The Washington Post article by Gretchen Morgenson describes how a federal judge’s ruling delivers a message to Wells Fargo’s board of directors, and others, who may be listening, who are less than vigilant when monitoring their company for misdeeds. This ruling is significant and about time!
Recently, high-profile sexual harassment allegations, about which I have written extensively in my blogposts, are making rank-and-file employees worry about their past workplace actions. In an interesting article by Nellie Bowles in the New York Times, we discover that men are beginning to take notice of their actions. More importantly, and in step with my recent blog, Ms. Bowles references a report from the U.S. Equal Employment Opportunity Commission that shows all of the money spent on harassment training has had little effect. The time has come for strong consequences to be applied when inappropriate actions take place whether it is physical, mental or emotional.
In my book, From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire, I discuss the responsibilities boards of directors have when it comes to bullying and harassment within their organization. In an article I wrote for the magazine Directors and Boards, which I included in my book, I explain that bullying is potentially the greatest risk an organization can have. Far too often, this type of harassment goes unchecked because it is integral to the culture of the organization. In a later article for the same magazine, I go on to explain that there is real hope for companies both culturally and financially, as the next generation begins to populate the boardrooms, reflecting contemporary values that will address corporate culture.
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