At the beginning of my career, I learned one thing: harassment and bullying are not only about individuals, but also about the organizational culture that silently watches them.
I was working in the accounting department. The company’s foreign general manager, upon seeing me in the corridor, leaned in and whispered, “give me a kiss.” I froze and stared at him in shock for a few seconds. Then he burst out laughing and said, “just kidding.” At that moment, I truly believed it was a joke. But was it really? Even years later, when I look back, I’m still not sure.
During my years as a manager, I faced other challenges. One female employee who enjoyed flirting accused her male manager of harassment and asked me to fire him. To be honest, I wasn’t sure the accusation was true. I suspected it might be an act of revenge. And that’s exactly why these issues are so complex: on the one hand, the silence of real victims, on the other hand, the possibility of manipulation. Knowing who to believe, and how to act in each situation, is not always easy.
The Shadow of Culture
Healthy organizational cultures bring problems into the open and create safe spaces. Toxic cultures, on the other hand, feed silence. Most victims of harassment avoid speaking up; out of fear of losing their job, being excluded, or simply thinking “nothing will change anyway.” Yet silence is just as destructive as the incident itself.
At the same time, understanding the intention of those who raise their voices is not always easy. Alongside genuine demands for justice, personal vendettas or smear campaigns can also emerge. This dual reality makes the process even more complicated for leadership.
New Law on Workplace Harassment and Bullying
In the UK, a new law included in the Labour Party’s workers’ rights package will take effect in October 2026. According to this law, companies that fail to take precautions against harassment and bullying will be at risk. From now on, it won’t just be the incidents of harassment and bullying themselves, but also the cultures or signs that enable them, that can be grounds for lawsuits.
The law sends a clear message to employers: “If you ignore your culture, legal liability will fall on you.” The UK’s 2026 legislation points precisely to this: institutions that fail to prevent harassment and bullying, or even create an environment where such behavior can occur, will be held accountable. The message is clear: attention must be paid not only to the incidents, but also to the culture.
Silent in Turkey, but Not Worldwide
Turkey did not witness a #MeToo-like mass movement; here, secrecy, silence, and concealment dominate. These issues mostly spread through the “grapevine.”
There are several reasons for this:
- Legal insecurity: Victims lack faith in achieving justice. Lengthy trials, impunity, and the burden of proof being placed on the victim push many to remain silent.
- Social pressure: The debate around “exposing someone whose guilt hasn’t been proven,” along with accusations directed at victims and fear of stigma, are very strong.
- Cultural norms: Harassment is often normalized as “exaggeration” or “misunderstanding,” reinforcing silence.
- Weak collective action: Women’s organizations and some media outlets do bring the issue forward, but in Turkey it usually remains within individual disclosures or closed circles.
In short, the picture in Turkey can be summed up as follows: harassment is not only an individual “incident,” but also a partnership that culture builds with silence. That’s why the impact of #MeToo here is more like “unheard voices whispering to each other.”
Elsewhere in the world, however, the examples are striking:
- Uber (USA, 2017)
Former engineer Susan Fowler’s blog exposed systemic harassment and discrimination at the company. It was not just an individual complaint, but a call to question the company’s culture. CEO Travis Kalanick had to resign. - Fox News (USA, 2016)
Harassment allegations against host Bill O’Reilly and boss Roger Ailes led to billions in compensation payments and reputational damage. Advertisers withdrew, and the management collapsed. - Activision Blizzard (USA, 2021)
Allegations of a “frat boy culture” became the subject of lawsuits. The company’s market value plummeted by billions. The scandal was even on the table during Microsoft’s acquisition process. - Moët Hennessy (France, 2025)
LVMH’s beverage division, Moët Hennessy, is facing a €1.3 million lawsuit from former employee Maria Gasparovic for harassment, discrimination, and unfair dismissal. She claims the company has a toxic male-dominated culture. Allegations include being told to “take anti-seduction training” and being humiliated in front of clients. The company denies the allegations and countersues for defamation, claiming she is seeking revenge after being fired. Who is right or wrong remains unclear. But one thing is certain: as soon as the allegations surfaced, the company’s culture and reputation were put under scrutiny.
Today, consumers themselves can react to such cases. Social media boycotts, protests, and reputational erosion can have consequences far harsher than a court ruling.
The Cost of Male-Dominated Culture
The finance and tech sectors, in particular, are frequently criticized for their “male-dominated culture.” The “boys’ club” atmosphere in investment banking and the toxic work environments in tech giants create serious barriers for women employees. This culture not only fuels the emergence of harassment cases but also enables them to remain invisible.
The Mirror of Organizational Culture
Harassment and bullying are far more than individual acts: they are mirrors of organizational culture. Silence darkens this mirror; manipulation blurs it. True success should not be measured by what companies choose to see, but by what they refuse to ignore.