Look at it from my perspective. I'm a partner - that is, co-owner - of a business which is a substantial graduate employer. I'm also in a sector which has had a long history of sexual harassment which I have personal experience of both as a sufferer and in trying to manage the fallout. Sexual harassment (which, for the avoidance of doubt and out of the examples I've personal experience of, includes sexual assault) not only can cost individual businesses enormous sums in law suits (including all the management time and reputational harm done as a result) as well as in lost productivity, losing good people with all the investment that's been put into them, stress, illness and general messiness but has long been a running canker which people are only now, tentatively, coming round to tackling.
It's of no interest to me whether Imperial has a newspaper or how that newspaper is run. It is of vital interest to me as an employer not to make the expensive mistake of employing a sexual harasser. Given that an editor holding a sabbatical position and having, I understand, obtained that position as a result of a student election has decided to run a piece which suggests that rape using (counterfeit) Rohyphol is "a foolproof way of avoiding being blue-balled this Valentine's" and then, in the apology for having run it, describes the acts in question as "the dating practices of Imperial students" presents me, as a graduate employer, with a serious risk management problem when considering whether to employ people from an institution which clearly considers that culturally acceptable.
Of course one of the consequences of bringing this up at College level could be for them to lose al
Look at it from my perspective. I'm a partner - that is, co-owner - of a business which is a substantial graduate employer. I'm also in a sector which has had a long history of sexual harassment which I have personal experience of both as a sufferer and in trying to manage the fallout. Sexual harassment (which, for the avoidance of doubt and out of the examples I've personal experience of, includes sexual assault) not only can cost individual businesses enormous sums in law suits (including all the management time and reputational harm done as a result) as well as in lost productivity, losing good people with all the investment that's been put into them, stress, illness and general messiness but has long been a running canker which people are only now, tentatively, coming round to tackling.
It's of no interest to me whether Imperial has a newspaper or how that newspaper is run. It is of vital interest to me as an employer not to make the expensive mistake of employing a sexual harasser. Given that an editor holding a sabbatical position and having, I understand, obtained that position as a result of a student election has decided to run a piece which suggests that rape using (counterfeit) Rohyphol is "a foolproof way of avoiding being blue-balled this Valentine's" and then, in the apology for having run it, describes the acts in question as "the dating practices of Imperial students" presents me, as a graduate employer, with a serious risk management problem when considering whether to employ people from an institution which clearly considers that culturally acceptable.