Author’s Note: Given the unusual format of this story, and in case someone is stumbling across this in isolation without being familiar with my work generally, both question and answer are 100% fictional erotica and absolutely do not constitute actual advice.
Other “Dr Degradation” Columns:
Weddings | Boyfriend | Step-mother | Step-daughter | Math Teacher #1 | Math Teacher #2 | “Paradise” | Girlfriend
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Dear Dr Degradation,
I’m a man who’s been running a successful project-management business for some time. The business has grown to have around 100 employees, but I’d like to upgrade to the next level.
I think the office floor would look great with a few brainless big-titted decorations who I can treat as slaves rather than staff members. I’d love to hire some dumb fuckdolls who I can rape and humiliate without fear of consequence, and encourage the entire office to treat them as cum-toilets.
How can I make my dreams come true?
Eager Boss
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This is a fantastic question, Eager Boss. It’s absolutely beyond question that a man as successful as you should own a harem of desperate balloon-titted bimbos. In fact, I’m not at all sure that it’s not a violation of your human rights that you don’t have at least one female employee that you can rape daily.
A good workforce starts with a good hiring process.
The initial instinct is to just hire the hottest women who apply. But that’s a trap! Appearance is important, but attitude is king. Many attractive women have been spoiled by their beauty – they’re used to getting their own way, and won’t accept authority or offer submission. You’ll come to regret hiring purely based on body shape and tit size if you end up with an office full of bitches.
Instead you want to use your hiring process to find women who are prepared to objectify and degrade themselves to get the job – while at the same time obtaining the information that you’ll need to control them, and giving them appropriate expectations about what their job will involve.
Conduct hiring in a multi-staged process, with multiple interviews. This gives you a chance to steadily ask more of potential female employees, as they feel they are coming closer to getting hired, and as they feel progressively more invested in getting the job and unwilling to withdraw.
In your job ads, you should emphasise the following points:
This is a public-facing job that deals with many male clients, and applicants are encouraged to present themselves accordingly at interview.
This will weed out women who object to dressing for the male gaze at an early stage. It will also make the applicants who do apply for the job more insecure and vulnerable – no woman feels confident when she knows she’s being judged on her appearance.
Regardless of how they dress at their first interview, you should remind them of this requirement, and ask them if that’s how they’d “really dress” to win the approval of a real male client . Suggest they take another try, in the event that you call them back for a second interview. Also ask them if they’re trying to lose weight – to increase their insecurity – and ask if they’ve ever considered any cosmetic work, such as a boobjob.
If they’re genuinely not showing a lot of skin, ask if they’re embarrassed of their body, and whether they’re hiding any deformities.
Some good comments include:
“I know you’re probably embarrassed that you don’t have a lot going on in the bust area, but can I recommend push-up bras and some padding?”
“Wearing a skirt that long just calls attention to the fact you’re embarrassed by your chunky thighs. Try something shorter.”
“The colours you’re wearing don’t really stand out. Have you tried pink?”
In this job you’ll be expected to work with sexually diverse clients and work on sexually inclusive projects. Be sure to outline details of your sexual identity in your application.
This will encourage straight women to identify as bisexual, whether they are or not, in order to get the job. Don’t worry about encouraging lesbians to apply – they’ll either drop out, or decide that they’re flexible about pleasing cock if it means getting the job. (Plus you’ll have other inducements for them to betray their sexuality.)
At interview, you can then question them about their sexuality. Ask them how many men they’ve slept with, and how many women. Ask specifically whether they’ve sucked cock, licked cunt, or had anal and vaginal sex.
You can emphasise that you apply for government grants on the basis of diversity staffing, and that it would expose the company to very serious consequences if a woman who claimed to be bisexual had not, in fact, had sex with both men and women.
After the first interview, ask the women to provide a full listing of their sexual experience and sexual partners. Emphasise that you know a woman can be both a virgin and bisexual, and that they should therefore also list their sexual fantasies.
At the second interview you can then ask detailed questions about her sex life. Ask what she orgasms from. Asks if she likes to submit, and be controlled. Ask if she swallows when men cum in her mouth. Ask if she gets hot from being called a slut and a whore. Ask if she enjoys being slapped.
You can emphasise that it’s also important to the company’s reputation to know whether she’s into any taboo kinks. Does she have rape fantasies? Does she get hot from being pissed on? Has she ever fucked an animal? Has she ever fucked a family member, or fantasised about it?
Send her back with instructions to now provide the full names and contact details of all her sexual partners. You should call these people later – any exes that she’s on bad terms with will likely provide all sorts of interesting stories about her.
Also give her an extensive list of kinks, and ask her to fill in the most extreme idea associated with each kink that she could masturbate to orgasm while thinking about.
Ask her also to provide contact details and photos for six people that she knows in real life, who she has never previously dated – three men and three women – who she would like to rape, or be raped by. This is ostensibly to “demonstrate her taste in men, and in women”.
If she hasn’t dropped out by the end of this, you’ll end up with an extensive file that she would probably prefer you to never share with anyone else – which you can use to keep her from quitting (once hired) and encourage her to submit to whatever you want to do with her.
The company holds, and applies for, several sensitive projects involving survivors of sexual assault. Lived experience of sexual assault is preferred; please indicate in your application if you fall into this category, and, if so, whether there was a court process associated with your experience.
Women who have been previously raped and never reported it are your perfect candidates. You can move them straight to the top of the applications pile. If they let it happen once, they’ll probably let it happen again, and again, and again.
For women who tick this box, you should arrange a special additional interview with a “counsellor” from your Human Resources area to talk about their experience. The counsellor should get them to recount their rape or rapes in intimate detail, focusing on their penetration, violation and humiliation. The counsellor should ask them if they were wet and if they orgasmed.
The counsellor should also seek admissions that the women led their rapists on, that their rape was partly or wholly their own fault, that they actually wanted it to happen or that they consented, or that they treated their rapist badly or unfairly.
Once you have all this in hand, at a later interview you should ask how they would react to sexual harassment in the workplace. Emphasise that you don’t want arguments in the workplace or a litigious environment. Try and get them to say, explicitly, that they would not complain or cause trouble if they were groped or catcalled or demeaned in the office.
Applicants will be expected to undergo a full medical evaluation, at the company’s expense, prior to hiring.
There’s no need to get a real doctor to do this. Have someone from HR undertake it, in a meeting room. Have the applicant strip nude, then take photos, and perform humiliating inspections of her tits, cunt and ass. This should include groping and squeezing her tits, penetrating her cunt and anus with fingers, and rubbing and pinching her clitoris.
To set the tone, you should attend these inspections personally. Don’t explain your presence. Have the doctor say “don’t mind him” if the woman asks about you. Just enjoy watching her expose her body to you and assume a variety of humiliating poses.
The procedure will produce a series of images that the applicant would probably prefer you didn’t share.
You are expected to provide details of any other positions you are applying for.
Make sure she tells you the other jobs she has applied for – so you can ring those employers and sabotage her. The harder she finds it to get a job, the more desperate she’ll be to work for you, no matter what the conditions are.
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Any woman who you find attractive, who has completed all requirements and hasn’t dropped out by the end of the third round, is a prospective hire. Now is the time to do the traditional test to see how much she wants the job. Invite her to your office, and then tell her to strip. If she undresses, then tell her to suck your cock.
Any girl who sucks your cock gets the job.
If you really want to hire a girl, but you think she’s not quite at the cocksucking stage, you can go ahead and hire her anyway. After a month in the job, she’ll likely be willing to give you a blowjob – or more – to avoid being fired.
The next step is the employment contract. You want to make sure you get this right.
As low a salary as possible
No matter what you advertised, you can put a low salary in the actual contract. At this stage she’s already been photographed nude and talked in explicit detail about her sex life. She’s invested. She’ll take the job, even at minimum wage.
You want her low paid because, to be honest, she’s not going to be adding a lot of economic value to your business. She’s just a woman, after all. And you want her low paid because that keeps her powerless and desperate. You can motivate her with promises of relatively small pay bonuses, or personal loans under humiliating conditions.
Plus, salary is a measure of worth, and you want her to believe that she’s worthless.
Non-compete clauses
You want her to agree that she won’t work for your competitors if she leaves your employment (or is fired). Go as hard here as the law will allow you. Make it a lifelong clause. Expand the definition of “competitors” as far as possible, ideally to include every other business in the world. You want it clear that if she doesn’t work for you, then she doesn’t work at all.
“Duties as assigned”
She won’t have a specific job, or title, or responsibilities. She’s going to do whatever you tell her to do – which will likely be bring you coffee, looking pretty and sucking your cock.
Overtime and after-hours contact
There is no limit on the unpaid overtime you can ask her to do. She is to carry a work phone, and answer it without fail within five rings, even during sleeping hours.
Stopping her from getting adequate sleep is an important step in making her submissive and compliant. You’ll start by making her get up at 2 am, and drive to your house to bring you a cup of coffee. Later you’ll have her bring you porn magazines, or attend your house to make you a coffee, or a sandwich. And eventually you’ll have her waking up in the middle of the night to suck your cock, or to lick your cum out of another woman’s snatch, or to drink your piss.
Overtime is also important to destroy her social life and isolate her from friends and family. Schedule overtime anytime that she’s expressed that she might be attending a social event. No, she can’t go on vacation, because you need her to work. No, she can’t go see her favourite band, because you need her to work. No, she can’t go to her sister’s wedding, because you need her to work. If she already has a boyfriend or husband (or girlfriend or wife), overtime will be an important step in ending that relationship so she can focus properly on being a fuckdoll for you.
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What if she doesn’t want to sign this contract?
Well, that’s when you tell her that you’ll send the nude photos of her from her medical examination to her exes and to anyone who’s ever raped her. That’s when you tell her you’ll publicise her sexual fantasies and her account of her rape. That’s when you say you’ll contact the six people she said that she wanted to rape or be raped by, and explain why you have their details.
You can ask her how it will feel to Google her name and see that the first result is a picture of her exposed tits and cunt.
Don’t worry: she’ll sign the contract.
And now you have your first beautiful bimbette, ready to be objectified and exploited in your dream office!
Good luck!
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