Let’s talk about discrimination and sexual harassment at small public history sites, history museums, and related organizations. A large number of public history organizations run with staff of three, two, or even one and many public historians spend part or all of their careers at places run by only a handful of employees.1 Work under these conditions can be incredibly joyful, impactful, and fulfilling, but people working in these settings seem to face a special set of challenges related to harassment and discrimination. They routinely work one-on-one, sometimes alone, with board members, members, and donors, and often lack human resources departments or other internal mechanisms designed to help them seek protection and recourse against inappropriate and predatory behavior.
I recently asked a few senior public history professionals for advice on how we might better support people facing these kinds of challenges. One person advised me, a young female professional, to avoid drinking at work functions and to bring my husband with me whenever possible. This is unhelpful at best, victim blaming at worst, and it misses the point. I’ve already learned these lessons through personal experience and from whisper networks of women and others who have dealt with this their entire lives (hold your keys in your hand when walking home/to your car, don’t walk outside at night, never leave your drink unattended, don’t dress provocatively, and so on). Responses from the others were more helpful, though just as discouraging. They agreed that this has been and continues to be a serious problem, that little sustainable action has been taken to remedy it, and that we need to do more to support people working in vulnerable positions and who have few or no avenues of official recourse.
So, how do we deal with this? How can we better support people facing harassment and discrimination at small and under-resourced public history organizations? And, though the onus shouldn’t be on victims to stop predatory behavior, what can employees do to protect themselves?Continue reading “Dealing with Workplace Discrimination and Harassment at Small Public History Sites and Museums”