Interviews with 15 current and former female Apple staff reveal apathy or retaliation in seven departments across six US states in the face of misconduct claims
Megan Mohr was five years into her Apple career when, in 2013, a male colleague took advantage of her after a platonic night out drinking together.
Financial TimesPatrick McGee
Context & Ripple Effects
The accounts extend the workplace concerns raised by the #AppleToo movement, which had put an Apple engineer’s organizing around internal conditions into public view. They also follow reporting that retail, support and sales workers described harsh conditions and unresponsive HR in a separate set of employee interviews.
The new allegations give a broader departmental and geographic frame to misconduct complaints, while a Labor Department investigation into a retaliation claim had already brought external scrutiny to Apple’s handling of employee complaints.
First-order effects
Current and former female Apple employees alleging misconduct gain a documented pattern spanning seven departments, rather than a set of isolated complaints.
Apple’s HR and management processes face intensified scrutiny because the interviews allege both institutional apathy and retaliation after reports of misconduct.
Second-order effects
The allegations strengthen the evidentiary backdrop for employee organizers associated with #AppleToo and for the Labor Department’s examination of retaliation claims.
Apple must contend with workplace-conditions reporting that now connects technical and corporate departments with earlier accounts from retail, support and sales staff.
Third-order effects
If accounts across employee groups continue to converge around complaint handling, Apple’s workplace governance becomes a sustained labor and reputational issue rather than a dispute confined to individual cases.
The pattern points to employee-led documentation and external regulators becoming recurring checks on how large technology employers handle internal misconduct allegations.
The trend: Worker organizing and external oversight are increasingly testing whether large technology companies’ internal reporting systems protect employees who raise workplace concerns.
🚨 New ‘big read’ on @Apple for the @FT 🚨 The women calling out Apple's handling of misconduct claims: https://enterprise-sharing.ft.com/ ... & here is Apple's full statement in response, acknowledging missteps and pledging to ‘make changes to our training and processes.’ https://…
Apple being accused of caring too much about providing good products, not caring enough about women's tears and also not acting as parents for women who drink too much and allege sexual assaults that they don't take to the police but want HR to handle. https://www.ft.com/... http…
This is a really important report about the multi-year efforts by women who worked at Apple to get the company to admit to serious management problems & to correct course- one courageous stand after another, sacrificing time, talents & money to tell their stories. ⛈⚖️ Must read: …
Thank you so much, @PatrickMcGee_ , for your reporting. It's only when we tell our stories and make it known what working for Apple truly entails that we can enact change. Thank you to everyone who has shared their stories, and everyone fighting for change! https://twitter.com/..…
“The accounts collected by the @FT paint a portrait of @Apple People team that acts less like a safe place for employees to go with complaints and more like a risk mitigation unit that protects bad managers” https://www.ft.com/...
It's high time Apple's mistreatment toward women be called out. HR and Business Conduct complaints lead nowhere. These issues are systemic at #AppleToo. https://www.ft.com/...
“When men are asked to rate their direct manager...the average score is 71, whereas for women it is 37” - an extra data-based gem in an already brilliantly sourced piece. Would love to know everything about how it came together @PatrickMcGee_ 🤓 https://giftarticle.ft.com/...
“Some accounts raised do not reflect our intentions or our policies and we should have handled them differently, including certain exchanges reported in this story,” Apple said. “As a result, we will make changes to our training and processes.” https://enterprise-sharing.ft.com/ …
“The accounts collected by the FT paint a portrait of a People team that acts less like a safe place for employees to go with complaints and more like a risk mitigation unit that protects bad managers.” https://twitter.com/...
The women calling out Apple's handling of misconduct claims 'Mizrachi refused to sign. “My friends said I'm an idiot, ‘take the money’,” she says. “But you can't just pay me to shut up. You have to have a moral compass."' https://www.ft.com/... https://twitter.com/...