This isn't new - the "Billy Graham rule" has been around since around 1948. My parents taught it to me. It's received some recent news as Mike Pence adopted it. <a href="https://en.wikipedia.org/wiki/Billy_Graham_rule" rel="nofollow">https://en.wikipedia.org/wiki/Billy_Graham_rule</a><p>The question is whether you think that the self-protection from scandal is worth the systemic discrimination the rule requires you to do.
> to identify men who make women uncomfortable<p>This is a very revealing trick: start with sexual harassment, but segue into a focus on workplace discomfort. It shouldn't be a manager's problem that their professional communication makes team members uncomfortable. Workplace social discomfort is universal, and it should not be a barometer for MeToo.
The problem is really complex. As a manager sometimes needing to give bad feedback, or assinging unpleasant tasks to females direct reports, it is always stressful for me. There is a chance that even without malice, the female subordinate interpret that I am being unfair or punishing her. So I just avoid it, I don’t know how to approach hierarchy that sometimes generate uncomfortable situations with a metoo era. The solution is not what the article suggests, I have daughters and I want a better world for them, but this is not about educating managers.
Someone should tell these guys about the Rock Test:<p><a href="https://medium.com/@annevictoriaclark/the-rock-test-a-hack-for-men-who-dont-want-to-be-accused-of-sexual-harassment-73c45e0b49af" rel="nofollow">https://medium.com/@annevictoriaclark/the-rock-test-a-hack-f...</a><p>It's not rocket science (it's the Rock science!)
Isn't that the way it's always worked? A friend who works at a university told me how male professors always leave the door open when they are talking with female students in their offices. They can easily ruin your life... just like that.