Human Resources (HR) professionals often find themselves in the unique position of being both the guardians of an organisation’s culture and the enforcers of its policies. This dual role can sometimes place them in situations where their ethical and moral beliefs are challenged, leading to a phenomenon known as moral injury. Traditionally studied in military and healthcare settings, moral injury occurs when an individual experiences or witnesses events that are in contrast and are against their deeply held personal beliefs. For HR professionals, these experiences can create significant psychological distress, impacting their wellbeing and overall effectiveness. 

Understanding Moral Injury 

Moral injury is distinct from other forms of psychological trauma in that it specifically involves a violation of one’s ethical or moral code. This injury can result from actions taken or not taken, as well as from witnessing events that conflict with one’s values. According to Williamson et al. (2018), potentially morally injurious experiences (PMIEs) are significantly associated with mental health issues such as post-traumatic stress disorder (PTSD), depression, and anxiety. 

For HR professionals, moral injury might arise in several contexts. They may have to terminate employment for employees during financial downturns, enforce company policies that they personally disagree with, or remain silent about unethical behaviours they observe. Over time, these experiences can accumulate, leading to profound emotional and psychological effects. 

The Nature of Moral Injury in HR Professionals 

HR professionals are often tasked with decisions that can significantly impact employees’ lives. This responsibility can lead to moral injury in several ways: 

• Enforcing Unethical Policies: When HR professionals are required to implement policies they believe are unfair or harmful. For instance, enforcing a policy that favours higher management at the expense of lower-level employees can conflict with a sense of justice and fairness. 
• Handling Layoffs and Terminations: Decisions about terminations can be particularly challenging. HR professionals who must execute these decisions, especially when they believe the actions are unnecessary or unjust, can be impacted. The emotional toll of delivering such news and witnessing the consequent distress can be significant. 
• Witnessing or Ignoring Unethical Behaviour: HR professionals may observe unethical behaviour, such as discrimination or harassment, and feel powerless to act due to organisational constraints. This inability to address or prevent harm can lead to feelings of guilt and helplessness, core components of moral injury. 

Psychological Impact of Moral Injury on HR Professionals 

Moral injury in HR professionals can lead to various psychological symptoms. Research indicates that PMIEs can contribute to the development of PTSD, depression, and anxiety. In HR settings, moral injury might manifest as: 

• Guilt and Shame: HR professionals may feel guilty about their role in enforcing policies they perceive as unjust. They might also feel ashamed if they believe they have failed to protect employees or prevent harm. 
• Anger and Resentment: Witnessing unethical behaviour and being unable to act can lead to feelings of anger and resentment, both towards themselves and the organisation. 
• Social Withdrawal: The burden of moral injury can cause HR professionals to withdraw from colleagues and avoid situations that might trigger painful memories. 
• Burnout: The cumulative effect of moral injury can contribute to burnout, characterised by emotional exhaustion, depersonalisation, and a reduced sense of personal accomplishment. 

Addressing Moral Injury in HR Professionals 

Given the profound impact moral injury can have on HR professionals, it is crucial for organisations to take steps to mitigate its effects. The following strategies can help: 

• Creating Ethical Work Environments: Organisations should strive to create cultures that align with ethical principles and support employees in upholding their beliefs. This involves clear communication of values, ethical leadership, and mechanisms for reporting and addressing unethical behaviour. 
• Providing Supportive Resources: Access to counselling and mental health services can be vital for HR professionals dealing with moral injury. Organisations should offer Employee Assistance Programs (EAP) and other resources to support mental health and wellbeing. 
• Promoting Open Dialogue: Encouraging open and honest communication about ethical dilemmas can help HR professionals feel supported. Regular discussions about the challenges they face can provide a platform for expressing concerns and seeking collective solutions. 
• Training and Education: Providing training on ethical decision-making and resilience can equip HR professionals with the tools they need to navigate morally challenging situations. This can also help them develop strategies to cope with the emotional impact of their work. 
• Encouraging Ethical Decision-Making: Organisations should empower HR professionals to make decisions that align with their moral values. This may involve giving them more autonomy in their roles or providing clear guidelines for ethical decision-making. 

Moral injury is a significant issue for HR professionals, arising from the ethical and moral challenges inherent in their roles. The psychological toll of enforcing policies they disagree with, witnessing unethical behaviour, and handling difficult personnel decisions can be profound. Organisations must recognize the potential for moral injury in HR professionals and take proactive steps to create supportive and ethical work environments. By doing so, they can help mitigate the impact of moral injury and support the well-being and effectiveness of their HR teams. 

References: 

Williamson, V., Stevelink, S. A. M., & Greenberg, N. (2018). Occupational moral injury and mental health: Systematic review and meta-analysis. The British Journal of Psychiatry, 212(6), 339-346. Link. 

MacIntyre, A. (2019). A MacIntyrean account of chronic moral injury. Journal of Applied Philosophy, 36(5), 687-701. 

Lutwak, N. (2020). A qualitative study of moral injury in business settings. Journal of Business Ethics, 162(1), 1-14. 

Cooper, L. A., & Beder, J. (2020). Professionals’ perspectives on relevant approaches to psychological care in moral injury. Traumatology, 26(4), 380-387.