Dignity Together

Workplace psychological abuse is about power and control (think false accusations, exclusion, and job sabotage) that often result in anxiety, depression, PTSD, and even suicidal ideation. When we report abuse to HR or higher-ups, they typically ignore or retaliate against us as the toxic organization's goal is to avoid liability and position targets as the problem. This move adds to our betrayal trauma when those expected to help us and their organizations turn against us. Anti-discrimination law has been largely inadequate to help mistreated workers due to the need to prove intent. Yet workplace psychological abuse affects people of color and women at much higher rates because we operate in a system built on stereotypes to reinforce power. Workers can't always prove racism and sexism, but we can prove abuse. That's the loophole in the law to protect workers from abuse, even though focusing on behaviors would help people of color, women, and other workers who suffer from abuse of power. We've introduced the Workplace Psychological Safety Act (https://lnkd.in/eyRsgQPK) to hold employers accountable for abuse at work and to give more rights to workers, especially people of color and women. The bill gives targets legal recourse, goes after behaviors rather than discriminatory intent, gives employers realistic deadlines for addressing reported abuse, and requires employers to report rates of turnover, stress leave, and other data — so we can stop pretending these incidents are isolated and acknowledge the systemic discrimination and bias behind them. Take action: MA: https://bit.ly/3R7n5A2 MD: https://bit.ly/3I8aucM NY: https://bit.ly/3De5Sz8 OR: https://bit.ly/3ZZKVBQ

You focus on how on earth you’ll muster the energy to get up tomorrow to go to dodge the landmines or feel unstuck even out of the toxic workplace. You hold back tears on your way into work or feel like you can't move forward in the aftermath. What you REALLY want is to stand in your personal power. You want to put the wheels in motion to… ✅ Get yourself where YOU want to be: killing it on a collaborative winning team you love, heading up your own business you’re passionate about, taking a break in a survival job to re-charge — whatever serves your soul ✅ Know the truth behind what’s going on ✅ Have a solid grasp on what you deserve ✅ Use tools to understand and communicate your needs — because you’re the only part of the equation you can control ✅ Feel in control of your life again (even on a bad day) ✅ Know your values and purpose and sync them with all aspects of your life ✅ And all of THAT means embracing YOU: feeling seen, knowing you matter, embracing the fun, and living life on YOUR terms. I’m talking giving life a big HECK YES. (Laughing again, here you come.) The goal is to take a big step to understanding how to now define yourself according to YOUR values. It’s time to make it happen so you can move forward and become the CEO of Your Life. As a work healing coach and certified life coach, I will help you: ✅ Process your workplace abuse situation ✅ Explore your emotions ✅ Clarify your values ✅ Weigh your options ✅ Reduce stress ✅ Set boundaries ✅ Work through fears ✅ Determine your next steps ✅ Create a plan for re-defining your life Where will you be six months from now? Still feeling stuck or moving toward giving your gifts to the world and excited to wake up every morning? Schedule your 30-minute session: https://lnkd.in/eP8qQkw8 Take a bootcamp: https://lnkd.in/eHbsTg8

The workplace abuse playbook: 1. Workplace abuse typically begins when an insecure employee (the abuser) is threatened by the competence or demeanor of another employee. The abuser targets the unsuspecting employee to minimize and eliminate the perceived threat the employee poses to them. They try to convince the employee and others the target is incompetent and use persistent psychological abuse to control the narrative. Common tactics include false accusations, withholding vital information, exclusion, and sabotage. 2. In toxic work environments, when targeted employees report the psychological abuse to the proper workplace authorities, those authorities disregard complaints and mislead the targeted employee to believe there is a legitimate complaint process to remedy the problem. The institution becomes complicit in the abuse to avoid liability. Employers are not liable for psychological harm. Nor do they want to be. 3. The employer never alters the employee’s work environment. The emboldened abuser continues to mistreat the target without consequence or deterrent, while the employer unnecessarily prolongs the hollow complaint process. 4. After waiting for resolve, the targeted employee succumbs to the silent-killer stress of their work environment and voluntarily leaves due to health harm, is fired due to health harm, or dies. There is significant physical, mental, and emotional injury and long-term economic harm. Game over. The bully wins. Their perceived competition is gone. The employer wins. Their perceived threat of liability is gone. 5. The targeted employee had done nothing other than report inappropriate behavior. When they realize the second level of mistreatment, the institutional complicity of tampering with their life and their livelihood, trauma occurs. Then the employee further realizes there is no legal recourse for any of it. There is nothing they can do about it. Post-Traumatic Stress Disorder, suicidal ideation, and suicide are highly affiliated with these forms of workplace abuse. Video produced by Skye Beiter. Take action: https://lnkd.in/eX7ppwAy #EndWorkplaceAbuse

Employers are not liable for psychological safety nor do they want to be, which is why they ignore complaints and shift blame. Their ignoring of complaints further harms innocent employees who have done nothing other than ask their employer for a safe work environment free from all forms of abuse. Justice for Bonnie Nationwide Protest Then join us for a nationwide protest on Wednesday, January 8, 2025, as we stand in solidarity and demand Justice for Bonnie on the first anniversary of her needless death due to these inhumane and cruel workplace practices that operate under the radar of any form of accountability. It’s is no time to remain silent. Every one of the perpetrators, including the Board of Curators, remain in leadership positions at Lincoln University. We demand nothing short of a full independent investigation. RSVP: https://lnkd.in/e2-QJ7fN Sponsored by Clover Lane Media, LLC https://lnkd.in/egJSxyY9 and My Silence Is Not For Sale https://lnkd.in/eqEqkTXX #JusticeforBonnie

And yet so many are not trained to manage. https://lnkd.in/guGbfSb6

We've had enough of companies policing themselves. Sign the petition: https://lnkd.in/eWjVpxEH #EndWorkplaceAbuse

How does an employee go from noticing bias or discrimination and reporting it to having their entire character and competence brought into question publicly? In this episode, I talk about how the conflict between employee and employer escalates based on the asymmetry of power, which re-enforces the social hierarchies based on demographics. https://lnkd.in/en2iYujA #ScrewTheHierarchy

A nurse deals with a a series of abuses with a new director: https://lnkd.in/eRDgxnVf #EndWorkplaceAbuse

Sign the the petition: https://lnkd.in/eWjVpxEH #EndWorkplaceAbuse

Marketability for a new job is all about relieving higher-ups and your potential manager of pain. How will you solve their problems? How will your potential boss' work life improve just three months into filling the role?