LinkedIn’s Restrictions on Free Speech Constitute Cyber Bullying (By: Michele Babcock-Nice)

Cyber Bullying Image (Retrieved on May 16, 2014 from http://nifahliciousblvd.wordpress.com/2013/11/19/hiding-behind-a-computer-screen-whats-up-with-all-the-cyber-bullying/

Cyber Bullying Image (Retrieved on May 16, 2014 from http://nifahliciousblvd. wordpress.com/2013/11/19/hiding-behind-a-computer-screen-whats-up-with-all-the-cyber-bullying/)

Yesterday, I received a notice on LinkedIn that my group postings are temporarily being moderated because someone didn’t like that I promoted my new group, “Stop Youth Suicide,” in theirs. All of the 30 groups in which I promoted this group two weeks ago were related to counseling, child welfare, bullying, and social justice.

How sad is it that anyone would flag or report about that, and thus, have my group postings across my 51 groups be moderated by LinkedIn. I think it just goes to show that there are those folks out there who are very insensitive about this issue, and who are unable to cope with the perspectives of others that may be different than their own.  It also reflects how easy it is on LinkedIn for company staff to limit and restrict members’ freedom of speech.

This situation further reflects the punitive nature in American society in which well-intentioned people are often blamed and punished rather than being provided with an opportunity to defend and protect themselves.  LinkedIn is no different.  There is no appeal process for this on LinkedIn, and due process does not exist.  If one desires to be a member of LinkedIn, he or she has no choice but to agree to such policies as these that may be used in a punitive and restrictive manner, as I have experienced.

In one counseling group in which I promoted this group, my post was placed in the “jobs” section, not even in “promotions.” The group manager of that group is a licensed counselor! This is so sad.  The manager of that group eliminated my posting from the discussions section of the group, thereby removing any possibility for interaction and communication about the issue.  I have since left that group.

For all of you who are members in the LinkedIn groups that I have founded and/or moderate, I have always posted everyone’s discussions. If there is a member who repeatedly posts about topics that are not relevant to the group, I’ve sent them a private email message informing them about that, deleted those discussions that are not relevant, and/or moved them to the appropriate section, such as “jobs” or “promotions.”  Most often, people are understanding about group expectations, or if not, they leave a group.  I have known of a couple of people who were restricted by LinkedIn who left LinkedIn.

Take a Stand Against Cyberbullying (Retrieved on May 16, 2014 fromhttp://acaruso2.myweb.usf.edu/Cyberbully/teachers.html)

Take a Stand Against Cyberbullying (Retrieved on May 16, 2014 fromhttp://acaruso2.myweb.usf.edu/ Cyberbully/teachers.html)

It is important for LinkedIn company employees to recognize that there are often times when people report on others simply because they dislike them and are unable to cope with a good message that is promoted and/or shared within relevant groups.

As another example, about two years ago, I left two anti-bullying groups that were out of the United Kingdom, after having posted relevant issues to the groups.  One member of those groups reported on me for posting about issues that were not relevant when they actually were relevant.  When I informed the group’s managers about my concern, after having been blocked in those groups, the managers did nothing, effectively supporting the bully who made the false reports.  I, therefore, left both groups.  By not supporting the target, and placing restrictions on the bully rather than the bully’s target, LinkedIn is also be supporting the bully.

For no one to even provide a professional courtesy of sending me a private message to inform me about their concerns related to my posting, and then reporting me to LinkedIn staff, thus causing my postings to be moderated across groups, is insensitive at best and bullying at most. If a posting is not desired in a group, it is very easy for the group manager to delete it.  It is also very easy to send an email to someone, or post a comment to the discussion, reflecting a concern.

The Computer Ethics Institute has published the 10 Commandments of Computer Ethics.  Among those rules of ethical computer use include the following: “1. Thou shalt not use a computer to harm other people; 2. Thou shalt not interfere with other people’s computer work;…5. Thou shalt not use a computer to bear false witness; and 10. Thou shalt always use a computer in ways that ensure consideration and respect for your fellow humans.”  Obviously, not everyone practices these rules of ethics, including those within social networks, as has often been evidenced.

For LinkedIn just to drop the hammer, effectively restricting my posting status across groups, is not only cyber bullying, but also removes my freedom of speech.  Those who report on other members, rather than attempting to resolve a situation, have no insight about and do not practice professional courtesy.  Instead, they are doing what they want because of being unable to accept or cope with the views and perspectives of others that may be different from their own.  Instead of becoming part of the solution, they remain part of the problem, and may also escalate the problem.

I would like to know in which groups my posting about the issue of preventing suicide is not relevant or welcome in their group…so I can leave their group and continue to post in groups where my views are welcomed and supported. I have emailed LinkedIn customer service requesting said information, though I doubt I will get the information that I desire. I have been oppressed too much and too often in my life to take this lightly.  To me, networking and sharing information about ways to prevent and eliminate suicide are serious issues.  Cyber bullying about this issue must not be tolerated.  I will not be silenced!

Follow-up (July 13, 2014):  Two days ago, a LinkedIn employee again blocked my posts and comments to nearly all LinkedIn groups (48 of them) in which I am a member.  Again, LinkedIn has required moderation of my posts and comments in those groups.  LinkedIn did not provide me any reason or notification of being blocked.  I have done no wrong.  This is another example of LinkedIn’s restrictions and removals of freedom of speech.

Follow-up (July 16, 2014): In response to LinkedIn’s restrictions on my group postings, I re-posted this article in two locations on LinkedIn.  The next day, I found that LinkedIn had further restricted my posting settings by blanketing all groups, including those that I manage.  LinkedIn’s policies in regard to such restrictions only enable and promote cyber bullying and harassment from other members, and further escalate the situation.  There are several other forums in which I have posted this article so that readers are informed about such institutional policies that reward accusers and harm targets.  I guess I should be proud that my speaking out about these issues has caused others to bully and/or harass me, as well as restrict my participation, however these actions are also a reflection on how acceptable bullying, harassment, and infringements on people’s rights have become.  If something is inherently wrong, I am one to speak out about it so that it can be changed and improved rather than entrenched and worsened.

References:

Computer Ethics Institute (2014).  The Ten Commandments of Computer Ethics.  Retrieved on May 16, 2014 from http://guardingkids.blogspot.com/2010_10_01_archive.html.

“People in Authority who don’t Listen aren’t Leaders” (By: Michele Babcock-Nice)

People in positions of authority who don’t listen to or consider others aren’t leaders.  It’s as simple as that.  It seems that there are so many more people in our world who don’t listen to or consider others than there are those who do.  What is extremely discouraging, disappointing, and disturbing is when an individual of common, everyday status approaches and/or comunicates with someone in authority about a serious issue or concern that can be changed or improved, and that person does not listen, does not care, and/or does not even consider what the other person has to say.  We, therefore, must be very thankful for those people who do listen – whether or not they are in positions of authority and whether or not they are in a position to change a situation for the better.  Those people seem to be getting fewer and fewer these days.

In my own experience and throughout my life, I have met, encountered, interacted with, and/or communicated with many people in positions of authority who, by their refusal to listen to, consider, and/or understand certain issues and concerns, are not true leaders.  Leaders are those people who take charge and lead all others in a positive direction of beneficial development. 

Sometimes, however, people in authority and in positions of leadership are unwilling and/or unable to listen to and consider the needs, issues, and concerns of others.  Therefore, in my definition, they are not true leaders because they are unable to be open to truly hearing, considering, analyzing, and understanding issues that may bring about positive change that may and can be good and beneficial for everyone.  People in positions of authority who are closed to others and who shut others out, by this definition, are not leaders.

It seems that there are sometimes too many people in our lives who are unwilling or unable to hear what we have to say.  Perhaps our information is too uncomfortable for them to hear, or they are threatened by it in some way, or they are unable to cope with it.  That is unfortunate for everyone because they are missing out on an opportunity to do something good for others.  They, therefore, don’t even realize that they have missed a chance to improve something, to help another, and to potentially assist many others.  They believe that they know the only right and correct way; they have closed themselves off from others, and believe they are protecting themselves from others. 

In my life and experience, I have met, interacted with, and communicated with several people who, through their own discomforts, feelings of being threatened in some way, inability to cope, and/or simple refusal to listen caused them to shut me out, turning away from me.  These people have included certain authority figures in higher education, churches, schools, businesses, family and friends, and even former intimate partners.  When people are unable or unwilling to listen to information they don’t want to hear and/or with which they are unable to cope, they may shut you out, turn you away, deny you, discredit you, and/or even demonize you, simply for being direct, honest, truthful, and assertive.

It is, therefore, extremely important to be thankful and grateful for those who ethically and morally consider and listen to others, particularly when their information has, not only the potential to influence and assist that person in a positive way, but the potential to benefit many others, as well.  There are some individuals out there who can and do listen.  There are some folks who take positive and beneficial actions to help and protect others when they are informed about it.  There are certain people – within the same and other groups that I mentioned above – who do act to help and benefit others, who seriously consider and analyze others’ actions and information, and who do not demonize and condemn the individuals who are providing truthful and honest information, even though it may be information that they don’t want to hear.

It is these people for whom we must be grateful.  For these people, we must recognize and be aware of their personal and internal gifts and talents of truly being leaders.  True leaders are strong in the face of persecution, even though others may have condemned and demonized them simply for stating or doing something with which others disagree or with which they are unable to cope.  We must recognize, therefore, that the majority may not always be right or correct, ethical or moral, honest or truthful.  What we must recognize is that even one or a few people can be correct over the majority, that perhaps even one or a few people who stand up for what is right even in the face of abuse, injustice, and persecution may have only the best interests of everyone in mind, not just that for themselves. 

If you are a leader of a group, organization, business, or institution, how do you behave and what do you say to others in order to include, consider, and hear the concerns and issues of others?  How do you examine, analyze, and research the information that has been given to you?  Do you simply believe what others have to say about another person, simply because they may be in a potentially powerful position of authority over the other person?  People in positions of authority are not always right and correct. 

I identify Pope Benedict XVI as a good example of a person in authority who does not always do what is right and correct, in hiding and covering up the abuses of clergy throughout the world.  I identify college or university presidents who do not listen to students who have concerns or issues about crimes committed against them by other students, or other college officials who will not consider other serious issues brought to their attention. 

I identify school principals who bully teachers and students because they do not wish to draw attention to particular issues.  I identify clergy who shut others out simply because they are unwilling or unable to cope with what others have to say.  I identify governmental and political figures who won’t consider a different and perhaps better or more fair way of doing things in consideration of others.  I even identify family members or relatives who are unable to hear or consider truthful and honest information, particularly when such information may potentially be to their benefit. 

It is, therefore, very important to cultivate and maintain relationships with others who do consider, hear, listen to, and understand you.  When you are completely honest and truthful with yourself, others who are also honest and truthful will recognize and appreciate your truth.  It’s like the old sayings go, “Birds of a feather flock together,” and “they are like peas in a pod.”  People who are similar understand, appreciate, and respect each other.  People who stand up for what is right and correct find, understand, and appreciate each other, as well. 

Thank you to all those who are able to hear, understand, listen to, and consider the truth, and what is right and good, even if it’s something that you don’t want to hear.  For those of you who are unable to do so, I pray for you that your eyes, ears, and mind will be open to what others have to say.