According to the newly released US Coast Guard investigation report, OceanGate’s catastrophic implosion—which claimed five lives—could have been prevented.

How?

If only its leaders had listened…

If only decision-makers hadn’t resorted to silencing warnings with intimidation…

If only fear hadn’t been the unspoken corporate policy.

This reminded me of a case I had the privilege—and pain—to witness up close. An employee acting out of concern tried to call out unethical and unfair practices within the organization. Instead of support, this person was met with bullying, targeted intimidation, and the ever-present threat of termination.

What made it worse?

HR—the very department tasked to protect employee rights—was complicit. Directors, managers, and department heads joined forces to suppress the voice trying to uphold what was right.

Even petty personal Facebook posts became targets.

False narratives. Unfounded assumptions. Character attacks.

The aim was clear: silence dissent, protect hierarchy.

And yet, what could have been prevented?

Shattered trust and belief.

Lost opportunity for the company to grow ethically.

A culture now remembered for fear—not performance.

The OceanGate tragedy is a tragic reminder. When those in power choose silence over accountability, the results can be catastrophic—whether in submarines or in boardrooms.

So ask yourself:

What kind of leader are you when no one is watching?

Are you protecting the culture, or perpetuating toxicity?

If it were done to you—would you survive it with your dignity intact?

Let’s build better.

Let’s lead better.

Let’s be better.