"But nothing is more opaque than absolute transparency"

As an Equality, Diversity and Inclusion practitioner, and a competent one too, I get hired by organisations to help them and/or their partners to assess, recommend and assist in putting equitable and inclusive policies and systems in place; strengthen their understanding and practices on equality, diversity and inclusion; strengthen their understanding, practice and regular use of gender equality and social inclusion analysis. 

I love my work- the relationship-building, establishing mutual boundaries of trust and confidence, unpacking and digging deeper issues that are wickedly complex, self-reflections- the whole gig- I love it. 

So, when, in a career first, I was told by the organization I have been consulting with, not so long ago, that they cannot do the following, I was gobsmacked!

1. Not reimburse the cost I incurred to reschedule my ticket (in the same route that they had booked me in) in order to be with my Mom who had a second heart attack and was back in the hospital;
2. Not pay me my entitled per diem for a 24 hour long transit on my way home; and
3. Not pay me the taxi fare from airport to home when I got back home from my mission.

None of the above was spelt out in my contract; and in the absence of any onboarding, none of that was explained when I was out in the ‘field.’

On reviewing the donor policy on these issues, I learnt that a person is entitled to reschedule their ticket - twice - without seeking approval (it is not mentioned whether for official or personal purpose); that the designated per diem for a specific country must be paid during transit while returning from mission to home; and that taxi fare must be reimbursed when returning from mission to home. 

This policy is standard for most donors. And I have worked with several in my twenty years career. 

So, I started pondering what makes an organisation treat their people - in this case a short term consultant- like this?

What makes them talk about all those lovey sounding values of transparency, ethical practice, respect, empathy, integrity, etcetera, and not practice them in their day-to-day functioning? 

What makes organisations function in transparent ways? Transparency, to me, is an open, honest and direct communication with co-workers and business associates. And this aint space science!

What makes them demand that their partners in poor, developing countries work in a transparent, fair, equitable and inclusive way, when they don’t?

There are three elements to an organisational culture: behaviors, systems, and practices, all guided by an overarching set of values. When gaps start to appear, that’s when you start to see problems — you see a distrustful, dis-empowered workplace; you see mental health issues in staff; you see fabulous staff leaving. And so much more. What makes such organisation not question their culture and improve so that they walk the talk? 

I have played various roles in my professional domain - from managing large scale programs and teams of diverse individuals, to being an adviser and mentor. 

And never ever did I compromise on my values of transparency and accountability. 

Never ever have I shied from questioning, and questioning again till I got answers that were not ambiguous. 

Never ever have I been obtuse about my position - sometimes wielding more power, sometimes less, and never ever abusing my position.

So, apart from questioning repeatedly, apart from not budging from what is right and just, apart from being true to my values, and in few instances resorting to leaving a toxic workplace rather than continuing working, I do not know how else to deal with experiences such as the one I described above.

What has your experience been?

How have you dealt with behaviours and practices that were non-transparent, that which affected your work-conditions?

How have you retained your zen in the face of poor management practices?

I am genuinely interested to know.