When a claim of sexual or other forms of harassment arises in a nonprofit organization, the response can determine not only the credibility of the investigation, but even the future of the organization itself. Yet, too often, investigations are compromised by personal relationships, preconceived notions, and the misguided instinct to protect “one of our own.” When this happens, it not only erodes trust but exposes the nonprofit to significant legal and reputational risks.
The Pitfalls of Personal Bias
A frequent and deeply problematic reaction to harassment allegations is assuming that a well-liked colleague, particularly a senior leader, “would never do that.” When the Executive Director or CEO—who often personally knows the accused—takes it upon themselves to investigate, there is an inherent conflict of interest. This can lead to investigations that are anything but fair and impartial.
The reality is that perpetrators of harassment are not always obvious villains. They can be personable, respected, and even admired. However, that does not exempt them from accountability. Allowing personal friendships to cloud judgment results in a failure to protect victims, an erosion of workplace culture, and, ultimately, a loss of credibility for the organization.
The “Good Ol’ Boys” Club Mentality
The nonprofit sector is not immune to the “good ol’ boys” culture—a systemic issue where certain individuals are shielded from scrutiny due to their tenure, status, or relationships within the organization. This culture, whether intentional or not, fosters an environment where misconduct is excused, minimized, or outright ignored.
Comments on anyone’s body, jokes at the expense of a colleague’s gender, or unsolicited personal remarks have no place in the workplace—ever. It does not matter whether the intent was “harmless” or if “everyone laughed.” A common phrase we hear is, “they are overreacting.” What matters is the impact. A workplace where harassment is tolerated—even subtly—quickly becomes toxic, leading to low morale, high turnover, and potential legal consequences.
The Importance of Impartiality in Investigations
Impartiality is not optional, it is essential. To ensure a fair and credible investigation, nonprofits must:
- Appoint a Neutral Investigator – Whenever possible, investigations must be conducted by an external third party or an internal HR professional who has no prior relationship with the individuals involved.
- Follow a Structured Process – Every claim must be met with a standardized investigative process, including confidential interviews, evidence collection, and thorough documentation.
- Avoid Assumptions – The credibility of a claim must never be dismissed based on who the accused is or their standing within the organization.
- Take All Allegations Seriously – Regardless of whether the complaint comes from a senior executive or an entry-level employee, it must be handled with the same level of urgency and professionalism.
- Enforce Zero Tolerance Policies – Clearly communicated policies on harassment, reinforced by a culture that does not excuse inappropriate behavior, are crucial to maintaining workplace integrity.
Nonprofits exist to serve the greater good, and that mission is undermined when internal workplace culture fails to uphold basic standards of respect and accountability. Protecting employees from harassment is not only a legal requirement, it’s also a moral imperative. By ensuring that investigations are conducted impartially, nonprofits can foster a workplace that is safe, inclusive, and free from the damaging influence of bias and favoritism.
Leadership must recognize that defending a friend or colleague at the expense of a fair process does more harm than good. When an organization ignores, belittles, or mishandles claims, it signals that some employees matter more than others, which is the antithesis of the values most nonprofits claim to uphold.
The message must be clear: harassment has no place in any workplace, and no one—no matter how well-liked or respected—is above accountability.
If you have any questions regarding internal investigations or other HR questions or concerns, please contact us at HRServices@501c.com or (800) 358-2163.
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For more than 40 years, 501(c) Services has been a leader in offering solutions for unemployment costs, claims management, and HR support to nonprofit organizations. Two of our most popular programs are the 501(c) Agencies Trust and 501(c) HR Services. We understand the importance of compliance and accuracy and are committed to providing our clients with customized plans that fit their needs.
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The information contained in this article is not a substitute for legal advice or counsel and has been pulled from multiple sources.
(Images by Olgamih125 and Billion Photos)
