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Microsoft ceo fired for sexual harassment


The MeToo movement hasn't changed much in boardrooms across America. The majority of Microsoft ceo fired for sexual harassment — 57 percent — still haven't discussed sexual misconduct or sexism in the workplace, according to a February and March survey of board members and venture capitalists conducted by theBoardlist and Qualtrics.

Boards may believe sexual misconduct would never happen in the top tiers of their organization. Yet executive misconduct of any kind and systemic cultural issues like sexism are absolutely governance issues. So why wait to discuss the potential risk?

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Respondents to theBoardlist-Qualtrics survey said their boards hadn't discussed sexual misconduct or sexism because these issues are low priority, irrelevant or threatening to the CEO. However, a closer look at how companies are rebounding from MeToo reveals why all boards should discuss sexual harassment, despite initial misgivings. Many women now fill roles vacated by executives for sexual harassment or assault. Put a woman in charge. It gives a qualified woman the chance to lead.

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It subverts the power structure in traditionally male-led industries. And while it doesn't right the wrong, it signals something powerful to women in the workforce: You have an advocate at the top. Unfortunately the solution workplaces need is both more nuanced and more sweeping.

Consider the decision to appoint a woman to lead after an executive is ousted for sexual misconduct: How does the board make it clear she was chosen for her talents and experience, rather than as a token female leader tasked with cleaning up the mess? Even more importantly, how can boards help change the cultural norms that allow such transgressions to occur?

Hardy-Waller has extensive governance experience, most recently on the board of stewardship trustees for Englewood, Colo. Boards owe it to the employees of their organizations to engage their corporate compliance and HR committees in a review and refresh of sexual harassment policies and investigative procedures, as well as diversity and inclusion programs.

Ensuring governance policies are up-to-date creates a framework for boards to process potential sexual misconduct claims if needed, and, if an executive is dismissed, outline the qualities of the ideal candidate for the job and the organization.

Edward Howell, professor of public health sciences at the University of Virginia Microsoft ceo fired for sexual harassment Charlottesville.