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What Happened After I Reported

This is a guest post from Elise Matthesen. It is a follow up to her post from last year, “How to Report Sexual Harassment“. Find more background and reactions on the situation with WisCon here.

Last year at WisCon 37, I told a Safety staffer that I had been treated by another attendee in a way that made me uncomfortable and that I believed to be sexual harassment.  One big reason I did was that I understood from another source that he had reportedly harassed at least one other person at a convention. I learned that she didn’t report him formally, for a lot of reasons that aren’t mine to say. I was in a position where I felt confident I could take the hit from standing up and telling the truth. So I did.

I didn’t expect, fourteen months later, to have to stand up and tell the truth about WisCon’s leadership as well.

More than a year after I reported, following an outcry when WisCon revealed that they had lost other reports of misconduct — and after the person in question had not only attended WisCon 38 but had been one of the volunteer hosts in the public convention hospitality suite —  WisCon appointed a subcommittee to investigate my report, along with others they had received about the same person, and to determine what action would best benefit WisCon.

That subcommittee made their statement on Friday, July 18.  Their decision seemed to focus on the rehabilitation of the person, and to understate the seriousness of the conduct. I found their decision inadequate and troubling, and could not understand how they had arrived at it. A week later, on Friday, July 24, I compared notes with Jacquelyn Gill, a member of that subcommittee. (I am incredibly grateful that she made a public statement about her experience on the committee, which allowed me to reach out to her.) We discovered to our mutual dismay that WisCon leadership never gave her all the details I had reported as evidence upon which she could make her decision. Instead, WisCon leadership gave her a version that watered down my account of the harassment, including downplaying the physical contact significantly enough to make the account grossly misleading.

I don’t know whether the relevant details were removed or summarized away from the report I made, or were never written down in the first place. As yet I have seen no evidence that the safety logbook itself contains them. I wonder whether the chairs at WisCon 37 were ever even given the details.

When the subcommittee was formed this year after WisCon 38, Debbie Notkin chaired it. While I can see the sense of having the Member Advocate – which was also Debbie — participating in the subcommittee, I was shocked to learn after the decision that the Member Advocate was also the chair of the subcommittee.  To my way of thinking, that was a clear conflict of interest which I would have balked at, had I been informed. Still, since she was present when I reported in detail, I can’t imagine why she didn’t see that the watered-down summarized version presented to the subcommittee was materially different than what I reported. Despite that knowledge, she allowed the subcommittee to base their decision on inadequate and frankly misleading information. And the subcommittee cooperated with that. The subcommittee performed no follow-up with me or the witnesses, or with other reporters and their witnesses.

What has happened here is beyond my comprehension.  People other than me will have to figure it out and do whatever needs to be done. I hear Ariel Franklin-Hudson has built improved systems for collecting information on incidents, and that’s needed, but what went wrong here is deeper than that.

A proper harassment investigation takes some thought and training, but it is well within the abilities of a good-faith WisCon committee to conduct one.  Experts who train people on harassment investigations emphasize the essential elements of an investigation:  (1) act promptly, (2) gather all existing written information and reports, (3) based on those, thoroughly interview the complaining witness, the accused, and any witnesses to the complained-of conduct, (4) ask those witnesses for other witnesses or evidence (like documents) that might help illuminate the situation; (5) document what you learn and maintain control and privacy of the documents, and (6) make a decision based on all of the information that you’ve gathered in a methodical and effective way.  WisCon, instead, lost reports of complaints, selectively interviewed only the accused, failed to conduct follow-up interviews with complainants and other witnesses, and failed to probe whether the reports on which they relied were complete or accurate.  In other words, in addition to disputing the result, I think that the process was haphazard.

I will not blame Debbie for everything that went horribly wrong, because this isn’t just one person. Debbie made a grave error of proper investigation and decision-making, but this is not just Debbie. This is the safety chairs who didn’t investigate further. This is the con-chairs who didn’t follow up and didn’t ever interview me and Lauren. This is the subcommittee members who didn’t push further and contact me and Lauren and Mikki. This is lots of people, some unwitting, some just preferring not to look at the ugly stuff, not to learn something that would require that they confront someone — or confront their principles.

This is a system. And it is fucking powerful and it is fucking broken. I’m not the only one who’s said so. I don’t like putting these details out here. But this is all I have left to do, at this point: stand up and tell the truth.

I would prefer that what this has cost all of us not be wasted. If you care about WisCon, rebuild it. I wish I knew how. I’m at my limits. But as Kameron Hurley said,

“There’s a future that needs building, but somebody who’s actually courageous and principled needs to take up the fucking spade and build it.

“Is it you?”

Comments

  1. qwints says

    Does anyone have a link to the “experts who train people on harassment investigations?” The ones I’ve encountered (in the employment law/HR context) have an unfortunate tendency to focus heavily on managing liability rather than addressing underlying problems. Even from that rather cold perspective, this thing sounds like it was handled completely amateurishly.

  2. says

    @quints #1 I believe Readercon staff gets training from Boston Area Rape Crisis Center (BARCC) – I’m not sure if other cities offer similar services.

    These 3 sites have good resources and probably people you can talk to/email on harassment policies/procedures for cons (geekfeminism also has for online spaces):

    ADA initiatives starting here https://adainitiative.org/2014/07/handling-harassment-incidents-swiftly-and-safely/

    Readercon (possibly being updated) – check policies as well as procedures http://www.readercon.org/safety/policies.htm

    Geekfeminism http://geekfeminism.wikia.com/wiki/Community_anti-harassment

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