When Policy Becomes Politics

The Problem Isn’t the Policy, It’s the Double Standard

You’ve been doing your best.

Showing up on time. Following procedures. Respecting the guidelines the company put in place even the inconvenient ones.

You’ve made a conscious effort to be aligned, respectful, and professional.

And yet… here you are.

Watching certain employees blatantly violate those same policies over and over again.

Whether it’s skipping steps in a process, disregarding protocols, or creating disruptions that affect the whole team, these patterns aren’t new.

They’ve been happening for a while.

And worse, leadership knows.

You’ve seen the signs:

Stricter rules rolled out “for everyone” as a reaction to what only a few have done.

Reminders sent to the whole team, thinly veiled but clearly aimed at the usual offenders.

And still no accountability for those responsible.

They should’ve been fired by now, based on the severity or frequency of their behavior.

But instead, they’re still here.

Still getting away with it.

Still protected, tolerated, or ignored.

And you’re left wondering:

What’s the point of doing things the right way when no one’s holding them accountable?

You’re Not Overreacting. This Is Real.

If you’ve been gaslighting yourself telling yourself you’re being “too sensitive” or “it’s not your business”, let’s pause right there.

You are not overreacting.

Inconsistent enforcement damages more than just morale. It erodes trust. It creates resentment. It undermines the culture leadership claims to uphold.

It signals that favoritism, conflict avoidance, or poor management take precedence over fairness and standards.

And when you’re one of the people upholding those standards?

It starts to feel personal.

So How Do You Navigate It?

Here are a few things to consider when you’re trying to stay professional in an environment where consequences seem to be optional for some:

1. Name What You’re Experiencing Without Self-Blame

You’re witnessing a misalignment between company policy and company practice. That’s not a failure on your part. It’s a leadership issue.

Give yourself permission to acknowledge that.

2. Stay Anchored to Your Values

It’s tempting to loosen your standards when others do. But don’t let someone else’s lack of accountability change your integrity. Your work ethic is a reflection of you, not them.

3. Track Patterns Not Just Incidents

If the inconsistencies impact your workload, wellbeing, or role, document specific examples. This isn’t to “snitch”. It’s to protect yourself and speak factually if needed.

4. Choose Your Path Forward Wisely

Depending on your role and influence, you may:

• Address concerns directly with your supervisor
• Set firmer boundaries with peers whose behavior affects your work
• Explore roles or teams more aligned with your values

Just don’t gaslight yourself into silence.

Final Thought: Integrity Isn’t Compliance, It’s Leadership in Motion

When rules aren’t enforced equally, it’s not just frustrating, it’s damaging. But choosing to uphold your standards anyway? That’s not weakness. That’s leadership.

True leaders don’t just follow rules, they notice misalignments, ask the hard questions, and decide what kind of example they want to set.

You don’t have to tolerate what’s unfair to prove you’re professional.

You can speak up.

You can document.

You can challenge the status quo with strategy and strength.

And when it’s your turn to lead, whether it’s a team, a project, or your own company. This moment will shape how you build.

Because now you know exactly what fairness looks like.

And what happens when it’s missing.