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(Audio of the) Mandatory meeting after Madison's departure from LMG. (www.reddit.com)

submitted 1 year ago by [email protected] to c/[email protected]

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(OP's comment)

I've been in contact with quite a few LMG employees. Many have given me statements about the abuse and sexual harassment Madison endured while working there.

One of them also gave me a recording of this meeting that was never supposed to be released. This is my proof that I have talked to LMG employees and have sources inside. I post this as verification of that fact.

I cannot out these people or give direct quotes out of fear they will suffer consequences, but I hope they come forward publicly even if it means risking their careers.

I can tell you their accounts match hers. And even go into further detail. One person constantly was mentioned more than others, but she's not naming names so I won't either.

She is telling the truth.

This meeting kinda goes along with how she mentioned her being sexually harassed was regarded as he causing drama.

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[–] Famborghini 2 points 1 year ago (1 children)

Fuckin A dude this shit is unreal.

[–] runjun 43 points 1 year ago* (last edited 1 year ago) (2 children)

First of all, what Madison has stated happened is disgusting.

I listened to the meeting, what is unreal about it? In a meeting with all members, this is what I would expect to hear. What would you expect to be said in this meeting? If you give others a whiff that this might be about you, then you would open yourself to legal issues.

Again, nobody should go through what Madison stated happened. And their processes were unsatisfactory and I’m hoping Terran can actually address it.

[+] [email protected] 17 points 1 year ago* (last edited 1 year ago) (1 children)

[deleted]

[–] 2ncs 5 points 1 year ago (3 children)

There's literally no context for this being a joke about strippers. All things considered though and with the subject matter of the meeting, ya maybe a little distasteful.

[–] [email protected] 4 points 1 year ago

Imagine being in that room and being someone who is harassed or mistreated, would you feel safe to report it after this meeting? I wouldn't.

[–] [email protected] 3 points 1 year ago (1 children)

So a joke about dancing on a table is not about strippers? Wow those mental gymnastics skills are amazing

[–] [email protected] 3 points 1 year ago

"technically anyone can dance on tables so it's impossible to know what this comment was referring to without extensive background and interviews." (/s)

It's a disgusting comment. It shows that this meeting had exactly zero impact and wasn't expected to have any impact. It was a "your mother told me to talk to you" talk.

[–] [email protected] 2 points 1 year ago

I once had a conversation with a woman who worked in our IT department. She was standing on a table fixing an overhead projector in a meeting room when some folks came in for a scheduled meeting in that room.

One of the guys quipped "well, looks like the entertainment is here".

She felt aweful and nothing was said to bro-dude.

So yeah, we all know what was meant by "dancing on the table."

[–] [email protected] 3 points 1 year ago (1 children)

What I would expect:

Don't start the meeting by apologizing for being 'boring and corporate' as that sends out the wrong message.
Don't blame employees for bad company culture. A workplace where people are belittled, bullied, harassed, etc. doesn't just spring into being, it emerges due to neglect of basic HR needs.
Information on how you'll evaluate and change procedures, because they obviously aren't working.
Some sort of acknowledgement of psychological harm that has been done by bullying, gossip, etc., instead of just describing it as 'personal problems'.
Don't emphasize your own stated powerlessness. If you're the CEO, that's a devastating message for employees. If they get the impression that you're not in control, they will absolutely not feel safe.

[–] runjun 1 points 1 year ago

I agree. It’s almost like it’s not HR briefing a serious topic. Maybe they should bring a 3rd party to evaluate their culture, procedures, and policies…