Misunderstanding the #MeToo Movement is Damaging Organisations

Many news outlets are incorrectly publishing that the #MeToo movement started 5 years ago, when the truth is that the movement was started in 2006, by a Black woman called Tarana Burke.

#MeToo is a movement dedicated to sexual assault, sexual harassment survivors speaking up about their abuse and against their perpetrators.

This empowerment to speak out has emboldened many women to find their voices, including the celebrities who have taken the mantel and run with it.

But what does this have to do with organisational culture?

There has been increasingly more coverage that the #MeToo movement is hindering gender equality as more men are increasingly likely to hire men, to potentially avoid being caught in a scandal.

The knock on effect of this, is that less women are going to have the opportunity to break through the glass ceiling, now that there is another excuse to keep them out.

The purpose of #MeToo is not to cuckold men in the workplace, but designed to empower women when they are in predatory situations, to speak up. In other words, this helps to create and women positive and inclusive culture.

Being able to freely communicate both good and bad behaviours is the mechanism to driving healthy culture. This is a huge part of what underscores belonging. If only part of her opinion is valid how can she feel that she belongs?

The role of leadership is to create clear lines of differentiation. Not hiring women for fear of being caught out begs the question, ‘what are some of these men hiding?’, yet beyond this, it is not a valid reason for not hiring women.

Secondly, leaders within the organisation need to be role models in being transparent, holding perpertrators accountable and vocal in their support of the women who do.

Gender equity is more than just a retention issue, it is also one of social justice.