The Cost of Silence in Tech: Retaliation & Culture Challenges in Global and Indian IT Firms

August 28, 2025
Code of Conduct, Diversity, Equity, Inclusion, & Belonging
4 min read
A solitary woman stands in a large, modern tech office, her form partially shadowed. She is surrounded by anonymous, blurred figures and digital barriers, visually representing feelings of isolation and the courage required to speak up within a powerful corporate environment.

The Whisper That Shook an IT Giant

It all began with a Slack message.

An employee at a major Indian IT firm noticed something unsettling—comments, gestures, behaviors that didn’t feel right. She hesitated. She knew the policies, the zero-tolerance statements, the anonymous reporting channels. Yet, a whisper lingered in her mind: speaking up could cost her everything.

Weeks later, she spoke out. Almost immediately, subtle shifts surfaced—invites to key meetings ceased, feedback turned vague, sometimes sharp. Her manager suddenly “needed more time” to review her work.

She learned a harsh truth: silence has a price. It’s invisible, yet deeply felt.

The Meta Mirror: Power, Policy, and Trust

In 2017, Sarah Wynn-Williams walked the halls of one of the world’s most powerful tech companies, trusting that policies and internal processes would protect her. In her 2025 memoir Careless People, she recounts how that trust was tested and broken.

Wynn-Williams alleged that she faced harassment from a senior officer and retaliation after raising concerns, which she says ultimately led to her dismissal. Meta maintained that she had been fired for performance issues, citing a 42-day internal probe involving 17 witnesses that cleared the officer. Subsequently, Meta also pointed to legal provisions that restricted her ability to publish details.

In tech companies worldwide, executive contracts sometimes include non-disparagement clauses, restricting what employees can say after leaving. While these are more common in the US, they occasionally appear in India’s senior roles. 

The takeaway is clear: policies can protect organizations, but they can also shape what employees feel safe to say.

Global Tech Giants Under Scrutiny

The challenges Wynn-Williams faced are far from unique.

Apple

Allegations emerged against Jay Blahnik, Apple’s Vice President for Fitness Technologies, for creating a toxic work environment marked by bullying, inappropriate comments, and manipulation.

Reports suggested that over 10% of his 100-person team took extended medical or mental health leaves since 2022. Former employee, Mandana Mofidi filed a harassment and retaliation lawsuit, claiming she faced professional criticism, blocked transfers, and pay inequity. Apple denied the allegations.

Google

In 2018, over 20,000 Google employees worldwide walked out to protest the company’s handling of sexual harassment cases, including the $90 million exit package for former executive Andy Rubin despite credible allegations. Leaders of the protest, including Meredith Whittaker, alleged  professional repercussions and eventually left the company. 

Later, in 2023, a gender discrimination and retaliation case resulted in a $1.15 million settlement—a landmark moment after Google ended forced arbitration.

These cases reveal a common thread: hierarchical cultures, fear of retaliation, and biased investigations suppress whistleblowers, erode trust, and allow misconduct to persist—even in the world’s most celebrated tech firms.

Complaints in the Indian IT Sector: A Growing Challenge

This story resonates across India’s IT giants—TCS, Infosys, HCL—pillars of innovation facing rising misconduct claims. In FY 23, 83% of all sexual harassment complaints among Sensex-listed firms came from IT and banking sectors.

Yet speaking up remains dangerous. Retaliation, dismissal, and reputational damage loom large in hierarchical cultures distrustful of investigations, making silence often appear the safer choice.

The Broader Implications: Culture at Stake

Harassment and retaliation are not isolated issues—they are tests of culture. A workplace where employees fear speaking up invites:

  • Ethical decay and normalized misconduct
  • Talent attrition as employees seek safer environments
  • Reputational and legal risks that outlast PR fixes

The challenge for tech companies globally is clear: create environments where raising concerns feels safe, even for junior employees, and embed trust through transparency, accountability, and genuine support.

Because the real question isn’t whether allegations threaten trust—it’s whether the culture can withstand the test and let truth speak louder than silence.

Wrapping Up 

Stories from Meta, Apple, Google, and countless other organizations share a clear lesson: policies alone cannot protect employees, nor can they guarantee fairness. Even the most robust frameworks fail if trust is fragile and power dynamics go unchecked.

Silence is not just an absence of voice—it’s a survival mechanism. And when employees fear retaliation, hierarchical cultures, or biased investigations, organizational trust erodes, misconduct persists, and culture suffers.

Building a truly safe workplace requires:

  • Transparent processes that employees can trust
  • Active anti-retaliation measures to detect subtle reprisals
  • Independent whistleblower channels
  • Leadership accountability to signal that raising concerns is valued
  • A culture of courage and support where speaking up is protected and celebrated

At the heart of every company’s culture is a simple truth: when employees feel safe to raise their voices, organizations thrive—and misconduct has nowhere to hide.

Suggested Reading 

Contact Us