Quote:
Originally Posted by CaramonLS
I disagree with this, especially in Canada. Smaller employers can be a crap shoot, but most large employers will have a solid program in place now.
There are so many repercussions for employers that don't follow through on harassment. People are more willing than ever to go to the media now and have your company name dragged through the mud.
Human Rights Tribunals can levy very heavy penalties against employers and seek damages for employees. These are a complete crock, are so stacked in favor the employee it isn't even amusing. If you have even a shred of evidence and a few 'witnesses' come forward, you can hold your ex-employer over a barrel for damages.
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We can disagree. It's allowed. Though I don't think we are very far apart on this matter to be honest.
I think your post does illustrate the issue. Large employers have things in place NOW. That hasn't historically been the case, nor is any program/process/procedure perfect that improvements can't be made to them. You don't just wipe away decades, no centuries, of harrassment and abuse in a handful of years or because a program is now in place. There's a reason why the #Metoo movement exists.
Large companies do indeed have better resources to create the programs and police them. That's great. Things are indeed changing, however, it should be clear from the #Metoo movement that large companies aren't close to the standard you'd like them to be at.
In addition your comment of small businesses can be a crapshoot says a lot. Yes they are. Unfortunately, ~70% of people in the US are employed by small businesses (95-99% of employing businesses are small businesses). So while large corporations might be doing things that doesn't actually apply to the bulk of the working population.