Screw the Hierarchy: Recent Episodes
Deb Falzoi
The podcast about the social hierarchies that keep white men in power positions at work, most of the rest of us out of them, and what we can do about it.
You feel robbed of your dignity, treading water from the shockwaves of abuse at work. You're stuck in a state of anger, depression, and/or bitterness, ruminating about why and how you got here. You desperately want to move forward with your life after workplace abuse.
Here you will find the validation and clarity to break free of your abuser's definition of you reinforced by systems of oppression and stereotypes, heal from the trauma, and re-define your life on your own terms — and no one else's. Deb Falzoi will help you deeply understand workplace bullying so you can tap into your inner badass, screw the hierarchy, and define life on your own terms.
Take the plunge to a new you by dropping your email at https://bit.ly/36GWyBm
Email show ideas or questions for Q&A episodes to info@dignitytogether.org.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Employers in the U.S. have WAY too much power. And that power reinforces white supremacy and the patriarchy. In this episode, I pull back the curtain on the system to show how abuse and discrimination at work intertwine to keep white men in power — and the rest of us out. Take action:http://www.wpsact.orgLearn more:https://workplacepsychologicalsafetyact.org/wp-content/uploads/2024/03/FactSheetWomenofColor.pdfIf you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Dr. Bonnie Candia-Bailey was a VP of student affairs at Lincoln University in Missouri when she died by suicide on January 8, 2024. Reporters revealed that Dr. Candia-Bailey saw her reports of Lincoln University President Dr. John Moseley's alleged harassment and bullying not result in support. In this episode, I talk about what we know through the media about her situation at work and how white men in power set up the system for Black women to suffer.Take action:http://www.wpsact.orgIf you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Emma Farley has experienced ableism at work in multiple jobs, and when she speaks up about accommodations, she sees a toxic mix of incompetence, power, and control. In this episode, I talk with Emma about her experience, both at work and in the legal system, and why she wants to see protections from workplace abuse.Take Action:http://www.wpsact.orgIf you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
On October 10, 2023, nearly 40 advocates and experts testified in support of the Workplace Psychological Safety Act in Massachusetts. Advocates with lived experience and experts in law, neuroscience, psychology, and more joined forces to voice the urgent need for worker protections from workplace psychological abuse.Take Action:http://www.wpsact.orgIf you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Social change requires collective action. Two targets in Texas, Dee Montanez and Stuart Mayper, have turned their experiences into a fight for psychologically safe workplaces. In this episode, I talk with them about why they got involved with passing legislation to protect workers from psychological abuse and what's happening with the Workplace Psychological Safety Act in Texas.If you live IN Texas:Write to your state legislators: https://actionnetwork.org/letters/help-get-co-sponsors-for-workplace-anti-abuse-legislation-in-texas/manageWrite to Senate committee members in charge of scheduling a hearing date: https://actionnetwork.org/letters/urge-committee-member-to-move-workplace-anti-abuse-legislation-forward-in-texasIf you live OUTSIDE OF Texas:Sign the petition: https://actionnetwork.org/petitions/pass-the-workplace-psychological-safety-actIf you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
A big question on the minds of targets of workplace abuse is: how do I prevent abuse at work from happening again? While we can't prevent abuse at work but are now prepared to see red flags, we can arm ourselves with information about potential employers without having to sift through hundreds of reviews on job boards.Culturama.is is a game-changer for our job hunts and employer accountability. It's a brand-new tool that automatically analyses 4.8 million job review board opinions to help you compare the largest 1,500 global organizations on work-related problems so you can make informed career decisions. In this episode, I talk with Culturama founder Tomasz Urbanski about what Culturama is, how it works, and how Culturama can disrupt employer lack of accountability.Get a quick walk-through:https://www.youtube.com/watch?v=puhQv8recWoVisit the tool:https://culturama.is/#/home/mainThen upvote and review it so it can climb the rankings, and we can get the word out to employers will pay attention to their ratings:https://www.producthunt.com/products/culturama#culturamaIf you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Around the U.S., workers at companies of all sizes are increasingly speaking up to those in power around mistreatment, which disproportionately harms women and people of color. In this episode, I talk with Alex Horne, a GE whistleblower who founded #GEToo to connect targets of abuse at work and to mobilize them collectively to fight to end forced arbitration through the FAIR Act.Take action on the FAIR Act:https://actionnetwork.org/letters/urge-your-federal-legislators-to-support-workers-rights-billsIf you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
We know physical injury is harm. We also know there's a mind-body connection, and the stress from abuse at work can result in such stress-related symptoms as anxiety and digestive issues. But abusive behavior can also result in physical injury seen on brain scans, meaning psychological injury IS physical injury. In this episode, I talk with Dr. Jennifer Fraser, author of The Bullied Brain, who walks us through the research in neuroscience and offers hope when looking at neuroplasticity: we can restore our brains back to health.If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org. If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets.Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
An insurance adjustor filed a complaint about transgender discrimination. The complaint escalated to racial discrimination, ignoring, and retaliation — all while the company touted its support of diversity. In this episode, hear from the insurance adjustor who endured a months-long complaint process that ended in his termination for a bogus problem and his takeaway that the system is designed to not work.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Recovery from such trauma as workplace abuse follows a typical pattern. In this episode, I talk about those typical stages of recovery and how we're leaning on the collective part of recovery by giving targeted employees a way to take their voices back, minimize the isolation, and give others permission to speak up in a national protest across the country.
Join us on Saturday, October 22 at Lives Lost to Workplace Bullying and Mobbing at a location near you (or start an event near you) to honor 15 victims who lost their lives after abuse at work and publicly let targeted employees and legislators that we're not backing down from fighting for protections for workers: https://actionnetwork.org/events/lives-lost-to-workplace-bullying-and-mobbing/
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When we've been abused at work, our bullies and employers control the narrative, leaving us feeling voiceless and isolated. But when we advocate for ourselves, especially collectively, we own our narratives, take our voices back, and climb out of isolation by connecting with others who've gone through similar experiences.
There's a third effect when we speak up collectively: we give others permission to speak up too, growing our movement.
Join us on Saturday, October 22 at Lives Lost to Workplace Bullying and Mobbing at a location near you (or start an event near you) to honor 15 victims who lost their lives after abuse at work and publicly let targeted employees and legislators that we're not backing down from fighting for protections for workers: https://actionnetwork.org/events/lives-lost-to-workplace-bullying-and-mobbing/
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
We've heard about the idea of #QuietQuitting, the concept of not going above and beyond in your job to avoid burnout. But that narrative is the employer's narrative — not the employee's. Luckily, TikTok has seen a backlash to #QuietQuitting called #QuietFiring, calling out how employers create toxic work environments that leave employees checked out or pushed out. In this episode, I talk about how TikTok users have taken back the narrative and what's involved with #QuietFiring (hint: we call it workplace bullying and mobbing or workplace psychological abuse).
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Stories of workplace abuse are going public more and more — this time with the Phoenix Suns. In this episode, I talk about the reported abuse from Phoenix Suns owner Robert Sarver, what the investigation found, and Sarver's consequences for his abusive behavior. Are they enough?
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Fifty years of research are behind the need for workplace anti-abuse legislation in the U.S.. In this episode, I talk about those findings, how they shape our direction with the brand new Workplace Psychological Safety Act, and how you can learn about the collective action we're taking by introducing and advocating for this bill across the country.
You can signup for this upcoming training simply to learn if it's a right fit for you on Tuesday, September 20 at 7pmET: https://us02web.zoom.us/meeting/register/tZcoceqorjoiGtxNPXQJOGkTfPmxvaWURpey
If you want to learn about upcoming trainings, sign our petition to get on our email list: https://actionnetwork.org/petitions/pass-the-workplace-psychological-safety-act
When we feel ready for it, collective action can help us feel validated in our collective grief and powerful and confident in our collective voices. Collective action can help us realize again that our feelings and voices matter. In this episode, I talk about the power of collective action and how you can learn about the collective action we're taking by introducing and advocating for the Workplace Psychological Safety Act across the country. You can signup for an upcoming training simply to learn if it's a right fit for you on Tuesday, September 20 at 7pmET: https://us02web.zoom.us/meeting/register/tZcoceqorjoiGtxNPXQJOGkTfPmxvaWURpey
If you want to learn about upcoming trainings, sign our petition to get on our email list: https://actionnetwork.org/petitions/pass-the-workplace-psychological-safety-act
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Abuse at work means loss of our control. One major way to take back that control is to intentionally come up with a game plan. In this episode, I talk about components of that game plan that can help you take your voice and power back.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
While collective action is one of the most effective ways to hold employers accountable, so many bystanders flat-out refuse to step in.
We hear dismissive comments like "well, he's nice to me" or "are you sure that's what's happening?" or whatever piece of unsolicited advice they think will put them in the know and you out of it.
It's all toxic.
Some seem to not understand that remaining neutral sides with aggressors, and many hold onto the belief that it's a just world, so it must be at least partially the target's own fault. These same people might know there's a rigged system built on stereotypes, but their actions just don't match the talk. It's blatant hypocrisy, just like the employers who tout values they don't uphold.
In this episode, I talk about three main reasons bystanders don't step up.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Employee productivity monitoring software is on the rise in white-collar roles. While it may help employers identify workers who aren't doing their jobs or are unproductive and see productivity trends, the tool also encourages micromanagement when misused. In this episode, I talk about how these tools create toxic work environments.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The concept of "quiet quitting" is trending on TikTok in response to both employees going the extra mile and suffering from burnout and employees deciding to do the minimum their jobs requires. In this episode, I talk about how quiet quitting can help us cope with workplace abuse in the short-term.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Taking collective action can help us heal from trauma. That collective action isn't limited to advocacy; we can also memorialize our losses together and feel seen and heard by those who get it. In this episode, I talk about how collective action can bring us from suffering to surviving to challenging to thriving and how we're memorializing our losses from workplace psychological abuse in our new memorial wall at WorkplacePsychologicalSafetyAct.org under Share Your Losses: https://www.kudoboard.com/boards/bLaGATf4#edit
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The Guardian reports that workplace suicides in the U.S. "up 39% since 2000," with the U.S. topping the list for suicide rates among select OECD (the Organization for Economic Cooperation and Development) countries: "13.9 suicides for 100,000 people." In this episode, I talk 18 lives lost to workplace bullying and mobbing as highlighted in the media.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
A form of trauma, bullying can result in feeling unloved or unaccepted. When does bullying become self-bullying, and what can we do about our inner critics and the messages they reinforce? In this episode, I talk with anti-bullying specialist and award-winning author Kalyani Pardeshi about what we can do to feel unbullied, even after abuse at work.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Bosses rely on fear, hopelessness, division, and confusion to keep us from working collectively (LaborNotes.org). So what can we do about it? In this episode, I talk about these four tactics and advocacy tools for tackling each one so we can collectively work together as advocates and create change.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
In 1970, Congress and President Nixon passed the OSH Act (Occupational Safety and Health) to make our workplaces free of physical hazards. Since then, despite a much larger workforce, injuries, illnesses, and deaths have dramatically decreased. In this episode, I talk about what OSHA oversees, how it enforces health and safety guidelines, and how it can inform our approach to making our workplaces psychologically safer.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
From our workplaces to our state legislatures, groups design processes for change that don't actually work. And it's by design. In this episode, I talk about the rigged processes in both workplaces and state legislatures — and a tool we can use to go around the rigged processes that don't work.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Psychological abuse at work won't go away until we demand it goes away. That means creating a groundswell of people who say we've had enough. In this episode, I talk about what it takes in our states to start the process of introducing the Workplace Psychological Safety Act (Evan's Law).
Find out more about introducing the bill in your state: https://actionnetwork.org/forms/learn-more-about-introducing-a-workers-rights-bill-in-your-state
Join an action team in your state: https://actionnetwork.org/forms/join-an-action-team-to-make-noice-in-your-state-about-workers-rights
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
While therapists can help you with day-to-day struggles or life patterns that you'd like to deeply examine from your childhood, coaches can help you get though present blocks to move forward. In this episode, I talk about five ways a coach can help you feel unstuck after abuse at work.
If you'd like to work with me, a work healing coach, visit DignityTogether.org/targets or email me at info@dignitytogether.org.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
We get that Donald Trump, who focuses on loyalty (read: his own power), uses abusive behaviors to maintain his power. But how exactly does he follow the same playbook that so many abusers at work follow? In this episode, I go through my top 4 ways Trump followed the abuser playbook around the January 6 insurrection as described in the June 9, 2022 hearing (day 1).
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Suicide due to workplace stress is difficult to track. But the latest data from the Bureau of Labor Statistics shows an uptick in the number of suicides related to workplace stress in the U.S. since the year 2000 — an increase of 39%. In this episode, I talk about the issue, the stigma around mental health at work, and what we can do about it.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Workers across the nation are fighting for an end to abuse of power and for a common sense baseline of human rights — for the ultimate goal of fairness, opportunity, and health. In this episode, I talk about 24 active workers' rights bills we need passed ASAP — and how you can take action to move the needle on how employers treat workers in the U.S..
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Workplace mobbing is group bullying. But it's a bit more complicated than that. In this episode, I talk about how bullying at work typically escalates to mobbing by the employer itself — all for a high performer speaking up.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When any type of environment or relationship doesn't align with our values, we're left to make a choice: change the situation or change how we respond.
And we know we can't change situations or other people.
Not only does it not work, but it also wastes our energy. Focus on others means less time to get in touch with ourselves.
So if we can't change the situation or other people, who do we do?
In the short-term, we detach. We make their beliefs about us mean nothing if we don't agree. We give them the space to own their problems, doing only what we can before we accept the outcome. We give ourselves the ok to enjoy life in spite of unsolved problems.
And when we no longer internalize others' toxic behaviors and not react, we stop giving them the control THEY seek.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Actions come from thoughts, and thoughts come from beliefs. But we can challenge those beliefs that don't serve us — often developed in childhood. In this episode, I talk about how to challenge limiting beliefs and how to then create new patterns that DO serve you in ways you prefer to feel served.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Looking at our purpose can help us get back to what we CAN control and what OUR values are so we can live our lives intentionally and make choices around our values (not our employer's values, our parents' or siblings' values, or anyone else's values). When we look at our lives in the long-term, or get altitude as career coach Liz Ryan calls it, we can work toward detaching from current toxicity and making choices that serve US. In this episode, I talk about six ways we can look at life purpose.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
How much do you know about workers' rights in the U.S.? In this episode, find out how much you know about how our culture values workers.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When we listen to those expressing negative emotions, we tend to want to fix the situation and make our own discomfort go away. But what targets of workplace bullying and mobbing (or any type of trauma) actually need is to feel seen and heard. Advice and fixing don't help. In this episode, learn how to listen to BE with someone instead of fixing someone so you can connect with them and help them process their emotions.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Abusers typically learned to focus on power and control at a young age. When we try to control them back after they grab our personal power, we end up attempting to use control on them after control harmed us. But we know we can't control others. We can incentivize them, we can inspire the, and we can lead them. but we ultimately can't control them. In this episode, I talk about how letting go can lead to freedom — and what we CAN decide to control instead.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Writing rules as they go regardless of what their bylaws say. Not holding elections and retaining power. Removing people who disagree and positioning their behavior as bullying regardless of what outside investigators find (gaslighting). Not holding yes-people accountable. Taking on rights but not responsibilities of leadership. Allowing smearing of colleagues to happen at formal meetings. Reinforcing gender stereotypes and hierarchies. False accusations. Paying lip service to values they do not uphold.
These tactics are some of the tools I've seen higher-ups in workplace anti-abuse groups use to hide their insecurities and incompetence and retain their power. Not targets themselves, these absent and passive higher-ups reinforce their entitlement to power and control based on positive stereotypes and vilify threats to their power and control. In this episode, I share by top 5 ways these groups perpetuate abuse.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
On the one year anniversary of the suicide of Evan Seyfried, the nearly 20-year exemplary Kroger employee who two supervisors and Kroger itself allegedly psychologically abused to death, advocates from across the country took to their State House and courthouse steps to demand an end to workplace abuse and mobbing. In Ohio where Evan worked, California, Massachusetts, Michigan, New York, Oregon, Rhode Island, Tennessee, and Wyoming, advocates came together on March 9, 2022, in a collective voice to say they've had enough. But what emerged for so many advocates was an unexpected outcome: progress with healing. In this episode, protest organizers reveal what it felt like to use the power of their voices and connection.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
How come we can't just let go after abuse at work? And if not, what are some ways we can begin that process so we can lead our best lives? And if we're loved ones or bystanders, how can we best support targets? Jolynn Nelson, who has a PhD in industrial and organizational psychology, explains how we can move on.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When we look at social hierarchies and the effects of positive stereotyping, social weight, and economic freedom and the opportunities it affords those at the top of the hierarchy, we can easily see the damage of sexism, both individually and systemically. But co-founder of the men's rights movement in 1977 Fred Hayward sees men facing issues and stereotypes that have negative effects — not just positive ones. In this episode, Fred shares those issues and stereotypes, what made him start a men's rights movement, and what the early days of the movement looked like.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
On March 9, 2021, 40-year old Evan Seyfried took his own life after workplace abuse and mobbing. He was a 20-year exemplary employee at Kroger, one of the largest grocers in the US. Hear what abuses the lawsuit outlines.
According to The Washington Post, in a "wrongful death" lawsuit, Evan's family alleges his death resulted from a six-month harassment campaign by two co-workers at the Milford, Ohio, location: ➡ A supervisor allegedly harassed him for wearing a face mask during COVID and made fun of him for his political beliefs, calling him "antifa." ➡ Evan reported several unwanted sexual advances toward him, which resulted in no response from management after he reported them. ➡ The supervisor allegedly left holes in his department schedule, making extra work for him. ➡ After hearing reports from neighbors, Evan believed co-workers who his supervisors pitted against him followed him home and waited on the street for long periods of time. ➡ Evan allegedly received threats, including a supervisor allegedly telling him he could track his Internet usage. ➡ Evan's repeated reports to both management and the union resulted in no meaningful action. In fact, Kroger denied a transfer to another store. ➡ After Evan helped two female employees file sexual harassment complaints against a supervisor, he received texts with child pornography. ➡ Co-workers allegedly replaced old milk on his shelves on the day of an audit. ➡ Supervisors wrote Evan up nine times despite never before receiving a reprimand in this nearly two-decade career. He feared he would be fired. ➡ Fearing for his safety, Evan moved in with his parents. Before quitting, Evan worried about the audit, his phone monitoring, and the plan to frame him for possessing child pornography.
The lawsuit: https://www.scribd.com/document/515480124/Lawsuit-Kroger-manager-drove-employee-to-suicide
The petition: https://www.change.org/p/justice-for-evan-seyfried-kroger-workplace-bullying-leads-to-suicide-of-employee?redirect=false
The Washington Post article: https://www.washingtonpost.com/nation/2021/07/15/kroger-suicide-seyfried/
We want justice for Evan Seyfried, his family, his friends, and his co-workers on the 1st anniversary of his death from workplace abuse and mobbing.
RSVP FOR A MARCH 9 PROTEST NEAR YOU (a local team lead will reach out to you with more details): https://actionnetwork.org/events/demand-justice-for-evan/
IF YOU DON'T SEE A LOCATION NEAR YOU, PLAN A PROTEST NEAR YOU (pick a State House or court house, let us know, bring a sign, and we'll handle the rest — it's that simple): Email info@dignitytogether.org
Help create noise across the country so we can get #JusticeForEvan!
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
On March 9, 2021, 40-year old Evan Seyfried took his own life after workplace abuse and mobbing. He was a 20-year exemplary employee at Kroger, one of the largest grocers in the US.
Hear from five advocates working on the Justice for Evan campaign. @JusticeForEvan
According to The Washington Post, in a "wrongful death" lawsuit, Evan's family alleges his death resulted from a six-month harassment campaign by two co-workers at the Milford, Ohio, location: ➡ A supervisor allegedly harassed him for wearing a face mask during COVID and made fun of him for his political beliefs, calling him "antifa." ➡ Evan reported several unwanted sexual advances toward him, which resulted in no response from management after he reported them. ➡ The supervisor allegedly left holes in his department schedule, making extra work for him. ➡ After hearing reports from neighbors, Evan believed co-workers who his supervisors pitted against him followed him home and waited on the street for long periods of time. ➡ Evan allegedly received threats, including a supervisor allegedly telling him he could track his Internet usage. ➡ Evan's repeated reports to both management and the union resulted in no meaningful action. In fact, Kroger denied a transfer to another store. ➡ After Evan helped two female employees file sexual harassment complaints against a supervisor, he received texts with child pornography. ➡ Co-workers allegedly replaced old milk on his shelves on the day of an audit. ➡ Supervisors wrote Evan up nine times despite never before receiving a reprimand in this nearly two-decade career. He feared he would be fired. ➡ Fearing for his safety, Evan moved in with his parents. Before quitting, Evan worried about the audit, his phone monitoring, and the plan to frame him for possessing child pornography.
The lawsuit: https://www.scribd.com/document/515480124/Lawsuit-Kroger-manager-drove-employee-to-suicide
The petition: https://www.change.org/p/justice-for-evan-seyfried-kroger-workplace-bullying-leads-to-suicide-of-employee?redirect=false
The Washington Post article: https://www.washingtonpost.com/nation/2021/07/15/kroger-suicide-seyfried/
We want justice for Evan Seyfried, his family, his friends, and his co-workers on the 1st anniversary of his death from workplace abuse and mobbing.
RSVP FOR A MARCH 9 PROTEST NEAR YOU (a local team lead will reach out to you with more details): https://actionnetwork.org/events/demand-justice-for-evan/
IF YOU DON'T SEE A LOCATION NEAR YOU, PLAN A PROTEST NEAR YOU (pick a State House or court house, let us know, bring a sign, and we'll handle the rest — it's that simple): Email info@dignitytogether.org
Help create noise across the country so we can get #JusticeForEvan!
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
After trauma, we may believe we're broken. But according to coach, healer, and Guide Sophie Frabotta of Awaken, we're not broken — we're hurt. In this episode, Sophie walks us through her 4 Rs Method — the path to radiate when we feel stuck in the hurt.
Find Sophie at AwakenWithSophie.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
LUMO's Sarah Olin believes we as a culture should shift from talking about work-life balance, which is a myth, to alignment when it comes to working parents. In this episode, Sarah reveals what working parents face and how she supports them and organizations to offer support, too.
Find Sarah at LusciousMother.com/lumo.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Unresolved trauma festers in our nervous systems, causing conditions, disease, and illness. In this episode, Creating Serenity's Sharon LaFlamme reveals what happens when we don't release trauma from our bodies — and what we can do about it using somatic experiencing.
Find Sharon at CreatingSerenityNow.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Betrayal trauma can happen when we feel our employer does nothing to address our workplace abuse situations, and the government invalidates us in the absence of a law to protect us. This type of trauma can feel more personal than other types of trauma. And not only does it set the tone for relationships with others, but it also affects our relationships with ourselves. In this episode, Relationship Coach Mr. Jay talks about the effects of betrayal trauma and what we can do to address it.
Find Mr. Jay at MrJayRelationshipCoach.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Leaders often experience limiting beliefs around feeling enough that affect their ability to build high performing teams and increase bottom-line results. In this episode, leadership consultant Michele Molitor talks about how our brain wiring can play into feeling fear and anxiety, what happens when we don't address these feelings, and how her rapid rewiring approach can help leaders improve their work cultures and bottom lines.
Register for Michele's upcoming Taming Your Self-Doubt Masterclass on February 7, 2022 at 12pm PT/3pm ET/8pm GMT: https://bit.ly/TamingYourSelfDoubt
Or take her Self-Doubt Finder Quiz: https://bit.ly/Self-DoubtFinder
Find Michele at NectarConsulting.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Research shows that ALL of us have experienced childhood trauma. But how does it show up for us later in life? In this episode, Global Life & Love Coach Riana Milne shares her top 10 Traumas from the Childhood Trauma Checklist Tool and reveals how childhood trauma plays out in adulthood — and what we can do to address it.
Find Riana at RianaMilne.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
While white men hold the majority of power positions in the U.S. workforce, most white men do not. The result: resentment from the unfairness and pent up emotions from our culture's negative stereotype of men and boys expressing feelings. In this episode, Jack Kammer reveals what it's really like for most men to feel the pressure from gender stereotyping and what women can do in heterosexual relationships to share power.
Find Jack at JackKammer.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The stories we tell ourselves can hold us back. If we define ourselves according to how others defined us in childhood, for example, there's an opportunity to un-learn those beliefs that hold us back. In this episode, Crown Yourself's Kimberly Spencer reveals how we can transform ourselves so we can live authentically and reach our full potential.
Find Kimberly at CrownYourself.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Our ability to resolve conflict can be influenced by our cultural upbringing, including our modeling of having difficult conversations or asserting our needs. In this episode, leadership coach Jerry Fu shares his personal experiences of fearing conflict as an Asian-American that showed him a need to help others with similar upbringings conquer the same fear.
Find Jerry at AdaptingLeaders.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
What is Maslow's hierarchy of needs, and how can we ascend it to self-actualize? How did the pandemic bring so many of us back to the bottom of the pyramid? In this episode, leadership coach Carissa Karban shares how we can ascend Maslow's hierarchy so we can achieve the realization of our potential, despite the pandemic pulling us downward.
Find Carissa at CarissaKarban.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Thinking in binary terms can keep us in a scarcity mindset. So what's one simple change we can make to move to a mindset of abundance? In this episode, leadership coach Carissa Karban shares what she calls the most destructive word in the English language, what we can replace it with, and how this concept ties into Diversity, Equity, and Inclusion.
Find Carissa at CarissaKarban.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The stories in our heads have impact. Thoughts lead to beliefs, and beliefs lead to action. So how do we choose the stories we tell ourselves so we can change our beliefs? In this episode, leadership coach Carissa Karban walks us through how our thoughts shape our lives — and how to change the narrative so we can live our best lives.
Find Carissa at CarissaKarban.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Rose Kaz set out to build is a community of women who flip the script on how we do business, sharing the wealth of knowledge and resources to shift old paradigms. The result: the LBI Backstage Pass, a community with people of "any age, any color, any gender, and at any stage of their career to co-create better ways of living for ALL." In this episode, hear Rose share a need she saw and how she's filling it to inspire everyone to stand in their power.
Find Rose Kaz at lbibackstagepass.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Songwriter Ellen Violette aspired to write music. But what she encountered was an industry full of sexist behaviors. In this episode, Ellen reveals how she coped with that music industry that didn't value her worth.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Inspired by real events, author Barry Welsh takes readers on a journey through what could happen when greed continues to go unchecked. In his book AMERICA: Land of the Greed and Home of the Grave, the first of a three-part series, Barry imagines a scenario of two powerful former political rival families plot to overthrow the U.S. government to end democracy. In this episode, Barry reveals his political background that led him to share a potential track we could go down based on current events.
Barry's book is available at https://www.amazon.com/-/es/Barry-Welsh/dp/B09FS31HT5
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When former math teacher Dr. Katie Nall saw how much anxiety her students had from taking math tests, she took action. She showed her students how to dissolve WAFFLES (worries, anxiety, fear, frustration, lethargy, exhaustion, and stress) using the Emotional Freedom Technique (EFT). In this episode, Katie shares her story and how it led her to becoming an expert in EFT. She also shares the DISC model, a framework to see others' needs to understand better ways to communicate. Today, the TedX speaker helps drained female entrepreneurs recharge to live vibrantly and sleep at night.
Find Dr. Katie Nall at DrNall.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
After the trauma of abuse at work, we often feel stuck. The exhaustion can feel overwhelming and debilitating. The anxiety is a feeling healer Kristine Ovsepian is familiar with. After her own journey of feeling empty and lost for years, Kristine took her power back. In this episode, Kristine shares her story along with the healing modalities that helped her feel unstuck and on her true path and the techniques she offers to help others experience the same inner peace.
Find Kristine at JourneysToHeal.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Safety is a basic need. But so many of us don't feel emotionally safe growing up or learn skills to help others feel emotionally safe. We feel dismissed, ignored, and hurt, and so many feel the same way. But when we help others feel seen and heard emotionally, we can replace that hurt with connection — and de-escalate situations. In this episode, Doug Noll shares a de-escalation technique rooted in these ideas that's worked in prisons. The effects of this quick technique can be far-reaching, helping us connect more deeply and even address pain on a grand scale.
Find Doug Noll at DougNoll.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Daniel faced years of mistreatment and dehumanizing at a liquor store run by a power-hungry boss. In this episode, hear Daniel share his experience at that job, where he is now, and what has helped him with the trauma.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Abuse at work can be all-consuming. But mindfulness can help us keep our focus on OUR goals. In this episode, mindfulness coach for athletes Christian Straka talks about the five pillars of mindfulness and how we can use mindfulness techniques not only to reduce suffering but also to level up our lives.
Find Christian at MindsizeSports.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When we feel stuck at work, we may not understand what WE want. What do WE value? And why might we not go for what we value? In this episode, career coach Lindsay Gordon talks about discovering our unique value and why it may be more useful to look at our purpose in life rather than our purpose with our careers to figure out what role we want our jobs to play in our lives.
Find Lindsay at ALifeOfOptions.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Patriarchal conditioning has limitations for all of us, but when it comes to a ranking on the social hierarchy, women have different expectations and limitations than men. As women, how do we break free from our programming? And what will happen when we do? In this episode, coach Marcia Mariner reveals what it means to play into the masculine model, how we can choose a different model, and how her own journey shaped her work.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Focusing on the past or future — aside from processing trauma — can cause anxiety. But author Bill Mandarino has a solution: having present moment awareness where there are no limits. He says it's the secret sauce to creating a massively abundant lifestyle, free of fear and stress. In this episode, I talk with Billy about his approach and what it does for us.
Find Billy at BillyMandarino.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
High achievers often take on the role of people-pleaser, often leading to stress, overwhelm, and anxiety. In this episode, life coach and best-selling author Kamini Wood reveals the key ingredients to go from what she calls "external expectation and validation hostage to resilient self-leader." How do self-compassion, mindfulness, shame, and guilt play a role?
Find Kamini Wood at www.kaminiwood.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
We see abuse of power throughout history. But we learn lessons from how to go up against abuse of power and challenge institutions. In this episode, former attorney and author Mark M. Bello reveals his experience as one of the first attorneys to sue the Roman Catholic Church for sexual abuse by clergy in the 1980s, his take on how abuse of power and corporate greed infringes on our rights, and how social justice issues inspired his love for writing fictional stories about how policies might play out in people's lives.
Find Mark M. Bello at http://www.markmbello.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When someone in a position of power at work decides we need to go — and convinces the rest of the group we need to go — we may find ourselves the target of mobbing, a form of group aggression. But mobbing follows a predictable pattern, says cultural anthropologist Janice Harper who wrote the book Mobbed! What To Do When They Really Are Out To Get You. In this episode, Janice shares her research on animal behavior, group psychology, rumors, gossip, shunning, and false memory so you can detach from the predictable behavior and minimize the damage.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
How effective has sexual harassment law been at disrupting (never dismantling) the social hierarchies at work? In this episode, I build on last week's episode about the history of sexual harassment law in the US and its progress to talk about what's REALLY happening with sexual harassment law now. What does it do? Who's benefited, and in what way?
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
We know that sexual harassment law has advanced workers' rights, especially for women. But what has it done — and not done — to move the needle for women? How is it enabling those writing the rules to keep themselves in power to cling onto the status quo?
Let's look to Yale Law School's Reva B. Siegel's short history of sexual harassment from her 2003 book Directions in Sexual Harassment Law to get a sense of what work was like before the Supreme Court interpreted Title VII of the Civil Rights Act of 1964 to include sexual harassment as discrimination based on sex in the late 1980s. With each step, we'll look at how the history gives us insights for the need for general workplace anti-abuse legislation, the Dignity At Work Act. Workplace abuse has a discriminatory impact on women, non-white workers, and low-wage workers.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
On March 9, 2021, Evan Seyfried, 40, took his own life due to extreme and brutal harassment from two store managers and co-workers at a Kroger location in Milford, OH, where he was employed for 19 years.
Kroger failed to protect Evan.
Here is his story from organizer of Justice for Evan and family friend Jana Murphy.
Read the lawsuit: https://www.scribd.com/document/515480124/Lawsuit-Kroger-manager-drove-employee-to-suicide?fbclid=IwAR3B65vezIRJcX5AGMtsx2ojnWDuFBYd2n45SctjqzMGRu1nh000TygJqKI
Companies Kroger owns: Baker’s City Market Dillons Food 4 Less Foods Co Fred Meyer Fry’s Gerbes Harris Teeter King Soopers Jay C Food Store Kroger Pay-Less Super Markets QFC Ralphs Smith’s Food and Drug
Like Justice for Evan: Facebook: https://www.facebook.com/justiceforevanseyfried Twitter: https://twitter.com/justiceforevan
JusticeforEvan
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
This week, the New York state attorney general released a 165-page report on Governor Andrew Cuomo's misdeeds, including how those misdeeds were allowed to fester: through his "yes" people, the loyalists who protected him. In this week's episode, I talk about how "yes" people enable and even embolden serial abusers and how they're part of the abuser playbook of abusing power above the rules while vilifying those who speak up.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Going to work shouldn't mean witnessing blatant violations of moral code and suffering from demeaning treatment. But that's what going to work means for thousands of workers, including former U.S. Border Patrolwoman Deliris Montanez. In this week's episode, Deliris reveals why she spoke up and what it's like to be a federal whistleblower when most ways to expose it are closed doors.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When a business owner decides to pay a worker for their time and effort, that business owner understands they will make money off that time and effort. It's part of doing business. But what happens when that business rakes in billions of dollars per year and uses some of their employees as welfare? I'm talking about the NFL exploiting its cheerleaders by paying them less than minimum wage for required gigs and practices. In this week's episode, I talk with Lacy Fields, a former Oakland Raiders cheerleader who exposed the exploitation of NFL cheerleaders nationwide that catapulted a national fight against wage theft as featured in the documentary "A Woman's Work: The NFL's Cheerleader Problem." Lacy reveals what it was like to go up against the giant, what she sacrificed, and how she became a feminist.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
In January 2021, researcher Ekta Srinivasa, RN, PhD revealed her findings of her study on experiences of self-reported bullying In female minority nurses within acute care hospital workplace settings. Her findings: employers channel discrimination through bullying acts and align with those willing to get rewarded to play the game, leaving patient safety on the line when competent nurses speak up.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Looking at life in the long-term can help us have agency and create lives according to our own values. In this episode, I talk about how we can get altitude on our lives, as career coach Liz Ryan talks about, so we can feel fulfilled and content rather than obedient and less than.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Joyce was a solid performer in health care management when she found herself suffering consequences for those who sexual harassed. But not just once. In this episode, hear how her employers in her industry funneled sexism through bully acts — and what advice she has for other targets of abuse at work.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Speaking out against workplace abuse can involve risk: risk of losing one's job, of losing future opportunities, and of losing relationships with those who benefit from the status quo. It can also involve finding your voice again, inspiring others to do the same, and taking your power back by sharing YOUR side of the story and your insights as to why workplace abuse is an epidemic.
On June 22, 38 advocates signed up to verbally testify in front of the Massachusetts Joint Committee on Labor and Workforce Development.
In this episode, I share highlights of their stories to inspire you to join the national movement to say our dignity at work matters. Visit http://www.DignityAtWorkAct.org to get involved.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at http://www.dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast
Twitter: @ScrewHierarchy
Discovering bullying at work can follow a familiar pattern: 1. Employer mistreats employee or allows for a co-worker to mistreat another co-worker. 2. Employee sees the discriminatory impact of the mistreatment. 3. Employer and employee agree that training on these issues is the solution.
The fact is though that studies show employers don't actually try to solve the problem when employees report mistreatment — illegal or not. Damage only increases when employers convince their employees through training of values they don't actually uphold in practice.
In this episode, I talk about what one reporter says (and is a common belief) about the solution for mistreatment versus what one researcher says is the REAL solution.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The U.S. is one of the last industrialized nations to address workplace bullying legally.
But we're hoping to change that. On June 22, 2021, the Massachusetts Joint Committee on Labor and Workforce Development will hear testimony on the Dignity at Work Act (DAWA).
Here are three ways that you can take action TODAY: 1. Sign the petition: bit.ly/passDAWA 2. Get action alerts: bit.ly/DAWAalerts 3. Testify on behalf of DAWA in Massachusetts on Tuesday, June 22, 10:30am ET. Sign-up to testify at bit.ly/DAWAtestifyMA (sign-up deadline: Wednesday, June 16 at 1:00pm ET). Get ready by joining our testimony training on Tuesday, June 15 at 7:00pm ET: bit.ly/getready615
Email info@workplacebullyingcoalition.org for more information.
In this episode, I talk U.S. and international laws around workplace bullying to help you understand how far behind the U.S. is.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
What can we learn from a high school graduation decades later? Well, it turns out a whole lot about approaching life from our unique viewpoint. In this episode, I talk about my three inspiring takeaways from a recent high school graduation and how they ring true decades later.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
If you're wondering how to cope with a culture in which you you don't feel valued — and I'm talking not just about your toxic work culture but also the overall culture in which some carry more social weight than others based solely on demographics — then join us for the second Re-Define Virtual Summit. This summit is all about coping in an oppressive culture when others can get away with diminishing our voices and abilities.
It's all happening Saturday, June 26. Grab your free ticket at http://www.redefineourselves.com.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Our voices matter. And we can use them to help pass historic legislation to protect worker dignity. On Tuesday, June 22, you can virtually testify in support of the Dignity At Work Act in Massachusetts — no matter what state you live in. In this episode, I talk about my top 3 reasons to testify. For more information, sign up for action alerts at DignityAtWorkAct.org. We will send you more information on signing up to testify around Tuesday, June 8.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Control doesn't breed trust or inspire. In fact. it reinforces a hierarchy and creates a culture of fear. Insisting on in-person work when it's not required for the job is one means of control. In this episode, I talk about a Washington Post opinion piece from a CEO who threatens her employees' status for not coming into the office. Luckily, her employees spoke up.
If you've been abused at work and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When those who operate on ego look to build their base of followers, they often resort to looking for obedience. It's all about power and control for them. In this episode, I talk about grooming and hazing — tactics designed to test obedience — based on a target's story in the entertainment industry.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When we miss the red flags that a boss or co-worker is high conflict, we may find ourselves in a downward spiral of loss: health, finances, relationships, confidence, self-worth, and more.
But it's never too late to see a toxic work situation with more clarity and take action to change course.
We reveal the four red flags of bullying at work — and tools we can use to address the bullying.
Join me with Susan Forster, an expert in workplace communication, leadership, and cultural change. She's sought after by organizations to create healthy, thriving, resilient workplaces. She focuses on Internal Family Systems, high conflict personalities, and respectful and healthy workplaces.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Hollywood producer Scott Rudin — known for The Social Network and No Country for Old Men — is under fire for workplace abuse — both the illegal and legal kind. Throwing things, making racist remarks, overworking people, silencing workers, smearing workers when they leave — those are just some of the abusive behaviors he's gotten away with over the years. He stepped down, but will he finally be held accountable?
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Re-define your life at the Re-Define Virtual Summit on Saturday, April 17 and Sunday, April 18 from 10am-4pmET. Workplace abuse left you feeling angry, bitter, betrayed, and depressed. Find support and understanding in this two-day event so you can recover and live the life you deserve. The result: a life of purpose defined by you — and no one else. In this episode, I talk about day 3: healing from abuse at work and talk about the six sessions from our expert speakers. Learn more at http://www.redefineourselves.com.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Re-define your life at the Re-Define Virtual Summit on Saturday, April 17 and Sunday, April 18 from 10am-4pmET. Workplace abuse left you feeling angry, bitter, betrayed, and depressed. Find support and understanding in this two-day event so you can recover and live the life you deserve. The result: a life of purpose defined by you — and no one else. In this episode, I talk about day 1: navigating abuse at work and talk about the five sessions from our expert speakers. Learn more at http://www.redefineourselves.com.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
A group of first-year analysts at Goldman Sachs pulled back the curtain to show what's REALLY going on at the investment banking firm. And the way they did it went viral on social and garnered the attention of The New York Times. In this episode, I talk about the two sides of the debate on whether or not it's workplace abuse (we don't need to guess which side I'm on). I also touch on the common overlap of incompetence and abuse.
Read the analysts' presentation: https://drive.google.com/file/d/1jyeu-wvS3Z10xQ0BlMIDOkh_INoP_Nnb/view
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Targets of workplace abuse report that their unions don't generally do to bat for them when it comes to going up against the abuse of power. But collective action is a key tool for targeted employees, and unions provide for that collective action. The PRO Act would give unions more power to help the employees they're designed to serve. In this episode, I talk about what the PRO Act will do if the Senate passes it and President Biden signs it.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The COVID-19 vaccine will present challenges for employers: can they require employees to get vaccinated? If not, what happens when employees isolate an employee who isn't vaccinated? In this episode, I talk about what challenges some employees may face when remote employees head back into offices — and what employers should do about those challenges.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Getting legislation passed can be a long haul. But the process doesn't have to be overwhelming, The National Workplace Bullying Coalition is forming state teams across the country to introduce the anti-abuse Dignity At Work Act. In this episode, I walk you through the process to introduce legislation. We have a fantastic team of state team directors who can help with the rest of the process monthly.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The Dignity At Work Act is about granting our fundamental human right to dignity at work. Workplace abuse (or workplace bullying) often involves a person in power, such as a manager or supervisor, taking advantage of a less powerful employee.
What workplace abuse is Abuse of power is too often a symptom of implicit bias — a problem discrimination law stopped helping since the 1980s when courts moved from focusing on impact to intent. Intent is a high threshold that makes the law mostly ineffective at addressing bias and disrupting hierarchies at work that create haves and have-nots when those in power “other” people. More than 50 years after Title VII of the Civil Rights Act of 1964, white men still occupy the vast majority of power positions in the U.S. workforce.
Abuse may take the form of: Interpersonal abuse like public ridicule, disrespect, overwork, and overcontrol, including put-downs, screaming, excessive criticism, destructive gossip, false accusations, and other intimidating behavior. Organizational abuse like sabotage of your work, including impossible deadlines and workloads, micromanaging, removal of responsibilities without cause, purposeful inconsistent instructions, malicious schedule changing, withholding of information needed for your job, blowing off accomplishments, exclusion, taking credit for your work, invasion of your personal belongings, and giving bogus performance reviews to convince you you're a problem.
Why workplace abuse is a problem The abuse often leads to severe damage for targets, witnesses, families, communities, organizations, and society, including loss of esteem, anxiety, depression, heart disease, high blood pressure, psychosomatic illnesses, physical harm, PTSD, suicide ideation, economic losses, turnover, absenteeism, workplace violence, lost production, violence outside work, divorce, increased medical bills, and detachment from communities.
It costs employers billions of dollars annually.
One of the biggest problems with workplace abuse is public health care costs. Employers externalize health care costs when they ignore employee well-being internally. When abused targets leave unhealthy work environments, they become burdens of taxpayers. They’re frequently uninsured. When they get sick, they turn to ERs for care, where delivering primary care is not cost efficient. By the time they get there, their health has already deteriorated to a point where treatment expenses are far greater than earlier intervention would have been. This bill would incentivize employers to address employee well-being internally and not make it a public problem.
Numbers back up these problems. In his book Dying For A Paycheck (2018), Stanford professor Jeffrey Pfeffer says, "...the United States experiences about fifty-nine thousand excess deaths and about $63 billion in incremental costs annually compared to what would be predicted given its per capita income level. Considering the total toll previously estimated (of about 120,000 excess deaths and $180 billion in costs), our analyses indicate that about half of the deaths and about a third of the incremental costs from workplace conditions appear to be potentially preventable if the United States were more similar to other advanced industrialized economies." (p. 59, 60).
Prevention is both less expensive and more effective than remediation.
What the Dignity At Work Act will do If passed, the Dignity At Work Act would: Provide a cause of action for employees who suffer from workplace bullying. Hold employers accountable for abuse at work. Eliminate the need for proof of intent that renders discrimination law ineffective at disrupting social hierarchies at work. (White men still retain the vast majority of power positions in the U.S. workforce more than 50 years after Title VII of the Civil Rights Act of 1964. The Dignity At Work Act would strengthen protections for those who believe their mistreatment at work may be due to discrimination but can't prove it.) Create an incentive for employers to actually prevent, detect, remedy, and eliminate workplace bullying rather than wait for severe damage to take action. Protect low-wage workers who can't afford our pay-to-play legal system. How this bill differs from related legislation We can’t prove intent. We’ve learned from U.S. and international jurisprudence that it’s often impossible for targets to prove the bully’s intent, but the bullying still has negative impacts. Intent (general or specific) must not be one of the required elements for a claim of workplace bullying. Bullying scholars and legal practitioners both understand the difficulty of proving intent. As a result, intent is generally not included in the research definition of bullying and should not be included in the law. The Dignity At Work Act does not require targets of bullying to prove their bully’s intent.
Psychological and physical harm is only one aspect of damage. We’ve learned through U.S. harassment jurisprudence that targets should not have to suffer psychological or physical harm before they have a cognizable claim. As the EEOC has recently reiterated, we want to stop harassing behaviors as soon as possible. An effective bill must establish a standard of harm that mirrors the EEO laws that the hostile environment or the bullying itself is enough of a harm to have a cognizable claim. Just as the EEOC and the judicial system have recognized that a hostile environment caused by harassment based on a protected status is harmful to workers, the Dignity At Work Act recognizes the hostile environment created by bullying is also a harm that should have a legal remedy.
Legal action must be affordable to everyone. The majority of U.S. workers are unable to afford access to the pay-to-play legal system. An effective anti-bullying bill must account for this lack of access and provide access to remedies via a governmental agency. A governmental agency with enforcement and oversight of an anti-bullying law will be able to not only provide access to targets, but also provide regulations, enforcement guidance, and model policies for employers. Conflict resolution via a governmental agency will be more expeditious than litigation, prevent tying up already overburdened courts with additional litigation, and provide paths for mutually agreeable resolutions that will allow employers and employees to continue a productive working relationship. The Dignity At Work Act would assure targets several paths to remedies including access to a state agency with enforcement power and private litigation should targets choose that route.
Learn more at DignityAtWorkAct.org.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
RN Sheila Wilson started Stop Healthcare Violence (https://stophealthcareviolence.org/) to provide safer workplaces for nurses and other healthcare workers. In this episode, I talk with Sheila about this problem that affects far too many healthcare workers — and what we can do about it.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Abuse at work can come in many forms: Discrimination against independent contractors, volunteers, interns, fellows, and trainees Retaliation against workers who share wage information Employers interfering in union elections Constructive discharge (pushing workers out) Tying your healthcare to your job Paying you a non-livable wage Requiring you to stay silent when an employer pays you for their wrongdoings through a settlement Not treating you like a human by granting you bereavement leave Requiring you to waive your rights to accept the job Paying you below the minimum wage just because you make tips Giving you fewer than 14 days notice to work a shift, retaliating against you for requesting specific hours, requiring you to work back-to-back closing and opening shifts, and hiring new employees when you're looking for more hours available Stealing wages Not providing enough sick leave during COVID Not paying for some portion of leave when needing to care for a family member Verbal abuse, sabotage, and other forms of abuse of power that violate a worker's right to dignity
In this episode, I talk about proposed legislation across the country that deals with these issues. Passing these bills will advance workers' rights in a culture where workers are treated like means to stuff higher-ups pockets rather than humans.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
If you've been bullied at work, you know how subtle and hidden toxic behaviors can be. The 2019 film The Assistant (now on Hulu) accurately shows signs of a toxic work culture, including what it feels like to experience one. In this episode, I talk about five ways this film shows how abuse at work stays hidden.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
If you worked in Boston in the 1970s, you may have known that a group of women clerical workers mobilized for better pay, advancement opportunities, and an end to sexual harassment. After organizing, they eventually formed the organization 9to5, which still exists today in several U.S. cities and inspired the hit film 9 to 5 starring Dolly Parton, Jane Fonda, and Lily Tomlin. In this episode, I talk about what's still happening today and the lessons we can take from those inspiring women clerical workers of Boston, including the importance of forming unions.
Read more about the new film: https://www.pbs.org/independentlens/films/9to5-the-story-of-a-movement/
See the screening schedule: https://www.pbs.org/independentlens/indie-lens-pop-up/screening-schedule/?film=9to5-the-story-of-a-movement
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Research shows the difference between healthy and toxic work cultures. In this episode, I share my top three signs based on my own experience in multiple jobs — and what we can do to navigate or heal from these toxic workplaces.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
In 1991, Anita Hill became a household name when she shared her story of sexual harassment by Supreme Court Justice nominee Clarence Thomas. Sexual harassment is a form of abuse of power and control at work, making it a common tactic for workplace abuse. In this episode, I talk about three aspects of Anita's story that follow the workplace bullying playbook as shown in the documentary ANITA on Apple TV Movies.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Often defined by our bullies, limiting beliefs can make us feel stuck after workplace abuse. In this episode, I talk about three common limiting beliefs after the trauma of workplace bullying — and what you can do about them.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Abuse at work can trigger feelings of shame from authoritarian or passive parenting. Once we process the pain from childhood that we deserved to feel seen and heard, we can detach from shame pushed onto us and reinforce our own moral codes. In this episode. I talk about these parallels and more resources to help you heal from workplace abuse.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Planned Parenthood Pennsylvania Advocates and the video company Twitch both dealt with workplace abuse in the past two weeks. But these two organizations handled it quite differently. In this episode, I detail what happened at each company and which steps are either key for change or promising.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Hollywood and the medical industry. We know they're both rampant with bullying, but now they're addressing it. In this episode, I talk about what's happening behind the scenes — and what still needs to be done to actually move the needle on the issue.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The Dignity At Work Act is THE strongest piece of legislation I've seen to hold employers accountable for abusing workers. And to change the status quo, we need a bill with teeth. In this episode, bill author and professor Jerry Carbo and I explain the need for the bill and how it fills gaps in the law — especially for those who suffer from discrimination but can't prove it. Learn more at DignityAtWorkAct.org.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
This week alone, I read or saw three stories in the media detailing workplace bullying (one in the form of discrimination and the other in the form of alleged sexual assault and worse). While the third story didn't use the term "workplace abuse" or "workplace bullying," I was glad to see the media give attention to this hidden epidemic. In this episode, I describe the stories as reported, talk about which aspects are textbook abuse, and share how you can get involved in holding employers accountable.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
How do you know if you've been through workplace bullying? What does it look like? And what's normal in the healing process that surprises targets of workplace abuse? In this episode, I walk you through both interpersonal and organizational bullying tactics designed to break you down — plus two unexpected steps of the healing process and what you can do to take your power back.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
We know politics on both sides of the aisle is full of toxic behavior. But during this week's events around the election, we saw blatant abuse tactics. In this episode, I talk about some of the more obvious tactics and how they compare to workplace bullying. They're tactics so obvious that they show the bully playbook in a simple form — and that we're not the problem.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Workplace abuse recovery can feel like a hopeless roller coaster of grief, mistrust, and despair that often eventually lead to hope and purpose. In this episode, I spoke with blogger Janice White of The Empowered Employee (https://theempoweredemployee.com/) about the top ten things that sucked the most about workplace abuse recovery, based on her blog post of the same name: https://theempoweredemployee.com/2020/04/11/3903/
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
In the U.S., we're in a culture where white, straight men still dominate the vast majority of power positions in the U.S. workforce. In other words, white, straight men are most likely to have power to abuse in the first place, leave everyone else more likely to suffer on this receiving end. In this episode, I talk about the group MOST likely get bullied at work — and why.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Sharing your workplace bullying doesn't just help other targets understand they're not alone when it's published. It helps you heal, even if you burn it afterwards. In this episode, I talk about why writing out your story helps you and other targets and how to construct your story for bloggers or reporters in 1-2 pages, including:
Where’d you work? What did you do? How did the bullying begin? What tactics were used? How’d it escalate? How did you feel? How did your employer react (or not react)? What was the impact on you? What was the impact on the organization? Why do you want workplace bullying legislation to pass? What advice do you have for others going through bullying at work?
If you'd like to share your story anonymously on DignityTogether.org or DignityAtWorkAct.org, email me at info@dignitytogether.org. If you'd like to share your story with reporters, even anonymously, find area reporters who've written about workers' rights or discrimination and email them your story.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The Karpman Drama Triangle is a tool for healthy communication. It can take you from persecutor/bully to challenger, victim to survivor/thriver, and rescuer/savior to coach. In this episode, I take you through the points of the triangle what you can do to move into healthy communication in each one.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
October is National Bullying Prevention Month! Find out what campaigns organizations are running across the country and what the National Workplace Bullying Coalition is doing for workers: http://www.workplacebullyingcoalition.org
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
If the Dignity At Work Act is the solution to moving the needle on creating safer workplaces, how do we pass it? In this episode, I reveal three major ways you can take a stand to pass workplace bullying legislation — and take it at any level of commitment either publicly or behind-the-scenes.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
What's your idea of justice after you've been bullied at work? In this episode, I'll break down what justice looks like in discrimination cases — and what justice can look like for targets of workplace bullying in a rigged game.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Life is all about relationships, and int his episode, Leadership Coach Lynelle Trigalet talks about how to put yourself in a healthy mindset. Lynelle works with individuals and organizations and can be reached at lynelle@lynelletrigalet.com.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When is blame toxic and when is it useful in helping you heal from a toxic environment at work? In this episode, I talk about Dr. Karin Huffer's 8 steps for avoiding the traumatic stress caused by the justice system and how those steps translate to traumatic stress caused by a workplace.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Sometimes the nuances of workplace bullying are hard to see. If it's not yelling, lying, or some other obvious form of abuse, the subtleties can leave you feeling confused. In this episode, I'll crack the code with 8 major signs your toxic boss is trying to wreak havoc on your life.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Employers say they uphold values, but when push comes to shove, they often do what it takes to avoid liability. We're talking abuse of power, and it undermines rights, gives the law not much teeth, and reinforces the very hierarchy that led to the claim in the first place. In this episode, I'll walk you through eight ways the authors of Rights on Trial say we can fix the "re-inscription of ascribed hierarchies."
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Marty, Thomas, and Malika are three Black workers who felt they were on the receiving end of racist and other discriminatory behavior at work. In this episode, they reveal the details of their versions of the mistreatment — and what's happened (or hasn't happened) in the aftermath.
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Abuse of power didn't end for Boston police officer Brenda James on June 8, 2012 when her supervisor wrangled a loaded firearm from her retention holster, putting her life on the line according to Brenda.
Members of the police department allegedly sabotaged Brenda through a series of errors and omissions over the course of eight years and counting.
The worst part: not a single authority stepped in to hold those white officers accountable. Not one.
Learn more: https://www.dignitytogether.org/blog/police-officer-endured-series-of-abuses-for-eight-years-after-management-error
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Boston police officer Brenda James began her career in the male-dominated, dangerous field in 1994. Her district was changing, becoming more inclusive and diverse. The police department adopted a different model of policing — “community policing” — developing partnerships and relationships with community members. Officer James was assigned to help carry out that mission. She was recognized for the work she did as a community service officer and then became a juvenile officer, a liaison between the police department and community – school officials, clergy, business-owners, social service agencies, and programs. She was involved in roundtable discussions, interventions, mediation, individual educational plans for students at risk, court advocacy for juvenile delinquents, and relationship-building with probation. She became certified to mediate and earned a masters degree in criminal justice from Boston University.
But all that work went down the drain when a higher-up targeted Brenda in 2011 and escalated the abuse to a traumatic event on June 8, 2012.
Learn more: https://www.dignitytogether.org/blog/police-officer-endured-series-of-abuses-for-eight-years-after-management-error
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
There's one MAJOR factor that keeps mostly white men in power and the rest of us out of it: stereotypes. And they're not just reinforced at work. They're reinforced in the courts, rendering discrimination law not powerful enough to disrupt social hierarchies at work.
That power results in a distinct hierarchy along demographics and income — aka how we as a culture value work as it relates to racial and gender stereotypes and how much comfort groups can experience with their incomes. Authors of the book Rights on Trial report this hierarchy of median incomes by demographic in 2014: Asian American men, $59,766 White men, $58,712 Asian American women, $48,419 White women, $44,236 African American men, $41,167 African American women, $35,212 Latino men, $35,114 Latina women, $30,329 (yes — that's about HALF the median income of Asian American men)
If you've been abused at work related to your race, gender, disability, age, or other demographic and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
If we look at the word "responsibility," we see it literally means ability to respond. That ability to respond to situations that serve or don't serve us is where our power lies. And if we take 100% radical responsibility for that power, we more clearly see our choices where we once had tunnel vision, focused on the injustice and the grief. In this episode, I talk about what it means to take radical responsibility for our lives.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
What does justice mean, even for those whose abuse falls under illegal discrimination? The authors of Rights on Trial took a deep dive into the wide variety of outcomes for plaintiffs and defendants in discrimination cases — and how the legal system is rigged to keep hierarchies at work intact.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
If we took passive approaches to our careers and lives, we'd look at job postings and see what we fit into. But if we took assertive approaches, we'd ask ourselves what we want to accomplish in life, where we want to be, what we want work to look like for us, and what first step we can take to get there. In her book Reinvention Roadmap, author Liz Ryan calls this step "getting altitude" — and it's a key step in taking back your life.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
How do we re-train our brains to process an attack? What root belief systems and thoughts can we shift to deflect mean comments? Emotional Intelligence Specialist and Founder of Positive EQ Kirsti Gwynn reveals the inner work we can do to not internalize others' projections. http://www.positiveeq.com
Kirsti leads the Unlocking Inner Strength: 3 Practices to Build Emotional Resilience mini-course in the six-month Healing Speaker Series: https://redefineourselves.com/healing-speaker-series/
Kirsti is dedicated to helping caring people to overcome anxious thinking so they can feel calm and content. She holds a masters in applied positive psychology and coaching psychology, with a background in counseling, and is passionate about using evidence-based positive psychology interventions in her work. Kirsti has worked with various charities, businesses, and schools to improve mental health and well-being.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Toxic employers pile manipulation onto manipulation. If they allow abuse to happen, they say they're against it but then vilify the target as soon as they know the details of the complaint. And they know courts will eat up this common and awful tactic.
It's a disgusting way of getting rid of liability.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When Dollar General marketing planning analyst Daniel Stone questioned the needs of frontline workers amid COVID-19, he found a target on his back. His speaking up ultimately led to his firing, but Daniel continues to mobilize workers to fight for their basic fundamental rights to dignity. In this episode, Daniel shares his story and his views on the cultural shift that's happening across the nation.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
When one demographic occupies the majority of power positions in the U.S. workforce, abuse of power through "othering people" becomes a tactic for retaining that power. In this episode, I talked about the culture of abuse of power with Dr. Tonisha Pinckney. Dr. Toni shares her experiences at work as a Black woman and her views on how race, gender, and other ways of "othering" play out in a hierarchical system.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
One way of healing from workplace abuse is advocating for what we value. Advocacy around the Dignity At Work Act (http://www.DignityAtWorkAct.org), workers' rights in general, and any issue that fires you up around abuse of power helps us heal from it.
Legislation isn't about eradicating an issue (though that would be nice). I mean, murder still happens.
It's about moving the needle on our work cultures.
Ask a woman who worked before 1980, when the Supreme Court finally recognized sexual harassment as a form of sex discrimination, what workplaces were like. She'll likely describe an environment where groping was acceptable, even normalized.
Our vision is to make abuse at work equally unacceptable so we can make a dent in creating a more fair culture.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Self-care isn't just about bubble baths and massages. So what exactly is it, and why is it so important? Expert Ellen Rondina guides us through what it REALLY is and why we need it.
Take her self-care assessment to see where you stand with self-care: http://www.ellenrondina.com/
Find out more with her free e-book: https://www.amazon.com/SELF-CARE-REVOLUTION-Sustainable-Resilience-Professionals-ebook/dp/B07D3LFHRG/ref=sr_1_3?crid=MJ7LJT1RBIKW&dchild=1&keywords=the+self+care+revolution&qid=1589470426&sprefix=self-care+revol%2Caps%2C164&sr=8-3
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Dignity At Work Act author, president of the National Workplace Bullying Coalition, and university professor Jerry Carbo has spent years researching workplace abuse and what laws abroad help protect worker dignity. On this episode, Jerry shares insights into what his vast experience taught him and how he's bringing that knowledge to fight for psychological safety for workers.
Advocates in more than 15 U.S. states hope to introduce this bill in 2021.
If you'd like to introduce the bill in your state, email info@dignityatworkact.org to be part of the growing movement. You'll will receive support every step of the way.
Read more about the bill, including the bill language: http://dignityatworkact.org/
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Amazon higher-ups fired Staten Island warehouse supervisor Chris Smalls after he spoke up about lack of protections for workers amid COVID-19. According to Smalls, higher-ups required all workers to report to work without PPE or take unpaid sick leave — leaving them to choose between a paycheck and their health. Infected workers risked infecting others, and healthy workers risked getting infected and spreading the virus.
Amazon's decisions beg the question: WHO exactly is standing together to flatten the curve?
In this episode, Chris shares his version of the story, despite Amazon higher-ups trying to make him look badly since the firing.
Read more: https://www.theguardian.com/commentisfree/2020/apr/02/dear-jeff-bezos-amazon-instead-of-firing-me-protect-your-workers-from-coronavirus
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Termination for wearing personal protective equipment in hallways. Lip service about protections in grocery stores. Lack of paid family leave, sick leave, or hazard pay. These tactics are just some of the ways employers ignore the well-being of their front-line workers amid the global pandemic.
The sad part is that these views were always there. They're not simply exposed on a grand scale that's creating a class war.
If you've been abused at work related to COVID-19 and would like to share your story anonymously, email info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
"I've always been driven by the idea that life is a state of mind. That's not to say that we don't have forces within us or that act upon us that can make life challenging. The idea is that, despite our circumstances, we always have the power to at the very least change our mind, change our perspective. When it comes down to it, we are the ones manufacturing our reality. Just like the choices that face Reagan in this show, sometimes we need to gather our courage and make the decisions that serve us best, even if that goes against status quo.” — Rebecca Kopycinski
Artist Rebecca Kopycinski created the immersive theater show Thotbot Implantation Center as a way to question our reality and our control over that reality. On this episode, this singer, filmmaker, and multimedia performance artist talks about her inspiration, the premise of the show and what we can learn from it, and how you can check it out for yourself.
Read more: https://www.wbur.org/artery/2019/06/26/is-your-thotbot-glitched-you-might-already-be-in-rebecca-kopycinskis-dystopian-extravaganza
Thotbot.me/ Reaganesthermyer.com/ Instagram: @ReaganEstherMyer
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
At-will employment means you're at the will of your employer. So your employer doesn't need just cause — or any cause at all — to terminate you so long as they don't discriminate against you. That's a pitiful foundation of rights for employees (meaning almost none). Find out what two Massachusetts legislators are doing to change the status quo and which single state already banned at-will employment (I would never have guessed).
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Children's book author Chad Hunter wrote Zack & the Zombie – No Bulliez Pleaze! as a way to open up the conversation about bullying with kids in a safe way. Find out what motivated him to write this book that led to his inspiring journey of sharing his message in his bullying-prevention, pro-empathy program “No Bulliez Pleaze!,” presented to more than 6,000 students and faculty in the Midwest.
Chad's able to deliver his message remotely. Contact him through ZackandtheZombie.com and find videos you can watch with your kids to start a discussion with them.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
While the COVID-19 outbreak shows a dire need for worker support, it exposes a need that's been there all along. Global crises aren't the only types of crises that shake up our lives. Personal and family crises can put us in critical situations that require more support.
Find out what support through proposed legislation (and some passed, but no more than 22 percent of the nation on any given bill) is important for all of our well-being — support we should've had all along.
State bills Contact your state legislators to ask them to move the bills forward in your state. If pro-employee bills have been proposed in your state for these topics (and more: at-will employment, bereavement leave, and paid FMLA), let us know by emailing info@endworkplaceabuse.com, and we’ll get the word out.
Abusive waivers A provision in a contract waiving a right or remedy relating to a claim of discrimination, nonpayment of wages or benefits, retaliation, or harassment in employment shall be void and unenforceable. Details vary by state. Massachusetts: S.1049. Email tovah.miller@masenate.gov and alexandra.kliger@masenate.gov to ask to move the bill forward.
Credit reports A person shall not use a consumer report in connection with or as a criterion for an employment purpose, request or procure a consumer report for employment purposes, or require an employee or applicant to answer a question about the contents of a consumer report or the information contained in it regarding credit worthiness, credit standing or credit capacity. Details vary by state. Massachusetts: S.2310. Email tovah.miller@masenate.gov and alexandra.kliger@masenate.gov to ask to move the bill forward.
Injured workers Protects injured works from unfair hiring and firing. Details vary by state. Massachusetts: S.2401/H.4174. Email tovah.miller@masenate.gov and alexandra.kliger@masenate.gov to ask to move the bill forward. You're invited to attend a briefing tomorrow, Tuesday, March 10, 1:30-2:30pm, Room 222 of the Massachusetts State House to learn more about the need to clarify and strengthen the workers' compensation anti-retaliation law. Presenters include injured workers who've suffered from employer retaliation, worker organizations and lawyers who represent workers denied access to medical care and workers' comp benefits, and workers' comp experts on how workers are shut out of the workers' comp system due to unscrupulous employer behavior.
Minimum wage Increases the minimum wage to $15 per hour. Rhode Island: S.2147. Ask your state legislators to move this bill forward. Find them at OpenStates.org.
Non-disclosure agreements (NDAs — used to silence targets and versions passed in Arizona, California, Illinois, Louisiana, Maryland, Nevada, New Jersey, New York, Oregon, Tennessee, Vermont, and Washington, while legislation has been proposed in Connecticut, Florida, Hawaii, Iowa, Kansas, Rhode Island, Texas, Virginia, and West Virginia) Would ban the use of non-disclosure agreements. Details vary by state. Iowa: H.110. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Kansas: H.2324. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Massachusetts: S.929. Email Joan.Lovely@masenate.gov to ask to move it forward. New Mexico: H.21. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Rhode Island: S.2140. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Texas: S.159. Ask your state legislators to move this bill forward. Find them at OpenStates.org. West Virginia: H.2050. Ask your state legislators to move this bill forward. Find them at OpenStates.org.
One fair wage (for tipped workers and versions passed in Alaska, California, Maryland, Montana, Nevada, Oregon, and Washington and proposed in Connecticut, New Mexico, North Carolina, Rhode Island, and Vermont) Would raise the minimum wage for tipped workers incrementally to require they're eventually paid the full minimum wage. Details vary by state. Massachusetts: S.1082/H.1617. Email samuel.larson@mahouse.gov to ask to move it forward. North Carolina: H.366. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Rhode Island: S.2143. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Vermont: H.429. Ask your state legislators to move this bill forward. Find them at OpenStates.org.
Overtime Updates salary thresholds for overtime work. Massachusetts: S.2313/H.4025. Email tovah.miller@masenate.gov and alexandra.kliger@masenate.gov to ask to move the bill forward.
Scheduling (for hourly workers and versions passed in Oregon plus a few major cities) Across the country, retail, food service, and hospitality workers are notified too late of their schedules, forced to work on-call and "clopening" shifts (closing followed by opening), and have their time outside of work repeatedly disrespected by their employers. This bill would allow workers the chance to build stable lives for themselves and their families. Fair Workweek legislation will ensure that workers in restaurants, retail establishments, and the hospitality industry would for the first time have the right to 14 days advance notice from the employer of scheduled hours, request specific hours without retaliation from the employer, a minimum rest period of 11 hours between shifts, be offered any additional available hours before an employer can hire a new employee to fill them, and collect unemployment benefits when an employer’s failure to comply with Fair Scheduling practices is the worker’s reason for leaving a job. Details vary by state. Massachusetts: S.1110/H.3809. Email samuel.larson@mahouse.gov to ask to move it forward.
Paid sick leave Mandates employer-paid sick leave. Details vary by state. Pennsylvania: S.13. Ask your state legislators to move this bill forward. Find them at OpenStates.org.
Wage theft (versions passed in Arizona, California, Florida, New York, and Oregon) Intended to discourage and penalize wage theft (not paying workers wages they’re owed). The bill would empower the attorney general and workers to hold accountable employers who commit wage theft or look the other way while it's happening by issuing stop work orders in wage theft cases and bring civil wage theft violations to court. It also provides workers greater protection from retaliation and allows workers and whistleblowers to also bring forward public enforcement actions in court. Details vary by state. Massachusetts: S.1066/H.1610. Email samuel.larson@mahouse.gov to ask to move it forward.
Workplace abuse Creates a legal claim for targets of workplace abuse who can prove they were subjected to abusive behavior and provides defenses for employers who act preventively and responsively to discourage frivolous claims. Details vary by state. Massachusetts: S.1072. Email tovah.miller@masenate.gov and alexandra.kliger@masenate.gov to ask to move the bill forward. New Jersey: S.633. Ask your state legislators to move this bill forward. Find them at OpenStates.org. New York: S.2261/A.7366. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Pennsylvania: H.1693. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Rhode Island: S.2092A. Ask your state legislators to move this bill forward. Find them at OpenStates.org and email these legislators to move it forward: sen-ciccone@rilegislature.gov, sen-cano@rilegislature.gov, sen-lombardi@rilegislature.gov, sen-delacruz@rilegislature.gov, sen-goldin@rilegislature.gov, sen-lawson@rilegislature.gov, sen-lombardo@rilegislature.gov, sen-miller@rilegislature.gov West Virginia: HB2062. Ask your state legislators to move this bill forward. Find them at OpenStates.org. Utah: HB12. Ask your state legislators to move this bill forward. Find them at OpenStates.org.
Know of any other pro-worker bills? Email me at info@dignitytogether.org.
Federal bills We can also push for other pro-employee bills with federal legislators.
BE HEARD Act (HR 2148) Bringing An End To Harassment by Enhancing Accountability and Rejecting Discrimination in the Workplace Act Current law doesn’t do enough to stop discrimination, particularly for the most vulnerable workers. To address the issue, the ACLU drafted Principles and Priorities for Legislative Action to Eliminate Workplace Harassment for Congress. The BE HEARD Act strengthens and broadens discrimination laws, removes barriers for targets, and helps employers create incentives and accountability for safe workplaces:
It extends protections to all. Title VII of the Civil Rights Act doesn’t address workers in small businesses. This law would cover all employees regardless of business size plus independent contractors, volunteers, interns, fellows, and trainees — and add LGBTQ workers as a protected class. It gives targets a fair chance in court. Case law requires that harassment be “severe or pervasive” to win in court, often unattainable and that groping may not even fall under. The bill outlines what conduct is and is not unlawful to give guidance to the courts who’ve historically excused abusive conduct, blocking justice, and preventing others from speaking up. It promotes transparency. Acts of discrimination are most often kept private, furthered with agreements that mandate arbitration rather lawsuits upon starting jobs. The bill would ban mandatory arbitration and non-disclosure agreements upon accepting a job. It restores protections for workers harassed by supervisors. The bill would make holding employers liable for supervisor harassment easier. It assists employers in creating harassment-free workplaces. The bill authorizes research and data collection and gives employers template policies, trainings, and surveys plus best practices.
Paycheck Fairness Act (HR 7) An effort to address the gender pay gap, the Paycheck Fairness Act holds employers accountable for retaliating against workers who share wage information and places the burden on employers to justify pay gaps. Workers can then sue for wage discrimination.
PRO Act (HR 2474) The PRO Act will empower workers to negotiate better wages, benefits, and working conditions while preventing employers from interfering in union elections and other workers’ rights violations through penalties. It will also override “right-to-work” laws that prevent unions from collecting dues from the workers they represent. (Unions are force that drives gender equality, higher wages, better benefits, and safer workplaces, but union membership is only 10 percent of the country’s workforce.)
Know of any other pro-worker bills? Email me at info@dignitytogether.org.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The legal system is a game that favors employers over employees. Listen to four major ways in which there's a huge asymmetry of power that give plaintiffs far less control and less support from their attorneys compared to employers.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
What do your values have to do with whether or not you'll keep your job at a company? I sat down with Janice White, blogger and founder of The Empowered Employee, to go over Cynthia Shapiro's book Corporate Confidential.
In her book, Shapiro reveals insights about what your employer won't tell you about how they really feel about you, what can kill your career, and how to become indispensable. Janice adds her "employee confidential" insights about what's missing from the equation when employers take specific approaches.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Legal representation is crucial for winning a legal case. But what happens when your race both affects your ability to search for a lawyer and lawyers' implicit bias in who they select as clients? In this episode, I dive into two major factors that influence the ability of people of color to obtain legal representation.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Favoritism. Sabotage. Removal of responsibilities.
It all happened to a superstar sales manager at a major corporation.
Listen to how she overcame the depression, her mindset now, and advice she has for targets of workplace abuse.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
How can you go from taking on other people's problems through worry and control — that doesn't solve anything — to detaching, taking on our own problems and only our own problems? In this episode, I talk with fellow workplace abuse expert Ms. Camay about detachment and how to stop trying to change things we can't, accept outcomes, and give ourselves the ok to enjoy life despite our unsolved problems. Ms. Camay is an expert and coach in navigating the legal aspects of workplace abuse, from negotiating a severance to how much to ask for. https://www.mscamayinternational.com/
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
How does an employee go from noticing bias or discrimination and reporting it to having their entire character and competence brought into question publicly? In this episode, I talk about how the conflict between employee and employer escalates based on the asymmetry of power, which re-enforces the social hierarchies based on demographics.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
Alright, so I'm a COMPLETE Survivor junkie, and this season brings together past Survivor winners from the past 39 seasons for Winners At War. I've been hoping to see this setup happen for a while.
In this episode, I look at the demographics of the first 39 seasons and how what happens reinforces our perceptions of social power.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The legal system re-inscribes the very hierarchies discrimination law was designed to attack, according to the mind-blowing book Rights on Trial.
No social change. Not much correcting discriminatory behavior at work. Simply more bias through the stereotyping that created the discrimination in the first place.
In this episode, I talk about seven ways the legal system re-discriminates, leaving not much changed since the Civil Rights Act of 1964.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
I spoke with Sarah Michelle, the CEO of HoneyMAP and creator of the Successful(ish) podcast, about ending identity crisis and redefining success.
Find out how she discovered imposter syndrome, how we can work through disqualifiers that lead us to imposter syndrome, and how we take control of the narratives in our heads.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
So here's the reality: most targets of workplace abuse, including illegal discrimination, don't file a claim. But when they do, around half settle with their employers. Why? Both sides want to avoid hefty legal fees, but employers have an added bonus: the merits of the case never get heard in court. To make sure the merits of the case never get heard ANYWHERE, they throw in a non-disclosure agreement (NDA), giving targets penalties for sharing their stories.
By using NDAs to protect their reputations, employers don't prevent serial abusers from continuing their damage by moving onto the next target. Think Harvey Weinstein. But it's also happening in our state governments, meaning your tax dollars support serial abuse — and get in the way of democracy.
A handful of states — Arizona, California, Illinois, Louisiana, Maryland, Nevada, New Jersey, New York, Oregon, Tennessee, Vermont, and Washington — passed bans on non-disclosure agreements to varying degrees. Known for being one of the most progressive states in the nation, Massachusetts isn't one of them. I spoke with Massachusetts State Senator Diana DiZoglio, who proposed legislation in Massachusetts to ban NDAs, about why it's crucial we ban them to protect targets of abuse of power and the myth around target confidentiality.
(Connecticut, Florida, Hawaii, Iowa, Kansas, Rhode Island, Texas, Virginia, and West Virginia have also proposed bans. Find out the bill numbers in your states and contact your state legislators to urge them to move the bill forward.)
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
A state worker with 16 years of service under her belt took over a higher level job — that a woman left — for three years without a pay increase. When she spoke up about her employer doing the right thing, her employer began what seemed a campaign to manage her out: withholding information, reprimanding her in a group meeting, removing responsibilities, ignoring emails for months, and moving her office.
Find out what happened, how it affected her, where she is now, and her reflections on the whole experience.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
The film Bombshell took viewers through the disturbing details of just how Fox News' Roger Ailes allegedly sexual harassed broadcast journalists Gretchen Carlson and Megyn Kelly. We know sexual harassment is just one type of abuse of power at work, and the film depicts Ailes using textbook tactics to exert his power. With co-host Seth Window, host of the Re-Define Summit, I dissect the top five ways Ailes abused.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy
What's this "screw the hierarchy" thing about? I'm talking about the social hierarchy that keeps white men in power positions at work and most of the rest of us out of them. We're left feeling robbed of our dignity, stuck in a state of anger, ruminating about what the hell happened, and desperately wanting to move forward with our lives.
In this episode, I paint a picture of the hierarchy from which only some benefit.
But it's not all doom and gloom. In this podcast, you'll find the validation and clarity you need to break free from the harmful effects of the hierarchy so you can heal from the trauma and re-define your life on your own terms — and no one else's.
Let's screw the hierarchy and give everyone the dignity at work we rightfully deserve.
If you feel like you need more help, I have a free guide to recovery steps at dignitytogether.org/targets and a signup for daily boosts through your inbox at the same place.
Facebook: @HierarchyPodcast Twitter: @ScrewHierarchy