Dear Editor,

Once, I walked off a job and sent a strong but respectful e-mail to the institution, informing them of my reasons for leaving. To date, the e-mail has not been acknowledged, but I have heard that my name has been circulated a lot within the industry. In fact, whenever I write columns about touchy topics in the sector, they make the rounds.

I remember telling one of my former teachers of the ordeal. She did not agree with me in full because of generational differences, but she pointed out that I could do what I did because I am not short of opportunities.

She’s right! I have had many offers, both locally and internationally, and although my primary job is that of a lecturer of languages, I have acquired many skills and have an international master’s degree in curriculum development and international project management that I have not used much.

Currently, I am in Mexico at an international conference that presents even greater opportunities.

Anyhow, that is my reality, but what about other people who are either not like-minded or do not have the well of opportunities that I have and are victimised in the workplace? It is not often spoken about, but several people are victimised because they have spoken out at work. They are vocal whenever they observe acts of nepotism, injustice, and unethical behaviour. They voice their disapproval of certain decisions, and they challenge management on particular actions taken.

As a result of their outspokenness, many employees are deprived of salary increases, promotions, and consideration for any other opportunity for professional development. Basically, they are sidelined, and even ostracised.

Additionally, the workplace becomes a toxic place. Supervisors sometimes appraise these outspoken subordinates unfavourably, which could eventually lead to them being fired or made redundant.

Whenever this happens, it contradicts the principle of psychology safety net, which speaks to an environment in which workers feel safe to take risks, express their ideas freely, and ask questions without being fearful of negative consequences or humiliation.

There are even further consequences. Imagine leaving a place of employment and your future employer requires a reference letter or report. Former employers can make it challenging for these employees to secure new employment.

It can even get more complicated. What happens when the interview panel asks you why you left your former job? Should you be brutally honest or diplomatic?

An important question to ask in this case is: Who protects the employee?

Oneil Madden

maddenoniel@yahoo.com