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Sexist and homophobic jokes from teammates. Should I approach my Scrum Master or Manager?
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I belong to a team of engineers and I have been often hearing sexist, racist, homophobic and transmisogynist jokes from some of them.
At first they have been telling it to themselves, which I don't mind as long as they're far away from my hearing but lately they have been doing this during our team meetings and gatherings.
As an LGTBQIA+ member, I have always been frustrated and uncomfortable whenever I attend team meetings with them because the jokes will always be there which causes me to do my best to spend less time with them. It does not actually interfere with my individual work but the thought of hearing them spewing offensive and tasteless jokes hinders me from being in a room with them interacting.
This has been bothering me for months now. Should approach my scrum master or manager about this issue?
professionalism communication colleagues ethics gender
edited Jan 9 '15 at 15:32
jmort253♦
10.4k54376
 |Â
show 4 more comments
up vote
22
down vote
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I belong to a team of engineers and I have been often hearing sexist, racist, homophobic and transmisogynist jokes from some of them.
At first they have been telling it to themselves, which I don't mind as long as they're far away from my hearing but lately they have been doing this during our team meetings and gatherings.
As an LGTBQIA+ member, I have always been frustrated and uncomfortable whenever I attend team meetings with them because the jokes will always be there which causes me to do my best to spend less time with them. It does not actually interfere with my individual work but the thought of hearing them spewing offensive and tasteless jokes hinders me from being in a room with them interacting.
This has been bothering me for months now. Should approach my scrum master or manager about this issue?
professionalism communication colleagues ethics gender
edited Jan 9 '15 at 15:32
jmort253♦
10.4k54376
8
Does your company have any kind of employee handbook or guidelines against discriminatory behaviour/harassment? Because those kinds of jokes could well fall within those guidelines. And they shouldn't be making those kinds of comments regardless of whether a QUILTBAG+ is nearby or not. I'll bet there are more people around who also don't like it, but who also feel uncomfortable speaking out.
– Jenny D
Jan 7 '15 at 14:32
10
No, you are not selfish to want to be able to feel comfortable and safe at work.
– Kai
Jan 7 '15 at 16:42
2
Just for clarification, can you define "sexist, racist, homophobic and transmisogynist jokes". Is their behaviour something that a ["reasonable person" ](en.wikipedia.org/wiki/Reasonable_person) would find offensive, or is this an issue of sensitivity on your behalf?
– user9158
Jan 8 '15 at 5:24
2
I'm not trying to be bold but, in the USA if you tell a joke around a co-worker and they take offense, it's considered verbal harassment. It's also sexual harassment if the joke has sexual content.
– Nathan Goings
Jan 9 '15 at 5:22
2
Why not ask your coworkers first (to stop)? Skipping that step and directly going the 'official' or 'legal' way may not be smart.
– Jan Doggen
Jan 15 '15 at 10:03
 |Â
show 4 more comments
up vote
22
down vote
favorite
up vote
22
down vote
favorite
I belong to a team of engineers and I have been often hearing sexist, racist, homophobic and transmisogynist jokes from some of them.
At first they have been telling it to themselves, which I don't mind as long as they're far away from my hearing but lately they have been doing this during our team meetings and gatherings.
As an LGTBQIA+ member, I have always been frustrated and uncomfortable whenever I attend team meetings with them because the jokes will always be there which causes me to do my best to spend less time with them. It does not actually interfere with my individual work but the thought of hearing them spewing offensive and tasteless jokes hinders me from being in a room with them interacting.
This has been bothering me for months now. Should approach my scrum master or manager about this issue?
professionalism communication colleagues ethics gender
edited Jan 9 '15 at 15:32
jmort253♦
10.4k54376
I belong to a team of engineers and I have been often hearing sexist, racist, homophobic and transmisogynist jokes from some of them.
At first they have been telling it to themselves, which I don't mind as long as they're far away from my hearing but lately they have been doing this during our team meetings and gatherings.
As an LGTBQIA+ member, I have always been frustrated and uncomfortable whenever I attend team meetings with them because the jokes will always be there which causes me to do my best to spend less time with them. It does not actually interfere with my individual work but the thought of hearing them spewing offensive and tasteless jokes hinders me from being in a room with them interacting.
This has been bothering me for months now. Should approach my scrum master or manager about this issue?
professionalism communication colleagues ethics gender
edited Jan 9 '15 at 15:32
jmort253♦
10.4k54376
edited Jan 9 '15 at 15:32
jmort253♦
10.4k54376
edited Jan 9 '15 at 15:32
jmort253♦
10.4k54376
edited Jan 9 '15 at 15:32
jmort253♦
10.4k54376
10.4k54376
asked Jan 7 '15 at 7:52
user31756
8
Does your company have any kind of employee handbook or guidelines against discriminatory behaviour/harassment? Because those kinds of jokes could well fall within those guidelines. And they shouldn't be making those kinds of comments regardless of whether a QUILTBAG+ is nearby or not. I'll bet there are more people around who also don't like it, but who also feel uncomfortable speaking out.
– Jenny D
Jan 7 '15 at 14:32
10
No, you are not selfish to want to be able to feel comfortable and safe at work.
– Kai
Jan 7 '15 at 16:42
2
Just for clarification, can you define "sexist, racist, homophobic and transmisogynist jokes". Is their behaviour something that a ["reasonable person" ](en.wikipedia.org/wiki/Reasonable_person) would find offensive, or is this an issue of sensitivity on your behalf?
– user9158
Jan 8 '15 at 5:24
2
I'm not trying to be bold but, in the USA if you tell a joke around a co-worker and they take offense, it's considered verbal harassment. It's also sexual harassment if the joke has sexual content.
– Nathan Goings
Jan 9 '15 at 5:22
2
Why not ask your coworkers first (to stop)? Skipping that step and directly going the 'official' or 'legal' way may not be smart.
– Jan Doggen
Jan 15 '15 at 10:03
 |Â
show 4 more comments
8
Does your company have any kind of employee handbook or guidelines against discriminatory behaviour/harassment? Because those kinds of jokes could well fall within those guidelines. And they shouldn't be making those kinds of comments regardless of whether a QUILTBAG+ is nearby or not. I'll bet there are more people around who also don't like it, but who also feel uncomfortable speaking out.
– Jenny D
Jan 7 '15 at 14:32
10
No, you are not selfish to want to be able to feel comfortable and safe at work.
– Kai
Jan 7 '15 at 16:42
2
Just for clarification, can you define "sexist, racist, homophobic and transmisogynist jokes". Is their behaviour something that a ["reasonable person" ](en.wikipedia.org/wiki/Reasonable_person) would find offensive, or is this an issue of sensitivity on your behalf?
– user9158
Jan 8 '15 at 5:24
2
I'm not trying to be bold but, in the USA if you tell a joke around a co-worker and they take offense, it's considered verbal harassment. It's also sexual harassment if the joke has sexual content.
– Nathan Goings
Jan 9 '15 at 5:22
2
Why not ask your coworkers first (to stop)? Skipping that step and directly going the 'official' or 'legal' way may not be smart.
– Jan Doggen
Jan 15 '15 at 10:03
8
8
Does your company have any kind of employee handbook or guidelines against discriminatory behaviour/harassment? Because those kinds of jokes could well fall within those guidelines. And they shouldn't be making those kinds of comments regardless of whether a QUILTBAG+ is nearby or not. I'll bet there are more people around who also don't like it, but who also feel uncomfortable speaking out.
– Jenny D
Jan 7 '15 at 14:32
Does your company have any kind of employee handbook or guidelines against discriminatory behaviour/harassment? Because those kinds of jokes could well fall within those guidelines. And they shouldn't be making those kinds of comments regardless of whether a QUILTBAG+ is nearby or not. I'll bet there are more people around who also don't like it, but who also feel uncomfortable speaking out.
– Jenny D
Jan 7 '15 at 14:32
10
10
No, you are not selfish to want to be able to feel comfortable and safe at work.
– Kai
Jan 7 '15 at 16:42
No, you are not selfish to want to be able to feel comfortable and safe at work.
– Kai
Jan 7 '15 at 16:42
2
2
Just for clarification, can you define "sexist, racist, homophobic and transmisogynist jokes". Is their behaviour something that a ["reasonable person" ](en.wikipedia.org/wiki/Reasonable_person) would find offensive, or is this an issue of sensitivity on your behalf?
– user9158
Jan 8 '15 at 5:24
Just for clarification, can you define "sexist, racist, homophobic and transmisogynist jokes". Is their behaviour something that a ["reasonable person" ](en.wikipedia.org/wiki/Reasonable_person) would find offensive, or is this an issue of sensitivity on your behalf?
– user9158
Jan 8 '15 at 5:24
2
2
I'm not trying to be bold but, in the USA if you tell a joke around a co-worker and they take offense, it's considered verbal harassment. It's also sexual harassment if the joke has sexual content.
– Nathan Goings
Jan 9 '15 at 5:22
I'm not trying to be bold but, in the USA if you tell a joke around a co-worker and they take offense, it's considered verbal harassment. It's also sexual harassment if the joke has sexual content.
– Nathan Goings
Jan 9 '15 at 5:22
2
2
Why not ask your coworkers first (to stop)? Skipping that step and directly going the 'official' or 'legal' way may not be smart.
– Jan Doggen
Jan 15 '15 at 10:03
Why not ask your coworkers first (to stop)? Skipping that step and directly going the 'official' or 'legal' way may not be smart.
– Jan Doggen
Jan 15 '15 at 10:03
 |Â
show 4 more comments
5 Answers
5
active
oldest
votes
up vote
27
down vote
accepted
The steps in a case like this are generally:
First directly ask the individuals to stop the behavior. Since they do it in meetings, I would ask them right then. The next time they make one of these jokes, say, "That makes me uncomfortable and it is offensive to me. Please stop making these kinds of jokes." Document the dates and times when you tell these individuals this and who you told.
The next step if they don't stop is to go to management (not the SCRUM Master but whoever is the actual official supervisor of these people) and tell him or her that you are uncomfortable with the behavior, that you have asked them to stop and they did not. (Don't be surprised if they actually escalate the behavior.) If the manager is supportive, give him a chance to fix the behavior. Document the date of the meeting and what you asked for, what the supervisor said and what actions if any he said he would take.
If the manager is not supportive or the issue is not fixed within a couple of weeks, go to HR and tell them that you are in a hostile work environment and name the names of the people who engage in the behavior and and show them your documentation of how you have tried to handle it.
If no one in management or HR is willing to put a stop to this behavior, it is time for you to move on to a less hostile environment. So then I personally would start looking for another job. Be sure to tell them that is why you left when you put in your notice.
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
14
It's offensive to straight people too, so you should be able to complain without outing yourself, although that is still a danger.
– thursdaysgeek
Jan 7 '15 at 16:51
suggest improvements |Â
up vote
12
down vote
I assume that they are going to hire more individuals of the wrong race, gender or sexual orientation going forward. Bigotry is ignorant and stupid, and your management probably doesn't want to provide a business environment where open, public displays of ignorance and stupidity are tolerated. Because like it or not, tolerance amounts to acceptance - that the acceptance in question is passive doesn't matter, and acceptance amounts to legitimization. And what if some of those who are spreading these jokes are making their way into management without ever been told that their behavior is wrong? The promotion of this hostile environment is going to do nothing to help retain staff, especially since you never know who is married to whom and who has friends and family members - including blended families -in these categories.
If you work here, then you have the right to say that you are offended - much more right to say that you are offended than they have right to offend. In fact, they have no right to offend and neither do you. Again, I hate the word "approach" - just go to your Scrum Manager and tell your Scrum Manager, and tell your Scrum Manager what it is about this joking that's offensive to you. And be done with your telling the Scrum Manager.
I personally am in none of the categories that the jokes are about, unless the jokes are also about Asians, which is very unlikely. Nevertheless, I believe that people should be treated with respect and fairness and I would have been offended if I heard such jokes. So those who are spreading these jokes would be offending a lot more people than they think they do.
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
7
The hostile environment, to the point where one avoids sharing a room with the others, may also hinder information sharing among the team and general effectiveness when you're working together. If nothing else, that should be something that the Scrum Master/Manager cares about.
– Hazel
Jan 7 '15 at 12:20
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up vote
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You could try a direct approach, but that depends on the likely reaction of those involved, maybe they don't realise their behaviour is unacceptable, and a simple request may change things.
If you aren't happy doing that, or fearful of the result, there are two ways to approach this depending on how you actually feel and want:
- If you only want the team to stop the jokes in scrum ceremonies (standup, retrospectives etc) approach the scrum master, it is their job to keep ceremonies on track and focused, and you can argue these jokes are distracting that without getting into a discussion about whether certain jokes are acceptable.
- If you want it to stop generally, you need to escalate it up the chain of command. Even if it is only you who is offended, that is still unacceptable, and you need some support from authority.
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
2
I don't agree with the second statement. The OP must first try to solve the issue by approaching each and every offending team member, politely and determinate. Maybe repeated times, because sometimes one might forget. If the OP sees no result at all, or a pejorative result, then it's time to call management.
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:07
2
@djechelon You prefer the approach that takes forever for whatever reason. Once I decide that it needs to get done, it gets done. And I don't care who gets squirms and who squeals and whose feelings get bruised. It has to be done, and there is no need for me to be nice and sweet about it. So right up to the management the complaint goes.
– Vietnhi Phuvan
Jan 7 '15 at 16:22
Surely if you can't handle that properly, it will take forever. But in my environment, bypassing direct talking for escalation is considered a bad practice by management itself. I simply don't agree that one, fearful of the result, won't even try a direct approach and opt for an escalation. It's unfair to me. I do believe @HLGEM's answer is great ("first direct ask the individuals...")
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:46
2
In my environment and I'd say in most corporate environments around NYC, escalation gets results. Fast. In New York State, employers are required BY LAW to provide a non-hostile environment. It is not the job of any one employee to provide a non-hostile work environment, it is clearly the responsibility of the management. Your management is punting. Since I have the law on my side, I have even less reason to spend my working hours hashing stuff with the culprits thenjemploymentlawfirm.com/…
– Vietnhi Phuvan
Jan 7 '15 at 18:46
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up vote
2
down vote
In some cities/states, sexual orientation is a protected class like race or gender. In such a place, this is clearly a "hostile work environment". I would first ask the people to stop. If they don't, then start a diary with names and dates. Keep this diary at home, or in your purse/murse/briefcase.
Read Corporate Confidential at home before approaching your boss or HR. HR does not work for you, their job is to protect the company.
In the past, when I've been around such coworkers, I take 2 different tactics. One tactic (shame) is to turn it around by saying things like "really? You wouldn't say that about a black person would you? Or are you that bigoted?" Another (taking the bite out of the remarks) is to camp it up and set the dial to 11. Such as telling a man who is saying a homophobic remark something like "oh hun, you just haven't met the right man yet." It takes time to determine what works better for each person.
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
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up vote
2
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It is very important, at least at first, not to set up a situation where you are seen to be in opposition to the rest of the team. You will have more success if they see you as one of the gang. It is human nature to be more easily persuaded by appeals from within the tribe than from without.
When I encountered a team like the one you describe, I sent a message to the whole team, including the manager, briefly explaining why some occasional behaviour by the team was unwise and that people should be more careful. I pointed out that it would be better to change behaviour before a new and less forgiving team member took offense and created a lot of grief for everybody. I received no reply and nobody ever discussed it with me, but the sexist comments stopped.
Ideally, people would be nice because they see the value of being nice, not fearful of consequences, and I would rather have appealed to their better natures. For this reason, the above approach may be considered passive-aggressive or cowardly by some who think such behaviour should be countered head-on. To be clear, I am not suggesting you should pretend you are not offended by their comments - there is no need to compromise your integrity - only that you do not make your personal feelings the main issue. Diplomacy first.
Of course, if that doesn't work then kick up a massive stink. Fight the good fight, for there is honour and much fun to be had. But be prepared for the bigots not to like you.
answered Jan 9 '15 at 16:42
mikeagg
35413
1
Like it's an awful tragedy if bigots don't like you :)
– Vietnhi Phuvan
Jan 10 '15 at 18:47
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5 Answers
5
active
oldest
votes
5 Answers
5
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
27
down vote
accepted
The steps in a case like this are generally:
First directly ask the individuals to stop the behavior. Since they do it in meetings, I would ask them right then. The next time they make one of these jokes, say, "That makes me uncomfortable and it is offensive to me. Please stop making these kinds of jokes." Document the dates and times when you tell these individuals this and who you told.
The next step if they don't stop is to go to management (not the SCRUM Master but whoever is the actual official supervisor of these people) and tell him or her that you are uncomfortable with the behavior, that you have asked them to stop and they did not. (Don't be surprised if they actually escalate the behavior.) If the manager is supportive, give him a chance to fix the behavior. Document the date of the meeting and what you asked for, what the supervisor said and what actions if any he said he would take.
If the manager is not supportive or the issue is not fixed within a couple of weeks, go to HR and tell them that you are in a hostile work environment and name the names of the people who engage in the behavior and and show them your documentation of how you have tried to handle it.
If no one in management or HR is willing to put a stop to this behavior, it is time for you to move on to a less hostile environment. So then I personally would start looking for another job. Be sure to tell them that is why you left when you put in your notice.
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
14
It's offensive to straight people too, so you should be able to complain without outing yourself, although that is still a danger.
– thursdaysgeek
Jan 7 '15 at 16:51
suggest improvements |Â
up vote
27
down vote
accepted
The steps in a case like this are generally:
First directly ask the individuals to stop the behavior. Since they do it in meetings, I would ask them right then. The next time they make one of these jokes, say, "That makes me uncomfortable and it is offensive to me. Please stop making these kinds of jokes." Document the dates and times when you tell these individuals this and who you told.
The next step if they don't stop is to go to management (not the SCRUM Master but whoever is the actual official supervisor of these people) and tell him or her that you are uncomfortable with the behavior, that you have asked them to stop and they did not. (Don't be surprised if they actually escalate the behavior.) If the manager is supportive, give him a chance to fix the behavior. Document the date of the meeting and what you asked for, what the supervisor said and what actions if any he said he would take.
If the manager is not supportive or the issue is not fixed within a couple of weeks, go to HR and tell them that you are in a hostile work environment and name the names of the people who engage in the behavior and and show them your documentation of how you have tried to handle it.
If no one in management or HR is willing to put a stop to this behavior, it is time for you to move on to a less hostile environment. So then I personally would start looking for another job. Be sure to tell them that is why you left when you put in your notice.
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
14
It's offensive to straight people too, so you should be able to complain without outing yourself, although that is still a danger.
– thursdaysgeek
Jan 7 '15 at 16:51
suggest improvements |Â
up vote
27
down vote
accepted
up vote
27
down vote
accepted
The steps in a case like this are generally:
First directly ask the individuals to stop the behavior. Since they do it in meetings, I would ask them right then. The next time they make one of these jokes, say, "That makes me uncomfortable and it is offensive to me. Please stop making these kinds of jokes." Document the dates and times when you tell these individuals this and who you told.
The next step if they don't stop is to go to management (not the SCRUM Master but whoever is the actual official supervisor of these people) and tell him or her that you are uncomfortable with the behavior, that you have asked them to stop and they did not. (Don't be surprised if they actually escalate the behavior.) If the manager is supportive, give him a chance to fix the behavior. Document the date of the meeting and what you asked for, what the supervisor said and what actions if any he said he would take.
If the manager is not supportive or the issue is not fixed within a couple of weeks, go to HR and tell them that you are in a hostile work environment and name the names of the people who engage in the behavior and and show them your documentation of how you have tried to handle it.
If no one in management or HR is willing to put a stop to this behavior, it is time for you to move on to a less hostile environment. So then I personally would start looking for another job. Be sure to tell them that is why you left when you put in your notice.
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
The steps in a case like this are generally:
First directly ask the individuals to stop the behavior. Since they do it in meetings, I would ask them right then. The next time they make one of these jokes, say, "That makes me uncomfortable and it is offensive to me. Please stop making these kinds of jokes." Document the dates and times when you tell these individuals this and who you told.
The next step if they don't stop is to go to management (not the SCRUM Master but whoever is the actual official supervisor of these people) and tell him or her that you are uncomfortable with the behavior, that you have asked them to stop and they did not. (Don't be surprised if they actually escalate the behavior.) If the manager is supportive, give him a chance to fix the behavior. Document the date of the meeting and what you asked for, what the supervisor said and what actions if any he said he would take.
If the manager is not supportive or the issue is not fixed within a couple of weeks, go to HR and tell them that you are in a hostile work environment and name the names of the people who engage in the behavior and and show them your documentation of how you have tried to handle it.
If no one in management or HR is willing to put a stop to this behavior, it is time for you to move on to a less hostile environment. So then I personally would start looking for another job. Be sure to tell them that is why you left when you put in your notice.
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
edited Apr 27 '16 at 21:01
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
answered Jan 7 '15 at 15:48
HLGEM
133k25226489
133k25226489
14
It's offensive to straight people too, so you should be able to complain without outing yourself, although that is still a danger.
– thursdaysgeek
Jan 7 '15 at 16:51
suggest improvements |Â
14
It's offensive to straight people too, so you should be able to complain without outing yourself, although that is still a danger.
– thursdaysgeek
Jan 7 '15 at 16:51
14
14
It's offensive to straight people too, so you should be able to complain without outing yourself, although that is still a danger.
– thursdaysgeek
Jan 7 '15 at 16:51
It's offensive to straight people too, so you should be able to complain without outing yourself, although that is still a danger.
– thursdaysgeek
Jan 7 '15 at 16:51
suggest improvements |Â
up vote
12
down vote
I assume that they are going to hire more individuals of the wrong race, gender or sexual orientation going forward. Bigotry is ignorant and stupid, and your management probably doesn't want to provide a business environment where open, public displays of ignorance and stupidity are tolerated. Because like it or not, tolerance amounts to acceptance - that the acceptance in question is passive doesn't matter, and acceptance amounts to legitimization. And what if some of those who are spreading these jokes are making their way into management without ever been told that their behavior is wrong? The promotion of this hostile environment is going to do nothing to help retain staff, especially since you never know who is married to whom and who has friends and family members - including blended families -in these categories.
If you work here, then you have the right to say that you are offended - much more right to say that you are offended than they have right to offend. In fact, they have no right to offend and neither do you. Again, I hate the word "approach" - just go to your Scrum Manager and tell your Scrum Manager, and tell your Scrum Manager what it is about this joking that's offensive to you. And be done with your telling the Scrum Manager.
I personally am in none of the categories that the jokes are about, unless the jokes are also about Asians, which is very unlikely. Nevertheless, I believe that people should be treated with respect and fairness and I would have been offended if I heard such jokes. So those who are spreading these jokes would be offending a lot more people than they think they do.
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
7
The hostile environment, to the point where one avoids sharing a room with the others, may also hinder information sharing among the team and general effectiveness when you're working together. If nothing else, that should be something that the Scrum Master/Manager cares about.
– Hazel
Jan 7 '15 at 12:20
suggest improvements |Â
up vote
12
down vote
I assume that they are going to hire more individuals of the wrong race, gender or sexual orientation going forward. Bigotry is ignorant and stupid, and your management probably doesn't want to provide a business environment where open, public displays of ignorance and stupidity are tolerated. Because like it or not, tolerance amounts to acceptance - that the acceptance in question is passive doesn't matter, and acceptance amounts to legitimization. And what if some of those who are spreading these jokes are making their way into management without ever been told that their behavior is wrong? The promotion of this hostile environment is going to do nothing to help retain staff, especially since you never know who is married to whom and who has friends and family members - including blended families -in these categories.
If you work here, then you have the right to say that you are offended - much more right to say that you are offended than they have right to offend. In fact, they have no right to offend and neither do you. Again, I hate the word "approach" - just go to your Scrum Manager and tell your Scrum Manager, and tell your Scrum Manager what it is about this joking that's offensive to you. And be done with your telling the Scrum Manager.
I personally am in none of the categories that the jokes are about, unless the jokes are also about Asians, which is very unlikely. Nevertheless, I believe that people should be treated with respect and fairness and I would have been offended if I heard such jokes. So those who are spreading these jokes would be offending a lot more people than they think they do.
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
7
The hostile environment, to the point where one avoids sharing a room with the others, may also hinder information sharing among the team and general effectiveness when you're working together. If nothing else, that should be something that the Scrum Master/Manager cares about.
– Hazel
Jan 7 '15 at 12:20
suggest improvements |Â
up vote
12
down vote
up vote
12
down vote
I assume that they are going to hire more individuals of the wrong race, gender or sexual orientation going forward. Bigotry is ignorant and stupid, and your management probably doesn't want to provide a business environment where open, public displays of ignorance and stupidity are tolerated. Because like it or not, tolerance amounts to acceptance - that the acceptance in question is passive doesn't matter, and acceptance amounts to legitimization. And what if some of those who are spreading these jokes are making their way into management without ever been told that their behavior is wrong? The promotion of this hostile environment is going to do nothing to help retain staff, especially since you never know who is married to whom and who has friends and family members - including blended families -in these categories.
If you work here, then you have the right to say that you are offended - much more right to say that you are offended than they have right to offend. In fact, they have no right to offend and neither do you. Again, I hate the word "approach" - just go to your Scrum Manager and tell your Scrum Manager, and tell your Scrum Manager what it is about this joking that's offensive to you. And be done with your telling the Scrum Manager.
I personally am in none of the categories that the jokes are about, unless the jokes are also about Asians, which is very unlikely. Nevertheless, I believe that people should be treated with respect and fairness and I would have been offended if I heard such jokes. So those who are spreading these jokes would be offending a lot more people than they think they do.
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
I assume that they are going to hire more individuals of the wrong race, gender or sexual orientation going forward. Bigotry is ignorant and stupid, and your management probably doesn't want to provide a business environment where open, public displays of ignorance and stupidity are tolerated. Because like it or not, tolerance amounts to acceptance - that the acceptance in question is passive doesn't matter, and acceptance amounts to legitimization. And what if some of those who are spreading these jokes are making their way into management without ever been told that their behavior is wrong? The promotion of this hostile environment is going to do nothing to help retain staff, especially since you never know who is married to whom and who has friends and family members - including blended families -in these categories.
If you work here, then you have the right to say that you are offended - much more right to say that you are offended than they have right to offend. In fact, they have no right to offend and neither do you. Again, I hate the word "approach" - just go to your Scrum Manager and tell your Scrum Manager, and tell your Scrum Manager what it is about this joking that's offensive to you. And be done with your telling the Scrum Manager.
I personally am in none of the categories that the jokes are about, unless the jokes are also about Asians, which is very unlikely. Nevertheless, I believe that people should be treated with respect and fairness and I would have been offended if I heard such jokes. So those who are spreading these jokes would be offending a lot more people than they think they do.
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
edited Jan 7 '15 at 9:23
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
answered Jan 7 '15 at 8:48
Vietnhi Phuvan
68.9k7118254
68.9k7118254
7
The hostile environment, to the point where one avoids sharing a room with the others, may also hinder information sharing among the team and general effectiveness when you're working together. If nothing else, that should be something that the Scrum Master/Manager cares about.
– Hazel
Jan 7 '15 at 12:20
suggest improvements |Â
7
The hostile environment, to the point where one avoids sharing a room with the others, may also hinder information sharing among the team and general effectiveness when you're working together. If nothing else, that should be something that the Scrum Master/Manager cares about.
– Hazel
Jan 7 '15 at 12:20
7
7
The hostile environment, to the point where one avoids sharing a room with the others, may also hinder information sharing among the team and general effectiveness when you're working together. If nothing else, that should be something that the Scrum Master/Manager cares about.
– Hazel
Jan 7 '15 at 12:20
The hostile environment, to the point where one avoids sharing a room with the others, may also hinder information sharing among the team and general effectiveness when you're working together. If nothing else, that should be something that the Scrum Master/Manager cares about.
– Hazel
Jan 7 '15 at 12:20
suggest improvements |Â
up vote
6
down vote
You could try a direct approach, but that depends on the likely reaction of those involved, maybe they don't realise their behaviour is unacceptable, and a simple request may change things.
If you aren't happy doing that, or fearful of the result, there are two ways to approach this depending on how you actually feel and want:
- If you only want the team to stop the jokes in scrum ceremonies (standup, retrospectives etc) approach the scrum master, it is their job to keep ceremonies on track and focused, and you can argue these jokes are distracting that without getting into a discussion about whether certain jokes are acceptable.
- If you want it to stop generally, you need to escalate it up the chain of command. Even if it is only you who is offended, that is still unacceptable, and you need some support from authority.
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
2
I don't agree with the second statement. The OP must first try to solve the issue by approaching each and every offending team member, politely and determinate. Maybe repeated times, because sometimes one might forget. If the OP sees no result at all, or a pejorative result, then it's time to call management.
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:07
2
@djechelon You prefer the approach that takes forever for whatever reason. Once I decide that it needs to get done, it gets done. And I don't care who gets squirms and who squeals and whose feelings get bruised. It has to be done, and there is no need for me to be nice and sweet about it. So right up to the management the complaint goes.
– Vietnhi Phuvan
Jan 7 '15 at 16:22
Surely if you can't handle that properly, it will take forever. But in my environment, bypassing direct talking for escalation is considered a bad practice by management itself. I simply don't agree that one, fearful of the result, won't even try a direct approach and opt for an escalation. It's unfair to me. I do believe @HLGEM's answer is great ("first direct ask the individuals...")
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:46
2
In my environment and I'd say in most corporate environments around NYC, escalation gets results. Fast. In New York State, employers are required BY LAW to provide a non-hostile environment. It is not the job of any one employee to provide a non-hostile work environment, it is clearly the responsibility of the management. Your management is punting. Since I have the law on my side, I have even less reason to spend my working hours hashing stuff with the culprits thenjemploymentlawfirm.com/…
– Vietnhi Phuvan
Jan 7 '15 at 18:46
suggest improvements |Â
up vote
6
down vote
You could try a direct approach, but that depends on the likely reaction of those involved, maybe they don't realise their behaviour is unacceptable, and a simple request may change things.
If you aren't happy doing that, or fearful of the result, there are two ways to approach this depending on how you actually feel and want:
- If you only want the team to stop the jokes in scrum ceremonies (standup, retrospectives etc) approach the scrum master, it is their job to keep ceremonies on track and focused, and you can argue these jokes are distracting that without getting into a discussion about whether certain jokes are acceptable.
- If you want it to stop generally, you need to escalate it up the chain of command. Even if it is only you who is offended, that is still unacceptable, and you need some support from authority.
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
2
I don't agree with the second statement. The OP must first try to solve the issue by approaching each and every offending team member, politely and determinate. Maybe repeated times, because sometimes one might forget. If the OP sees no result at all, or a pejorative result, then it's time to call management.
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:07
2
@djechelon You prefer the approach that takes forever for whatever reason. Once I decide that it needs to get done, it gets done. And I don't care who gets squirms and who squeals and whose feelings get bruised. It has to be done, and there is no need for me to be nice and sweet about it. So right up to the management the complaint goes.
– Vietnhi Phuvan
Jan 7 '15 at 16:22
Surely if you can't handle that properly, it will take forever. But in my environment, bypassing direct talking for escalation is considered a bad practice by management itself. I simply don't agree that one, fearful of the result, won't even try a direct approach and opt for an escalation. It's unfair to me. I do believe @HLGEM's answer is great ("first direct ask the individuals...")
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:46
2
In my environment and I'd say in most corporate environments around NYC, escalation gets results. Fast. In New York State, employers are required BY LAW to provide a non-hostile environment. It is not the job of any one employee to provide a non-hostile work environment, it is clearly the responsibility of the management. Your management is punting. Since I have the law on my side, I have even less reason to spend my working hours hashing stuff with the culprits thenjemploymentlawfirm.com/…
– Vietnhi Phuvan
Jan 7 '15 at 18:46
suggest improvements |Â
up vote
6
down vote
up vote
6
down vote
You could try a direct approach, but that depends on the likely reaction of those involved, maybe they don't realise their behaviour is unacceptable, and a simple request may change things.
If you aren't happy doing that, or fearful of the result, there are two ways to approach this depending on how you actually feel and want:
- If you only want the team to stop the jokes in scrum ceremonies (standup, retrospectives etc) approach the scrum master, it is their job to keep ceremonies on track and focused, and you can argue these jokes are distracting that without getting into a discussion about whether certain jokes are acceptable.
- If you want it to stop generally, you need to escalate it up the chain of command. Even if it is only you who is offended, that is still unacceptable, and you need some support from authority.
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
You could try a direct approach, but that depends on the likely reaction of those involved, maybe they don't realise their behaviour is unacceptable, and a simple request may change things.
If you aren't happy doing that, or fearful of the result, there are two ways to approach this depending on how you actually feel and want:
- If you only want the team to stop the jokes in scrum ceremonies (standup, retrospectives etc) approach the scrum master, it is their job to keep ceremonies on track and focused, and you can argue these jokes are distracting that without getting into a discussion about whether certain jokes are acceptable.
- If you want it to stop generally, you need to escalate it up the chain of command. Even if it is only you who is offended, that is still unacceptable, and you need some support from authority.
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
answered Jan 7 '15 at 13:54
The Wandering Dev Manager
29.8k956107
29.8k956107
2
I don't agree with the second statement. The OP must first try to solve the issue by approaching each and every offending team member, politely and determinate. Maybe repeated times, because sometimes one might forget. If the OP sees no result at all, or a pejorative result, then it's time to call management.
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:07
2
@djechelon You prefer the approach that takes forever for whatever reason. Once I decide that it needs to get done, it gets done. And I don't care who gets squirms and who squeals and whose feelings get bruised. It has to be done, and there is no need for me to be nice and sweet about it. So right up to the management the complaint goes.
– Vietnhi Phuvan
Jan 7 '15 at 16:22
Surely if you can't handle that properly, it will take forever. But in my environment, bypassing direct talking for escalation is considered a bad practice by management itself. I simply don't agree that one, fearful of the result, won't even try a direct approach and opt for an escalation. It's unfair to me. I do believe @HLGEM's answer is great ("first direct ask the individuals...")
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:46
2
In my environment and I'd say in most corporate environments around NYC, escalation gets results. Fast. In New York State, employers are required BY LAW to provide a non-hostile environment. It is not the job of any one employee to provide a non-hostile work environment, it is clearly the responsibility of the management. Your management is punting. Since I have the law on my side, I have even less reason to spend my working hours hashing stuff with the culprits thenjemploymentlawfirm.com/…
– Vietnhi Phuvan
Jan 7 '15 at 18:46
suggest improvements |Â
2
I don't agree with the second statement. The OP must first try to solve the issue by approaching each and every offending team member, politely and determinate. Maybe repeated times, because sometimes one might forget. If the OP sees no result at all, or a pejorative result, then it's time to call management.
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:07
2
@djechelon You prefer the approach that takes forever for whatever reason. Once I decide that it needs to get done, it gets done. And I don't care who gets squirms and who squeals and whose feelings get bruised. It has to be done, and there is no need for me to be nice and sweet about it. So right up to the management the complaint goes.
– Vietnhi Phuvan
Jan 7 '15 at 16:22
Surely if you can't handle that properly, it will take forever. But in my environment, bypassing direct talking for escalation is considered a bad practice by management itself. I simply don't agree that one, fearful of the result, won't even try a direct approach and opt for an escalation. It's unfair to me. I do believe @HLGEM's answer is great ("first direct ask the individuals...")
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:46
2
In my environment and I'd say in most corporate environments around NYC, escalation gets results. Fast. In New York State, employers are required BY LAW to provide a non-hostile environment. It is not the job of any one employee to provide a non-hostile work environment, it is clearly the responsibility of the management. Your management is punting. Since I have the law on my side, I have even less reason to spend my working hours hashing stuff with the culprits thenjemploymentlawfirm.com/…
– Vietnhi Phuvan
Jan 7 '15 at 18:46
2
2
I don't agree with the second statement. The OP must first try to solve the issue by approaching each and every offending team member, politely and determinate. Maybe repeated times, because sometimes one might forget. If the OP sees no result at all, or a pejorative result, then it's time to call management.
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:07
I don't agree with the second statement. The OP must first try to solve the issue by approaching each and every offending team member, politely and determinate. Maybe repeated times, because sometimes one might forget. If the OP sees no result at all, or a pejorative result, then it's time to call management.
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:07
2
2
@djechelon You prefer the approach that takes forever for whatever reason. Once I decide that it needs to get done, it gets done. And I don't care who gets squirms and who squeals and whose feelings get bruised. It has to be done, and there is no need for me to be nice and sweet about it. So right up to the management the complaint goes.
– Vietnhi Phuvan
Jan 7 '15 at 16:22
@djechelon You prefer the approach that takes forever for whatever reason. Once I decide that it needs to get done, it gets done. And I don't care who gets squirms and who squeals and whose feelings get bruised. It has to be done, and there is no need for me to be nice and sweet about it. So right up to the management the complaint goes.
– Vietnhi Phuvan
Jan 7 '15 at 16:22
Surely if you can't handle that properly, it will take forever. But in my environment, bypassing direct talking for escalation is considered a bad practice by management itself. I simply don't agree that one, fearful of the result, won't even try a direct approach and opt for an escalation. It's unfair to me. I do believe @HLGEM's answer is great ("first direct ask the individuals...")
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:46
Surely if you can't handle that properly, it will take forever. But in my environment, bypassing direct talking for escalation is considered a bad practice by management itself. I simply don't agree that one, fearful of the result, won't even try a direct approach and opt for an escalation. It's unfair to me. I do believe @HLGEM's answer is great ("first direct ask the individuals...")
– usr-local-ΕΨΗΕΛΩÎÂ
Jan 7 '15 at 16:46
2
2
In my environment and I'd say in most corporate environments around NYC, escalation gets results. Fast. In New York State, employers are required BY LAW to provide a non-hostile environment. It is not the job of any one employee to provide a non-hostile work environment, it is clearly the responsibility of the management. Your management is punting. Since I have the law on my side, I have even less reason to spend my working hours hashing stuff with the culprits thenjemploymentlawfirm.com/…
– Vietnhi Phuvan
Jan 7 '15 at 18:46
In my environment and I'd say in most corporate environments around NYC, escalation gets results. Fast. In New York State, employers are required BY LAW to provide a non-hostile environment. It is not the job of any one employee to provide a non-hostile work environment, it is clearly the responsibility of the management. Your management is punting. Since I have the law on my side, I have even less reason to spend my working hours hashing stuff with the culprits thenjemploymentlawfirm.com/…
– Vietnhi Phuvan
Jan 7 '15 at 18:46
suggest improvements |Â
up vote
2
down vote
In some cities/states, sexual orientation is a protected class like race or gender. In such a place, this is clearly a "hostile work environment". I would first ask the people to stop. If they don't, then start a diary with names and dates. Keep this diary at home, or in your purse/murse/briefcase.
Read Corporate Confidential at home before approaching your boss or HR. HR does not work for you, their job is to protect the company.
In the past, when I've been around such coworkers, I take 2 different tactics. One tactic (shame) is to turn it around by saying things like "really? You wouldn't say that about a black person would you? Or are you that bigoted?" Another (taking the bite out of the remarks) is to camp it up and set the dial to 11. Such as telling a man who is saying a homophobic remark something like "oh hun, you just haven't met the right man yet." It takes time to determine what works better for each person.
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
suggest improvements |Â
up vote
2
down vote
In some cities/states, sexual orientation is a protected class like race or gender. In such a place, this is clearly a "hostile work environment". I would first ask the people to stop. If they don't, then start a diary with names and dates. Keep this diary at home, or in your purse/murse/briefcase.
Read Corporate Confidential at home before approaching your boss or HR. HR does not work for you, their job is to protect the company.
In the past, when I've been around such coworkers, I take 2 different tactics. One tactic (shame) is to turn it around by saying things like "really? You wouldn't say that about a black person would you? Or are you that bigoted?" Another (taking the bite out of the remarks) is to camp it up and set the dial to 11. Such as telling a man who is saying a homophobic remark something like "oh hun, you just haven't met the right man yet." It takes time to determine what works better for each person.
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
suggest improvements |Â
up vote
2
down vote
up vote
2
down vote
In some cities/states, sexual orientation is a protected class like race or gender. In such a place, this is clearly a "hostile work environment". I would first ask the people to stop. If they don't, then start a diary with names and dates. Keep this diary at home, or in your purse/murse/briefcase.
Read Corporate Confidential at home before approaching your boss or HR. HR does not work for you, their job is to protect the company.
In the past, when I've been around such coworkers, I take 2 different tactics. One tactic (shame) is to turn it around by saying things like "really? You wouldn't say that about a black person would you? Or are you that bigoted?" Another (taking the bite out of the remarks) is to camp it up and set the dial to 11. Such as telling a man who is saying a homophobic remark something like "oh hun, you just haven't met the right man yet." It takes time to determine what works better for each person.
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
In some cities/states, sexual orientation is a protected class like race or gender. In such a place, this is clearly a "hostile work environment". I would first ask the people to stop. If they don't, then start a diary with names and dates. Keep this diary at home, or in your purse/murse/briefcase.
Read Corporate Confidential at home before approaching your boss or HR. HR does not work for you, their job is to protect the company.
In the past, when I've been around such coworkers, I take 2 different tactics. One tactic (shame) is to turn it around by saying things like "really? You wouldn't say that about a black person would you? Or are you that bigoted?" Another (taking the bite out of the remarks) is to camp it up and set the dial to 11. Such as telling a man who is saying a homophobic remark something like "oh hun, you just haven't met the right man yet." It takes time to determine what works better for each person.
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
answered Jan 7 '15 at 16:39
Tangurena
5,0301936
5,0301936
suggest improvements |Â
suggest improvements |Â
up vote
2
down vote
It is very important, at least at first, not to set up a situation where you are seen to be in opposition to the rest of the team. You will have more success if they see you as one of the gang. It is human nature to be more easily persuaded by appeals from within the tribe than from without.
When I encountered a team like the one you describe, I sent a message to the whole team, including the manager, briefly explaining why some occasional behaviour by the team was unwise and that people should be more careful. I pointed out that it would be better to change behaviour before a new and less forgiving team member took offense and created a lot of grief for everybody. I received no reply and nobody ever discussed it with me, but the sexist comments stopped.
Ideally, people would be nice because they see the value of being nice, not fearful of consequences, and I would rather have appealed to their better natures. For this reason, the above approach may be considered passive-aggressive or cowardly by some who think such behaviour should be countered head-on. To be clear, I am not suggesting you should pretend you are not offended by their comments - there is no need to compromise your integrity - only that you do not make your personal feelings the main issue. Diplomacy first.
Of course, if that doesn't work then kick up a massive stink. Fight the good fight, for there is honour and much fun to be had. But be prepared for the bigots not to like you.
answered Jan 9 '15 at 16:42
mikeagg
35413
1
Like it's an awful tragedy if bigots don't like you :)
– Vietnhi Phuvan
Jan 10 '15 at 18:47
suggest improvements |Â
up vote
2
down vote
It is very important, at least at first, not to set up a situation where you are seen to be in opposition to the rest of the team. You will have more success if they see you as one of the gang. It is human nature to be more easily persuaded by appeals from within the tribe than from without.
When I encountered a team like the one you describe, I sent a message to the whole team, including the manager, briefly explaining why some occasional behaviour by the team was unwise and that people should be more careful. I pointed out that it would be better to change behaviour before a new and less forgiving team member took offense and created a lot of grief for everybody. I received no reply and nobody ever discussed it with me, but the sexist comments stopped.
Ideally, people would be nice because they see the value of being nice, not fearful of consequences, and I would rather have appealed to their better natures. For this reason, the above approach may be considered passive-aggressive or cowardly by some who think such behaviour should be countered head-on. To be clear, I am not suggesting you should pretend you are not offended by their comments - there is no need to compromise your integrity - only that you do not make your personal feelings the main issue. Diplomacy first.
Of course, if that doesn't work then kick up a massive stink. Fight the good fight, for there is honour and much fun to be had. But be prepared for the bigots not to like you.
answered Jan 9 '15 at 16:42
mikeagg
35413
1
Like it's an awful tragedy if bigots don't like you :)
– Vietnhi Phuvan
Jan 10 '15 at 18:47
suggest improvements |Â
up vote
2
down vote
up vote
2
down vote
It is very important, at least at first, not to set up a situation where you are seen to be in opposition to the rest of the team. You will have more success if they see you as one of the gang. It is human nature to be more easily persuaded by appeals from within the tribe than from without.
When I encountered a team like the one you describe, I sent a message to the whole team, including the manager, briefly explaining why some occasional behaviour by the team was unwise and that people should be more careful. I pointed out that it would be better to change behaviour before a new and less forgiving team member took offense and created a lot of grief for everybody. I received no reply and nobody ever discussed it with me, but the sexist comments stopped.
Ideally, people would be nice because they see the value of being nice, not fearful of consequences, and I would rather have appealed to their better natures. For this reason, the above approach may be considered passive-aggressive or cowardly by some who think such behaviour should be countered head-on. To be clear, I am not suggesting you should pretend you are not offended by their comments - there is no need to compromise your integrity - only that you do not make your personal feelings the main issue. Diplomacy first.
Of course, if that doesn't work then kick up a massive stink. Fight the good fight, for there is honour and much fun to be had. But be prepared for the bigots not to like you.
answered Jan 9 '15 at 16:42
mikeagg
35413
It is very important, at least at first, not to set up a situation where you are seen to be in opposition to the rest of the team. You will have more success if they see you as one of the gang. It is human nature to be more easily persuaded by appeals from within the tribe than from without.
When I encountered a team like the one you describe, I sent a message to the whole team, including the manager, briefly explaining why some occasional behaviour by the team was unwise and that people should be more careful. I pointed out that it would be better to change behaviour before a new and less forgiving team member took offense and created a lot of grief for everybody. I received no reply and nobody ever discussed it with me, but the sexist comments stopped.
Ideally, people would be nice because they see the value of being nice, not fearful of consequences, and I would rather have appealed to their better natures. For this reason, the above approach may be considered passive-aggressive or cowardly by some who think such behaviour should be countered head-on. To be clear, I am not suggesting you should pretend you are not offended by their comments - there is no need to compromise your integrity - only that you do not make your personal feelings the main issue. Diplomacy first.
Of course, if that doesn't work then kick up a massive stink. Fight the good fight, for there is honour and much fun to be had. But be prepared for the bigots not to like you.
answered Jan 9 '15 at 16:42
mikeagg
35413
answered Jan 9 '15 at 16:42
mikeagg
35413
answered Jan 9 '15 at 16:42
mikeagg
35413
answered Jan 9 '15 at 16:42
mikeagg
35413
35413
1
Like it's an awful tragedy if bigots don't like you :)
– Vietnhi Phuvan
Jan 10 '15 at 18:47
suggest improvements |Â
1
Like it's an awful tragedy if bigots don't like you :)
– Vietnhi Phuvan
Jan 10 '15 at 18:47
1
1
Like it's an awful tragedy if bigots don't like you :)
– Vietnhi Phuvan
Jan 10 '15 at 18:47
Like it's an awful tragedy if bigots don't like you :)
– Vietnhi Phuvan
Jan 10 '15 at 18:47
suggest improvements |Â
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8
Does your company have any kind of employee handbook or guidelines against discriminatory behaviour/harassment? Because those kinds of jokes could well fall within those guidelines. And they shouldn't be making those kinds of comments regardless of whether a QUILTBAG+ is nearby or not. I'll bet there are more people around who also don't like it, but who also feel uncomfortable speaking out.
– Jenny D
Jan 7 '15 at 14:32
10
No, you are not selfish to want to be able to feel comfortable and safe at work.
– Kai
Jan 7 '15 at 16:42
2
Just for clarification, can you define "sexist, racist, homophobic and transmisogynist jokes". Is their behaviour something that a ["reasonable person" ](en.wikipedia.org/wiki/Reasonable_person) would find offensive, or is this an issue of sensitivity on your behalf?
– user9158
Jan 8 '15 at 5:24
2
I'm not trying to be bold but, in the USA if you tell a joke around a co-worker and they take offense, it's considered verbal harassment. It's also sexual harassment if the joke has sexual content.
– Nathan Goings
Jan 9 '15 at 5:22
2
Why not ask your coworkers first (to stop)? Skipping that step and directly going the 'official' or 'legal' way may not be smart.
– Jan Doggen
Jan 15 '15 at 10:03