As HR professionals, we often find ourselves at a crossroads of organisational interests and ethical responsibilities. Achieving a balance, being aware of our responsibilities, all whilst juggling the needs of the business and ethical boundaries; it is no wonder that I get asked this often at events I speak at.
For many, this is an uncomfortable position to be in, for example, how many times have you been asked to cross the line when it comes to dismissals because that person doesn’t fit in, but no other reasons behind it? Or may be an issue has been swept under the carpet, yet something obviously should have been done about it, yet the person is bein protected because of who they are etc.?
We have all seen it, or if you haven’t yet, rest assured, you will face this at some point in your HR career. How you handle it, is what matters.
The CIPD Professional Map emphasises the critical importance of professional courage and ethical behaviour, particularly when faced with requests that could compromise organisational integrity.
Understanding Your Ethical Boundaries
When an employer or senior manager asks you to take actions that are unethical or potentially illegal, you’re confronted with a critical professional challenge. The CIPD’s Professional Map highlights two key professional behaviours that are paramount in such situations:
- Professional Courage: This involves standing firm in your ethical principles, even when it might be uncomfortable or potentially career-threatening.
- Ethical Practice: Demonstrating integrity by refusing to engage in actions that could harm the organisation, its employees, or broader stakeholders.
Practical Steps to Handle Unethical Requests
1. Document Everything
- Maintain a clear, factual record of the request and your concerns
- Save relevant communications
- Create a contemporaneous written account of conversations
2. Seek Clarification
- Ask detailed questions about the request to understand its full context
- Seek written confirmation of the proposed action
- Highlight potential legal and organisational risks
3. Escalate Appropriately
- Refer to your organisation’s whistleblowing policy
- Approach immediate line management or senior leadership
- Consider involving legal or compliance departments
- If internal channels are compromised, consider external reporting mechanisms
4. Know Your Legal Protections
The Public Interest Disclosure Act 1998 provides legal protection for whistleblowers who report genuine concerns about:
- Criminal offences
- Legal obligations being breached
- Miscarriages of justice
- Health and safety risks
- Environmental damage
- Attempts to conceal any of these
Professional Consequences and Self-Protection
While standing up to unethical requests can be daunting, the CIPD’s Professional Map emphasises that maintaining professional standards is essential. Potential risks of compliance include:
- Personal legal liability
- Professional reputation damage
- Potential criminal prosecution
- Organisational financial and reputational harm
Resources and Support
- Consult the CIPD’s Code of Professional Conduct
- Seek advice from professional networks
- Consider independent legal consultation
- Contact relevant professional bodies for guidance
Conclusion
Your role as an HR professional transcends administrative tasks. You are a guardian of organisational ethics, responsible for protecting both the institution and its people. The CIPD Professional Map’s core principles of professionalism, ethical practice, and professional courage are your compass in navigating these challenging scenarios.
Remember that no job is worth compromising your professional integrity or values.
Natalie Ellis HR 