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Home / Business / Former COO sues Pinterest, accusing it of gender discrimination, retaliation and improper termination – TechCrunch

Former COO sues Pinterest, accusing it of gender discrimination, retaliation and improper termination – TechCrunch



The former COO of Pinterest has filed a lawsuit accusing the company of gender discrimination. Françoise Brougher said that she was abruptly fired from the company in April and that she is suing the company, demanding that the company “protect against violations of the Fair Employment and Housing Act (FEHA) and the Labor Law. Responsible for discrimination, retaliation and wrongful dismissal,” according to a document filed in the San Francisco Superior Court on Tuesday. (The full text of the document is embedded below.)

Pinterest In June of this year, it said that it has about 400 million monthly active users, most of whom are women. But its executives are all men. The lawsuit said: “The irony is that even if Pinterest sells itself to women as a source of lifestyle inspiration, the company’s leadership team is still dominated by men, and gender biases prevail.”

Before joining Pinterest in March 201

8, Brougher held executive positions at Square, Google and Charles Schawb. Brooke claimed in the lawsuit that her hiring pay was not as good as that of her male peers. She claimed that she was also excluded from key decisions by other executives; suffered a hostile work environment; and was eventually fired when CEO Ben Silbermann opposed treatment.

Brooke wrote in an intermediate post published today: “I have always been a private person, but I will make my experience public, because if I am fired because of my privileges and seniority, the situation may be worse. For those who have an early career.”

Brougher filed a lawsuit against Pinterest two months ago when two black former employees, Ifeoma Ozoma and Erica Shimizu Banks accused the company of unequal pay. , Racial discrimination and retaliation.

The lawsuit alleges that when hiring Brougher, she was told that Pinterest’s board of directors instructed executives to collect the returned equity grants. Her equity grant stipulates that only 10% of the shares will be vested in the first year; 20% in the second year; 30% in the third year; and 40% in the fourth year. Brooke believes that this vesting schedule is the standard for Pinterest executives.

However, when the company filed for a public listing last year, Brougher realized when reviewing its S-1 filing documents that the equity grants of her male peers had not been apportioned. After having concerns with Silbermann, Brewer’s compensation was adjusted, which led her to Pinterest’s human resources department.

Brooke said that although she is the chief operating officer of Pinterest and knows many investors in the company, she has not been invited to participate in Pinterest’s IPO roadshow.

After Pinterest conducted its IPO in April 2019, Brougher said that she would no longer be invited to board meetings, although sometimes her team members would also attend meetings-sometimes without her knowledge. The lawsuit states: “As the chief operating officer of Pinterest, Ms. Blau no longer has meaningful contact with the company’s board of directors.”

“The Abrasive Trap”

Brooke’s lawsuit also claimed that she began to receive more important feedback and cited a study conducted by technology director Kiernan Snyder called “abrasive traps.” The study found that out of 248 reviews collected from 28 companies of different sizes, the evaluation of women was higher than that of men. Snyder found that 87.9% of female reviews contained important feedback, while 58.9% of male reviews. Among women’s critical comments, their personality is the focus of criticism, accounting for 75.5% of women’s critical comments, while among men’s critical comments, only 2.4%.

In the lawsuit, Silbermann criticized Brougher for “not cooperating and told her that she did not always maintain a healthy inter-departmental relationship.” When Brougher asked him for more details, she claimed “ He told her to remain silent, saying that she should’pay attention’ to her performance in group activities.”

Allegedly, Todd Morgenfeld, Pinterest’s CFO, has also become “increasingly disrespectful” towards Brower starting in January 2020, ignoring her and working directly with her team members. Conversation destroyed her authority.

Brooke said at a meeting that Mogenfeld asked sarcastically: “What is your job anyway?” Schillerman will also wait to make key strategic decisions after Brauer attends the meeting, Brauer After leaving, I will meet with one or two male colleagues.

In the February lawsuit, Brougher received a peer review written by Morgenfeld, although she was not required to review it. Despite Brougher’s commitment to Pinterest’s IPO, European advertiser base and monetization strategy, the lawsuit still claims “Morgenfeld’s as long as Her review of her achievements in 2019 is: “Seems to be a champion of diversity issues.”

In a video call with Morgenfeld on February 21, 2020, Brougher said that she tried to resolve his feedback, but during the call he became angry, raised his voice, called her a liar, and questioned how to give her before hanging up. The value that Pinterest brings is in her.

After the conference call, Brouffer said that she texted Silberman and told him that the situation was not good. On February 24, she met with Jo Dennis, Pinterest’s chief human resources officer, and said that she wanted to find a way to work with Morgenfeld, but was uncomfortable meeting him alone. The lawsuit alleged that Dennis did not mediate between Bruckner and Morgan Field, but instead accused the matter as a possible legal issue and upgraded him to Pinterest’s internal legal counsel.

On the same day, Brouffer also met with Silberman. The lawsuit alleges that Siberman compared the situation between Morganfield and Brower to “an old couple fighting over who can make coffee.”

Then on April 2, Silberman told Blauff that she had been fired and told her to transfer duties to Morganfield next month. He also asked her to tell her team that she had decided to leave, but she refused to do so. Brooke believes that the dismissal cost her “tens of millions of dollars in income and equity compensation.”

Brougher Law Firm is represented by the law firm Rudy, Exelrod, Zieff & Lowe, which also represented Palen Ellen in a sex discrimination lawsuit against Kleiner Perkins.

TechCrunch has contacted Pinterest for comment. A Pinterest representative said in a statement to the New York Times that the company is conducting an independent review of its culture, policies and practices.

BROUGHER_VS_PINTEREST.pdf is published on Scribd by TechCrunch


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