Ten years after filing her 6 July 2016 complaint against Roger Ailes, Gretchen Carlson said she has “absolutely no regrets” and described the lawsuit as the start of a new purpose in survivor advocacy.
Since 2019, Carlson and fellow Ailes accuser Julie Roginsky have used Lift Our Voices to target workplace NDAs and forced arbitration, helping win two 2022 federal laws signed by Joe Biden.
The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act lets survivors pursue claims in court instead of private arbitration, while the Speak Out Act bars predispute nondisclosure and non-disparagement agreements in such cases.
Carlson said she still cannot fully tell her own story because she remains under a stringent NDA, even though her lawsuit helped trigger more accusations against Ailes, his exit from Fox News and a reported $20 million settlement.
Calling claims that #MeToo is dead “disingenuous,” Carlson argued the movement has already produced lasting accountability and legal change, with more progress still ahead.
A decade after Carlson’s lawsuit, why do 90% of harassment victims still remain silent?
With NDAs being restricted globally, what is the next tool for enforcing workplace silence?
Workplace Justice After #MeToo: The Federal Legislative Revolution of 2022–2024 and Its Limits
Overview
Since 2022, U.S. workplaces have changed significantly due to new federal laws and a strong cultural push for equity and safety. This shift began with a concerted effort to break down barriers to justice for survivors of workplace misconduct, leading to major changes in legal frameworks and company practices. Legislative momentum resulted in hundreds of new bills, showing a broad commitment to transforming workplace culture after #MeToo. These efforts focused on ending secrecy, especially around harassment, and created a more transparent and supportive environment for employees. As a result, workplaces are now more accountable and psychologically safer for everyone.