There is a particular kind of silence that forms in a workplace when the person causing harm holds the highest authority. This person could be an elected official, a board member, an owner, or a CEO. People may speak in careful hints. They may check in privately with each other. Yet the concern does not move through the formal system. It remains unspoken, even as everyone knows something is off.

Harassment at this level does not always look explosive. It can be subtle, persistent, and personal. Comments shaped like compliments. Touches that are explained away. Invitations that feel unsafe to decline. Or it may be another form of targeting entirely. The result is the same: the individual feels isolated and unsure how to proceed.

A standard message given in these situations is to tell someone. That applies when someone with more authority can intervene.

There is no one above the person at the top.

HR can outline policies and record statements, but HR reports through the same hierarchy that the victim is afraid to name. People recognize these power dynamics quickly. What looks like silence is actually caution.

In these highly sensitive circumstances, an organizational ombuds role becomes essential.

The International Ombuds Association describes the organizational ombuds as a confidential, independent, informal, and impartial resource. The ombuds does not decide outcomes or issue discipline. The work focuses on restoring voice, clarity, and choice for the person experiencing harm.

There are three ways this applies when the concern involves the highest-ranking individual:

1. Coaching Someone to Speak for Themselves, if That Is Their Choice
Defining the issue is a helpful first step.

• What behavior is occurring?

• How does it show up?

• What impact is it having?

• What does the individual want to be different?

Once defined, we prepare for a conversation that focuses on clear boundaries and steady language. The Ombud’s mission isn’t to prove harm, but rather to articulate what is needed to move forward.

The goal is empowerment, not escalation.

2. Referral to Resources That Fit the Situation
Direct conversation is not always the right path. Sometimes, safety, power dynamics, or strategy point to a different route.

An ombuds can help someone understand and access:

• HR formal reporting

• Ethics and compliance systems

• Legal consultation if needed

• Union support

• Counseling or trauma-aware support

• Governance oversight in public organizations

The decisions remain with the individual.

The ombuds ensures the decisions are informed.

3. Surfacing the Issue Without Requiring the Person to Stand Alone
There are situations where the individual cannot safely speak up.

The ombuds can raise awareness of the pattern without naming the person who reported it. This protection could involve communicating themes to senior leadership, oversight committees, or external governance bodies. The IOA recognizes this as assisting in surfacing issues through appropriate channels.

These steps allow the organization to recognize and address the harm rather than normalize it through silence.

Harassment from someone at the top creates a culture of quiet calculation:

Who can I tell?

What will happen to me if I do?

Will I be believed?

Will I lose my job, my reputation, my future?

The ombuds office exists to interrupt that isolation. The point is ensuring the person is not navigating the situation alone.

Every individual deserves support, clarity, and options—especially when the source of harm is the one with the power to silence it.

If this raised a question in your mind about your workplace, your board, your department, your campus, or your city, or if you think your organization might benefit from an Ombuds—either on an ongoing basis or for a specific situation—I’m available to talk confidentially about what that could look like.

You can also forward this to someone you believe would benefit, or someone who is already carrying more of this weight than they should.

To explore more from this series, visit my blog.

Sarah is a Florida Supreme Court-certified mediator specializing in organizational conflict resolution. If you are interested in learning more about an ombuds program for your organization, please contact her at [email protected].