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(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.

  • @drlecompte@discuss.tchncs.de
    3•1 year ago

    What I would expect:

    • Don’t start the meeting by apologizing for being ‘boring and corporate’ as that sends out the wrong message.
    • Don’t blame employees for bad company culture. A workplace where people are belittled, bullied, harassed, etc. doesn’t just spring into being, it emerges due to neglect of basic HR needs.
    • Information on how you’ll evaluate and change procedures, because they obviously aren’t working.
    • Some sort of acknowledgement of psychological harm that has been done by bullying, gossip, etc., instead of just describing it as ‘personal problems’.
    • Don’t emphasize your own stated powerlessness. If you’re the CEO, that’s a devastating message for employees. If they get the impression that you’re not in control, they will absolutely not feel safe.
    • @runjun@lemmy.world
      1•1 year ago

      I agree. It’s almost like it’s not HR briefing a serious topic. Maybe they should bring a 3rd party to evaluate their culture, procedures, and policies…