Based on my own childhood, I expected the question that my daughter, about 10 or 11 at the time, blurted out one day in the car to be at least a couple of years away.
You know the one, the big question, about where babies come from and I didn’t sugar coat it with tales of cabbage patches or storks. She needed the truth and I’m not sure she was buying it when her jaw dropped and her eyes widened. She had one word for what she’d been told.
“Ewwwwwwwwwwww,” was her response, which pretty much sums up in general allegations of impropriety, assault and all the nasty stuff we’re hearing out of Hollywood, media and politics these days.
It didn’t come up in that initial conversation, but as she got older, we did have conversations about many of the topics being brought up by the #MeToo movement, which last week was named Time magazine’s Person of the Year, if a movement can be named a person, but it’s apparently a collective thing.
You can read more here.
Discussion is always positive when dealing with such vile behaviour and while we think – and hope – that none of that is happening where we work, it doesn’t necessarily have to be about abuses of power or assault.
Sometimes, even what we think is an innocuous comment is just the opposite to others as this MP discovered. The backlash can be severe, embarrassing and even lead to legal action.
So is it time to have a chat about such topics at your place or employment or establish a zero tolerance policy in the wake of the recent allegations? That’s the topic of this week’s GNN Poll.
You can vote below or on the GNN home page and please feel free to expand your thoughts in the Comments section below.
In the wake of recent allegations, is it time for your place of employment to discuss sexual improprieties, assault and comments and establish a zero tolerance policy?
- YES (88%)
- NO (12%)