In light of recent high-profile sexual harassment claims, in this edition of Beauty Independent’s ongoing series posing questions to beauty entrepreneurs, we ask nine founders and executives: How do you foster a healthy workplace at your company?
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Jen White Founder, One Over One We are founded by women and have historically hired mostly women, so the risk of sexual harassment is much lower in our organization. That being said, we have had men in our office and enjoy the diversity that a mixed gender office provides, but men tend to make up the minority of our office population.
As an entrepreneur and leader, I encourage the women who work for us to ask for what they have earned, and foster leadership through independence and creative thinking. I aim to be a role model by saying what I mean and standing up for my position as a strong business leader.
- Kristen O'Connell Founder, Flora•py Beauty
A healthy workplace is imperative to a healthy company. As an indie brand, we are constantly looking toward innovation and bringing out the incredible talents of our staff. I want to harness their gifts. These gifts and talents don’t become available unless there is an extremely high level of mutual respect across all employees at all levels. We are one, working toward the same goal.
I believe that, because everyone has come to respect each other for their differences and their contributions, there is no room for harassment to make its way into our environment. Of course, it could help that we are a staff made up almost entirely of women. Regardless, there is absolutely no tolerance for any behaviors that could be considered harassment.
Our job as a team is to lift each other up and be a positive and encouraging force to each and every employee. Anything less isn’t serving us as humans and, certainly, would not serve a growing company.
- Aston LaFon Co-Founder, 18.21 Man Made
Fostering a culture that’s safe and respectful of diversity within your organization is essential. The expectation for how others should be treated must be established by the founders, effectively communicated through policy, and strongly enforced by leadership.
Attend workshops geared toward harassment prevention and train your team how to recognize and report instances of abusive behavior. Lead by example. If your team understands your personal commitment to a respectful work environment, they are more likely to help support it. Creating an anonymous channel of communication can help a victim report abuse without the fear of job loss or backlash. Also, perpetrators must understand the punishment, making them less likely to engage in offensive behavior.
- Joanne Starkman Co-Founder, Innersense Organic Beauty
Emotional and mental health aligns with physical health as one of our pillar brand values. Thus, we foster an open-door policy, which allows for both integrity and vulnerability. With collective knowledge of these principles, our employees feel safe, respected and empowered.
We are very fortunate that our tribe includes both male and female employees of all ages from college interns to seasoned marketing pros with both backend and front-end responsibilities. We operate as a family. We laugh, we cry, we talk and we communicate. We strive to set the example.
- Molly Beane Founder, From Molly, With Love
I am a victim of sexual assault, sexual harassment and rape, so I take these matters very seriously. Our small company is 100% female, so this hasn't been an issue for us. That said, we are growing very quickly and expect to hire at least 10 new employees in the next year. In preparation for scaling our business, we have already developed and documented sexual harassment policies. We will adopt a zero-tolerance policy.
We are also a feminist company with a feminist message. So, everyone who joins our team is pretty much of the same mindset. I do believe this will foster a safe environment moving forward as we grow, but you never know.
Small companies need to be prepared for growth and, part of that is developing comprehensive sexual harassment programs, and not ones that simply check the box. We need to be having real, open and honest conversations, and be very specific about what behaviors are unacceptable. Some of those behaviors can be subtle, so it is important to communicate clearly about them early on.
- Linda Treska Founder and CEO, Pinch of Colour
I think it is very important to encourage employees to have an open communication with their managers as well as the HR team. They need to be able to trust one another and be open to discussing not just sexual harassment, but all inappropriate behavior, including peer pressure, bullying, etc.
Secondly, when inappropriate behavior happens at a workplace, it needs to be communicated and dealt with immediately. As an employer, it is my responsibility to maintain a workplace that is free of any harassment, not just sexual harassment, but [harassment due to] age, sex, religion, country of origin and more. These are all forms of harassment that not only hurt the employees, but greatly impacts the company's culture.
- Zack Evar Co-Owner, Beau Brummell
As owners of a men's brand, we recognized early on the value that a diverse and open work environment would contribute to our growth. The fact is, a large number of our customers are women buying gifts for the men in their lives. Knowing this, we make it a point to work with both men and women every time we formulate a new product, design a new package, create a new ad campaign, etc.
We work with women not because it’s something we're supposed to be doing, but because we know that by doing so we can capture a larger market share while creating a better product. It’s the belief that we are a stronger business because of our commitment to equality that fosters a healthy environment.
- Deborah Burnes Founder, sumbody
We do everything we can to promote a positive work environment, not only because the energy in the bottle matters, but also because our thoughts and feelings are included as well. We always try to accommodate any time-off requests. I encourage my staff to take the time they need for their families, special events and life experiences that arise. We facilitate a nurturing, kind and accepting environment by welcoming open communication. I always have an open door (and cell phone) for my staff.
As a woman in the workplace, I believe it is crucial to create supportive relationships with my staff so they feel safe to voice any concerns. We have a zero-tolerance policy for any type of gossip or inappropriate talk or behavior. I am extremely hands-on and work side-by-side with my team.
Together, we create a supportive culture where we lift each other up and mentor our younger staff members, taking a holistic approach and caring for the whole person’s emotional, physical, and overall wellbeing. I strive to help our younger women to feel comfortable with boundaries and to stand up and speak up for themselves. My hope is that all of my staff will have a healthy work experience to grow from.
- James H. La Founder, NIUCOCO
There is absolutely zero tolerance for any type harassment by following, promoting and setting an example of the following:
Respect: At the core of it, it has to start with respect for another individual as a human being.
Trust: We strive to embody an environment with trust so that issues of any matter can be brought forward and communicated, an environment where you feel you can turn to your colleagues for guidance and a team you feel safe confiding in.
Integrity: Being a person with integrity. Strive to be a leader and not just a boss. A true leader develops other leaders and acts as a role model.
If you have a question you’d like Beauty Independent to ask beauty entrepreneurs, please send it to editor@beautyindependent.com.
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