My old boss was a bully, but they have publicly reinvented themselves as a victim. Should I call them out?

Each week, Dr Kirstin Ferguson tackles questions on workplace, career and leadership in her advice column, Got a Minute? This week: a disingenuous boss, choosing sides in the office and asserting your right to a fair meeting.

It can be frustrating when you know a manager is misrepresenting themselves.Credit: Dionne Gain

The CEO at my former workplace was fired for a range of issues including bullying. They have now started out on their own and are constantly in the media talking about issues relevant to their previous position, misrepresenting the truth and making unreasonable claims. They have depicted themselves as a victim and media outlets do not seemed to have done a basic background check. What are my options, and what is my ethical duty (if any) in this situation? My main worry is they will use their position to continue to impact people negatively in their new organisation.

What a plot twist – your former CEO goes from corporate chaos to media darling without missing a beat. It’s frustrating, even surreal, to watch someone who caused real harm reinvent themselves. While it might be tempting to yell “Google them!” at every journalist who gives them a platform, there are more productive – and ethical – routes to take.

If you have direct knowledge of misconduct, particularly anything illegal or ongoing, you can report this to relevant authorities. Anonymous tips are often accepted. As for your ethical duty – if you believe there’s a real risk they will harm others, speaking up can be a way to protect future employees. You don’t need to launch a crusade, but you can quietly raise red flags in the right places.

I have been with my new employer for around five months and generally speaking, it has been fine. I am noticing, though, that in my small team my colleagues don’t like my manager. I am starting to feel an “us v him” mentality from the team. I don’t want to be between the rest of the team and my manager, but feel like not choosing a side is just as bad as choosing one. What should I do? How do I ensure I keep the peace and keep my job?

You’re in a tricky spot, and it’s understandable to feel caught in the middle. Office dynamics can get messy when there’s an “us v them” undercurrent. It’s OK to hold your own view while still listening to others – your perspective is valid, even if it’s different. You don’t have to pick a side, and staying neutral doesn’t mean you’re betraying anyone.

If colleagues push you for your opinion, try something like, “I’m still getting the lay of the land – I haven’t had the same experience, but I hear where you’re coming from.” Keep interactions professional and avoid fuelling gossip or group negativity. Focus on doing your job well, building your own relationships, and maintaining healthy boundaries. If issues with the manager ever affect you directly, raise them through the appropriate channels.

I am being excluded from key discussions and meetings relevant to my role. There have been attempts to discredit my work, as well as consistent undermining, creating a hostile work environment. I believe it has been a pattern of co-ordinated behaviours that have resulted in unnecessary stress and anxiety. I have now been told that I am to attend a meeting with senior people who have all been part of this behaviour. I do not feel comfortable engaging in a group meeting with those involved, as this would only serve to reinforce the power imbalance. Instead, I want to ask that individual meetings are conducted to allow for an impartial assessment of the situation. Is my request unreasonable?

I think your request is completely reasonable, and, in fact, it’s wise and self-protective. When you’re dealing with what appears to be a co-ordinated pattern of exclusion and undermining (it is often referred to as “mobbing”), asking for individual meetings isn’t just about comfort – it’s about ensuring psychological safety and allowing the facts to be properly heard.

Being outnumbered in a group meeting, especially by more senior figures, risks turning a potentially constructive conversation into something performative or intimidating, where the focus shifts to defending yourself rather than resolving the issue.

If a group meeting is insisted on, while there’s no automatic legal right to have a support person present at every workplace meeting, you are entitled to request one. Under the Fair Work Act, during any meeting that could lead to disciplinary action or where the outcome could affect your employment, you have the right to bring a support person. Your employer must not unreasonably refuse this.

To submit a question about work, careers or leadership, visit kirstinferguson.com/ask. You will not be asked to provide your name or any identifying information. Letters may be edited.

Make the most of your health, relationships, fitness and nutrition with our Live Well newsletter. Get it in your inbox every Monday.