The Routledge Handbook of the Politics of the #MeToo Movement

Mariana Strategies is excited to announce the launch of “The Routledge Handbook of the Politics of the #MeToo Movement.” The Handbook features a contributing article by our CEO, Audrey Roofeh, examining the many new tactics we’ve seen since the rise of the #MeToo Movement to address sexual harassment in the workplace.

Roofeh examines the persistent issue of workplace sexual harassment and the evolution of prevention strategies, particularly in the wake of the #MeToo movement. It critiques the historical reliance on compliance-driven approaches, such as anti-harassment policies, training, and legal measures, which have failed to significantly reduce harassment in the workplace. Despite widespread training initiatives, reports reveal that harassment remains pervasive, with many individuals hesitant to report incidents due to fears of retaliation and a lack of trust in organizational systems.

Roofeh discusses legal developments, including the role and misuse of non-disclosure agreements (NDAs), which have often silenced victims while protecting perpetrators, and the challenges posed by mandatory arbitration clauses, which limit victims’ access to justice. It highlights state-level legislative responses aimed at curbing these practices, expanding protections to nontraditional workers, and reducing barriers to litigation through extended statutes of limitations and lowered burdens of proof.

Corporate accountability is also explored, focusing on shareholder lawsuits and the growing expectation for boards of directors to take an active role in preventing and addressing harassment. The document underscores the importance of leadership commitment, with recommendations for cultural assessments, inclusive policies, and robust systems of accountability to build harassment-free environments.

Crucially, Roofeh advocates for a shift from a compliance-oriented mindset to a culture-driven approach that centers workplace inclusion and respect. It highlights the intersectionality of harassment, noting that individuals with overlapping marginalized identities often face compounded discrimination. Meaningful change, she argues, requires listening to those directly impacted, fostering inclusive leadership, and adopting holistic strategies to transform workplace culture. By addressing structural and cultural factors, organizations can move beyond liability avoidance to create safer, more equitable, and supportive environments for all employees.