Axios | Jan 18, 2020 09:20:00 As a staff writer at the New York Times, I have witnessed firsthand the impact of the #MeToo movement.

We are now witnessing the devastating effects of sexual misconduct on the careers of journalists, and the impact on the families of women who have been assaulted.

But the #METoo movement is not confined to the newsroom.

It is sweeping across our culture.

In our culture, we are being called names.

We’re being accused of everything from sexism to racism.

We’ve even been accused of stealing.

And we’ve been attacked for it.

In many ways, the #metoo movement has been a direct response to what happened at The Times last year.

It started when the company published a story about a senior executive who was accused of groping a female colleague and was fired.

It snowballed, and over the next few weeks, we saw an unprecedented number of men accused of sexual harassment.

We witnessed the media and the media culture actively work to defend the indefensible.

We saw countless stories in which women and men were vilified and demonized.

And, most devastating of all, we witnessed the men and women who stood up to defend their own careers and who were ultimately called names and attacked as sexist.

As a result, our culture became toxic, and as a result of the toxic environment we created, many of us have been fired.

We have seen our careers destroyed.

The result has been devastating for many of our colleagues, our families, and our colleagues’ families.

But we know that the #womenagainstharassment movement has a way of spreading across the globe.

In fact, we’ve seen some of our own colleagues, like our chief digital officer, step down from their posts in light of #MeNoTrayvon.

But some of us are fighting back.

Today, we want to share some of the ideas we have about how #WomenAgainstHarassment can help build a more inclusive workplace.

To start, we’re making sure that all of our staff know that our support and empathy is not going to be for free.

We will not be charging them for any of their time.

We’ll provide them with a donation for their time, and we’ll make it clear that the support we offer them is not free.

And in many cases, we’ll also provide a donation to their school to support them in their education.

Our commitment is to support those who need it most.

To help us keep this commitment, we have a few tips: 1.

Do not support a person who says they don’t want to do a thing.

It’s not that we disagree with them; it’s that they don’st want to.

We don’t support them for their decision, and they don’ t need our help.

We understand that we are not in their shoes, and that there are many people out there who need help, who are struggling with a lot of things at once.

They need support to get through tough times.

We hope that they will find some way to get it. 2.

Don’t give a platform to people who don’t understand or aren’t willing to listen to your perspective.

You can say anything you want about #MeYes, but the message must be heard.

If you feel like you’re in a hostile environment, you need to be clear about what you’re saying.

The fact that you disagree with our point of view does not make you less of a human being.

The #MeAgainstHararrassment hashtag has been used to make our point clear, and it has been extremely effective.

If there are any women who are willing to take the fight to defend themselves and their reputations, we would love to have them join us.

If they want to keep their jobs, we will support them with resources to help them with that.

We encourage you to share this support with other colleagues.

It will help us build an inclusive workplace and make it safer for everyone.


We do not support harassment.

If someone says something that you find offensive or makes you uncomfortable, then you need not give it any more space.

We expect that all employees will act respectfully and with respect.

If it is something that we find offensive, you should take it down immediately and let others know about it.

You should not share it with anyone else.

You must take the actions that you need in order to support your colleagues, who have to take a stand against these behaviors.


Do your part to protect your colleagues.

We work hard to protect our colleagues and their families.

If a colleague is harassed or makes a comment that is offensive, we expect that they take the appropriate steps to protect themselves and others.

If this person says something to you that is hurtful or demeaning, you must take it seriously and move on.

You have the right to say what you want, and you have the obligation to do the right thing.

You don’t have