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It's not useful comparing Universities and private companies in these cases. In the United States, Universities behavior on discrimination and harassment is sub

by ssharp 10y ago

It's not useful comparing Universities and private companies in these cases. In the United States, Universities behavior on discrimination and harassment is subject to Title IX and the government can investigate and audit how a University handles and performs in these areas. The view that HR is only their to protect the employer is a dubious or nebulous, maybe both. The function HR plays will vary by organization, but even with the cynical view that they only exist to protect the organization, protecting the organization also means protecting the organization from lawsuits, government sanctions, etc. from improper and illegal behavior.

masklinn 10y ago
> In the United States, Universities behavior on discrimination and harassment is subject to Title IX and the government can investigate and audit how a University handles and performs in these areas. That's a purely theoretical point, as numerous revelations in the last few months/years have proven Title IX to be mostly toothless and at best implemented to the letter rather than the spirit. > The view that HR is only their to protect the employer is a dubious or nebulous, maybe both. That HR's job is to protect the employer is neither dubious nor nebulous. > The function HR plays will vary by organization, but even with the cynical view that they only exist to protect the organization, protecting the organization also means protecting the organization from lawsuits, government sanctions, etc. from improper and illegal behavior. Of course it does, but as I mentioned HR will tend to do that the simplest and most expedient way possible, silencing the complainer is a common way to do it. Employees and victims should not generally assume HR is their friend or on their side. HR may side with them, but that's a very different thing than being on their side.

by ssharp 10y ago

masklinn 10y ago

> In the United States, Universities behavior on discrimination and harassment is subject to Title IX and the government can investigate and audit how a University handles and performs in these areas. That's a purely theoretical point, as numerous revelations in the last few months/years have proven Title IX to be mostly toothless and at best implemented to the letter rather than the spirit. > The view that HR is only their to protect the employer is a dubious or nebulous, maybe both. That HR's job is to protect the employer is neither dubious nor nebulous. > The function HR plays will vary by organization, but even with the cynical view that they only exist to protect the organization, protecting the organization also means protecting the organization from lawsuits, government sanctions, etc. from improper and illegal behavior. Of course it does, but as I mentioned HR will tend to do that the simplest and most expedient way possible, silencing the complainer is a common way to do it. Employees and victims should not generally assume HR is their friend or on their side. HR may side with them, but that's a very different thing than being on their side.