The way individuals are treated in the workplace significantly influences not only personal success but also the overall reputation and credibility of the organisation. 

While many organisations boast impressive visions and missions, the absence of ethical leadership and a healthy organisational culture often hinders the realisation of these aspirations.

In some environments, severe labour practices persist. Employees are dismissed without due process. Sometimes through informal text messages such as “I don’t want you anymore.” In other instances, terminations are justified with vague explanations like, “Some employees no longer wish to work with you,” without any effort to resolve conflicts through appropriate channels.

Furthermore, compensation is sometimes disbursed inconsistently, depending on the disposition of individual leaders, irrespective of agreed-upon payroll schedules. 

Employees are often denied leave, depriving them of essential rest, while human resources professionals tasked with upholding fair and compliant workplace practices are marginalised and their input frequently disregarded.

Sadly, many employees endure this mistreatment in silence out of financial necessity. Those who attempt to advocate for themselves are often labelled as problematic and subjected to discrimination or even dismissal.

Owning a business or leading people within an organisation comes with a responsibility to uphold fairness, professionalism, and ethical integrity. Favouritism and the selective treatment of employees based on personal preference or unethical bias undermine not only workplace morale but the long-term credibility of the organisation.

Every employee deserves to be treated with dignity, respect, and equity, especially those who choose to stand for what is right. Leadership that lacks ethical integrity is ultimately unsustainable. Sooner or later, the consequences whether legal, reputational, or operational will surface.

* Victoria Shamhe is an HR consultant