Apple’s HR department is under fire. What exactly is going on and why are the reactions so fierce? Jeroen explains it to you.
Apple’s staff has been rumbling for a while now. Not everyone is satisfied with the working conditions. A new report that has come into the hands of the Financial Times takes a closer look at the abuses experienced at Apple.
Last year, the #AppleToo movement started at the company. It was intended to portray abuses such as racism, sexism, inequality and abuse at the iPhone maker. All this because members of the group felt that nothing was being done about their complaints.
One of the initiators of the platform was Legal Director Jane Whitt. She posted her experiences with the company on Lioness. She complained to Apple’s HR department about domestic violence by a colleague she was dating. The company did nothing about it because it had no proof from other colleagues. She eventually received a warning from Apple because her personal relationship interfered with her work and for being unprofessional during the investigation.
Another employee in the department has similar experiences with Apple’s HR. She had a complaint about abuse, but nothing was done about it.
A new report
The new report highlights Cher Scarlett’s experiences. Like Whitt, she was also one of the initiators of #AppleToo. After a settlement, the two sides agreed to part ways and drop a complaint to the National Labor Relations Board.
Case closed you would say, but it isn’t. Scarlett sought out the media and that was against Apple’s sore leg. As part of the settlement, the lawyers also wanted her to sign a nondisclosure clause. One of those agreements would say exactly what she should say: “After 18 months at Apple, I’ve decided it’s time to move on and pursue other opportunities.” Scarlett shared this and Apple saw this as a breach of the agreement.
Apple wants change
Apple, of course, has also responded to the report. The company says the company is clear on discrimination. It wants every employee to feel safe reporting incidents, without fear of retaliation. It puts the hand partly in its own bosom.
“Some accounts have been created that do not reflect our intentions or policies and we should have treated them differently. As a result, we will adjust our training and processes.”
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