Unit 18: Power & Harassment

The Gray Areas of Consent.

The global #MeToo movement fundamentally shifted how society views workplace dynamics. It exposed how powerful individuals can use their status to exploit subordinates, and how companies often cover up the abuse. But the debate continues: where is the line between a clumsy compliment and severe harassment? In this unit, we explore the vocabulary of accountability, legal silencing, and power imbalances.

⚖️ The Legal Definitions

Sexual harassment (noun): Unwanted or inappropriate sexual remarks, advances, or physical contact in a workplace or professional situation.
Coercion (noun): The practice of persuading someone to do something by using force, threats, or the leverage of professional power.
Consent (noun): Permission or agreement. In modern contexts, it must be enthusiastic and freely given without fear of professional consequences.

1. Raw Vocabulary: Corporate Complicity

Misconduct (noun): Unacceptable or improper behaviour, especially by an employee or professional.

Retaliation (noun): The action of returning a military attack; counterattack. In the workplace, it means punishing an employee for filing a complaint.

Complicit (adj): Involved with others in an illegal activity or wrongdoing, even if just by staying silent and watching it happen.

Proposition (verb): To explicitly make a suggestion of sexual intercourse to someone.

Grooming (noun): The process used by predators to build trust and an emotional connection with a vulnerable person so they can manipulate and exploit them.

NDA (noun): Non-Disclosure Agreement. A legal contract designed to keep certain information, like abuse allegations, completely secret.

Practice: Drag the correct term into the HR report!

misconduct

retaliation

complicit

proposition

grooming

NDA

1. The CEO was fired immediately after the board found undeniable proof of gross sexual .

2. She was terrified to report her manager because she feared professional , such as being passed over for promotion.

3. After the lawsuit, the company forced the victim to sign an to ensure the scandal never reached the press.

4. The HR department was accused of being because they ignored the complaints for over a decade.

5. He used his position of power to isolate and manipulate the young intern, a classic textbook example of .

6. It is completely inappropriate for a senior executive to a junior employee after a business dinner.

2. Idioms and Expressions

When discussing abuse of power, secrecy, and manipulation, native speakers rely on these evocative idioms.

"An open secret." A supposed secret that is actually known to a large number of people within a community or industry.
"To blackball someone." To reject someone socially or professionally; to ensure they are boycotted and cannot find work in their industry again.
"To gaslight someone." To psychologically manipulate a person into questioning their own sanity, memory, or perception of reality.
"To sweep it under the rug." To hide a problem or keep it a secret instead of dealing with it and facing the consequences.

3. Reading: The Open Secret

Read about a classic case of corporate protection over employee safety.

For years, the aggressive behaviour of the company's top producer, Richard, was an open secret. Everyone knew he routinely propositioned young assistants, but because he brought in millions of dollars, HR always chose to sweep it under the rug.

When a new junior employee, Sarah, explicitly rejected his advances, Richard began to gaslight her, claiming she had entirely misinterpreted his "friendly" mentorship. Shortly after, Sarah experienced severe retaliation; she was removed from crucial projects and her daily life became a nightmare.

When Sarah finally threatened to go to the press, the corporate lawyers stepped in. They told her she had to sign an NDA and accept a financial settlement. They warned her that if she refused, Richard's powerful friends might completely blackball her from the industry. Feeling entirely isolated by a complicit system, Sarah took the money and left in silence.

4. Grammar Focus: Reported Speech with Modals

When discussing allegations, testimonies, or threats from the past, we use Reported Speech. Many Modal Verbs shift to a past form when reported, but some are already in their past form and do not change.

Direct Speech (The Quote)	Reported Speech (The Testimony)	Rule
"You can lose your job."	He warned her that she could lose her job.	Can ➔ Could
"You must sign the NDA."	They told her she had to sign the NDA.	Must ➔ Had to
"I may report you."	She threatened that she might report him.	May ➔ Might
"You should stay quiet."	He advised her that she should stay quiet.	Should / Could / Might / Ought to ➔ NO CHANGE

Exercise A: Shift to Reported Speech

1. Direct: "You must keep this a secret."
Reported: The lawyer told her that she ____________ keep it a secret.

2. Direct: "We should fire him immediately."
Reported: The HR manager argued that they ____________ fire him immediately.

Exercise B: Complete the Expressions

Type the missing words to complete these heavy idioms.

1. He tried to make her think she was imagining the abuse, completely attempting to her.

2. If you speak out against the CEO, his rich friends will make sure to you from the entire industry.

5. The Hot Seat: Debate Practice 🎙️

If a subordinate agrees to date their boss, can it ever truly be considered consent, or does the power dynamic always make it a form of coercion?
Why do companies prioritize forcing victims to sign NDAs rather than publicly firing the executives guilty of misconduct?
Use Reported Speech: "If a coworker told you they had to endure harassment, what would you do?"
How can an entire corporate department be considered complicit if only one man is actually committing the abuse?
What is the difference between innocent workplace flirting and predatory grooming? Where is the line?

Dominate the Discussion 🎙️

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