Bright Compass creates inclusive and empowering campaign workspaces.
Training and educational programming on workplace harassment prevention to campaign staff
Consulting on development and implementation of effective campaign workplace policies
Campaign management consulting focused on strategic HR and campaign operations
About The Problem
According to a recent study, 81% of women and 44% of men have experienced sexual harassment at some point in their lives, with women of color being subjected to higher rates of harassment. Moreover, a 2016 Equal Employment Opportunity Commission (EEOC) study found that 70% of people don’t report incidents of workplace harassment to a supervisor or manager in the first place. Worse, 75% of people experience some form of retaliation from their employer. Although we would hope that the reality would be different on political campaigns, we know firsthand that harassment remains a pervasive problem in progressive workspaces. Several recent lawsuits and complaints --as well as the founding of a new Campaign Workers Guild to advocate for campaign employee rights -- prove that this will be an ongoing issue.
Why This Matters
Like other forms of discrimination, sexual harassment negatively impacts a person’s well-being, health, and productivity. As the Equal Employment Opportunity Commission notes, “the psychological effects of sexual harassment can rise to the level of diagnosable Major Depressive Disorder or PTSD. In addition to the potential for physical harm, sexual harassment can also cause negative mood, disordered eating, self-blame, reduced self-esteem, emotional exhaustion, anger, disgust, envy, fear, lowered satisfaction with life in general, and can lead to the abuse of prescription drugs and alcohol.”
Bright Compass is helping progressive campaigns eliminate the prevalence of workplace harassment and discrimination, thereby creating safe and healthier workspaces and employees. We agree with the EEOC that in order to address the problem effectively “at all levels, across all positions, an organization must have systems in place that hold employees accountable for this expectation. These accountability systems must ensure that those who engage in harassment are held responsible in a meaningful, appropriate, and proportional manner, and that those whose job it is to prevent or respond to harassment, directly or indirectly, are rewarded for doing that job well, or penalized for failing to do so.”