Human Resources

Speaking Up at Work: What Should You Do When You Witness Unethical Behaviour?

Workplace conflict is inevitable, but how it’s managed—or ignored—can make all the difference to employee wellbeing, team morale, and organisational performance. A recent article in The Sydney Morning Herald, explores how employees and managers can navigate challenging situations involving unethical conduct, favouritism, and poor leadership.

The piece highlights expert commentary from conflict resolution and HR professionals on the importance of psychological safety, the role of documentation, and the need for organisations to implement safe and confidential channels for raising concerns. When misconduct goes unaddressed, it can lead to heightened stress, loss of trust, and even increased employee turnover. Yet speaking up isn’t always straightforward—particularly when there’s a power imbalance or fear of retaliation.

The article outlines that in larger organisations, employees may have access to anonymous reporting tools. In contrast, smaller businesses often lack such mechanisms, making it more complex to report unethical behaviour. Experts advise gathering evidence, keeping detailed records, and seeking external advice when necessary.

Natasha Hawker, Managing Director of Employee Matters, was also featured in the article. She emphasised the power of professionalism and relationship-building as tools for navigating difficult workplace dynamics. Speaking on how to deal with favouritism in the workplace, Natasha said:

“The simple way to get noticed is to outperform them and develop other strategic relationships across the business. Always look to help others, and think about the saying ‘kill them with kindness’.”

This approach underlines the importance of resilience, emotional intelligence, and maintaining a strong professional reputation—even in the face of internal challenges.

To read the full article from The Sydney Morning Herald, click here: