When Protecting the Predator Becomes Corporate Policy: A Case of Workplace Harassment in Morocco
A UK employment tribunal has ruled against the British Council, finding them liable for failing to protect an employee from morocco-official-convicted-sexual-harassment/” title=”British Council Morocco Official Found Guilty of Sexual Harassment”>sexual harassment by a senior manager in their Morocco office. The case, reported by The Standard, unveils a disturbing pattern of institutional protection for the perpetrator and a disregard for the victim’s well-being.
The victim, identified as ”KJ,” was subjected to a relentless campaign of unwanted attention from the then-country director of the British Council in Morocco. This included a barrage of gifts, text messages laden with expressions of love, and even flowers left at her doorstep. The harassment escalated to the point where the perpetrator sent KJ a picture of himself partially naked and was seen loitering outside her home in Morocco.
The tribunal heard how the perpetrator exploited the COVID-19 lockdown to contact KJ outside of work hours via WhatsApp. Initially, KJ perceived these messages as friendly gestures from someone seeking support during a difficult time. However, his behavior took a disturbing turn, becoming increasingly inappropriate and sexually suggestive, particularly after the death of KJ’s father.
Despite KJ filing a formal complaint, the British Council’s internal investigation proved deeply flawed. While acknowledging two instances of “unwanted physical contact,” the investigation failed to categorize the perpetrator’s actions as sexual harassment. The tribunal criticized the investigation for victim-blaming, prioritizing the perpetrator’s well-being over KJ’s safety, and attempting to downplay his actions as romantic gestures from a rejected suitor.
The emotional distress and pressure stemming from the harassment and the botched investigation forced KJ to resign from her position. However, she bravely pursued legal action, ultimately winning her claim for unfair dismissal, harassment, and discrimination.
The tribunal’s ruling condemned the British Council for its failure to protect KJ, highlighting the organization’s delayed response to her complaint and its prioritization of the perpetrator’s comfort over her well-being. The internal investigation was deemed “unfair” and accused of “normalizing [the perpetrator’s] stalking behavior.”
KJ’s lawyer welcomed the verdict, emphasizing the deeply flawed nature of the British Council’s investigation and stressing the need for serious, independent, and impartial investigations into all allegations of sexual harassment.
This case underscores a critical issue prevalent in many workplaces: the mishandling of sexual harassment claims and the tendency to protect the abuser rather than the victim. It highlights the urgent need for organizations to implement robust policies, provide comprehensive training, and foster a culture where victims feel safe coming forward, knowing their voices will be heard and their experiences validated.
Resources for Victims of Workplace Harassment:
Equal Employment Opportunity Commission (EEOC): https://www.eeoc.gov/
Workplace Fairness: https://www.workplacefairness.org/
* RAINN (Rape, Abuse & Incest National Network): https://www.rainn.org/
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