Story 46
I worked at a finance firm as a Vice President for over 9 years. When a new senior VP joined the company, he openly described himself as someone who ran the“old boys club,” even saying so in a team meeting. Although we disagreed at times, I remained professional. Over time, he began singling me out, including assigning me an office with an “old boys club” plaque mounted on the wall.
I received a positive performance review and shares. Four months later — and only four days after returning from my first ever FMLA leave of 6 weeks — I was placed on a performance improvement plan by him. I tried to work through the process with Human Resources, but those efforts didn’t lead anywhere.
In a final attempt to resolve the situation, I asked HR for support. I was told that HR’s role was to protect the company and that the senior VP would remain in his position. I filed a claim with the state, and the matter was ultimately settled in mediation.
I have photos and other documents I wish I could share, but as part of the mediation settlement — and after the damage to my career — I signed a 27‑page non‑disclosure disparage agreement. So I’m left knowing there’s a real possibility he’s treating someone else the same way now.
Women should be aware that situations like this can occur at any level, even for those with years of experience and strong performance histories.