First, it is necessary for an HR Manager to be proactive in creating policies and procedures that protect employees’ rights when speaking out against unethical practices within the organization. It is essential for such policies and procedures to be clear, concise, and communicate that any employee who raises issues concerning ethics will not face any retribution or negative consequences from management. It may also be advantageous to implement whistleblower protection mechanisms or other complaint systems which allow employees’ voices to remain anonymous if needed.

Second, an HR manager needs to ensure these written policies are known throughout the organization so all staff understand they have a right to speak out against unethical behavior without fear of reprisal. This means communicating clearly about what behaviors constitute as “unethical” (for example violations of law or established corporate values) as well as publicly demonstrating support for those who raise such issues through verbal praise or recognition programs. Additionally, regular training sessions should be held emphasizing how raising ethical issues supports organizational success by promoting trust between staff members and management alike; this helps create a welcoming environment where difficult conversations occur naturally instead of being discouraged due to fear or intimidation tactics.

In sum, it is critical for organizations—and especially their HR Managers—to make sure that all members feel safe expressing their concerns regarding potential breaches in ethics while having confidence they will not face repercussions as a result thereof. By implementing strong policies protecting such rights along with actively encouraging open communication among all levels within the organization, An HR Manager has taken steps towards creating a company culture where embracing accountability leads everyone towards better outcomes overall.