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On Thursday, Google employees in several cities staged a global protest to raise awareness of the company's mishandling of complaints of sexual misconduct and harassment. Google offices in cities around the world, including Berlin, Zurich, New York and Tokyo, participated in the event. This walkout was the result of several different causes, including a payment to Andy Rubin, developer of the Android mobile software. Rubin reportedly received a $ 90 million release package, despite complaints of sexual misconduct against him. In addition to the walkout, Google employees have created a list of requests for the company, including greater transparency regarding sexual harassment complaints, a clear and objective process to report sexual misconduct complaints and more targeted and concerted to end the pay gap. Google's gender issues reflect a trend that is evident in the rest of the technology sector and in US businesses in general. Last month, McDonald's employees staged a similar strike to sensitize the company to sexual misconduct. How can companies learn from the mistakes of Google, McDonald's and other organizations affected by similar issues?
- Clear chain of command. One of the claims of Google employees was the desire for a concise process of reporting allegations of sexual behavior and misconduct. Employees want to feel heard and protected, without fear of reprisal. Companies must create a clear chain of command to report incidents, and employees must be informed of the chain of command. Who do managers answer to within the organization? What happens if the author is a member of C-Suite? Or even the CEO? Who would hold them responsible in this case? There must be a system of checks and balances in the organization; if it does not already exist, it is imperative to create one.
- Transparency matters. Google employees have also requested a transparency report on sexual misconduct in the company. Research indicates that workplace transparency can have a positive effect on employee performance as well as customer perception. Employees do not want to feel blind to the problems that arise in the business. What will you do, as an organization or as an organization leader, to put an end to sexual misconduct in your business? There must be shared strategic goals with employees. How many reports of sexual misconduct were filed last year with the company? What about the previous year? Not only goals should be shared with employees, but also frequent progress reports.
- Reduce the gap. Google employees have indicated that they want the company to make concerted efforts to end the pay gap. It's not enough that Google say they want to end the pay gap – what is the company Actually to make that happen? Organizational leaders should be held accountable for their commitment to increasing pay equity. It may be beneficial to link performance measures and evaluations to these objectives. As a guide, the Society for Human Resources Management (SHRM) suggests that executives analyze the starting salary, the merit pay and the promotional salary employees receive to ensure fairness. Evaluating how pay grades are awarded, how pay increases are awarded and by whom pay levels are determined, can enable companies to assess whether pay is fair. Ending wage disparities should be an essential part of the executive's role within the company and linked to his performance objectives.
The time has come for organizations to take proactive steps to ensure that the workplace is an environment in which employees feel safe and protected. A fire has been lit with the Me Too and Times Up movements and employees around the world are refusing to accept unfair treatment. Employees begin to feel emboldened to speak and be heard. If companies want to be sustainable, the focus should be on creating an inclusive environment for all employees.
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Getty Royalty-free Image.
On Thursday, Google employees in several cities staged a global protest to raise awareness of the company's mishandling of complaints of sexual misconduct and harassment. Google offices in cities around the world, including Berlin, Zurich, New York and Tokyo, participated in the event. This walkout was the result of several different causes, including a payment to Andy Rubin, developer of the Android mobile software. Rubin reportedly received a $ 90 million release package, despite complaints of sexual misconduct against him. In addition to the walkout, Google employees have created a list of requests for the company, including greater transparency regarding sexual harassment complaints, a clear and objective process to report sexual misconduct complaints and more targeted and concerted to end the pay gap. Google's gender issues reflect a trend that is evident in the rest of the technology sector and in US businesses in general. Last month, McDonald's employees staged a similar strike to sensitize the company to sexual misconduct. How can companies learn from the mistakes of Google, McDonald's and other organizations affected by similar issues?
- Clear chain of command. One of the claims of Google employees was the desire for a concise process of reporting allegations of sexual behavior and misconduct. Employees want to feel heard and protected, without fear of reprisal. Companies must create a clear chain of command to report incidents, and employees must be informed of the chain of command. Who do managers answer to within the organization? What happens if the author is a member of C-Suite? Or even the CEO? Who would hold them responsible in this case? There must be a system of checks and balances in the organization; if it does not already exist, it is imperative to create one.
- Transparency matters. Google employees have also requested a transparency report on sexual misconduct in the company. Research indicates that workplace transparency can have a positive effect on employee performance as well as customer perception. Employees do not want to feel blind to the problems that arise in the business. What will you do, as an organization or as an organization leader, to put an end to sexual misconduct in your business? There must be shared strategic goals with employees. How many reports of sexual misconduct were filed last year with the company? What about the previous year? Not only goals should be shared with employees, but also frequent progress reports.
- Reduce the gap. Google employees have indicated that they want the company to make concerted efforts to end the pay gap. It's not enough that Google say they want to end the pay gap – what is the company Actually to make that happen? Organizational leaders should be held accountable for their commitment to increasing pay equity. It may be beneficial to link performance measures and evaluations to these objectives. As a guide, the Society for Human Resources Management (SHRM) suggests that executives analyze the starting salary, the merit pay and the promotional salary employees receive to ensure fairness. Evaluating how pay grades are awarded, how pay increases are awarded and by whom pay levels are determined, can enable companies to assess whether pay is fair. Ending wage disparities should be an essential part of the executive's role within the company and linked to his performance objectives.
The time has come for organizations to take proactive steps to ensure that the workplace is an environment in which employees feel safe and protected. A fire has been lit with the Me Too and Times Up movements and employees around the world are refusing to accept unfair treatment. Employees begin to feel emboldened to speak and be heard. If companies want to be sustainable, the focus should be on creating an inclusive environment for all employees.
