Gillette – Gillette’s new ad “We Believe: The Best Men Can Be” — a change to it’s original slogan “The Best Men Can Get”, has raised controversy and many more dislikes than likes on YouTube. In Play Nice we talk about how important it is to raise our children to treat others with compassion, to be respectful, and to stand up for those who need help. Education starts at home, with our children. Gillette’s ad raises awareness to this very subject and challenges the morality of men acting sexist, behaving like bullies, taking no action to help as a bystander, and dads accepting that “Boys will be boys”. It does not demand that men be less masculine. The ad takes a very important stand and reminds us that our boys are watching and will be our men tomorrow. We need men to engage in this very important discussion as bystanders, colleagues, friends, fathers, brothers. We need men to help eradicate sexual harassment and assault for good.
Microsoft, Uber, Lift and Google – Making Controversial Contract Provisions Optional
Until the law changes, companies could make “forced arbitration” and “nondisclosure agreements” optional. For example, on December 19, 2017, Microsoft announced that it was ending its requirement for forced arbitration agreements with employees who make sexual harassment claims. Uber has followed suit, deciding that it will no longer require its users or drivers to go through arbitration if they are claiming assault or harassment. Nor will it require them to sign nondisclosure agreements. They have also agreed to be transparent about sexual assault data.
Facebook; New York City – Publishing Company/Government Efforts to Set an Example
Publishing your sexual harassment policy gives notice to the public that you are taking the issue of sexual harassment seriously and invites commentary regarding any needed improvements. Setting an example might cause others to follow suit. Facebook, for example, has posted its sexual harassment policy publicly. New York City has enacted one of the most expansive packages of workplace anti-sexual-harassment laws in the nation, applicable to all New York City workers in the public and private sectors, even those working for small employers with fewer than five employees. The legislation includes a prohibition against nondisclosure and mandatory arbitration clauses in sexual harassment cases and requires all companies to enact written antiharassment policies and annual training effective October 9, 2018.