(OP’s comment)
I’ve been in contact with quite a few LMG employees. Many have given me statements about the abuse and sexual harassment Madison endured while working there.
One of them also gave me a recording of this meeting that was never supposed to be released. This is my proof that I have talked to LMG employees and have sources inside. I post this as verification of that fact.
I cannot out these people or give direct quotes out of fear they will suffer consequences, but I hope they come forward publicly even if it means risking their careers.
I can tell you their accounts match hers. And even go into further detail. One person constantly was mentioned more than others, but she’s not naming names so I won’t either.
She is telling the truth.
This meeting kinda goes along with how she mentioned her being sexually harassed was regarded as he causing drama.
That is an absolute disaster of a meeting. So much wrong there. Linus is 100% not trained for hr or equal opportunity.
FYI: if you aren’t trained for this or aren’t reading a script, DO NOT do an off the cuff meeting on it.
Especially if you’re the god damned boss.
This meeting hits all the beats I would expect from a good corporate HR response. What is missing? How would you run the meeting differently?
Some people have no experience in any office setting and are shooting their mouths off, and it shows. It’s just really easy to shit on whatever Linus says and does right now and watch all the nodding heads agree with you, even if there’s nothing wrong with it.
Not blame employees for your shitty work culture for starters. ‘If you don’t report it, we can’t know about it’ is a huge red flag.
Go talk to the person harassing you? Then your (possibly same person) boss?
No no no.
Not too mention the “dancing on the table” comment. Jesus Christ…
He gave generalized HR advice, and outlined three reasonable pathways to escalate a issue.
Talk to the person you have a issue with (this is good general advice), solves many issues before they blow up.
Escalate through a manager, requires more overhead and paperwork, but address times when you don’t want to talk to the person in 1.
Go through the external HR organization for when 1,2 are insufficient.
This was good advice. It would have been nice had he explicitly said “If you the subject is your manager go through the external HR” - but the message is clearly there in the audio.
Nice. 😉
I don’t understand why you are being downvoted. I mean, I wouldn’t call it a disaster so much as a “four seasons landscaping” vibe. Why is the (CVO?) giving a lecture (speech?) about HR reporting practices? This should have been done in a professional manner by an HR rep. Formal training would be pretty standard way to ensure all employees are aware of HR reporting policies and where to find reporting forms. I don’t know why Linus hasn’t been basically muzzled by his wife and other colleagues at this point. He needs to stop. He’s not the CEO, and he’s not HR. He should have been in the audience listening to an HR presentation at best.
EDIT: Jame’s comments should have grabbed the immediate attention of Linus, the CEO, Yvonne, and whoever is representing HR. It’s inappropriate, untimely, and tone deaf. And no one called him out for it.
Exactly.
Also lemmy.world must not be federating votes with kbin.social. Because I see my comment at 17-0.
Somewhere else they mention it was at the time of Linus being CEO.
That’s true. I misunderstood the timing of this video and thought it was much more recent. Linus was the CEO at the time, but most of my points still stand. Yvonne should have been the one to train employees because she was the head of HR at the time.