These guidelines are ambitious, and we’re not always going to succeed in meeting them. When something goes wrong—whether it’s a microaggression or an instance of harassment—there are a number of things you can do to make sure the situation is addressed.
People Team members take concerns about this stuff seriously. We are here for you to discuss the problem and we will figure out what steps to take next. You can make a report either personally to Courtney/Director of People and Jenny/Compliance Manager anonymously. We’re keen to hear concerns about situations of any size and magnitude. In all cases, we will make every effort to stay in clear communication with anyone who reports a problem, maintaining confidentiality whenever possible.
Your lead probably knows quite a lot about the dynamics of your team, which makes them a good person to look to for advice. They should also be able to talk directly to the colleague in question if you feel uncomfortable or unsafe doing so yourself. Finally, your lead will be able to help you figure out how to ensure that any conflict with a colleague doesn’t interfere with your work.
For smaller incidents that might be settled with a brief conversation, you can choose to DM the person in question or set up a video chat to discuss how it affected you. Please use this approach only if you feel comfortable; you do not have to carry the weight of addressing these issues yourself. If you’re interested in this option but unsure how to go about it, try discussing with the People Team first—they will have advice on how to make the conversation happen and can also join you in a conversation.