The way individuals are treated in the workplace plays a critical role in determining both personal success and the broader reputation of the organisation. A company may have a compelling vision and a well-articulated mission, but without ethical leadership and a culture rooted in fairness and respect, those ideals remain hollow.

In too many workplaces, unethical labour practices still exist. Some employees are dismissed abruptly—sometimes via informal messages such as “I don’t want you anymore.” Others are given vague reasons like “Some employees no longer want to work with you,” without proper investigation or conflict resolution.

Compensation is often disbursed inconsistently, based on management’s mood rather than the agreed-upon payroll schedule. Basic employee rights, such as annual leave, are sometimes denied without justification. Human Resources professionals—responsible for safeguarding fairness and compliance—are frequently undermined or excluded from decision-making processes.

Unfortunately, many employees suffer in silence, fearing financial hardship if they speak out. Those who do raise concerns are often labelled as troublemakers, discriminated against, or even dismissed.

Leadership is not merely about titles or authority—it is about modelling professionalism, accountability, and ethical conduct. Playing favourites or treating employees unequally damages morale, erodes trust, and tarnishes the employer brand.

Every employee, regardless of their position, deserves to be treated with dignity, equity, and respect—especially those who advocate for what is right. Ethical leadership fosters a sustainable, resilient workforce. In contrast, organisations that tolerate toxic practices eventually face consequences, whether legal, reputational, or operational.

Respecting people is not only a moral imperative; it is also smart business. Ultimately, how you treat others determines the culture you create—and the legacy you leave behind.

*Victoria Shamhe is a Human Resource Consultant