#SpeakingOut grows on Twitter

06/20/2020

A growing movement on social media is grabbing everyone's attention, especially in the wrestling community, about sexual misconduct. The use of #SpeakingOut on Twitter has many female wrestlers commending those that came forward and shared their experience. Several names from WWE, NWA, and across the independent wrestling programs have been accused of serious allegations by various women. Here are the following names that have been mentioned:

Dave Lagana - NWA Vice President

David Starr - Independent Wrestler

Jordan Devlin, Travis Banks, Joe Coffey, Tyler Bate - WWE NXT UK

Matt Riddle - WWE Smackdown

The most talked about topic in #speakingout was that of Millie McKenzie on Travis Banks. The age difference and the advantage from a trainer to student has everyone buzzing and commenting.

The WWE does have a policy under Equal Opportunity Employment and Non-Harassment:

It is the policy of WWE to provide equal employment opportunity to all employees and applicants for employment without regard to race, color, creed, religion, sex, sexual orientation, age, marital status, national origin, disability or status as a Vietnam -era or special disabled veteran in accordance with applicable Federal law. In addition, WWE complies with applicable State and Local laws prohibiting discrimination in employment in each locality in which it maintains offices or facilities. This policy applies to all terms and conditions of employment including, but not limited to, hiring, placement, promotion, termination, transfer, leave of absence, compensation and training. WWE is committed to maintaining a work environment that furthers the development of all its employees, encourages cooperation and teamwork, provides a pleasant work environment and provides fair and ethical treatment of all employment issues.

As part of this commitment, WWE is dedicated to providing a work environment that is free from harassment, whether that harassment is premised on sex, race, sexual orientation, age, religion, national origin or any other legally protected basis. Harassment creates working conditions that are wholly inconsistent with WWE's commitment to its personnel.

Examples of prohibited conduct include, without limitation:

  • Interfering with a person's ability to perform his/her job, or creating an offensive work environment through insulting or degrading remarks, gestures, propositions, jokes, tricks, displays of sexually suggestive or other offensive symbols, objects or pictures or similar conduct related to a legally protected basis, including sex, race or sexual orientation.

  • Inappropriate physical touching.

  • Any threat of, or actual, retaliation against any person for reporting or filing claims of unlawful harassment.

Although the policy is in place, is there enough going on to educate every employee that causes and effects sexual misconduct?

As a former EO (EEO), it was mandatory to educate employers every quarter. There was someone designated to talk to if someone would fall victim to either sexual assault or harassment. It was the duty of that EO to escort the victim and find proper care and inform the victim of actions to take to resolve the problem. It is always the victim who has to decide the course of action, however, if it was extreme, proper authorities must be notified. I know that this may seem vague but every person must know what steps to take so that they are aware and that they do not have to hide in fear.  

All personnel in the workplace should be treated with dignity and respect. Those that are guilty for taking advantage of others should be held accountable.

Year 2020 has been a downfall year and the worst way to start a decade. From the pandemic, to the protest, and now #speakingout, we all need to take a pause and evaluate oneself, recheck your organization, and make sure everything is in order. #respect