tag:blogger.com,1999:blog-8078379512095504946.post1094096792108518678..comments2024-03-26T06:17:49.527-07:00Comments on Had Enough Therapy?: Can HR Solve the Workplace Sexual Harassment Problem?Stuart Schneidermanhttp://www.blogger.com/profile/12784043736879991769noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-8078379512095504946.post-58137991367203375172019-06-26T04:54:19.172-07:002019-06-26T04:54:19.172-07:00The problem in HR sexual harassment enforcement is...The problem in HR sexual harassment enforcement is the absence of a “reasonable person” standard. For whatever reason, all sexual harassment claims are treated by HR as DEFCON 1 events. <br /><br />HR people base all decisions on the possibility of a lawsuit. It’s like the monster living under your bed. That’s why they’re not taken seriously. <br /><br />Unfortunate, really, since the decisions about who you recruit. select, compensate, develop, retain, promote, terminate,etc. are among the most important business decisions you make. “Strategic HR” is good business, but it’s INCREDIBLY rare.<br /><br />The real problem in small businesses today with less than 300-500 people is the single HR Manager who oversees everything. For these businesses, they need HR for regulatory compliance and recruiting. Yet solid regulatory compliance and effective recruiting are vastly different skill sets. It is infinitesimally rare to find a professional who is good at both. If you do, you have to pay through the nose for that person. So most small businesses choose someone good at one, and the other suffers. Outsourcing HR is expensive for these companies — especially recruiting. This compliance-recruiting conundrum is one of the biggest and most-avoided topics in small business today.Ignatius Acton Chesterton OCDhttps://www.blogger.com/profile/18222603717128565302noreply@blogger.comtag:blogger.com,1999:blog-8078379512095504946.post-83753924449937534932019-06-26T04:01:02.036-07:002019-06-26T04:01:02.036-07:00Isn’t HR where the diversity hires land after drop...Isn’t HR where the diversity hires land after dropping their STEM programs because they were in danger of failing out of college? It is ground zero in the corporate wasteland that all smart people want nothing to do with. It exists to protect people who are not you and it is run by people who are much dumber than the people who make essential contributions to the success of the company. The whole thing should be outsourced. UbuMaccabeehttps://www.blogger.com/profile/00237833458790876775noreply@blogger.comtag:blogger.com,1999:blog-8078379512095504946.post-46675682779683234622019-06-25T04:50:48.411-07:002019-06-25T04:50:48.411-07:00HR. Good Lord, deliver us.
I remember when we u...HR. Good Lord, deliver us. <br />I remember when we used to call it the "Personnel Office". Once the province of "is this applicant an employee's kid?", and "What does it say in the Employee Handbook?" and now a never-ENDING source of nannyism populated by shrill harpies looking for a violation of ANYTHING. Did I mention Duh-VERS-uh-tee? And often that "thing" is some sexual exploitation or other, real or as a tool for revenge or psychological satisfaction. Defense against lawsuits makes some sense in that world; why concentrate on work process, benefits, efficiency, or policy clarification?<br />Women as harmless victims? Of course, sometimes. Women as the perpetrators of suspicion, envy, rumor, traitorous deception, and jealousy? Mostly.Dan Pattersonhttps://www.blogger.com/profile/18306436521768077821noreply@blogger.comtag:blogger.com,1999:blog-8078379512095504946.post-69549192162813247262019-06-24T09:33:59.399-07:002019-06-24T09:33:59.399-07:00Dirty Harry had it right:
https://www.youtube.com...Dirty Harry had it right:<br /><br />https://www.youtube.com/watch?v=gp9s2IEb8gMsestamibihttps://www.blogger.com/profile/03713681322114049960noreply@blogger.comtag:blogger.com,1999:blog-8078379512095504946.post-35888429375072980332019-06-24T08:00:45.666-07:002019-06-24T08:00:45.666-07:00Is anyone allowed to ask the question: Is everythi...Is anyone allowed to ask the question: Is everything considered sexual harassment actually sexual harassment? Using violent rape as a "10", what would pinching an ass be? What would a proposition be? What would a stolen kiss be? Are they ALL 10's? If not, maybe the reaction/punishment should be equal to the offense. This whole "everything is equally serious" mindset is dangerous and should be re-examined.MikeyParkshttps://www.blogger.com/profile/10340315556967357170noreply@blogger.comtag:blogger.com,1999:blog-8078379512095504946.post-44400258492932346832019-06-24T05:39:32.576-07:002019-06-24T05:39:32.576-07:00"Flanagan reports, HR is designed to protect ..."Flanagan reports, HR is designed to protect the company from lawsuits, by making the problems go away" <br /><br />That's a surprise. I thought HR were the folks tasked to explain why this year's health plan is actually better than last year's, despite the appearance of costing more and covering less. Silly me.<br /><br />Anyway, I refer Flanagan to the October 2017 issue of Scientific American, and the article entitled "Sexual Victimization by Women Is More Common Than Previously Known":<br /><br />"[T]he CDC’s nationally representative data revealed that over one year, men and women were equally likely to experience nonconsensual sex, and most male victims reported female perpetrators." <br /><br />and<br /><br />"the common one-dimensional portrayal of women as harmless victims reinforces outdated gender stereotypes."<br /><br />Outdated, indeed. :-D<br /><br />In fairness, though, the article is not typical of what one reads on Twitter (viz., no emojis, big words, percentages, etc.), so the content may be beyond Flanagan's competence.<br />trigger warninghttps://www.blogger.com/profile/06310637474428322994noreply@blogger.com