Megan Mohr was five years into her Apple career when, in 2013, a male colleague took benefit of her following a platonic particular date drinking together.
Following the colleague drove her home and helped her inside, she briefly fell asleep before waking to the sound of clicking. The colleague had removed her shirt and bra. He was snapping photos, and grinning.
Mohr previously had a negative experience with human resourcesknown internally as Apples People groupwhen another colleague had broken into her accounts and harassed her, leading her to file a police report. HR didnt listen well or assist in in any manner, she says, which means this time she didnt bother. I was afraid of retaliation and knew HR wouldnt have my best fascination with mind, she says.
But inspired by the #MeToo movement, Mohr decided in late 2018 to inform Apple of the illicit photos incident. She had no evidence and wasnt calling for a study. She just thought HR should become aware of the persons character and requested they never be placed in exactly the same department.
Mohr thought this is a modest ask, however the email exchange seen by the Financial Times soon turned rigid and defensive. The HR representative displayed little empathy or experience coping with sexual misconduct. He analogized her experience to a traffic accident to describe how Apple couldnt really become involved.
Although what he did was reprehensible as an individual and potentially criminal, being an Apple employee he hasnt violated any policy in the context of his Apple work, HR wrote. And because he hasnt violated any policy we shall not prevent him seeking occupations which are aligned along with his goals and interests.
Mohr wasnt requesting the colleague to be punished, knowing she couldnt prove her claims. But to her surprise, HR suggested proof wouldnt really matter anyway.
Unfortunately the incident wasnt in the context of Apple work [so] its more than likely an Apple investigation could have returned no findings no discipline will be issued, HR informed her. Even though the offender could have admitted to taking the images.
An HR professional with 25 years of experience, who declined to be named, calls this response shocking, adding that within their experience: Behaviors like this often emerge from a culture, they dont emerge from nowhere.
Mohr quit her Apple job as a fraud prevention specialist in January, after 14 years, annoyed by its bureaucracy, secretive culture, and what she regarded as fewer opportunities for women. Now she actually is asking Apple to have a hard look at its policies. I simply want Apple to function as company it pretends to be because of its customers, she says.
A matter of priorities
In interviews with 15 female Apple employees, both current and former, the Financial Times has discovered that Mohrs frustrating experience with individuals group has echoes across at the very least seven Apple departments spanning six US states.
The ladies shared allegations of Apples apathy when confronted with misconduct claims. Eight of these say these were retaliated against, while seven found HR to be disappointing or counterproductive.
This story is founded on those interviews and discussions with other employees, internal emails from Apples People team, four exit contracts compiled by lawyers for Apple, and anonymous employee reviews.