Dive Brief:
- Mass surveillance company Flock maintained a “boys club” atmosphere, discriminated against a former major accounts manager based on her gender, and retaliated against her by firing her for complaining, according to allegations detailed in a complaint filed Monday (Deterling v. Flock Group Inc.).
- The worker was the sole woman on her team when she started the role in January 2024, according to the complaint, and she allegedly observed male colleagues being praised, provided stronger accounts and greater opportunities, being allowed to miss deadlines, and other positive treatment she did not receive. When she complained to HR, her complaints were allegedly ignored, and she was eventually fired.
- The allegations against Flock are similar to those leveled against video game publisher Activision Blizzard, which was accused of having a “frat boy” culture in 2021. HR departments can sometimes shield and sanction a toxic work environment, creating a perilous space for workers, sources previously told HR Dive.
Dive Insight:
While the plaintiff alleged she was “heavily pursued and recruited” to her remote position in Texas, she also said she noticed gender bias at the company “fairly early on,” including the few roles held by women, the alleged preferential treatment for men and the rules being “more strictly enforced” on her.
She also alleged new leadership exacerbated the issue, subjecting her to demeaning and humiliating treatment during team meetings after she voiced her concerns.
After she was allegedly reassigned to territories outside her home state, in contrast with her male employees, and given a negative and insulting performance review that was “subjective” and “not tied to metrics,” the worker emailed a formal complaint to HR. She later spoke with the HR manager in more detail and was allegedly “assured” an investigation would be opened.
While the plaintiff spoke with HR a few more times, HR closed the investigation after about six weeks and “claimed to have not found sufficient evidence” to support the worker’s allegations. She alleged the harassment, discrimination and retaliation continued, and the company refused to address the situation as she reported more incidents. She was fired suddenly with no communication about four months after the investigation ended, according to the complaint.
While HR is empowered to conduct investigations, they should approach them with care and follow a specific process. An attorney previously outlined her recommended process to HR Dive, including interviewing the complainant and each witness, informing witnesses that retaliation violates the law, reviewing relevant documents, and creating a final report with findings. After a report is created, however, she noted the final measures are in the employer’s hands.
HR can be in a tricky position when employers ignore the findings of an investigation, attorneys previously told HR Dive. In those situations, HR can lean on legal counsel to help them understand their obligations and how to navigate potentially escalating the report. Peer networks can also help.
Flock did not respond to requests for comment via phone or email by press time.