Sexual harassment is a major issue in organizations and justifiably so. Shame and shaming play a meaningful role in the anti harassment effort; all sexual harassment must end hopefully without sterilizing the work environment as described in the Mikado by Gilbert and Sullivan-
Our great Mikado, virtuous man,
When he to rule our land began,
Resolved to try
A plan whereby
Young men might best be steadied.
So he decreed, in words succinct,
That all who flirted, leered or winked
(Unless connubially linked),
Should forthwith be beheaded.
And I expect you’ll all agree
That he was right to so decree.
However in many area of organizational life, shame is dead. Here are just a few examples that come to mind. The great push for job-eliminating technology; the masquerading of unemployment as the gig economy. Health care gets better the higher you are ranked in the organization. Management buys new gadgets whilst cutting benefits to labour. Management flies first class, or business, absolving themselves from company travel policy. Reduction in force is carried out whilst senior management is on ski vacation. The list goes on and on. (I forgot to mention pay gaps between the plebs and the patricians).
Certain OD consultants and many HR-cum-spinner business partners serve as pacifiers for these ugly phenomenon which impact more than one gender.
HR is the classic servant of the status quo, so I do not expect them to challenge anything like the issues I describe. HR will often “bless it and approve it with a text, hiding the grossness with fair ornament.” (Shakespeare, Merchant of Venice)
OD practitioners who sell commercialized products are probably making a living doing engagement surveys which “test” the waters letting management know how hot the water is. Or perhaps they are doing “coaching” to under-performers. Or perhaps cross dressing as change managers for a new reorg.
Shame/shaming is every so rare, because there is no real challenge to the present economic model and the derivative organizations forms which serve the economic model.
I do hope that shaming will eventually address these issues, because it a very effective tool. But OD won’t be there. Our values died when we stopped being contrarians and jumped into bed with HR business partners. And pardon me for saying “bed”.