“In too many workplaces, harassment doesn’t persist because no one sees it. It persists because power shields it. Real accountability must start at the top.”
When a high-level executive behaves inappropriately, accountability often breaks down. Colleagues may look away. HR may hesitate to act. Victims are left with an impossible choice: report and risk retaliation, or stay quiet to protect their livelihood.
Retaliation can be subtle—being left out of key meetings, passed over for promotions, or given colder feedback. For professionals who have invested years building their reputation, the fear is real and understandable.
As neuro-psychotherapist Deirdre Arato explains:
“When a supervisor crosses a line, the nervous system does not allow for logic. It shifts into survival mode. The freeze that follows is not weakness; it is protection. Many victims cannot say no or leave because their body perceives danger and prioritizes safety.”
This survival response is natural. It is not a sign of weakness—it is the body doing its job. Healing begins when we recognize this reaction as protective rather than passive.
Power Creates the Illusion of Consent
Some situations appear consensual—dinner invitations, text exchanges, even longer-term relationships between a supervisor and subordinate. But when someone’s job, promotion, or reputation depends on keeping a superior satisfied, true consent is rarely possible.
Power acts as both weapon and shield. It pressures people into silence and protects those who misuse it.
Changing the Culture
Real change requires structural accountability. Leadership must set the tone. HR departments need independence to investigate thoroughly. Employees need resources that allow them to effectively report workplace retaliation. Consequences must be clear and consistent, regardless of title or revenue generated.
Under New York and New Jersey laws, employees are protected from harassment and retaliation. You have the right to a workplace free of hostility, whether the incident occurs in the office or at an off-site event. Preserving evidence and seeking experienced guidance early can make a significant difference.
Support Is Available
At Phillips & Associates, we exclusively represent employees—not employers. We have handled over 8,000 matters, recovered more than $300 million for clients, and built systems designed to move cases efficiently while protecting privacy and careers.
If you are experiencing harassment or retaliation, you do not have to face it alone. A confidential consultation can help you understand your options and next steps. Time limits apply, so reaching out sooner rather than later is important.
We also invite attorneys, advocates, and professionals to join us at the 2026 National Plaintiffs’ Summit on Sexual Harassment and Employment Discrimination, February 22–24, 2026, at the Eden Roc in Miami Beach. Together, we can continue building strategies that hold powerful figures accountable and create safer workplaces for everyone.
Register for the Summit: https://www.americanconference.com/national-plaintiffs-summit/
If you're facing workplace harassment or retaliation—whether from a holiday event or ongoing issues—you don't have to navigate it alone. Phillips & Associates is here to listen with care and provide strong, confidential guidance under New York, New Jersey, and federal laws. Reach out today for a free consultation at (866) 229-9441 or visit HarassmentHelp.org for immediate resources. Taking this step can help protect your rights and bring clarity.