Articles

Does HR and Upper Management Protect Toxic Managers?

Yes, HR and leadership sometimes shield toxic managers to protect the company’s interests, like reputation or retaining high performers. They may ignore complaints, move managers, or avoid addressing bad behavior. HR’s actions often depend on the company culture and leadership.

Why does this happen? What can employees do? What if nothing improves?

The Hidden Organizational Culture

Insecure and untrained managers often allow hidden subcultures to form within departments. These subcultures, shaped by team dynamics and leadership styles, may differ from the company’s broader culture and are often concealed from upper management. Managers sometimes shield these subcultures through exclusive cliques, rewarding those who conform and marginalizing those who do not, which can lead to unfair treatment and workplace turmoil.

Insecure Managers and Racism

Insecure people use racism to feel superior, seeking validation in biased groups and causing discrimination. This cycle is driven by a need to belong. Seeking acceptance, insecure people deepen prejudice and foster an “us versus them” mentality, excluding outsiders.

Insecure, biased managers reinforce inequality by denying opportunities to those they feel threatened by. Insecure managers cause fear, hurt morale, and exclude marginalized staff, creating a toxic environment.Insecure managers may undermine minority employees, damaging confidence and trust.