The CIPD professional map emphasises that ethical practice and professional courage are fundamental to our role as guardians of organisational integrity. When we are faced with requests that cross ethical boundaries, there are some options that you can consider.
1. Document everything
A good starting point is to make a record of all interactions related to the questionable request. Note dates, times, participants, and specific details of conversations. Follow verbal discussions with email summaries to confirm your understanding and create a paper trail. Store these records securely, and ensure you can access them as a reference should you ever need to.
Read more: Ethics and HR
This documentation serves dual purposes: it demonstrates your professional diligence and provides essential evidence should the situation escalate to any formal proceedings.
2. Ask for clarification
Approach the situation with professionalism by seeking thorough clarification before you undertake any tasks you find questionable. Arrange a meeting to discuss the request in detail, asking probing questions about motivations and intended outcomes. This process often prompts reflection from the requester and may lead to a reconsideration of the initial demand. Always follow up with a request for written confirmation of any verbal instructions; this often acts as a prompt for people to reconsider problematic requests when faced with documenting them.
3. Do your research
Many questionable requests arise from genuine business challenges approached through improper means. Your value as an HR professional lies in identifying the underlying needs and proposing ethical alternatives. One way of exploring this is by conducting research into how similar organisations to their own may have overcome similar challenges successfully. By creating a convincing case that demonstrates how ethical approaches ultimately protect and enhance the business reputation, this can lead to a reconsideration.
4. Conduct a risk assessment
Conduct an analysis of potential consequences, considering legal, financial and reputational elements. Present this assessment professionally, focusing on organisational impact rather than personal judgement.
Read more: What is HR's role in ethics?
Frame your concerns within the context of risk management, highlighting how ethical breaches could pose a risk to the business. This approach shifts the conversation from what could be seen as a personal viewpoint to practical business strategy which is often more relative to senior leaders.
5. Think strategically
If initial discussions prove ineffective, you could explore the option of implementing a structured escalation process as part of your compliance procedures. For example, you could review your whistleblowing policy and identify appropriate senior stakeholders. Prepare a written document that accurately outlines your concerns, supporting them with relevant professional standards and legal references. Throughout this process, maintain a tone of collaborative problem-solving rather than accusation.
6. Seek support from your professional network
Calling on your professional network becomes invaluable during challenges. Engage with fellow HR professionals on LinkedIn groups and seek guidance from mentors. These conversations provide both practical advice and emotional reassurance during what can be an isolating experience.
Read more: One in eight pressured to compromise ethical standards
Your professional community can offer perspective, suggest additional approaches, and remind you that protecting ethical standards is a shared responsibility across the profession.
7. Planning for all potential outcomes
When exploring potential outcomes, include the possibility that resolution within the business may not be achievable. Therefore, it is important to maintain your professional networks actively, and research the market discretely. This preparation isn't about quitting or admitting defeat, it's practising wise career management during periods of uncertainty.
Remember that no professional opportunity justifies compromising the ethical standards that define us as HR professionals.
By Natalie Ellis, HR consultant and director at Rebox HR
