Isiah Thomas, sexual harassment and social enterprise
The jury in the Isiah Thomas/Madison Square Garden sexual harassment case is nearing a verdict, and it doesn't look good for the defense. And frankly, they deserve to lose. The conduct described from the stand by the defense itself was so egregious that the only its only hope was that celebrity and power would overcome the law.
What does this have to do with social enterprise? Plenty. Because charitable organizations view themselves through the lens of public benefit, they can actually be more resistant to acknowledging problems in their midst than pure for-profit business.
Here are three important lessons from the Isiah Thomas case that every manager should keep in mind:
What does this have to do with social enterprise? Plenty. Because charitable organizations view themselves through the lens of public benefit, they can actually be more resistant to acknowledging problems in their midst than pure for-profit business.
Here are three important lessons from the Isiah Thomas case that every manager should keep in mind:
- Don't fire the accuser. The MSG exec who boasted on the stand that he fired the accuser because she was bad for the organization--uhhhhh, no. Not a good move. This is textbook retaliation, and it's illegal.
- Don't promote people as an incentive for changing their testimony. Yes, MSG won a short-term victory by promoting the intern who had sex with Stephon Marbury. She changed her story soon afterwards, much to the delight of the defense. However, providing a positive job benefit in such circumstances can be as much a violation of sexual harassment law as firing an accuser. Should she so choose, the intern herself could file suit for being promoted as a quid-pro-quo. And she'd have a strong case.
- Don't view any executive as too important for the organization to punish. They're not. For example, the nonprofit that produces the Grammys indulged their highly paid prez for years despite widely circulated complaints regarding his behavior, to the detriment of the group's reputation in the industry and, yes, their fundraising. He eventually got fired, with high-dollar settlements for both him and two accusers. The whole debacle could have been avoided if the organization had disposed of him much earlier.
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$11.6 mil--Hard to believe MSG's legal department was so inept--or the execs too arrogant to listen to sound advice. Maryknoll requires managers attend annual seminars reviewing harassment and other labor law issues. Have noted a generation-gender gap when it comes to understanding what is legally inappropriate behavior.
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