Microsoft Moves to End Secrecy in Sexual Harassment Claims
Ending forced arbitration was number one on Susan Fowler&#x27;s list of &quot;Five Things Tech Companies Can Do Better&quot;:<p><a href="https:&#x2F;&#x2F;www.susanjfowler.com&#x2F;blog&#x2F;2017&#x2F;5&#x2F;20&#x2F;five-things-tech-companies-can-do-better" rel="nofollow">https:&#x2F;&#x2F;www.susanjfowler.com&#x2F;blog&#x2F;2017&#x2F;5&#x2F;20&#x2F;five-things-tech...</a><p><pre><code>    1. End Forced Arbitration

    This is the single most important thing
    a company can do to prove to its employees
    that it is dedicated to acting ethically,
    legally, responsibly, and transparently.
</code></pre>
Microsoft&#x27;s change of policy makes sense when you consider that NDA&#x27;s are losing their effectiveness in cases of sexual abuse:<p><a href="https:&#x2F;&#x2F;www.reuters.com&#x2F;article&#x2F;us-usa-misconduct-agreements&#x2F;sexual-misconduct-outcry-makes-u-s-lawyers-rethink-confidentiality-idUSKBN1ED1DM" rel="nofollow">https:&#x2F;&#x2F;www.reuters.com&#x2F;article&#x2F;us-usa-misconduct-agreements...</a><p><pre><code>    Some states already have laws restricting
    confidentiality agreements that conceal &quot;public
    hazards,&quot; such as product defects or environmental
    contamination.

    The same reasoning could potentially be used to
    invalidate non-disclosure agreements covering
    allegations of sexual misconduct, lawyers say,
    on the theory that some harassers could pose danger
    to others if their conduct is not revealed.</code></pre>