[Music] [Applause]
[Applause]
[Applause] sexual harassment is pervasive there is
sexual harassment is pervasive there is
sexual harassment is pervasive there is no industry or institution that is
no industry or institution that is
no industry or institution that is immune to it it happens in companies and
immune to it it happens in companies and
immune to it it happens in companies and universities on factory floors and on
universities on factory floors and on
universities on factory floors and on movie sets in restaurant kitchens and
movie sets in restaurant kitchens and
movie sets in restaurant kitchens and congressional offices and it hurts so
congressional offices and it hurts so
congressional offices and it hurts so many people at its core sexual
many people at its core sexual
many people at its core sexual harassment is about the unequal power of
harassment is about the unequal power of
harassment is about the unequal power of relations between men and women at
relations between men and women at
relations between men and women at school at work and in society in other
school at work and in society in other
school at work and in society in other words gender inequality is both the
words gender inequality is both the
words gender inequality is both the cause of sexual harassment and the
cause of sexual harassment and the
cause of sexual harassment and the consequence of it and what this means is
consequence of it and what this means is
consequence of it and what this means is that we will never have full equality
that we will never have full equality
that we will never have full equality women will never be fully equal to men
women will never be fully equal to men
women will never be fully equal to men as long as this behavior continues so if
as long as this behavior continues so if
as long as this behavior continues so if equality is what we want then we need to
equality is what we want then we need to
equality is what we want then we need to decide right now in this moment together
decide right now in this moment together
decide right now in this moment together to change things now change begins with
to change things now change begins with
to change things now change begins with a very clear understanding of the
a very clear understanding of the
a very clear understanding of the problem to be solved and in this case
problem to be solved and in this case
problem to be solved and in this case the problem to be solved is why does
the problem to be solved is why does
the problem to be solved is why does sexual harassment keep happening it’s
sexual harassment keep happening it’s
sexual harassment keep happening it’s been illegal for decades it’s a form of
been illegal for decades it’s a form of
been illegal for decades it’s a form of sex discrimination and the cost to
sex discrimination and the cost to
sex discrimination and the cost to companies and individuals is enormous so
companies and individuals is enormous so
companies and individuals is enormous so why is it still so pervasive there are
why is it still so pervasive there are
why is it still so pervasive there are many studies on sexual harassment but
many studies on sexual harassment but
many studies on sexual harassment but not many of us know about them and this
not many of us know about them and this
not many of us know about them and this really concerns me because in order to
really concerns me because in order to
really concerns me because in order to create the kind of change that we need
create the kind of change that we need
create the kind of change that we need we must understand this research
we must understand this research
we must understand this research understand the root causes and
understand the root causes and
understand the root causes and understand why some companies and some
understand why some companies and some
understand why some companies and some industries have more of a problem with
industries have more of a problem with
industries have more of a problem with it than others and this is the research
it than others and this is the research
it than others and this is the research I’ve come to share with you and what
I’ve come to share with you and what
I’ve come to share with you and what their research is found is that sexual
their research is found is that sexual
their research is found is that sexual harassment is more likely to occur in
harassment is more likely to occur in
harassment is more likely to occur in organizations with these three
organizations with these three
organizations with these three characteristics
characteristics
characteristics male-dominated super hierarchical and
male-dominated super hierarchical and
male-dominated super hierarchical and forgiving of bad behavior now its more
forgiving of bad behavior now its more
forgiving of bad behavior now its more common in male-dominated organizations
common in male-dominated organizations
common in male-dominated organizations because these environments often have
because these environments often have
because these environments often have so-called locker room cultures
so-called locker room cultures
so-called locker room cultures characterized by aggressive and
characterized by aggressive and
characterized by aggressive and competitive behaviors where sexualized
competitive behaviors where sexualized
competitive behaviors where sexualized talk and crude jokes undermine women and
talk and crude jokes undermine women and
talk and crude jokes undermine women and exclude them in comparison to women men
exclude them in comparison to women men
exclude them in comparison to women men can have a harder time recognizing when
can have a harder time recognizing when
can have a harder time recognizing when women are being treated in sexist or
women are being treated in sexist or
women are being treated in sexist or unfair ways so all of this sets the
unfair ways so all of this sets the
unfair ways so all of this sets the stage for sexual harassment because in
stage for sexual harassment because in
stage for sexual harassment because in these contexts professionalism can give
these contexts professionalism can give
these contexts professionalism can give way to Bro like behaviors or talk about
way to Bro like behaviors or talk about
way to Bro like behaviors or talk about what happened at the bar last night can
what happened at the bar last night can
what happened at the bar last night can mean that women are treated as
mean that women are treated as
mean that women are treated as sexualized pawns and not as valued work
sexualized pawns and not as valued work
sexualized pawns and not as valued work colleagues and if men are less likely to
colleagues and if men are less likely to
colleagues and if men are less likely to label what other men are doing is
label what other men are doing is
label what other men are doing is inappropriate
inappropriate
inappropriate this can make things worse this is also
this can make things worse this is also
this can make things worse this is also really about dominance in
really about dominance in
really about dominance in hyper-masculine settings when women are
hyper-masculine settings when women are
hyper-masculine settings when women are rising up the ranks men can feel
rising up the ranks men can feel
rising up the ranks men can feel threatened in fact the most common form
threatened in fact the most common form
threatened in fact the most common form of sexual harassment is not the
of sexual harassment is not the
of sexual harassment is not the solicitation of sex it’s what’s called
solicitation of sex it’s what’s called
solicitation of sex it’s what’s called gender harassment and this is when
gender harassment and this is when
gender harassment and this is when victims are demeaned by sexist comments
victims are demeaned by sexist comments
victims are demeaned by sexist comments obscene gestures offensive material like
obscene gestures offensive material like
obscene gestures offensive material like pornography and what’s happening here is
pornography and what’s happening here is
pornography and what’s happening here is not about sexual desire it’s about
not about sexual desire it’s about
not about sexual desire it’s about communicating to women in subtle and not
communicating to women in subtle and not
communicating to women in subtle and not so subtle ways that they don’t belong
so subtle ways that they don’t belong
so subtle ways that they don’t belong women who violate traditional feminine
women who violate traditional feminine
women who violate traditional feminine ideals by holding what’s considered to
ideals by holding what’s considered to
ideals by holding what’s considered to be a man’s job or women who behave in
be a man’s job or women who behave in
be a man’s job or women who behave in more masculine ways by being assertive
more masculine ways by being assertive
more masculine ways by being assertive aggressive holding a supervisory role
aggressive holding a supervisory role
aggressive holding a supervisory role are more likely to experience this kind
are more likely to experience this kind
are more likely to experience this kind of harassment it’s in these instances
of harassment it’s in these instances
of harassment it’s in these instances when women are rising up in the world
when women are rising up in the world
when women are rising up in the world that harassment becomes a way to knock
that harassment becomes a way to knock
that harassment becomes a way to knock them down a peg harassment is also more
them down a peg harassment is also more
them down a peg harassment is also more likely in really hierarchical
likely in really hierarchical
likely in really hierarchical environments where there are a large
environments where there are a large
environments where there are a large power
power
power differences between levels an abuse
differences between levels an abuse
differences between levels an abuse happens in these settings because it
happens in these settings because it
happens in these settings because it turns out that power has a corrupting
turns out that power has a corrupting
turns out that power has a corrupting impact on people people in power tend to
impact on people people in power tend to
impact on people people in power tend to do as they please they don’t take other
do as they please they don’t take other
do as they please they don’t take other people’s feelings into consideration
people’s feelings into consideration
people’s feelings into consideration they don’t take no for an answer and
they don’t take no for an answer and
they don’t take no for an answer and research has found that in the minds of
research has found that in the minds of
research has found that in the minds of men who are inclined to harass power and
men who are inclined to harass power and
men who are inclined to harass power and sex are closely connected so what
sex are closely connected so what
sex are closely connected so what happens then is that many men in
happens then is that many men in
happens then is that many men in positions of power think they can do
positions of power think they can do
positions of power think they can do what they want so they do they behave in
what they want so they do they behave in
what they want so they do they behave in abusive ways and at the same time their
abusive ways and at the same time their
abusive ways and at the same time their subordinates who are lower down in the
subordinates who are lower down in the
subordinates who are lower down in the hierarchy who are being mistreated are
hierarchy who are being mistreated are
hierarchy who are being mistreated are often powerless to speak up a kind of
often powerless to speak up a kind of
often powerless to speak up a kind of situation with a high probability for
situation with a high probability for
situation with a high probability for harassment is when powerful individuals
harassment is when powerful individuals
harassment is when powerful individuals can make or break an underlings career
can make or break an underlings career
can make or break an underlings career when a movie producer can cast an
when a movie producer can cast an
when a movie producer can cast an unknown actress into a starring role a
unknown actress into a starring role a
unknown actress into a starring role a venture capitalist can provide funding
venture capitalist can provide funding
venture capitalist can provide funding to a woman entrepreneur a professor can
to a woman entrepreneur a professor can
to a woman entrepreneur a professor can write a letter of recommendation for a
write a letter of recommendation for a
write a letter of recommendation for a student when the perpetrator holds the
student when the perpetrator holds the
student when the perpetrator holds the key to your future it can be impossible
key to your future it can be impossible
key to your future it can be impossible to come forward or fight back and over
to come forward or fight back and over
to come forward or fight back and over and over again rosters are getting away
and over again rosters are getting away
and over again rosters are getting away with it because their power is shielding
with it because their power is shielding
with it because their power is shielding them from both discovery and punishment
the third factor and the single biggest
the third factor and the single biggest predictor of sexual harassment is how
predictor of sexual harassment is how
predictor of sexual harassment is how permissive an organization is of this
permissive an organization is of this
permissive an organization is of this behavior a permissive organization is
behavior a permissive organization is
behavior a permissive organization is one where employees feel like it’s risky
one where employees feel like it’s risky
one where employees feel like it’s risky to come forward they don’t think their
to come forward they don’t think their
to come forward they don’t think their complaints will be taken seriously they
complaints will be taken seriously they
complaints will be taken seriously they don’t think the perpetrator will face
don’t think the perpetrator will face
don’t think the perpetrator will face any consequences and the gist of this
any consequences and the gist of this
any consequences and the gist of this research is that bad behavior leads to
research is that bad behavior leads to
research is that bad behavior leads to more bad behavior when codes a
more bad behavior when codes a
more bad behavior when codes a professional conduct are crossed and
professional conduct are crossed and
professional conduct are crossed and nothing happens this is a green light
nothing happens this is a green light
nothing happens this is a green light opening the door to further misconduct
opening the door to further misconduct
opening the door to further misconduct and this is exactly what happened at
and this is exactly what happened at
and this is exactly what happened at uber and at Fox News at uber when Susan
uber and at Fox News at uber when Susan
uber and at Fox News at uber when Susan Fowler an engineer there repeatedly told
Fowler an engineer there repeatedly told
Fowler an engineer there repeatedly told HR about the harassment she experienced
HR about the harassment she experienced
HR about the harassment she experienced she was told that no actions would be
she was told that no actions would be
she was told that no actions would be taken because the perpetrator was a top
taken because the perpetrator was a top
taken because the perpetrator was a top performer at Fox News Bill O’Reilly got
performer at Fox News Bill O’Reilly got
performer at Fox News Bill O’Reilly got another twenty five million dollar a
another twenty five million dollar a
another twenty five million dollar a year contract despite having settled a
year contract despite having settled a
year contract despite having settled a harassment case and despite 21st Century
harassment case and despite 21st Century
harassment case and despite 21st Century Fox knowing about the allegations and
Fox knowing about the allegations and
Fox knowing about the allegations and these were not isolated events at each
these were not isolated events at each
these were not isolated events at each of these companies they reflected larger
of these companies they reflected larger
of these companies they reflected larger problems after an investigation
problems after an investigation
problems after an investigation uber ended up firing 20 people for
uber ended up firing 20 people for
uber ended up firing 20 people for things like bullying harassment and
things like bullying harassment and
things like bullying harassment and discrimination and in addition to Bill
discrimination and in addition to Bill
discrimination and in addition to Bill O’Reilly Fox News CEO Roger Ailes and
O’Reilly Fox News CEO Roger Ailes and
O’Reilly Fox News CEO Roger Ailes and Fox News host Eric Bolling both left the
Fox News host Eric Bolling both left the
Fox News host Eric Bolling both left the organization amid allegations of sexual
organization amid allegations of sexual
organization amid allegations of sexual harassment again tolerance a bad
harassment again tolerance a bad
harassment again tolerance a bad behavior leads to more bad behavior so
behavior leads to more bad behavior so
behavior leads to more bad behavior so what determines whether or not a company
what determines whether or not a company
what determines whether or not a company tolerate sexual harassment its
tolerate sexual harassment its
tolerate sexual harassment its leadership when leaders take this issue
leadership when leaders take this issue
leadership when leaders take this issue seriously when they promptly investigate
seriously when they promptly investigate
seriously when they promptly investigate complaints when they make sure that the
complaints when they make sure that the
complaints when they make sure that the perpetrator faces consequences even when
perpetrator faces consequences even when
perpetrator faces consequences even when they are a top performer a regular
they are a top performer a regular
they are a top performer a regular customer an important client sexual
customer an important client sexual
customer an important client sexual harassment is less likely to happen the
harassment is less likely to happen the
harassment is less likely to happen the odds of it happening go up when leaders
odds of it happening go up when leaders
odds of it happening go up when leaders ignore misconduct when they discourage
ignore misconduct when they discourage
ignore misconduct when they discourage people from coming forward and when they
people from coming forward and when they
people from coming forward and when they themselves are harasses when the leader
themselves are harasses when the leader
themselves are harasses when the leader of a company or a country is a harasser
of a company or a country is a harasser
of a company or a country is a harasser in chief that’s when we’ve reached a
in chief that’s when we’ve reached a
in chief that’s when we’ve reached a CodeRed
CodeRed
CodeRed threat level
now if holding power is a hallmark of
now if holding power is a hallmark of who is a harasser then vulnerability is
who is a harasser then vulnerability is
who is a harasser then vulnerability is a hallmark of who gets targeted and why
a hallmark of who gets targeted and why
a hallmark of who gets targeted and why victims keep silent
victims keep silent
victims keep silent the waitress earning minimum wage who
the waitress earning minimum wage who
the waitress earning minimum wage who has to put up with sexist comments from
has to put up with sexist comments from
has to put up with sexist comments from customers
customers
customers the woman farm worker who is sexually
the woman farm worker who is sexually
the woman farm worker who is sexually assaulted in the fields and then
assaulted in the fields and then
assaulted in the fields and then threatened into silence by her employer
threatened into silence by her employer
threatened into silence by her employer it is the most vulnerable women among us
it is the most vulnerable women among us
it is the most vulnerable women among us those with less education who hold low
those with less education who hold low
those with less education who hold low paid service jobs and minorities of all
paid service jobs and minorities of all
paid service jobs and minorities of all kinds who are more frequently targeted
kinds who are more frequently targeted
kinds who are more frequently targeted and few victims ever come forward
and few victims ever come forward
and few victims ever come forward because of legitimate concerns that
because of legitimate concerns that
because of legitimate concerns that retribution will put them out of a job
so now that we know more about all of
so now that we know more about all of this what do we do what can leaders do
this what do we do what can leaders do
this what do we do what can leaders do and what can we as individuals do now
and what can we as individuals do now
and what can we as individuals do now again this is all about power
again this is all about power
again this is all about power so if large power imbalances are a root
so if large power imbalances are a root
so if large power imbalances are a root cause of sexual harassment then we need
cause of sexual harassment then we need
cause of sexual harassment then we need to focus our efforts on evening out the
to focus our efforts on evening out the
to focus our efforts on evening out the scales
since male-dominated structures uphold a
since male-dominated structures uphold a system of sexual harassment then we need
system of sexual harassment then we need
system of sexual harassment then we need to change the structures we need more
to change the structures we need more
to change the structures we need more women in leadership
now having more women in management
now having more women in management won’t eliminate the problem in fact
won’t eliminate the problem in fact
won’t eliminate the problem in fact women can be perpetrators too but when
women can be perpetrators too but when
women can be perpetrators too but when you have more women at the highest
you have more women at the highest
you have more women at the highest levels
levels
levels this creates greater equity in the power
this creates greater equity in the power
this creates greater equity in the power of men and women hold inside
of men and women hold inside
of men and women hold inside organizations and therefore in society
organizations and therefore in society
organizations and therefore in society just more broadly and some studies
just more broadly and some studies
just more broadly and some studies indicate that when you have more women
indicate that when you have more women
indicate that when you have more women in leadership you have more gender
in leadership you have more gender
in leadership you have more gender equality inside companies and more
equality inside companies and more
equality inside companies and more inclusive practices like better
inclusive practices like better
inclusive practices like better work-life policies having more women in
work-life policies having more women in
work-life policies having more women in more diversity at every level of an
more diversity at every level of an
more diversity at every level of an organization can do a lot to alter these
organization can do a lot to alter these
organization can do a lot to alter these hyper-masculine environments leaders
hyper-masculine environments leaders
hyper-masculine environments leaders need to take this issue seriously when
need to take this issue seriously when
need to take this issue seriously when leaders take visible and firm stance
leaders take visible and firm stance
leaders take visible and firm stance that sexual harassment won’t be
that sexual harassment won’t be
that sexual harassment won’t be tolerated it’s less likely to happen
tolerated it’s less likely to happen
tolerated it’s less likely to happen people experience less harassment and
people experience less harassment and
people experience less harassment and they’re more likely to come forward how
they’re more likely to come forward how
they’re more likely to come forward how do you know when leaders are taking this
do you know when leaders are taking this
do you know when leaders are taking this seriously you know it when they clearly
seriously you know it when they clearly
seriously you know it when they clearly define what sexual harassment is and
define what sexual harassment is and
define what sexual harassment is and what the disciplinary consequences are
what the disciplinary consequences are
what the disciplinary consequences are when they make sure that employees know
when they make sure that employees know
when they make sure that employees know how to come forward when they ensure
how to come forward when they ensure
how to come forward when they ensure that confidentiality will be maintained
that confidentiality will be maintained
that confidentiality will be maintained and that retribution for speaking up
and that retribution for speaking up
and that retribution for speaking up will be prohibited so that’s what
will be prohibited so that’s what
will be prohibited so that’s what leaders can do and what can we as
leaders can do and what can we as
leaders can do and what can we as individuals do the sad truth about all
individuals do the sad truth about all
individuals do the sad truth about all of this is that gender inequality is so
of this is that gender inequality is so
of this is that gender inequality is so pervasive that we often don’t even see
pervasive that we often don’t even see
pervasive that we often don’t even see it in fact certain forms of sexual
it in fact certain forms of sexual
it in fact certain forms of sexual harassment like unwanted touching or
harassment like unwanted touching or
harassment like unwanted touching or sexist comments are so commonplace that
sexist comments are so commonplace that
sexist comments are so commonplace that women and girls don’t even call it
women and girls don’t even call it
women and girls don’t even call it sexual harassment think about that
sexual harassment think about that
sexual harassment think about that sexism and certain forms of sexual
sexism and certain forms of sexual
sexism and certain forms of sexual harassment are so normalized it’s hard
harassment are so normalized it’s hard
harassment are so normalized it’s hard to distinguish it from another day at
to distinguish it from another day at
to distinguish it from another day at school it’s just another day at work
school it’s just another day at work
school it’s just another day at work this has to
this has to
this has to so if you hear people excusing
so if you hear people excusing
so if you hear people excusing inappropriate touching at school with Oh
inappropriate touching at school with Oh
inappropriate touching at school with Oh boys will be boys call that out when you
boys will be boys call that out when you
boys will be boys call that out when you hear sexist comments made at work call
hear sexist comments made at work call
hear sexist comments made at work call that out and when you see someone being
that out and when you see someone being
that out and when you see someone being mistreated talk to them name what
mistreated talk to them name what
mistreated talk to them name what happened and make sure that they
happened and make sure that they
happened and make sure that they understand that what happened is wrong
understand that what happened is wrong
understand that what happened is wrong because none of this is okay and no one
because none of this is okay and no one
because none of this is okay and no one should ever think that it’s normal
social patterns are not accidents when
social patterns are not accidents when surveys find that between 40 and 60% of
surveys find that between 40 and 60% of
surveys find that between 40 and 60% of women experience harassment on the job
women experience harassment on the job
women experience harassment on the job this is not random this serves a result
this is not random this serves a result
this is not random this serves a result of systemic issues of deep-seated
of systemic issues of deep-seated
of systemic issues of deep-seated cultural beliefs that devalue women and
cultural beliefs that devalue women and
cultural beliefs that devalue women and objectify them and we all have a role to
objectify them and we all have a role to
objectify them and we all have a role to play in changing that if you’re
play in changing that if you’re
play in changing that if you’re listening and thinking well I’ve never
listening and thinking well I’ve never
listening and thinking well I’ve never her asked anyone or I’ve never been a
her asked anyone or I’ve never been a
her asked anyone or I’ve never been a victim don’t for a second think that
victim don’t for a second think that
victim don’t for a second think that you’re not a part of this social
you’re not a part of this social
you’re not a part of this social progress depends entirely on people
progress depends entirely on people
progress depends entirely on people noticing that something’s wrong deciding
noticing that something’s wrong deciding
noticing that something’s wrong deciding it’s a problem and coming to believe
it’s a problem and coming to believe
it’s a problem and coming to believe that they have a personal responsibility
that they have a personal responsibility
that they have a personal responsibility to change things for the better you
to change things for the better you
to change things for the better you cannot be a passive bystander and all of
cannot be a passive bystander and all of
cannot be a passive bystander and all of this because our silence is allowing it
this because our silence is allowing it
this because our silence is allowing it to continue and the change that we want
to continue and the change that we want
to continue and the change that we want will require all of us to take stands
will require all of us to take stands
will require all of us to take stands where we can and when we can when
where we can and when we can when
where we can and when we can when powerful people abuse others it’s
powerful people abuse others it’s
powerful people abuse others it’s because they don’t think the rules apply
because they don’t think the rules apply
because they don’t think the rules apply to them so we need to be the ones to
to them so we need to be the ones to
to them so we need to be the ones to take their power away and hold them
take their power away and hold them
take their power away and hold them accountable through our consumer power
accountable through our consumer power
accountable through our consumer power through our voting power through the
through our voting power through the
through our voting power through the stories we tell about the things that
stories we tell about the things that
stories we tell about the things that happen to us by speaking truth to power
happen to us by speaking truth to power
happen to us by speaking truth to power by believing each other by being the
by believing each other by being the
by believing each other by being the bystander who intervenes the power of us
bystander who intervenes the power of us
bystander who intervenes the power of us is powerful enough to create
is powerful enough to create
is powerful enough to create long-lasting change and this is how we
long-lasting change and this is how we
long-lasting change and this is how we give voice to people who often have none
give voice to people who often have none
give voice to people who often have none by coming together and using our
by coming together and using our
by coming together and using our collective power to say me to time’s up
collective power to say me to time’s up
collective power to say me to time’s up and this stops here
”
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