Now Leaders Must Take Responsibility and Stop Harassing Behavior

The legislation leaves no room for misunderstanding. It is, and will remain, our responsibility as leaders to ensure a safe workplace. And the need is urgent.

By Thomas Hanssen, CEO at CfL

This August marks five years since Sofie Linde took the stage at the Zulu Comedy Galla and became the catalyst for the second wave of #MeToo in Denmark. Her story was powerful, and in an instant, it sparked a much-needed conversation about sexism and abuse of power in the workplace.

But what has actually happened since then? Has it had any real effect?

Looking at the media landscape, the answer is unfortunately discouraging. Hardly a week goes by without new cases of abuse of power, inappropriate behavior, or outright sexism making headlines. It happens in politics, in cultural institutions, in media houses, and in well-established Danish companies across industries.

This week, it was Jens Lund from DSV who faced media scrutiny — and rightly so. No one truly wants to be perceived as brutal, but the pressure to deliver results sometimes gets the upper hand. That can be harmful — not only for the culture — but it also increases the risk of making poor strategic decisions if no one dares to speak up against you.

This makes it painfully clear that the problem is still widespread — and that it is not being taken seriously enough.

We owe it to ourselves to clean up

Fair enough, change takes time, and over the past five years we have faced a pandemic, an energy crisis, and war in Europe. It may not be surprising that the gender equality agenda and the broader DEI movement (diversity, equity, and inclusion) have lost some momentum.

It doesn’t help that the U.S. president is waging an open battle against “wokeism”—or that online communities, especially among young men, cultivate anti-feminism and manifest as a backlash against DEI.

This polarization makes it difficult to find common ground and create real change. But we owe it to future generations—not least the young people now entering the labor market—to clean up and ensure they encounter a healthy and safe working environment.

Cases of misconduct come at a cost

In the meantime, the EU has introduced the whistleblower directive to make it easier to report unethical behavior. That should be good news – but in reality, it’s also a sign that leadership in many places has failed to take responsibility. It’s disheartening that we need legislation to secure such basic values as respect, decency, and safety. Where did the moral compass go?

Legal investigations are also increasingly being used – often for good reason. But many are carried out without sufficient expertise in sexism and organizational culture. And legal certainty is challenged, especially when media and social platforms have already judged the case before the investigation is complete.

If decency isn’t enough of a driver, then at least consider the cost of a public case. The brand takes a hit – whether success is measured in revenue, subscriptions, votes, or employee satisfaction.

Cases of misconduct damage your ability to attract talent and inflict lasting harm on your employer branding.

Get a Grip on the Problem

The law leaves no room for doubt. It is, and will remain, our responsibility as leaders to ensure a safe workplace. And the urgency is real.

So get a grip on the problem. Do not accept sexist undertones. Take a critical look at your workplace tone and humor. Don’t let performance pressure overshadow the need for respectful behavior. And take action – even when it’s uncomfortable. That is the only way to build trust, prevent repeat incidents, and ensure that employees feel safe turning to leadership when something goes wrong.

7 Concrete Recommendations for You as a Leader or Organization

1. Map the culture: Where are the boundaries today? Do employees experience safety and trust?´´
   
   
2. Review your guidelines: Are they up to date and known by everyone? Are they being followed?
   
3. Train your leaders: It takes courage and competence to handle inappropriate behavior and to build an inclusive culture.
   
   
4. Listen to those who speak up: Take concerns seriously and follow up systematically. The people raising their voices are not the problem.
5. Create safe spaces for dialogue: Prevention happens in everyday interactions, not only in crisis situations.
   
   
6. Act when boundaries are crossed: It sends a clear signal that you mean business.
   
   
7. Evaluate and follow up: This is not a project with an end date. It requires continuous attention and action.

Five years have passed since Sofie Linde’s call to action. Now it’s up to the rest of us to follow suit — with action, not just declarations of intent.