This episode delves into the prevalence of both internal and external conflicts experienced by individuals. When confronted with external conflicts—such as public altercations, arguments, or acts of aggression—there are often bystanders recording the incidents on their phones. Typically, this evidence serves as objective proof that is largely reliable. In contrast, what happens to those who endure internal conflicts? I have personally faced the harsh realities of internal strife, including prejudice, racial attacks, bullying, and verbal abuse from colleagues. This experience was profoundly challenging and traumatic, as it is often difficult to substantiate the truth of such situations.

We know that various organizations, including law enforcement and other institutions, tend to protect their own, regardless of misconduct. Recently, I encountered corporate “cliques” that would go to great lengths to shield their members during any incidents. When one uncovers unfair treatment, professional sabotage, or workplace misconduct and chooses to confront a member of management, they inevitably become a target. Certain individuals in upper management often believe they are invulnerable and will act in ways that discourage dissent, knowing that speaking out can lead to severe repercussions.

Documenting such treatment is not straightforward, and expecting coworkers to act ethically or produce verifiable evidence is complicated by fears of violating workplace protocols. This apprehension contributes to a culture in which standing up against wrongdoing is fraught with uncertainty and fear. This dynamic allows perpetrators to feel privileged and above accountability. However, if you are certain that you are being wronged, regardless of your position, it is vital to trust your instincts and muster the confidence and strength to advocate for yourself, even if you feel like an army of one. As the saying goes, “One strong soldier can still be victorious against 20 followers.”

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