(OP’s comment)
I’ve been in contact with quite a few LMG employees. Many have given me statements about the abuse and sexual harassment Madison endured while working there.
One of them also gave me a recording of this meeting that was never supposed to be released. This is my proof that I have talked to LMG employees and have sources inside. I post this as verification of that fact.
I cannot out these people or give direct quotes out of fear they will suffer consequences, but I hope they come forward publicly even if it means risking their careers.
I can tell you their accounts match hers. And even go into further detail. One person constantly was mentioned more than others, but she’s not naming names so I won’t either.
She is telling the truth.
This meeting kinda goes along with how she mentioned her being sexually harassed was regarded as he causing drama.
This meeting hits all the beats I would expect from a good corporate HR response. What is missing? How would you run the meeting differently?
Go talk to the person harassing you? Then your (possibly same person) boss?
No no no.
Not too mention the “dancing on the table” comment. Jesus Christ…
He gave generalized HR advice, and outlined three reasonable pathways to escalate a issue.
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Talk to the person you have a issue with (this is good general advice), solves many issues before they blow up.
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Escalate through a manager, requires more overhead and paperwork, but address times when you don’t want to talk to the person in 1.
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Go through the external HR organization for when 1,2 are insufficient.
This was good advice. It would have been nice had he explicitly said “If you the subject is your manager go through the external HR” - but the message is clearly there in the audio.