According to Management: A Practical Introduction, “when sexual harassment occurs in the workplace it violates Title VII of the Civil Right 1964 Civil Rights Act” and this type of environment is called “hostile environment”. This is an important concept when looking at a current incident when Susan Fowler reported a sexual harassment claim to upper management. Although nothing happens because “upper management told her that he ‘was a high performer’ and they wouldn’t feel comfortable punishing him for what was probably just an innocent mistake on his part” (Vladimirov). So when CEO of Uber read this comment from Susan Fowler blog he quickly denounced this and started preparing steps in case of this happens again. The first step is to quickly
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This is all about when they did not conduct a review but rather they told the “’Susan Fowler wrote that Upper management told me that he ‘was a high performer’ and they wouldn’t feel comfortable punishing him for what was probably just an innocent mistake on his part’". This conclusion the management came up with is that people can do anything they want as long as they are a “High Performer” (Vladimirov). However, when Uber CEO read Susan Fowler’s blog he called this "’abhorrent’ and ’against everything we believe in’" and he stated that "anyone who behaves this way or thinks this is OK will be fired" (Vladimirov). “According to the memo, Uber plans to have an "all hands" meeting on Tuesday to discuss the event and the appropriate next steps,” which follows one piece of advice which is “inform your employees about sexual harassment and the consequences of those action if they were taken place while working at Uber” (Vladimirov). Arianna Huffington, who sits on Uber’s board, Liane Hornsey, Chief Human Resources Officer, and Angela Padilla, Associate General Counsel, Eric Holder and Tammy Albarran, who are lawyer at Covington & Burling, will conduct an independent review into the specific issues relating to the workplace environment raised by Susan Fowler,” along with some other issues. These individuals are expected to conduct a short order review to present to CEO of Uber. “Arianna is flying out to join me and Liane at our all hands meeting tomorrow to discuss what’s happened and next steps of improving the environmental issues”. Plus, they “will also be doing smaller group and one-on-one listening sessions to get your feedback directly”. This will help a company’s management review and brainstorm steps of avoiding sexual harassment
This is all about when they did not conduct a review but rather they told the “’Susan Fowler wrote that Upper management told me that he ‘was a high performer’ and they wouldn’t feel comfortable punishing him for what was probably just an innocent mistake on his part’". This conclusion the management came up with is that people can do anything they want as long as they are a “High Performer” (Vladimirov). However, when Uber CEO read Susan Fowler’s blog he called this "’abhorrent’ and ’against everything we believe in’" and he stated that "anyone who behaves this way or thinks this is OK will be fired" (Vladimirov). “According to the memo, Uber plans to have an "all hands" meeting on Tuesday to discuss the event and the appropriate next steps,” which follows one piece of advice which is “inform your employees about sexual harassment and the consequences of those action if they were taken place while working at Uber” (Vladimirov). Arianna Huffington, who sits on Uber’s board, Liane Hornsey, Chief Human Resources Officer, and Angela Padilla, Associate General Counsel, Eric Holder and Tammy Albarran, who are lawyer at Covington & Burling, will conduct an independent review into the specific issues relating to the workplace environment raised by Susan Fowler,” along with some other issues. These individuals are expected to conduct a short order review to present to CEO of Uber. “Arianna is flying out to join me and Liane at our all hands meeting tomorrow to discuss what’s happened and next steps of improving the environmental issues”. Plus, they “will also be doing smaller group and one-on-one listening sessions to get your feedback directly”. This will help a company’s management review and brainstorm steps of avoiding sexual harassment