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Fact that WiSA say had conversations around "Show me the evidence" sends a LOUD message to ALL women in sci that this org DOES NOT BELIEVE WOMEN & FEMMES. Any organisation that refrains from condemning harassment & discrimination, even after an investigation, is not "authentic."
In an especially damaging interview, Director @WEHI_research refuses to discuss SH cases in his org. He's asked how people could make a SH complaint after leaving if no policies are public? He suggests contacting HR or "I'm googlable on the web." Response to SH is not "google me"
"I think people would feel comfortable doing that" Director WEHI says. No. If a Director thinks women will contact a senior WHite male via googling to report sexual harassment, there are many layers of problems to this approach. Flabbergasted at these flippant comments.
Director WEHI expresses frustration that harassment policies should be made public. (NB. This is equity & diversity 101) He rings HR. He then changes his answer to be more positive. Front stage / backstage of equity & diversity illustrated. best practice only when convenient.
I urge everyone to listen to this podcast in its entirety. An important study for how organisations woefully mismanage harassment (not to mention other discrimination). It shows how leaders can be held up as "champions" of equity when private attitudes & actions are lacking.
The Cat Glare. So much Cat Glare. That flippant attitude is insulting.pic.twitter.com/KbyEKt0jnV
Cat glare warranted!
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