Who Protects Us? What the Diddy Trial Reveals About Workplace Silence and Allyship

The recent Diddy trial has stirred deep reflections for me as a woman of color, a workplace equity strategist, and someone who works alongside organizations to build cultures rooted in justice.

While I firmly believe Diddy should face the full consequences of his actions, I can't shake the haunting truth that he did not act alone. Power enables abuse, but silence protects it. And what we’re witnessing isn’t just a celebrity scandal; it’s a mirror held up to every workplace culture where people witness harm and say nothing.

Multiple testimonies describe women being assaulted in plain sight of Diddy's staff. Some walked away. Some stayed. But in those moments, few intervened. And so I ask:

If Black women can be openly abused in public spaces with no intervention, what protections do we believe we have in our workplaces?

In corporate offices, nonprofits, and school districts alike, I've seen more subtle versions of this play out:

• Microaggressions ignored in team meetings

• Black women passed over for promotions again and again

• White donors allowed to express offensive views to "keep the peace"

• Boards refusing to hold harmful executives accountable

• HR investigations designed to protect the institution, not the impacted

• Survivors "restructured" out to avoid conflict

• BIPOC staff expected to educate, absorb harm, and stay silent

• Coworkers leaving harmful workplaces quietly without naming why

The harm doesn’t have to be physical to be disqualifying.

We say we believe in equity. But do we speak up in the moment when it counts?

What This Teaches Us

Our silence is not neutral. When we fail to act, we protect the structure, not the people. And every time someone says, "It's not my place," a message is reinforced: Black women are on their own.

So how do we move differently?

8 Things Individuals Can Do Right Now

1. Speak up in the moment—even if it's messy.

2. Refuse to protect those who harm, no matter their title.

3. Believe Black women the first time.

4. Don’t wait until your exit interview to tell the truth.

5. Share the burden of emotional labor and education.

6. Call in your peers when you see complicity.

7. Normalize apology, repair, and accountability.

8. Let your silence be uncomfortable, not your response.

8 Things Organizations Must Start Doing

1. Codify real accountability, not performative DEI statements.

2. Provide anonymous reporting options with clear follow-through.

3. Audit who gets protected vs. who gets punished.

4. Let go of "high performers" who do harm.

5. Stop asking marginalized staff to absorb harm for "team cohesion."

6. Invest in third-party equity reviews and restorative support.

7. Name racism and misogyny explicitly when they show up.

8. Create conditions where safety is felt, not just stated.

Final Word

The Diddy trial isn’t just about one man’s abuse of power. It’s about the people who let it happen. It's about the silence. The complicity. The infrastructure that made his behavior possible.

And while most of us aren’t running record labels, many are working in places where harm goes unaddressed.

So the real question becomes: Who are you protecting—and at what cost?

If you're ready to build an organizational culture prioritizing truth, safety, and justice for women of color, ShiftED is here to help.