WHY EMPLOYEES SHOULD NOT BE PENALIZED FOR JOINING NATIONAL PROTEST IN NIGERIA

 

In the vibrant and evolving socio-political landscape of Nigeria, national protests are a powerful expression of the populace's democratic rights. These movements often address critical issues ranging from governance to economic policies, reflecting the collective will and concerns of the citizens. Amidst such significant civic engagements, a pressing question arises for Human Resources (HR) professionals: Should employees be penalized for participating in national protests?

Here, we explore why penalizing employees for exercising their right to protest is not only unjust but also counterproductive for organizations.

1. Right to Freedom of Expression and Assembly

The Nigerian Constitution, in Section 39 and Section 40, guarantees every citizen the right to freedom of expression and the right to peaceful assembly and association. These rights are fundamental and form the bedrock of a democratic society. Penalizing employees for joining national protests infringes on these constitutional rights and undermines the principles of democracy and free speech.

2. Fostering a Culture of Trust and Engagement

An organization's culture significantly impacts employee morale and productivity. Penalizing employees for engaging in national protests can create a climate of fear and mistrust. Conversely, supporting their right to participate in civic activities fosters a culture of openness, trust, and engagement. Employees are more likely to feel valued and respected, which enhances their loyalty and commitment to the organization.

3. Promoting Social Responsibility

Organizations are increasingly recognizing the importance of social responsibility. Supporting employees' right to participate in protests aligns with the broader goals of corporate social responsibility (CSR). It demonstrates that the organization respects individual rights and is committed to contributing positively to societal issues. This alignment with CSR principles can enhance the company's reputation and strengthen its relationship with the community.

4. Legal and Ethical Considerations

Penalizing employees for participating in national protests can expose the organization to legal challenges. Employees may seek legal redress for any punitive actions taken against them, leading to costly and protracted legal battles. Beyond the legal ramifications, there are ethical considerations. Organizations have a moral duty to respect the personal freedoms of their employees and to act with integrity and fairness.

5. Enhancing Employee Advocacy and Representation

Allowing employees to participate in protests can enhance their sense of advocacy and representation. Employees who feel that their voices are heard and respected are more likely to advocate for the organization positively, both within and outside the workplace. This advocacy can lead to a more cohesive and motivated workforce, driving overall organizational success.

6. Navigating Economic and Social Realities

In Nigeria, national protests often arise from pressing economic and social issues that affect the broader population, including employees. By supporting employees' right to protest, organizations acknowledge the realities of the socio-economic environment in which they operate. This understanding can lead to more empathetic and informed decision-making within the organization, benefiting both employees and the business.

Conclusion

Penalizing employees for participating in national protests is not only a violation of their fundamental rights but also a detrimental practice for organizations. By respecting and supporting the right to protest, organizations can foster a culture of trust, enhance social responsibility, and navigate the socio-economic landscape more effectively. Ultimately, respecting employees' rights to engage in national protests is a testament to an organization's commitment to ethical practices and democratic values