Suggestions
Paula Brantner
I create harassment and code of conduct reporting systems that promote accountability and keep your people safe.
Paula Brantner is a seasoned expert in preventing harassment and toxic behavior in organizations, specializing in transforming workplace cultures into harassment-free environments.
With a background in law, Paula helps organizations develop comprehensive strategies for addressing and preventing harassment, ensuring alignment with organizational values and proactive management of toxic behaviors.
Paula's experience spans across various roles in professional and academic societies, unions, and businesses, with a proven track record of successfully navigating and resolving complex workplace challenges.
Her educational background includes a J.D. with a Public Interest Law Certificate from the University of California, College of the Law (formerly UC Hastings) and a B.A. from James Madison College at Michigan State University.
Paula has a rich history of contributing to organizations like Accountability Ignited, Workplace Fairness, Working America, and National Employment Lawyers Association, where she has played pivotal roles in promoting worker's rights, developing legal strategies, and advocating for diversity and inclusion.
Through her work, Paula equips organizations with practical solutions, empowering them to address harassment effectively, prevent toxic behaviors, and create a positive work environment.
Paula Brantner's expertise and experience make her a sought-after professional for organizations looking to improve their harassment prevention strategies and foster healthy workplace cultures.
Highlights
How do organizations live their values?
If you’re reading this, you are probably part of at least one or several professional organizations. Perhaps you’re even a staff or board member.
When you consider joining a professional organization or becoming more involved, one factor to consider is whether the organization’s values are consistent with yours.
You might think that you’re just joining for professional development or networking purposes. But as you become more involved with your career or profession, you may want to get involved at a deeper level. One of the primary ways that most professional organizations facilitate contact among their members is through their annual meetings. Most organizations have now returned to in-person meetings post-pandemic.
Between working with my clients and furthering my own professional development, I attend 5-10 annual meetings each year. After attending annual meetings throughout my career and now my clients’ meetings, I can say that each meeting has its own unique culture, which reflects the organization's values.
Is it a junket in a pleasant locale, with the primary objective being to party with your professional colleagues and friends and take a tax write-off?
Is it a very business-like buttoned-up meeting, with everyone focused on attending training sessions and interacting very little?
Is there an exhibit hall? Poster sessions? Galas or social events with alcohol served? Off-site parties? Hiring fairs? Research presentations?
What makes your group’s meeting unique from another organization’s meeting?
One important representation of a group’s values can be found in its code of conduct. Often codes of conduct are prefaced by a values statement, expressing why it’s important for that group to have a code, before delineating positive and affirming conduct vs. negative and prohibited conduct. The code communicates to members what kind of conduct the organization wants to see and doesn’t want to see.
I see deviations from positive behaviors in any location, with any kind of environment, with any kind of activities. And of course, not having a code at all, or not prominently featuring it communicates values as well: that having a safe, welcoming environment is not a top organizational priority, but an afterthought that the organization hopes will never need to be enforced.
If you want to ensure that your organization’s values are consistent with yours and that your safety at meetings is a top priority, look for the code of conduct. If you can’t find it, or a reporting or enforcement mechanism is not included, the organization needs to do better. If you want to make sure your organization’s values are reflected in the code of conduct and that the code is ready to hold people accountable when they don’t live up to those values, let’s talk.
Does your top professional organization have a code? What values does it express?
I really enjoyed this course -- Loretta Ross is amazing on this topic. (And any topic she chooses to discuss.)
