By Ray Birch
HENDERSON, Nev.—Two credit union diversity experts believe the Me Too movement is going to have implications for CUs, too.
In the wake of sexual misconduct allegations against a wide variety of men ranging from the entertainment industry to politics to famous chefs and others, the Me Too movement (#MeToo) has spread virally as women have stepped up to share their stories and denounce sexual assault and harassment. The movement has led many women to come forward with allegations of sexual harassment against public figures, including former Today Show host Matt Lauer, movie producer Harvey Weinstein and former Sen. Al Franken.
It’s no secret women are under-represented in credit union management and boards, but Susan Mitchell, CEO of Mitchell, Stankovic & Associates, said CUs are in no way different from other industries when it comes to facing issues of sexual harassment.
“As we have seen, the Me Too initiative has risen from the ground up,” said Mitchell. “Business language, male vs. female dialogue, entry level employee ‘cuteness,’ partying at conferences, all have been present within the industry for many years, but often considered a part of doing business. That will, or should, abruptly change going forward.”
At Greater Risk
As a result of the Me Too movement, Mitchell believes credit unions are now at greater risk for sexual harassment lawsuits.
“There needs to be stronger education on the expectations of good leadership—more emphasis on the sexual harassment training beyond an implied, ‘it has to be done for compliance’ approach, and serious consideration given to diversity in the boardroom and in management positions,” Mitchell said.
Mitchell, founding chair of the World Council of Credit Union’s Global Women’s Leadership Network, emphasized that women need to be at the table when a CU is considering a new CEO and volunteers.
Susan Mitchell
“Diversity awareness should be a strategic initiative in 2018. Credit unions should get a baseline and track results to demonstrate to the CU team and membership the credit union’s approach to representation and a strong commitment to equality at all levels,” she said.
Mitchell recommended that credit unions begin taking proactive steps today not just to prevent potential litigation, but to create a more competitive and fair work environment.
“Although lawsuits may compel leadership attention, doing the right thing is just plain good business, and is a credit union core value,” she said. “We are driving an initiative with our clients to modernize board governance in many areas, including volunteer succession planning, candidate profiles for technical and representation diversity, volunteer professional recruitment, updating obsolete business practices and, most importantly, positioning for greater collaboration based upon equality of opinion not predisposed alliances.”
Some Employers Can't Be Sued
In some states, employers with fewer than 15 staff–which applies to many credit unions–cannot be sued for sexual harassment.
“If a credit union would state it doesn’t have to comply, that would be a big concern, and I would hope that all HR experts are tuned into the human issues,” Mitchell said.
Mitchell said that the reality of the stories of bullying, concern for job security, socioeconomic implications, ethnic discrimination and sexual orientation bias are “beyond disturbing.”
“No matter the demographic, a person with power using their influence inappropriately has no place in business today—no matter the size of the organization, and for that matter, no place in society,” Mitchell said. “We need to engage in dialogue that can truly change attitudes, not look for ways to circumvent the issue.”
Brandi Stankovic, managing partner at Mitchell, Stankovic & Associates, told CUToday.info that it’s time for credit unions to examine their harassment prevention practices.
“It is important to examine the business partner and vendor relationships as well–anything occurring while an employee is representing the credit union,” said Stankovic.
Brandi Stankovic
Stankovic pointed to how credit unions are now experiencing a large turnover in CEOs, as many are retiring.
“We are seeing a transition of leadership and, consequentially, a transition of culture,” she said. “Old ways of doing business may not be the best model for the future. Even if the old way isn’t inappropriate.”
Carefully Assess Culture
Stankovic also addressed how the culture of a credit union can work for some and not for others, and needs to be carefully assessed at all times.
“Sometimes I will work with a credit union where all 100 employees are happy, comfortable in a casual environment, handle themselves in party atmospheres, and can control behavior in a loose manner,” Stankovic said. “Then one day the credit union starts bringing in fresh, young talent that doesn't have the same levels on internal controls or maturity and they overdo it in the relaxed policy environment. Or, they may not have the tolerance for the casual behavior or communication of culture past.”
Both Stankovic and Mitchell stressed that the Me Too movement has now made it critical for credit unions to be preemptive in their approach to sexual harassment.
“Don't wait for a problem or lawsuit. Let's ensure a safe, effective and comfortable working environment for everyone,” Stankovic said. “Moreover, this isn't a gender discussion. This is an opportunity to be better, more effective, and refine policies and education. Harassment prevention is good business in any role, man or woman.”
Read part two in the series Thursday.