While men and women alike can be harassers, the reality is that men with power are far more likely than women to harass women (or men). What we have seen in Hollywood is a symptom of a societal problem. No industry is immune. While we have made progress in this area, we still have a long way to go. In particular, men with power must do more. It is not enough to refrain from unacceptable conduct and conduct is unacceptable long before it reaches assault or worse. Men with power must respond to harassing behavior that they see, hear or have reason to believe may exist. even if no complaint has been made. And they must do so without engaging in paternalism or re-victimization. What should men do (and not do)? How can women encourage more men to be forceful allies? Join this presentation for practical suggestions and recommendations.
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Jonathan A. Segal
Partner
Duane Morris, LLP
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Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.