The “Me Too” Movement & What It Means for HR

Esteban Gomez | November 4, 2017

Anyone with a social media account has probably seen postings in the last few days stating, simply “Me Too.” What does this movement refer to and why is it out there?

According to Recode, the movement which launched originally on Twitter refers to the statement by victims of sexual harassment and assault of their existence. It is truly a chilling reminder of the power of the powerful and powerlessness of those who are left feeling helpless.

While the “Me Too” movement was indeed launched by a woman, its impact is not limited by gender, age, race, religion or orientation. What started as a simple Twitter conversation quickly launched over to Facebook and other media operations. Celebrities, athletes, professionals and young and old victims opened up about their experiences and as of late Monday, there were over 8.7 million social media users talking about it.

What does this concept have to do with HR? Sadly, everything. Much of the unreported and unrecognized sexual harassment happens at work. And whether it is because the HR team is the first line of defense or because workers who are traumatized eventually have to explain to that team why they are leaving or why they need time off, the fact is that HR professionals are the ones who are going to hear about it.

WYFF reported on the impact of the “Me Too” movement and how essential it is for victims of workplace aggression to have a safe and impactful venue to voice their concerns and share their experiences. While some view this as a negative because it is drawing attention to the very real and very painful experiences the victims have lived through, others see it as empowering and respecting women.

The “Me Too” movement is shining the light of integrity on the shadows of sexual harassment and violence that have been allowed to breed for far too long. If you see someone’s post that says “Me Too,” take a moment to realize they have already been a victim. This is the time for reaching out a hand and saying an empathetic “I’m sorry for what you have gone through” instead of buttoning it up and hiding the truth. HR operations all around the country need to take a serious look at what is happening on the ground and nip abusive behavior in the bud.

About The Author

Esteban Gomez is a marketing consultant with interviewstream. He loves learning and has a passion for traveling, having visited many countries including China, Colombia, Italy, and Peru.


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