TRUTHOUT: OP-ED
Non-disclosure agreements were once a way to keep employees from sharing valuable trade secrets (the recipe to Coca-Cola, anyone?). But now they're used to keep workers from talking about sexual harassment and other misconduct they see on the job. In an op-ed for Truthout, Mariana Strategies CEO, Audrey Roofeh, argues that the candidates for president should lead by dropping the use of these agreements.
This op-ed emphasizes the need for transparency from presidential candidates regarding nondisclosure agreements (NDAs) used to conceal workplace harassment and misconduct. The article highlights examples such as Michael Bloomberg and Bernie Sanders, whose campaigns or businesses faced scrutiny over their use of NDAs. It argues that NDAs disincentivize organizations from addressing toxic workplace cultures, as seen in high-profile cases like Harvey Weinstein and Wynn Resorts. These agreements silence victims, protect perpetrators, and shield organizations from accountability.
The piece calls on candidates to release individuals from NDAs related to harassment or misconduct, eliminate such practices in their campaigns, and advocate for workplace transparency in public and private sectors. It argues that ending harassment-related NDAs demonstrates a commitment to creating safe workplaces and distinguishes candidates as leaders in advancing the #MeToo movement and fostering accountability.
Mariana Strategies’ approach to preventing workplace harassment emphasizes creating safe, inclusive, and respectful organizational cultures. Their method goes beyond compliance-focused efforts to implement holistic strategies that address systemic issues and foster accountability. Key elements of their approach include:
Fostering Leadership Commitment:
Leaders play a critical role in setting the tone for a harassment-free workplace.
Mariana Strategies helps leadership visibly prioritize harassment prevention by allocating resources and modeling inclusive behaviors.
Shifting from Compliance to Culture:
Traditional compliance models often focus on liability avoidance rather than meaningful change.
Mariana Strategies promotes a culture-driven approach, embedding respect and equity into the organization’s values and day-to-day practices.
Conducting Climate Assessments:
Climate surveys and assessments are used to identify risk factors and measure the effectiveness of existing harassment prevention efforts.
These tools help pinpoint areas for improvement and track progress over time.
Developing Clear Policies and Accountability:
Comprehensive, easy-to-understand anti-harassment policies are paired with transparent reporting and investigation procedures.
Systems of accountability ensure that employees, managers, and leaders are responsible for maintaining a respectful workplace.
Providing Targeted Training and Skills-Building:
Mariana Strategies offers training that goes beyond basic compliance, focusing on bystander intervention, respect-building, and fostering psychological safety.
Training is integrated into broader accountability systems and tailored to the unique needs of each organization.
Addressing Intersectionality:
Recognizing that harassment experiences vary based on intersecting identities, Mariana Strategies applies an intersectional lens to prevention efforts.
This approach ensures that strategies are inclusive of all employees, especially those from marginalized groups.
Embedding Long-Term Change:
Harassment prevention is positioned as an ongoing commitment rather than a one-time initiative.
Mariana Strategies helps organizations integrate these efforts into broader diversity, equity, and inclusion (DEI+) goals, aligning them with business and mission objectives.
By focusing on leadership, culture, and systemic accountability, Mariana Strategies empowers organizations to create workplaces where harassment is actively prevented and all employees feel safe and valued.
