By Ray Birch
ST. PETERSBURG, Fla.—While the Me Too movement has led many women to come forward with allegations of sexual harassment against public figures, one HR expert wonders what is happening to women from abusers who are not in the spotlight—including credit union executives.
“The Me Too Movement is a moment of reckoning for sexual harassers that, unfortunately, has come to pass way too late in all industries,” said Lynn Heckler, chief talent officer at PSCU. “If this is happening to movie stars and high-profile media personalities, you can’t help but wonder what happens to credit union tellers and lending staff, for example.”
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.
Heckler said that it is impossible to know if sexual harassment goes on more or less in credit unions than in other industries, adding that she expects the instances of harassment within the movement are similar to that occurring in all other industries.
“The average credit union employs 50 people, and the very largest over 1,000,” said Heckler. “That is the profile of a typical small business, for most credit unions.”
Many Female CEOs At Small Shops
Heckler noted that the people helping people philosophy of credit unions may lead to hiring of leaders who would be less likely to exploit those who are not in a position of power. Moreover, at many small credit unions, the CEOs are female.
“But the vast majority of credit union leaders are male as credit unions get larger,” she said. “There, we look like the rest of corporate America.”
Sexual harassment is not as much about sex as it is power—with leaders exploiting those who not are in power, Heckler said, insisting the industry must create an environment of zero tolerance for sexual harassment.
“There is no clear cut-roadmap for this, but there are steps that are foundational,” she said. “First, you have to understand the legal liability. Sexual harassment is illegal and all leaders, including supervisors—anyone who has power over someone—can be named personally in a lawsuit. I have been in HR for 32 years, and when we hold classes for leadership here at PSCU, including supervisors, we tell them they can be held personally liable for this.”
Heckler believes letting leaders know they can be named in a sexual harassment lawsuit and held personally responsible is a deterrent. She believes some harassers may abuse their power thinking that if a suit arises the credit union will be the only defendant named.
“But you can be sued personally, with all of your personal assets at risk. People don’t often realize this, and it can be a game-changer,” Heckler said.
Strong Deterrent
What is truly the best deterrent, Heckler told CUToday.info, is a strong organizational culture that lets employees know that sexual harassment won’t be tolerated.
“The HR function has to be set up so it is strong enough that if they get a sexual harassment complaint against the CEO they will thoroughly investigate the matter and work with the board on the situation,” said Heckler.
Heckler acknowledged that it can be awkward and difficult for lower-level staff to come forward with allegations against leaders.
“That is why it is very important to set the tone right from the top. Let staff know their case will be investigated impartially, and that there will be no retribution,” said Heckler. “And if it means firing a leader, that has to be done. The credit union cannot send a message that performance is more important than personal rights.”
Heckler believes that kind of thinking is critical for the entire CU industry to adopt.
As Heckler began considering the issue of sexual harassment in the workplace even more closely due to the Me Too movement, she uncovered what she called a surprising fact: In some states, employers with fewer than 15 staff–which applies to many credit unions–cannot be sued for sexual harassment.
Federal law protects employees from sexual harassment, but only at businesses with more than 15 employees.
“So if an employee is working at a tiny credit union and they are unfairly treated based on gender or are subject to unwelcome sexual advances, they really have no recourse if they are not protected by a state law or ordinance,” explained Heckler. “That was eye-opening for me. But I would hope, given credit unions’ strong principles, that the board at a small CU would step in if the CEO was abusing his power.”
For Part 1 in this series, go here.