RALLY’s Hot Take: It’s Our Culture that has to Change
Since the astonishing, or not so astonishing, news of Harvey Weinstein’s sexual predation was announced a few weeks ago, we’ve seen headline after headline made by courageous women coming forward to speak publicly about Weinstein and many other harassers and assaulters. It is a long-awaited moment in the entertainment industry for women, and men, who largely stayed silent in the shadows of this behavior for fear of the effect it would have on their careers and their lives.
Of course, we know this isn’t just an entertainment industry issue. It affects every working environment in which there is an inherent power dynamic. You only need look to industries like the service industry where women, largely single moms who rely on tips, face some of the most rampant sexual harassment and when they come forward there’s no heralding just the end of a paycheck.
So while everyone applauds this moment in Hollywood, the question we can’t help but ask is, “Will this change anything long term?” The RALLY take: only if there’s significant culture change. Some of us remember Anita Hill, who bravely called out behavior that at that point had been illegal since the mid-60s. She was alone, and the conversation quickly faded to ugly personal attacks on Ms. Hill and the into the shadows again.
But this moment has to be about more than punishing predators or even stronger laws and policies against harassment and assault — both are already against the law and stated policy in most workplaces. Real change won’t come until there is a cultural shift in what is acceptable behavior toward women, at all levels and in all workplaces. No small task when we’ve got the “Grabber in Chief” in the White House.
Our RALLY Hot Take on what’s needed right now:
1. Look to other successful changes in culture for a roadmap. From smoking to sorting recyclables, there are examples of culture change driving major behavioral changes when backed by serious investment in outreach, education, and repetition in popular culture. Clearly changing gendered power dynamics in workplaces is a whole different beast than convincing people to stop giving themselves lung cancer, but the imperative for culture change is the same, and we should learn what we can, where we can.
2. Start with where the power is. Bravo to every woman who has bravely told her #metoo story, to those who told their #yesallwomen story last year, and especially to those who’ve told their stories outside the cycles of big public moments. But every single woman shouting about this won’t make the dent that the men who work with us, care about us, and hold power can make. Men, it’s past time — stop tolerating. Communications and campaigns that engage men to do their part are a vital part of progress here.
3. Go corporate. There’s evidence that the current occupant of the White House has moved the lines of what’s acceptable for an alarming percentage of the population. But politicians don’t have a stranglehold on culture. Corporate America with their millions of advertising dollars and unparalleled connection to American identity have a huge role to play. See the Audi #DriveProgress ad, “Daughter,” as an example. Connecting good messaging to big resources that drive vital narratives is what corporate brands live and die by — they should be engaged in this conversation.
The women and men at RALLY stand with the brave women who have spoken out, and with those that can’t.
—
Lara Bergthold is a Principal at RALLY, an issue-driven communications firm that takes on sticky political and social problems and finds ways to push them forward.
