The complexity of today’s human services workforce—especially one heavily staffed by different Black groups (African American, Haitian, Jamaican)—creates a unique challenge for management. As our previous analysis showed, localized power dynamics can lead to intense "in-group versus out-group" conflict. In environments where certain ethnic groups form a functional majority, management and Human Resources (HR) must be exceptionally vigilant against the risk of false or inflated accusations targeting individuals who are perceived as being outside the dominant group. This isn't just about fairness; it's about preserving the integrity of the organization and its legal standing. Why HR Must Be Vigilant Against Accusations When inter-ethnic conflict runs high, personal disputes often get framed as professional misconduct or harassment. HR needs to recognize the potential for accusations to be driven by bias or group dynamics rather than objective truth. 1. The P...