Over the past several weeks, we’ve heard from members of Congress speaking out about the need to change sexual harassment policies on the Hill. While that change would be welcome to the staffers and female office holders who work there, it needs to go further. The positive developments in political work culture should also spread to the consulting firms who help get pols elected.
Take Alabama Senate hopeful Roy Moore, who continues to triple-down against the sexual harassment accusations from a growing number of women. What about the firms he’s hired to run his campaign? What’s the opinion of the women who work there?
Sexual harassment occurs in every industry, and the campaign industry is no exception. It’s time to take a deep-dive into the inequalities that keep victims silent and how to prevent these unwanted actions today, tomorrow, the next day, and every day.
A colleague of mine recently recalled a dinner meeting with her then-boss and a big pro-women candidate, who happened to be one of their firm's clients. Early in the evening, the candidate began touching my colleague’s hand and her arm — frequently. He went from touching her arm to putting his arm around her. By the time dinner was wrapping up, his hand was invading her thigh.
Her boss watched as she’d edged away from the candidate in her seat, even scooting her chair away at one point. Her boss said nothing, and did nothing to help her. Rather than protecting her and telling the candidate to stop, he enabled this unacceptable behavior to continue. She felt so violated that she scrubbed her skin raw in the shower that night.
When men in any industry hear about, or witness someone being sexually harassed, do not be complacent. Complacency enables, emboldens, and entitles harassers and abusers. Tell the abuser to stop immediately, that women are not objects.
There’s nothing sexy about sexual harassment. It's about power. Our industry continues to be heavily male-dominated, and all men have the responsibility to help stop inappropriate behavior – from sexual harassment and abuse to condescending put-downs, regardless of gender or orientation.
Our industry is unique in that we’re the ones who get people elected who can write stricter laws that may help curb sexual harassment, and help turn victims into survivors. But some of the candidates we work for make inappropriate comments and gestures to our staff. This is where creating a workplace culture that doesn’t accept this kind of behavior is key.
We all must hold harassers accountable and protect our staff. No account executive, producer or partner should have to work with a candidate or co-worker who makes them uncomfortable. As leaders in this industry, male and female, we must create a culture where our staff feels comfortable to tell us when sexual harassment occurs and trust that we’ll protect them. Afterward, we must respond swiftly and immediately. Sexual harassers must know their actions are unacceptable. Moreover, there are serious consequences, or should be, in any case.
And let’s eliminate a double standard. Don’t call out Sen. Al Franken or Roy Moore on Twitter for their inexcusable behavior, then head to a holiday party and smack a woman’s butt and joke about it.
We have more female candidates running for office than ever before, yet the number of females working on those campaigns and at consulting firms remains significantly low. The campaign industry is still very heavily male-dominated, especially when it comes to those in positions of power.
Sexual harassment comes from cultures of gender inequality. Increasing workplace parity is key to helping prevent sexual harassment in every industry. If you want to protect women, it goes far beyond punishing men. It’s about empowering women.
Cartney Renn McCracken is a founding partner of Control Point Group, a minority-owned Democratic consulting firm. McCracken sits on the Women Under Forty PAC Board and held a leadership position with Women in Government Relations, a professional development group.