Workplace Harassment in the Tech Industry
Why is Harassment so Prevalent in the Tech Industry?
Despite claims of progress, the tech industry continues to draw attention for frequently making news for workplace harassment, which often ranges from sexual harassment to gender inequality and even racism and ageism. Display of power is also a prominent drive in causing these inequalities to take place.
For a dominantly male industry, stories of women employees receiving lewd comments, unwanted physical contact, and even extreme sexual advances are familiar tales.
Of course, there are stories of men experiencing sexual harassment, too. The bottom line is that big tech has done a woeful job in preventing discrimination in the workplace for an industry that prides itself on supporting progressive causes and collectively working towards a greater good. One might even argue that workplace harassment is ingrained in tech industry culture.
So how can we act against this and work to create more respectful places of employment in the tech community? As a 501(c)(3) charitable nonprofit, Project WHEN (Workplace Harassment Ends Now) is dedicated to holistically attacking these problems. This page covers how tech industry leaders and employees can take a proactive approach in solving systemic harassment. You will also find a list of workplace harassment examples and cases in the tech industry at the bottom of this page.
Big Tech and smaller technology firms alike are affected by harassment, so what can employers do to prevent it?
The traditional outlook on workplace harassment in the technology sector
When it comes to combating workplace harassment, the reality for those working in the technology sector has been that victims typically need to learn about their recourse under the law and then assert themselves when some type of workplace discrimination has occurred. This puts the onus on victims to summon the courage to report these incidents of harassment to management or authorities.
Most medium and large tech companies do an adequate job of “checking the box” pertaining to compliance issues, such as conducting workplace sexual harassment training mandated by the state. The fact is that these activities can be viewed as a “bare minimum” when that is the extent of an organization’s effort to stem discrimination.
In an industry with such fierce demand for top talent, tech companies need to go above and beyond basic legal requirements to create engaging, destination workplaces that allow employees to bring their true selves to work. The traditional approach to tackling workplace discrimination is just not good enough anymore.
Taking a more proactive and holistic approach to fighting harassment in the technology industry
In recent years, technology companies have placed an emphasis on diversity, equity, and inclusion efforts. Wise internal HR and compliance practitioners will be able to connect the importance of a respectful workplace to these corporate endeavors by highlighting the impact harassment claims have on a company’s bottom line.
An area of opportunity for many tech employers is in communication and follow-through. There are countless tales of tech employees who reported an incidence of harassment or discrimination at work, where, no matter the number of reports made, zero actions were taken against perpetrators.
This inaction discourages victims from coming forward, especially with the fear that, with a company seemingly uninterested in protecting them, they may lose their standing or have their working conditions worsen if they speak out. More needs to be done to uproot the destructive practices in a work environment. Organizations can identify these causes by taking a holistic approach to examining the company’s work culture.
When it comes to culture, it is vital to cultivate a trusting relationship between all members of the organization. When there is trust, there is also an authentic sense of security. Employees will feel safe stepping into the workplace every day, knowing that the company has their back no matter what happens. This is connected to establishing a sense of accountability in the workplace.
To hold everyone accountable, it is important to articulate to all employees, staff, and the community that the organization is genuinely committed to creating a safe space for everyone.
By enrolling in the WHEN Organizational Certification, employers will be making a powerful declaration of their commitment to foster a harassment-free and respectful workplace. Importantly, this certification will guide enrollees through a step-by-step process of exploring the best practices for preventing all types of harassment.
We also believe that building a respectful work culture is the key to preventing workplace harassment. Advocating for this type of culture is most effective when it starts from leadership teams, cascading down to everyone in the community.
Sitting down in an intimate setting to discuss the challenges experienced by businesses today could be a great eye-opener, making stakeholders realize the significance of their role in the fight against harassment.
If this sounds like something that would benefit your organization, consider partnering with us to host a Project WHEN Roundtable within your company or local business community. We will work with you to create a forum where everyone feels safe to share their observations, ideas, and concerns about workplace harassment challenges and what can be done to overcome those.
What can tech industry employees do about harassment in the workplace?
Recognizing one’s role in the fight against this pervasive problem goes a long way. If disrespectful behavior is being overlooked or even tolerated, regardless of what industry it is — whether in the entertainment, sports, or education industry — then acknowledging this negligence is a crucial first step.
Many people, however, find it difficult to speak up about what they experienced or what they saw in fear of retaliation. Whether one is a victim or a bystander, harassment is unforgiving. It has a detrimental effect on everyone within its reach.
This is why awareness of employees’ rights under the law is essential. Victims and bystanders must realize that speaking up about harassment or discrimination is protected under federal and state laws. Take advantage of all the resources available to educate yourself on the problem. If the company is offering bystander training and other educational sessions to tackle harassment issues, make sure to count yourself in on the program.
If you are looking for additional resources and want to learn how the law offers protection to victims of different types of discrimination, refer to our resources to fight harassment in the workplace. This page contains our curated set of resources to help the public begin their journey towards awareness and advocacy.
Driving change in our places of employment may seem like a long and impossible feat, but everyone has the power to make a difference. If you are interested in leading your organization towards a more respectful work culture, pursuing WHEN™ Professional Certification can equip you with the necessary tools and knowledge that you need to be a workplace practitioner.
How does Project WHEN help?
Project WHEN is working hard to spread the important message and encourage organizations to create a more respectful work culture. While we believe that awareness is essential, having the means to help victims of harassment would have a considerable impact directly. It is why in addition to expanding our resources for companies and employees, we are working on establishing a victim support hotline.
We aim to offer support to victims by connecting them with someone who can guide them through what they can do to address the problem while being a pillar of emotional support. We hope to widen our reach and let everyone know that workplace harassment needs to end now, and if this is something one is battling with, help is available.
If you find value in this cause, consider supporting us by making a financial donation to help us further our work. As a 501(c)(3) nonprofit, we rely on financial support from corporations and individuals to enable us to continue on our critical mission of making workplaces everywhere more respectful. Donations made to us are tax-deductible.
Want to know about other ways that you can support us? Visit the following link to understand how you can get involved with Project WHEN.
Examples of Harassment in the Tech Industry
Stories of harassment, cases, and lawsuits are often seen in the news today. In terms of eliminating this systemic issue, we still have a long way to go. But many are also finding the courage to speak up about it in hopes of sparking change. Below are some examples of harassment in the Tech Industry.
Gender Discrimination and Retaliation at Google – 10/23/2023
Google has been ordered to pay over $1 million to Ulku Rowe, a Google Cloud engineering director who accused the company of gender discrimination and retaliation. Rowe alleged that Google hired her at a lower pay grade compared to less experienced men in similar roles and denied her a promotion in favor of a less qualified male colleague. A New York jury found Google guilty of gender-based discrimination and awarded Rowe $1.15 million, covering punitive damages and compensation for her distress. This verdict sends a strong message against workplace discrimination and retaliation, underlining the importance of addressing gender bias and workplace inequality in the tech industry.
Harassment and Retaliation at Altice – 6/21/2023
Chrismelle Castillo, an Optimum customer support agent, has filed a complaint against Optimum parent firm Altice, alleging workplace retaliation and revenge porn. Castillo apparently reported the harassment to a supervisor, who disregarded her and transferred her to her immediate supervisor. Optimum denied her request for a move and lowered her pay, accusing her of a pretextual breach connected to a previous incident. Altice has denied the allegations and stated that the lawsuit is based on false claims.
Harassment at Lab Zero – 4/5/2023
Board Members of Lab Zero were accused of harassment. Allegations of harassment were made against the board members, resulting in filing a lawsuit. However, the board members have recently won a reversal in the lawsuit, with the court overturning the previous ruling against them.
Sexual Harassment Allegations Against Chris Avellone – 3/25/2023
Renowned video game writer Chris Avellone has reached a settlement of millions of dollars in a lawsuit with two women who had accused him of sexual misconduct in 2020. Avellone released a statement indicating that the settlement included a substantial sum and that he had been fully exonerated of all allegations. The two accusers have also recanted their claims, stating that Avellone never engaged in any sexual abuse towards them. Avellone is widely recognized for his work on popular video game titles such as Fallout: New Vegas, Star Wars: Knights of the Old Republic 2, and others, establishing him as a prominent figure in the gaming industry.
Sexual Harassment at Squanch Games – 1/13/2023
Squanch Games co-founder pleaded not guilty to two felony charges from 2020; a former employee also sued the studio for sexual harassment by another developer. Justin Roiland, co-founder and CEO of Squanch Games, is facing two felony charges stemming from an incident in January 2020 with a partner he was dating. Roiland has been charged with felony domestic battery with bodily harm and false imprisonment through threat, violence, fraud, and/or deception. He pleaded not guilty to both charges in 2020, and his attorney told NBC that he expects the case to be dismissed.
Sexual Harassment at Rocksteady – 9/22/2022
Rocksteady is being investigated for allegations of sexual harassment. According to Eurogamer, former Rocksteady writer Kim MacAskill claims she once wrote a letter signed by ten out of sixteen women claiming that harassment and sexism were “out of control” at Rocksteady. MacAskill claims she lost her job unexpectedly and has since been offered a large sum of money to remain silent. The post concludes by saying that internal investigations into harassment are “crooked,” and that the studio must “take accountability” and “stop enabling bad behavior.” Rocksteady has firmly denied the allegations made by Eurogamer.
Sexual Harassment Allegations Against Gaming Coach Excellund – 8/25/2022
BLVKHVND, the newly crowned Pokemon Unite World Champions, have announced that they will be parting ways with coach Mike “Excellund” Lund Andersen immediately following an investigation into a sexual harassment incident. The group and the organization behind them made the decision to split up, and Excellund has yet to reply on any of his social media profiles.
Sexual Harassment and Gender Discrimination at Riot Games – 6/13/2022
Riot has been sued and accused of having a hostile workplace culture that includes sexual harassment and gender discrimination. The firm received criticism for using forced arbitration in response to these accusations. The CEO of Riot Games, Nicolo Laurent, is under investigation for allegations of sexual harassment and gender discrimination, according to a Riot Games
Gender Discrimination at Google – 6/12/2022
A class action lawsuit alleging gender discrimination against Google reached a settlement of USD 118 million. About 15,500 female workers who were allegedly underpaid and denied advancement on the basis of their gender are included in the class. The case will now move on to a hearing for preliminary settlement approval; if approved, the settlement will move on to final court approval.
Discrimination at Zendesk – 6/9/2022
Two discrimination lawsuits have been brought against Zendesk, claiming that the San Francisco-based provider of customer support software fosters a culture of sexual harassment and gender bias, favoring men over women in all areas, including parental leave, pay, and promotions. The lawsuits were brought after a former employee of Zendesk made headlines with claims that a supervisor told her in a video conference that the business would lose over a million dollars due to her decision to become a mother. One of the new lawsuits, which asks for class action status, was brought on behalf of four women who claim the business discriminates against women by routinely underpaying them compared to men.
Sexual Harassment and Race Discrimination at Edison – 6/2/2022
Alfredo Martinez and Justin Page claimed they were forced out of their jobs at Southern California Edison after complaining about persistent sexual and racial harassment at a South Bay office. A Los Angeles jury agreed, awarding them $440 million in punitive damages. In order to overturn the verdict, Edison officials declared that they would request a new trial.
Harassment at Activision Blizzard – 6/1/2022
On March 30, 2022, a federal court authorized the settlement of an EEOC complaint of sexual harassment against Activision Blizzard. Activision Blizzard was accused by the Equal Employment Opportunity Commission (EEOC) of violating Title VII of the Civil Rights Act of 1964, as amended, by engaging in unlawful employment practices that included sexual harassment, pregnancy discrimination, and/or related retaliation against employees.
Sexual Harassment at Microsoft – 5/27/2022
Several Microsoft executives have come under fire for allegedly acting inappropriately with staff members, including allegations of insults and sexual harassment. The leader of the company’s metaverse initiatives, Alex Kipman, is accused of watching inappropriate videos using his VR helmet before showing them on an external screen in a room full of coworkers. A Microsoft employee’s description of the picture as “VR porn” made individuals in the room uneasy, and several of them chose to leave.
Sexual Harassment Allegations at Space X – 5/20/2022
In 2018, Elon Musk allegedly paid US$250,000 to settle a sexual harassment claim made by an unidentified flight attendant aboard a private jet. She claimed Musk had exposed himself to her. The rocket company made the settlement out of court and included a nondisclosure agreement that prevented the flight attendant from speaking about it. Elon Musk refutes all his harassment claims in general, saying it’s a political attack amidst his contentious effort to buy Twitter.
Racial Discrimination at Google – 4/29/2022
Former Google diversity recruiter, April Curley, is suing the tech giant for discrimination. According to a class action filed in a federal court in California in March, Curly was often told that Google’s black employees were not culturally fit or “googly” enough and often received lower pay and no advancement opportunities. The lawsuit also claims Black employees were always asked to show their badge or proof of employment and often received harsher job reviews and stricter interview questions.
Gender Discrimination at Riot Games – 12/28/2021
Riot Games agreed to pay $100 million to settle a lawsuit alleging gender discrimination. In 2018, two now-former workers filed a complaint alleging gender discrimination, sexual harassment, and misconduct. It will pay $80 million to class-action suit plaintiffs from 2018, including hundreds of present and former California employees. Another $20 million will go toward the plaintiffs’ legal bills. The arrangement is still subject to final court approval, with a hearing scheduled in the coming months.
Sexual Misconduct at Match Group/ Tinder – 12/1/2021
Rosette Pambakian, a former vice president of marketing and communications at Tinder, claims that former Tinder and Match Group CEO Greg Blatt sexually assaulted her during a corporate holiday party. Greg Blatt denied the accusation and filed a defamation lawsuit against Pambakian. After years of litigation, Match Group settled the case along with the valuation lawsuit.
Sexual Harassment in Afiniti – 11/19/2021
Afiniti’s founder, Zia Chishti, resigned over sexual harassment allegations. According to Tatiana Spottiswoode, her former employee, Chisti pressured her into having sex with him on a business trip. Afiniti investors have requested an investigation.
Racism, Misogyny and Gender Discrimination at Amazon Web Services – 11/16/2021
Lawsuits filed against Amazon Web Services show a sexist, racist, and homophobic workplace environment. AWS employees signed an internal petition calling for an independent probe of the company. In response, AWS CEO Adam Selipsky affirmed to the petition’s authors that the company will conduct an investigation using outside counsel.
Harassment and Retaliation at Apple – 11/2/2021
Janneke Parrish, a former Apple employee who was fired after raising concerns about the company’s treatment of its workers through a movement dubbed #AppleToo, submitted allegations to the National Labor Relations Board, scrutinizing the iPhone maker’s labor practices, claiming that the company has not done enough to stop harassment in its workplace.
Sexual Harassment, Racism, Misogyny, and Retaliation at Cascade Investments – 10/18/2021
Michal Larson, Bill Gates’ wealth manager, allegedly harassed his employees. Some employees claim he showed nude images of women on the internet and made multiple sexually inappropriate comments to female colleagues. He also insulted a Black employee and retaliated against his employees. Larson denied the allegations.
Discrimination and Harassment at Blue Origin – 9/30/2021
Ally Abrams, former head of employee communications at Blue Origin, continues to battle the call for Jeff Bezos and his company to address its toxic and sexist work environment. Abrams, along with 21 others who are mostly former employees of the commercial spaceflight company, describes in an open letter the alleged toxic work culture of the company. Blue Origin has not responded to the specifics of the allegations and has released a statement that the company “has no tolerance for discrimination or harassment of any kind.”
Underpaid Employees at Google – 09/15/2021
More than 140 Google employees and subcontracted workers have signed a petition addressed to Google executives, demanding that the company pay back wages to temporary workers. The petition, organized by the Alphabet Workers Union (AWU), started after a report revealed that Google had knowingly and illegally underpaid thousands of temps for years.
Racism and Sexual Harassment at Yik Yak – 9/3/2021
Yik Yak, a controversial social networking app that focuses on anonymous, local contributions, announced its return on August 16. Yik Yak has been banned from several locations because of its racist and sexually harassing remarks and posts, which are made anonymously. This social media app has been prohibited at some schools, causing its popularity and value to drop.
Sexual Harassment at Alibaba – 8/13/2021
After repeated sexual misconduct allegations, Alibaba releases anti-sexual harassment measures and reshuffles leadership deck to prevent future incidents. The measures come after a female employee posted a note on the company’s internal discussion board about her supervisor falling victim to sexual assault. The supervisor in question, Wang Chengwen, has been fired, along with two senior executives who mishandled the case.
Discrimination at Amazon – 7/23/2021
Amazon has opened an investigation into allegations regarding the culture of its cloud-computing unit after an internal petition from more than 550 employees criticized it as having “an underlying culture of systemic discrimination, harassment, bullying and bias against women and under-represented groups.”
Sexual Harassment and Discrimination at Activision Blizzard – 7/22/2021
California sues Activision Blizzard following a two-year investigation that found out female employees of the video game company have been discriminated against in terms of compensation, promotion, and termination, while constantly being subjected to rape jokes, inappropriate behavior from male employees, and retaliation, among other different forms of harassment.
Systemic Sexual Harassment at Ubisoft – 7/18/2021
Ubisoft faced a collective lawsuit filed by French union Solitaires Informatique, who alleges the publisher is guilty of systematic sexual harassment. The lawsuit names high-ranking executives of the company and includes Ubisoft’s CEO Guillemot, holding him responsible for the actions of his company’s leaders.
Racism and Bias at Google – 07/16/2021
Amr Awadallah, Google Cloud’s vice president of developer relations, resigned following the publication of a LinkedIn manifesto on Israeli-Palestinian relations and his fiercely antisemitic history. Google, like other technology companies, has seen an increase in internal conflict in recent years. Employees have responded to allegations of prejudice and sexual harassment.
Sexual Harassment and Hostile Work Environment at Sony Electronics Inc. – 5/30/2021
Jennifer Pochue sued Sony Electronics in 2020 and her lawsuit allegations included sexual harassment and discrimination, retaliation, and wrongful termination. However, early this year, Pochue dropped her lawsuit against Sony Electronics Inc. The report did not say whether a settlement was made or whether Pochue decided not to pursue the action for other reasons.
Sexual Harassment at Nissan North America – 5/29/2021
LaTanya Wyatt, a project manager for Nissan North America Inc., who alleges she was sexually assaulted and harassed by a senior manager, can pursue a hostile work environment and retaliation claim. Wyatt accused Walter Mullen of sexual harassment. According to Wyatt, Mullen led her to a hotel room under pretenses and attempted to embrace her. In other instances, she was also exposed to unwanted touching.
Discrimination and Harassment at Microsoft – 5/19/2021
Internal Microsoft complaints reveal how women who worked there were “ignored, harassed, and degraded.” According to the class-action complaint filed by previous employees, the company discriminated against women in terms of compensation and promotions. In response, Satya Nadella, the CEO of Microsoft, said that the business will reform its process for dealing with employee complaints of harassment and discrimination in the workplace.
