Megan Mohr was 5 years into her Apple profession when, in 2013, a male colleague took benefit of her after a platonic evening out ingesting collectively.
After the colleague drove her dwelling and helped her inside, she briefly fell asleep earlier than waking to the sound of clicking. The colleague had eliminated her shirt and bra. He was snapping photographs, and grinning.
Mohr beforehand had a foul expertise with human sources—recognized internally as Apple’s Folks group—when one other colleague had damaged into her accounts and harassed her, main her to file a police report. HR didn’t pay attention nicely or Help in any method, she says, so this time she didn’t trouble. “I was afraid of retaliation and knew HR wouldn’t have my best interest in mind,” she says.
However impressed by the #MeToo motion, Mohr determined in late 2018 to inform Apple of the illicit photographs incident. She had no proof and wasn’t calling for an investigation. She simply thought HR ought to be conscious of the individual’s character and requested they by no means be put in the identical division.
Mohr thought this was a modest ask, however the e mail trade seen by the Monetary Instances quickly turned inflexible and defensive. The HR consultant displayed little empathy or expertise coping with sexual misconduct. He analogized her expertise to “a minor traffic accident” to clarify how Apple couldn’t actually get entangled.
“Although what he did was reprehensible as a person and potentially criminal, as an Apple employee he hasn’t violated any policy in the context of his Apple work,” HR wrote. “And because he hasn’t violated any policy we will not prevent him seeking employment opportunities that are aligned with his goals and interests.”
Mohr wasn’t asking for the colleague to be punished, understanding she couldn’t show her claims. However to her shock, HR urged proof wouldn’t actually matter anyway.
“Unfortunately the incident wasn’t in the context of Apple work [so] it’s very likely that an Apple investigation would have returned ‘no findings’ and no discipline would be issued,” HR instructed her. “Even if the offender would have admitted to taking the images.”
An HR skilled with 25 years of expertise, who declined to be named, calls this response “shocking,” including that of their expertise: “Behaviors like that often come out of a culture, they don’t come out of nowhere.”
Mohr stop her Apple job as a fraud prevention specialist in January, after 14 years, pissed off by its paperwork, secretive tradition, and what she perceived as fewer alternatives for women. Now she is asking Apple to take a tough have a look at its insurance policies. “I just want Apple to be the company it pretends to be for its customers,” she says.
A matter of priorities
In interviews with 15 feminine Apple workers, each present and former, the Monetary Instances has discovered that Mohr’s irritating expertise with the Folks group has echoes throughout at the very least seven Apple departments spanning six US states.
The women shared allegations of Apple’s apathy within the face of misconduct claims. Eight of them say they have been retaliated in opposition to, whereas seven discovered HR to be disappointing or counterproductive.
This story relies on these interviews and discussions with different workers, inner emails from Apple’s Folks workforce, 4 exit contracts written by legal professionals for Apple, and nameless worker evaluations.