''There is a difference between organisations and people, it is not a question of holding any one individual or set of individuals accountable in instances where deeper structures and entrenched practices are to blame. It's important to note that it often makes little sense to harbour personal or individual animosity.

There are people in organizations who want change but who lack the power to make much happen and the value of such people is often invisible to organizations. If any hope of positive change rests on a few individuals and these individuals leave then change is even less likely to happen. People who have little power are often used as pawns to deflect attention from structures and practices and from those who bear more responsibility, who have actual control and who no one is in a position to question. 

One well fed and watered set of pawns can be indoctrinated, organized and deployed to oppress another.

Speaking out can lead to those with a lower rank being unfairly punished by those with a higher rank and by peers and yet speaking openly and honestly is important in terms of obtaining answers, commitments and improvements. People who genuinely care and who push for change should be empowered. 

People with public relations skills, who are adept at film flam tend to be sent to deal with complaints not those with nuts and bolts knowledge and sufficient authority to take direct action. Integrity and accountability are needed not film flam; the question should be: how do we fix this, not: how can we evade this. However, often, an aim is to create or maintain a vast power imbalance in favour of an organization.

Clear statements concerning precisely what has been or will be improved and how it will be improved and beneficial actions that demonstrably reduce harm are necessary, not commonplace broad and sweeping: "we'll do better" statements''.