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I dunno, I couldn’t read the entire memo (it just felt too long) and I’m uninterested in Vice’s editorializing. That said, I just don’t love the way the origin
by whiddershins 7y ago
I dunno, I couldn’t read the entire memo (it just felt too long) and I’m uninterested in Vice’s editorializing.
That said, I just don’t love the way the original thing was handled. A manager made some comments, it was totally feasible to just ignore them, or to make a bit of a wisecrack or say directly “hey, that feels a little harsh, no?”
Instead you go to HR.
I don’t know, people say dumb or insensitive things all the time. I would be loathe to make it a formal issue unless I really thought something harmful was going on.
Edit: obviously I wasn’t there, and I possibly don’t understand the nuances. It’s just a gut reaction.
- hn_throwaway_99 7y agoI can't downvote you enough. This is horrible advice. People tend to view going to HR as "the nuclear option", but this is not the case. Most companies put their managers through training about how they put the company at immediate (potentially large) liability if you are aware of harassment, even a "gray area", and you don't report it.
- ci5er 7y ago> I can't downvote you enough. Why? The point of view seemed to be politely presented. You disagree. I tend to disagree with you (for the limited number (call it ~10) of large company HR departments I have seen). What are the downvotes for? Now - to your second point - companies do train managers to report. Yes. I believe that this is a containment device. I am not marketing this here, so don't call me a shill, but I'm working on a better way for employees to get their individual complaints anonymously surfaced all the way to the board. The upside is: less layers of battle-hardened defence mechanism against employees. The downside is: loss of plausible deniability. We'll see how it works out.