PROTECTION FROM EXECUTIVES BEHAVING BADLY

In situations where right and wrong is very clear, We are seeing a double standard in the workplace that is quite disturbing. We have no formal study or statistically validated model to show you. We only have our experiences and when we share our experiences with others, we hear similar stories so we know they aren't isolated incidents. This article has been brewing in our heads for the past five years and it finally came to a head this week. We are tired of seeing it happen!

The double standard is the difference in how harassment and hostility are handled (or not handled) when it comes from executives vs. rank and file employees. Should it be different? Absolutely not! In reality, does the double standard occur frequently? Sadly, we think the answer is yes!

For those organizations that handle all harassment and hostility quickly and decisively, regardless of position, kudos to you! Perhaps you can share your keys to success in the comment section below.

For the rest of you that see and live the double standard on a daily basis, let's discuss 1) why this happens; 2) why it's not addressed and 3) what needs to change to fix it.

Why Executives "Behaving Badly" Occurs

Power and Control - The desire for power and control can become very addictive. The old saying, "Absolute Power Corrupts Absolutely," is so true when it is unchecked. Look no further than Washington DC for an unlimited number of examples. It takes a special leader to understand the dangers here. Humility, ethics and integrity are the keys to avoid this addiction.

Lack of Consequences - Because they have the power and control, they can start to believe the rules don't apply to them. Also, they will develop friendships with people that are supposed to be the "checks and balances" in order to avoid consequences. In the worst case scenarios, they will intentionally do favors for others in the short term which they will use later as blackmail to prevent consequences for their actions. They more they get away with and get what they want, the farther they want to push it. It is a very destructive cycle. The culture of fear they create becomes so strong, they almost feel invincible.

Why The Behavior isn't Addressed

There are a lot of potential reasons since each situation is different. There may be only one of these or a combination of them. The more there are, the more likely the behavior will not be addressed.

·       Fear of being fired - I need my job and I don't have many other options so I'll stay quiet and just take it.

·       HR can't be trusted - They are closely connected with the executive and have some of the same power and control issues. They will protect the organization and themselves before doing what is right. I hate to say this but I've seen it a lot.

·       HR is fearful of being fired as well - They have been manipulated the same way as others.

·       The Board is clueless - The executive has done a great job of managing up and buffering the reality of the existing culture and what's happening in day to day operations. Also, many board members may not be as engaged as they should be so they aren't exposed to the realities on the ground and they don't ask enough good questions to find out the truth.

·       The Board is also part of the problem - Like HR at times, they may have some of the power and control issues that have corrupted the executive.

·       Lack of group courage - One person may want to stand up but they don't want to be the only one taking the arrows. They don't want to fight the fight alone but can't recruit enough others to fight the battle so they step back.

·       No anonymous employee hotline - People don't trust HR and there is nowhere outside the organization to go for help.

·       The anonymous employee hotline is a black hole - someone has reported the violation but it goes nowhere.

Creative Ways Fix the Problem

If you know there is a hostile work environment with a combination of general harassment, sexual harassment, fear, manipulation, threats, blackmail etc., we believe you have an obligation to do something about it.

We are not going to pretend there is a "silver bullet" answer to solve these situations but I do have some ideas to consider. They may seem bold but this is a matter of right and wrong and legal vs illegal. This is really serious stuff and it requires bold action.

·       Policies, Procedures & Training - We hesitate to even mention this because: 1) most companies already have them; 2) they're meant to protect the company more than the employee; and 3) a bad executive will ignore them anyway based on all the reasons above. If done properly, however, than can give individuals the courage to take a stand.

·       HR Needs to Step Up - If there is a hostile work environment, HR should be protect employees first, not the organization or the executives.

·       Group Courage - There is power in numbers. Assemble a significant group of employees that are willing to take action and confront the violator much like an intervention. Consider the below actions if this is not effective.

·       Contact Outside Auditors - As an ex-auditor for one of the Big 4 firms earlier in my career, I've never thought audits have done a very good job of auditing company culture and the potential for hostile work environments when they review the internal control environment. If they are informed of the issues at hand, they have a professional obligation to follow up.

·       Contact the Local Press - They would be happy to engage in some investigative reporting.

·       Contact an Independent Law Firm that Specialized in Advocating for the Employee - Stay away from your organization's law firm, they may be part of the problem as well.