Ethics in business communication

Privacy issues around words like "Personal", "Private", "For the eyes of Management Department Only", "Privileged" and other words asking for privacy in communications must be very seriously considered.

It is up to business leaders, education, and industry today, to be very sensitive and sincere in their communications, and in response to requests for privacy with regard to communications from their employees. To be less than totally candid may result in some very unpleasant results from employees disenfranchised.

Let's face it. The management is of the decisions, and decisions on what to do with "Private" communications can have long-ranging results. If the communication refers to the discussions of harassment and / or sexual harassment or other discrimination issues, some very difficult decisions must be made. Like any investigation of these matters will result in more people being made aware of the situation, it is probably better for the operator to stop the party disclosing the information, and make them aware of the aspects of the process of investigating the questions that probably will not be supported in the concept "privacy". Let the accuser make the choice, continue without privacy is guaranteed, or decide not to continue with the statements made.

While privacy issues in discussions of harassment and sexual harassment are fairly clear, there are other areas of management communication much less clear, but still problematic. The issues relating to people issues could be one of these cases. An employee complaining about the actions of another employee, may take a "privacy". The manager in this case should try to find other means of support for his request, without disclosing the identity of the complainant. If this is not possible, then another interview with the complainant is shown, where you can indicate that a problem was identified, but act on this problem will likely involve the complainant as that disclosed the problem. Then the complainant to decide whether "privacy" or "fix" will be the course of events that best suit the needs of the complainant.

In many other privacy issues, the choice should be singular to honor the request for Privacy. Totally! Completely!

For help but that could take several negative paths. Of course, the employee, whose request "privacy" has been abused, will consider how to take revenge. All practices of the agency or group who may be less than correct, or perhaps even illegal, make good means to obtain, even if the employee chooses disinherited. If it comes in a case related to any of the forms of discrimination, including harassment and sexual harassment, and abuse of privacy issues, can easily be considered retaliation. An article I read recently indicated that cases of retaliation are some of the easier cases of discrimination to win.

As a manager in business, education or industry, consider very seriously any and all decisions you make when "privacy" is an issue on the table.

Bill Barger

Barger Specialties LLC

Information and resources on harassment and sexual harassment are available through my website at: http://www.sexualharassmentresources.com ......