The “Wonder Woman” heroine reportedly refuses to star in a sequel if accused sexual harasser Brett Ratner is attached
She kicks ass offscreen, too.
“Wonder Woman” heroine Gal Gadot reportedly refuses to star in the smash hit’s sequel as long as producer Brett Ratner — who stands accused by multiple women of sexual harassment — remains attached. Gadot, 32, wants Warner Bros. to buy Ratner and his production company RatPac-Dune Entertainment out of a co-financing deal, Page Six reported.
“She’s tough and stands by her principles. She also knows the best way to hit people like Brett Ratner is in the wallet,” a Warner Bros. source said. “She also knows that Warner Bros. has to side with her on this issue as it develops. They can’t have a movie rooted in women’s empowerment being part-financed by a man accused of sexual misconduct against women.” (A Warner Bros. rep told Moneyish the report was “false,” and reps for Gadot and Ratner didn’t comment.)
The Israeli actress’ stock has never been hotter: While her newcomer status only netted her $300,000 for “Wonder Woman,” the film made more than $800 million worldwide and more than $400 million domestically; Gadot, meanwhile, made her “Saturday Night Live” hosting debut last month.
But not everyone enjoys the clout and privilege necessary to speak out at work. Here’s when and how to stand up to your employer, according to experts:
Pick your battles. The issue you choose as a sticking point “should be important,” executive coach John Baldoni told Moneyish. “For example, if you say, ‘I’m really upset that we don’t have a coffee bar in the lobby’ … That’s a trivial issue.” Serious issues like harassment, abuse or behavior in violation of company values might rise to the necessary level of importance, he said. You may want to speak out “when you feel it’s compromising your integrity or standards,” added career coach Lynn Berger. Ask yourself: “Can you live with yourself if you stay silent?” Baldoni said. “It comes down to an issue of character and what you believe.”
Understand the risks. “Know that if you’re pushing up against power, your job could be in jeopardy,” Baldoni said. “If someone chooses to be silent, I’m not going to be the one to criticize them.” Be prepared for what could happen if nothing changes once you raise the issue, he added: “Know that you’re going to have to live with it or leave.”
Leverage high performance. Pivot career coach Rebecca Fraser-Thill, borrowing a lesson from Cal Newport’s book “So Good They Can’t Ignore You,” suggests “the way to make an impact and be able to stand up to your employer is to get really good.” “Develop a skill; (get) really good at it, and then you have optimal leverage to be able to stand up and say, ‘No, I’m not going to tolerate XYZ,’” she told Moneyish. “But you have to be really good.”
Find strength in numbers. If you haven’t yet established your skillset at the company, Fraser-Thill added, “try to get together (with colleagues) who are like-minded, and ideally some of whom are already highly valued at your organization so that you can collectively take a stand.” Baldoni, too, suggests those with less influence team up with coworkers: “On our team, we are feeling that so-and-so in our organization is not embodying the values of what we’re expected to do,” he suggested saying. “This is problematic for us. We want you to be informed on it.”
Seek outside help. “If your boss is suppressing you … you’ve got to find someone who has more power than that boss who can exert influence for you,” career coach and writer Kathy Caprino told Moneyish. “In a way, Gal is doing that. She’s saying, ‘No — I’m the one that’s Wonder Woman, and you’ll be doing what I need you to do.’” This might mean joining forces with a lawyer, a sponsor within the company who’s higher up than your boss, or an outside stakeholder with some sway (e.g., a loyal client you’ve served).
Frame your complaint in terms of how it’s hurting the organization. “When you put the (company’s) mission and values first, you are becoming a statesman for the organization,” Baldoni said. “The other way — by leading with ‘I’m unhappy’ — you can be misperceived as simply disgruntled.” Raise how the offending actions are affecting you and your coworkers second, he said.
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