior manager rather than when it happened.

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Report it. I have zero tolerance for that shit. The firm will thank you. He’s a lawsuit ready to happen (not to mention terrible press for the firm if it gets out that they knew and kept him around).

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What exactly was said? Quoting scripture to you if y’all were having an honest discussion is not bigotry.

Without direct quotes, our team members' behavior was equivocated to a man sleeping with many women and worthy of eternal damnation and hell. Saying and implying that it is impure and disgusting.

And this was no discussion. They were pinging me, behind his back, after arguing with the gay team member over it. Talk about awkward.

After all the shit that happened last week please report it

Wait so they had a conversation with the person, then pinged you about it? Why didn’t the team member report it?

Report it now. In light of the work events, it is time to hold others accountable for their negative behavior. The company may or may not promote the person but they deserve to have all information

Report ASAP!

Report it!!!

Report it!

Wait, wtf happened at EY? I feel like I’m definitely missing something

OP - what’s the sitrep?

One of the most frustrating thing in the firm is when people get promoted despite knowing something is just something off about a person. Partners suspect bad behavior but if no one reports it, action cant be taken. People slip through the promotion cracks. He or she needs to have it on their record.

Sit rep?

I think it’s good the webcast prompted you to reflect back on these events. That’s what those kinds of communications are supposed to do. It seems the other fish overwhelmingly think you should report and I do too.

EY 19 did you reach out to your d&i rep? Unacceptable that you feel nothing was done. d&i can help with this if hr is not.

Sorry, I see you’d already “come to Jesus” so to speak on the fact that you should have reported it a long time ago. Yes, report it. And do not feel bad at all.

😂

OP - SITREP = situational report. Have you reported yet?

I do hope this is reported. However I have little faith that anything will be done.

I wonder if hr is dealing with a lot of this type of complaint resurfacing in the aftermath of last week’s webcast?

EY8, Was that a joke in reference to the recent scandal with Casucci, as she reached out to her D&I rep and nothing was done? Either way, no I haven’t.

EY19 no I am not joking. If we keep silent on these matters companies will not react. I am a pped and want the matter to be heard

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