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We shouldn't and don't. In fact, if someone is making you feel unsafe at work (especially if it's because of your gender, race, etc), HR has a responsibility to address it.

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Please define "unsafe" --- because I feel plenty unsafe as work due to my race and gender, and I feel that going to HR would only exacerbate this risk. If I may be so bold, I don't think, however, you would consider the danger I feel, the eggshells I have to walk on, real problems. I feel like only members of certain groups get to use the "unsafe" card, and as a proponent of equal treatment and fair rules, this feeling bothers me.

> HR has a responsibility to address it

HR has the responsibility to protect the firm from legal dangers, so don't be surprised if their solution involves the plaintiff being fired.

> HR has the responsibility to protect the firm from legal dangers, so don't be surprised if their solution involves the plaintiff being fired.

Retaliation in response to a complaint exacerbates, rather than mitigates, the legal danger to the firm.

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