What do you do if your client has an implicit, yet noticeably obvious homophobic and sexist culture?

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Surprised by the number of insensitive replies here.

OP, I’d document for now. If something more explicit happens, report to HR. It’s easy to ignore these comments, and perhaps easier if it’s a short term engagement for you. But if you’ll be there for a while, chances are that it’s only a matter of time before something more explicit occurs

likehelpful

Take notes, speak to your supervisor about what you’re seeing if you can clearly show a pattern. If the supervisor thinks it’s not worth pursuing, let it drop from the client side, but talk to your counselor about how you can politely roll off the project if you feel like it’s uncomfortable.

Regardless of what the folks here are saying, this is not “being a snowflake.” Words have meaning. If you’re uncomfortable and can’t do your job, it’s an issue that needs to be addressed.

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Stop with the bro culture jerks. OP you have every right to feel uncomfortable

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❄️

likehelpful

Your examples are pretty weak. Toughen up.

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Ya, I wouldn’t consider “cry like a little girl” an implicit homophobic remark. Perhaps conflating this with gayness is more offensive than the phrase itself.

likesmart

❄️ lvl 100

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The comments here make me feel how annoying consulting culture has been for a long time. It needs to change.

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Speak to HR

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@director 1– using fruitcake as an insult is pretty homophobic.

I’m pretty sure the “don’t cry like a little girl” is meant to refer to the sexist culture. What client environment would even cause crying on a regular basis...?

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@SA1 you are part of the problem.

likesmart

Thanks to those with real advice, honestly. And those who don’t, also have a good night

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SA 1: as a team leader it’s my responsibility to make sure my team is operating in a safe environment. If my client were to regularly denigrate classes of people, it’s my responsibility to step up for my team and change that environment. On the surface it may not look like a big hit for productivity, but it can add up.

Imagine that your client regularly made passing comments about people with your eye color. At first you might be able to brush it off, but it will build up over the weeks and months of an engagement.

Always listen to your team. Investigate. Maybe it’s a frivolous claim. But not listening shows that you don’t trust the team

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You shame them by name and location here. Type of work, available openings, normal working hours and any perks they offer. Maybe a recruiter's name and number so we can call and tell them what they're doing is so very wrong.

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Btw - Welcome to the real world

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I talked the engagement partner in my case and told him, it's very difficult for me to work in such a place filled with sexist and racist "jokes". He understood and supported my rolling off.

If that doesn't work, go immediately to your coach/counsellor. Good test of the individuals who are your leaders to see how they react.

By the way, look up the definition of harassment, this is a form of harassment if you are a woman or homosexual. You draw the line of what you can't accept at work, then don't let anyone.cross it. Life is too short. Good luck!!

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I would bet 95% OP is a Democrat

likeupliftingsmartfunny

SA1, I am a baby boomer, not a millennial, and I find what OP is describing as offensive, too. I would seek to address that on behalf of my team, in the same manner that D7 describes. Some complaints are legitimate, and this sounds like one to me.

Do you think that your firm should simply tolerate it if a colleague used a phrase like "xyz cried like a little girl?" I don't. The standard for the work environment on site at a client should be no different.

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Go crawl into your safe space

likeuplifting

I know ACN would take this very seriously, and I work in the oil and gas sector, which can obviously be pretty bro-culture. Multiple remarks like this would be addressed in some fashion.

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