The First Thing Every Woman Should Do Before Starting A New Job That Nobody Talks About

No one talks about the things many women do when starting a new job: Googling a new male boss or asking around to make sure they aren’t working for a creep. 

Unfortunately, the reality is that too many men are still using their positions of power to take advantage of young women. Sometimes, they just use it to have access to women who normally would want nothing to do with them. You may see male leaders hiring women who look and dress similarly over and over. That’s a red flag. Other times, male bosses may make sexual comments as a form of grooming to determine whether their female subordinates are open to a sexual relationship. Other men may require “dates” as part of the job. Worst of all, some male bosses are engaging in quid pro quo. For example, they may require a date in exchange for the employee to be able to attend a big meeting or a sexual favor for a promotion. These are issues that, by and large, men don’t have to worry about, but they are at the forefront of women’s minds when they start a new job.

For many of my clients who have already faced sexual harassment and left a job because of it, they are keenly aware of how devastating sexual harassment can be. I’ve also faced this problem in the workplace. I remember as a young attorney, leaving a job where I was being harassed by an older male partner. It impacted my ability to do my job. Suddenly, I was afraid to come in early or stay late, because this guy was always in the office. When I started looking for a new job, I researched each person I would be working with to gain an understanding of what kind of people I would be dealing with. 

First, research your new boss and your company. See whether there are any lawsuits filed against them, especially for sexual harassment, discrimination, or retaliation. Look at LinkedIn to see if you know anyone else who has or does work there. Ask for an accurate assessment of the culture. Alumni groups are also helpful for this.

Once you start the job, there are additional steps to take.

Ask for and read the sexual harassment policy. The lack of a sexual harassment policy is a huge red flag. 

Then, participate in the sexual harassment training. Does the organization take it seriously, or are jokes made by leadership to minimize the content, or worse, are people making sexual jokes during it?

If you do notice sexual jokes, repeated comments on your body, requests for dates, and so on, document everything. Keep a contemporaneous journal and screenshot evidence on work devices (rather than forwarding it to your personal email), as long as there is no policy against this. Do not wait until it is too late. Call a sexual harassment attorney for a free consultation. 

Too many clients call me when the sexual harassment has gone on for so long that it is seriously impacting them psychologically. Getting an assessment early on from an attorney about whether you are dealing with legal harassment can help guide you personally and professionally. No job is worth being subject to such harassment. Also, if it is happening to you, chances are it has happened, is happening, and will happen to others. It only takes one person to stand up to make a difference. While standing up can be extremely challenging, it is also very important to make a change. 

Megan Thomas is a sexual harassment attorney and founder of Megan Thomas Law, PLLC, a New York-based firm exclusively representing employees in workplace harassment, discrimination, and retaliation cases. A first-generation attorney, she brings both lived experience with workplace harassment and rigorous legal expertise to her practice.