别靠电影明星来解决职场性骚扰

My first response was outrage, my second was pragmatic. This consultant’s perspective was the same as that of many male and female managers I know. They support women and they are against harassment. They have not experienced or perpetrated sexual harassment themselves, but they probably know people who have, though they may be unaware of that. So they have power and goodwill but they do not know what to do with them. This column is for them.

我的第一应是愤怒，但我的第二反应是务实的。这位顾问的观点与我所认识的许多男性和女性经理相同。他们支持女性，反对性骚扰。他们自己并没有受到或实施过性骚扰，但他们可能认识受到或实施过性骚扰的人，尽管他们可能没有意识到这一点。所以，他们拥有应对这些情况的权力和善意，但不知道如何下手。这篇专栏就是写给他们的。

The first step is to accept that, according to the statistics, sexual harassment is almost certainly happening in your workplace. Research shows that the proportion of workers who say they have been harassed stands at between 20 per cent and 53 per cent for women depending on the survey; for men, it is somewhere between 7 and 20 per cent. Unless you work in a very, very small business, this is your problem now.

第一步就是接受现实。根据统计数据，你的工作场所几乎肯定存在性骚扰。根据调查结果所进行的研究显示， 表示受到过骚扰的女性比例在20％至53％之间；男性则在7％到20％之间。除非你在一家非常小的企业工作，否则，性骚扰就是你现在面临的问题。

The second step is to recognise that harassment is against the law in the UK under the Equality Act 2010 section 26. It does not matter if it was intentional or not. According to Meriel Schindler, head of the employment team at Withers law firm and a leading London-based employment lawyer, “If I put porn up in my open-plan office without intending to upset the person next to me, I am creating a degrading environment. It does not matter that I did not intend it to violate anyone’s dignity or to create an intimidating, hostile, humiliating or offensive environment; that is what ordinary harassment is about.”

第二步是要认识到，根据2010年生效的《平等法》(Equality Act)中的第26条，性骚扰在英国是违法行为，不论是有意为之还是无心之失。根据卫达仕律师事务所(Withers)劳资法律师团队主管、伦敦数一数二的劳资法律师梅里埃尔.辛德勒(Meriel Schindler)的解释，“如果我把色情杂志放在我的开放式办公室，虽无意让旁边的人感到不安，我还是营造了一种侮辱性的环境。即便我无意侵犯任何人的尊严，或创造恐吓、敌意、羞辱或威胁性环境，也无济于事。这就构成了普通意义上的骚扰。”

The third step is to understand that everyone is watching. What will your organisation do? The old responses — brush it under the carpet, quietly manage out the junior party — will not work. All those purpose and values statements, ethics exhortations and workforce engagement strategies: you can kiss them goodbye when you turn a blind eye to harassment that everyone sees and talks about. As Ms Schindler says, the past six months have seen networks trump hierarchy.

第三步是要明白，每个人都在看。你的组织会如何处理？以往那些刻意隐瞒、悄悄地将职位低的员工“管理出门“(manage out)的做法再也行不通了。如果你对每个人都看到，且都在谈论的性骚扰视而不见，那你就可以和所有那些目标和价值观宣言、道德训诫和员工参与策略说再见了。正如辛德勒所说，在过去六个月中，网络已经战胜了等级。

Everyone’s eyes are on employers. After decades of failed diversity initiatives, will management grasp the nettle and change anything? Which senior leaders — male or female — are stepping up and demanding action? Who remains silent?

每双眼睛都在紧盯着雇主。在多元化口号喊了几十年仍未见成效后，管理层是否会迎难而上，作一些改变？ 哪些高层领导-男性还是女性-正挺身而出，并要求采取行动？ 谁还在保持沉默？

The obvious policies have to work in practice. An ethics phone line that no one answers will not cut it any more — attention must be paid not just to policies but also to their practical impact.

清晰明了的政策必须在实践中发挥作用。开通一条无人接听的道德热线的做法已经行不通了-雇主必须予以关注，不仅关注政策，还要关注政策的实际效果。