February 21 Report (Compilation: Xiao Bai)

Editor's Note: Sexual harassment in the workplace has been plaguing women in the workplace, even if it is a technology company known for its openness and equality. The reporter Megan Rose Dickey explained to us the dark situation in which technology companies are indifferent to sexual harassment.

On Sunday, a former Uber female engineer disclosed her experience of sexual harassment during her one year job as a unicorn entrepreneur.

Susan Fowler said that she immediately responded to Uber's human resources department after being subjected to sexual harassment, but it has no effect. Uber Chief Executive Officer Travis Klanick expressed that he will investigate the matter.

Unfortunately, Fowler's sexual harassment at Uber is not uncommon in the field of technology. According to the 2016 Elephant data, nearly 60% of technology company women have responded to sexual harassment. Fowler's failure to seek help from Uber's human resources department is also common in technology companies.

In the past few years, we have less heard about sexual harassment in the field of science and technology. Perhaps the most public concern is the number of Ellen Pao in 2012 suing KPCG for sex discrimination. In 2014, Julie Ann Horvath, a former GitHub engineer, also disclosed her experience of gender discrimination and intimidation. Also last year, Amelie Lamont, a former Squarespace employee, accused the company of apparent racial and gender discrimination.

However, those who do evil do not appear to have been affected in the slightest. If they go to court, these cases seldom determine that the victims of sexual harassment prevailed, in large part because, even with evidence, sexual harassment is still difficult to prove.

Second, because the edict imposed by employers prohibits employees from discussing anything that is against the employer, we rarely hear about such sexual harassment. The severance payment clause also usually prevents recipients from publicizing what happened to them at the company, including of course sexual harassment.

Despite the ban, people still told us about their sexual harassment experience in technology companies. Before Fowler published the article, I also ditched with other people. In order to protect their privacy, we have hidden their real names and companies that have worked. I can only say that three of the companies mentioned below are large-scale listed technology companies.

He is married and has children. He often drunk at corporate events and sexually harassed female employees in my team. - Joe

In this company, sexual harassment women subordinates are already open issues. The company's former male manager (alias Joe) revealed. Joe said he saw his female subordinates suffer sexual harassment from company executives more than once.

More than once, Joe went with his female staff to the Human Resources Department to respond to the matter.

"But none of the evildoers received any punishment," Joe said.

After requesting the investigation to be fruitless, Joe said that a female member of his team left the company and received a severance payment for six months, while the normal severance payment was only two weeks. At the same time, the former company’s sales executive, who frequently sexually harassed this woman, was promoted to management.

Obviously, the company’s CEO knows the allegations against this person. He also knows that this person was also driven out of the company in other companies because of sexual harassment. But this did not prevent the CEO from continuing to employ him. “The top management is stifling.” Joe said.

At one of the company’s events, an executive put his hand on my lap and tried to kiss me. He also asked me to kiss him. - Amy

The female manager (alias Amy) said: “A few days later, I told this to our human resources department and also called one of my subordinates. She was also sexually harassed by the same person.”

Aiming for direction Amy, this person's behavior is not tolerated and the same thing will not happen again.

"Although that person's behavior has converged, he has never been punished." Amy said, "Who knows if they have really managed this?"

Amy also had another one-time harassment experience in other teams. That time she still responded to the human resources department, but there is still no penalty.

"I think one of the problems is that people who want to deal with this kind of thing still feel bad about dealing with such things," Amy said. "I mean, from the point of view of the manager. To me The supervisors of the two people who had no intention of apologizing to me expressed apologize to me, but when we talked face to face, I could feel that they would have to take punitive measures on the matter and that it was difficult. As victims of such incidents, I was very It's hard to be relieved. I hope I can feel a little compensation, but I didn't get anything and I didn't see any action. I think the general problem is that managers must deal with these sudden events and they are uncomfortable. What can you say? What else can you do? How do you judge whether it is good or bad? At the end, I feel embarrassed for the HR manager because they do not know how to face me."

The company where Joe was staying, when he was still in office, said that the situation only became more and more detrimental to women. When the company wanted to hire a new executive, another issue surfaced. The person the CEO tried to recruit had faced two allegations of sexual harassment from former employees. In the end, he was forced to resign. However, the CEO was blind to him and he was hired in any case. Many employees expressed dissatisfaction and contempt for this. The result was that the CEO had fired these people. Joe said that when he was in the company, the new executive had repeatedly “behaved” to female employees.

"This behavior is embarrassing, and no one can manage it," Joe said. "If you manage it, nobody knows what the result is."

Still this company, Joe said that there was once someone who was promoted to an executive position and disclosed his management experience: "Conquering people under their hands makes them easy to control." The person also stressed that women are more likely to Be in control.

Unfortunately, people often don't have the courage to stand up and blame these high performers, Joe said. Indeed it is. Executives hold hands and lives in your hands, just as Fowler accused Uber of mentioning it.

"Indirectly, the cultural atmosphere in Silicon Valley makes sexual harassment acceptable," Joe said.

In another company, Joe said that an executive has sexually harassed his subordinates. The CEO immediately asked the senior executive to resign, but allowed him to stay as a company consultant.

"The problem I have is that when those sexual harassment incidents happened, the perpetrators were never really punished," Joe said. "There are still companies that will hire them."

Another woman (alias Stacy) has worked in the technology industry for more than two decades. She said that sexual harassment has been a difficult problem since she worked in the field of science and technology, and this problem continues.

An executive at the company spoke to me about Tintin and repeatedly revealed her privacy in front of me. - Stacy

"I responded to the HR manager and she told me that she knew the person's behavior. She was very aware of this person's virtue. At the time, I also thought I had depended on it. But the next day, I was told that I was late for ten. minute."

Although this happened in 2002, Stacy said that the environment hasn't changed any better. In her current technology company, she also responded to the human resources department's misconduct by other leaders, but "When I responded to the company, I got the answer that the leadership will not do anything about it. Because you can no longer find people who are more technically talented than him, so everything happens well, even though this person has long been tainted."

However, Stacy said she still intends to stay in the company, because she knows that the change of company will not be so good.

The above are just a few examples of the technological circle. In an age when sexual harassment has become almost ethical, I can say that there are still many cases of this kind. If sexual harassment is so deep-rooted, what should we do?

Amy believes that managers need better vocational training to deal with sexual harassment because employees trust their superiors more than human resources.

"If your boss or department head is responsible for training in this area, and to ensure that sexual harassment does not happen, things will improve a lot," Amy said.

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