(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.
What I would expect:
- Don’t start the meeting by apologizing for being ‘boring and corporate’ as that sends out the wrong message.
- Don’t blame employees for bad company culture. A workplace where people are belittled, bullied, harassed, etc. doesn’t just spring into being, it emerges due to neglect of basic HR needs.
- Information on how you’ll evaluate and change procedures, because they obviously aren’t working.
- Some sort of acknowledgement of psychological harm that has been done by bullying, gossip, etc., instead of just describing it as ‘personal problems’.
- Don’t emphasize your own stated powerlessness. If you’re the CEO, that’s a devastating message for employees. If they get the impression that you’re not in control, they will absolutely not feel safe.