One key dimension is hierarchy and respect. In many Arab cultures, hierarchy is deeply rooted, and deference to authority and seniority is expected. Challenging a superior may be seen as disrespectful, and respect for elders and influential figures extends beyond the workplace.

Closely linked is the concept of saving face. Preserving one’s own and others’ dignity is a core value across much of the Arab world. Open criticism or admitting mistakes can be seen as shameful and damaging to reputation, so feedback is often given indirectly and conflicts are resolved quietly to avoid embarrassment.

Indirect Communication: Messages are often conveyed through tone, timing, or body language rather than direct words. Silence, hesitation, or subtle gestures may signal disagreement or discomfort, as people often avoid saying “no” outright to preserve harmony and respect.

Informal Social Networks: Family ties, tribal affiliations, and personal connections often hold more influence than formal reporting structures. As a result, individuals may bypass official channels when raising concerns or addressing misconduct, prioritizing relationships, honor, and social standing.

How this matters for security, risk and privacy

  • Concealed or Downplayed Threats: Sensitive to admitting mistakes, individuals may downplay, hide, or handle incidents informally rather than recording them in formal systems, leaving security systems unaware of early warning signs.
  • Delayed Reporting: Mid-level or junior employees may hesitate to report suspicious activity, such as insider threats, policy violations, or risks to a principal, due to fear of causing embarrassment or appearing disrespectful, leaving threats unaddressed until they escalate.
  • Slower action & consensus delays: Employees may wait for approval, seek consensus, or avoid alarming a superior, slowing responses and prolonging exposure to risk.

Case Example

During an assignment in the region, our local CPO noticed that one of the drivers from an official host organization was discreetly consuming alcohol. When questioned about why he had not reported the incident immediately, the CPO expressed a moral and cultural dilemma. His hesitation stemmed partly from discomfort with reporting a colleague’s misconduct, and more profoundly from the fact that alcohol consumption carries strong social condemnation in the local context. Reporting the behavior risked embarrassing the driver and damaging his reputation. This reluctance was further reinforced by the CPO’s personal respect for the individual’s position and identity, making the idea of exposing him feel dishonorable.

However, the situation was unequivocal. The misconduct posed an immediate and unacceptable risk. As the individual was a driver, any impairment could have directly endangered the principal’s safety. There was no room for negotiation or cultural exception. Under my instruction, the incident was promptly reported through formal channels.

Following the incident, the CPO’s judgment was formally reviewed. His failure to act on a clear breach of safety and protocol raised serious concerns about his decision-making under pressure and his suitability for continued operational responsibility.

Strategies for Effective Leadership

Reinforce Ethical Non-Negotiables: Make it clear that safety and compliance override personal or cultural discomfort. Leaders must define non-negotiable rules, such as intoxication on duty, data breaches, or unsafe conduct, and reinforce them through clear SOPs and consistent communication.

Establish a Safe Reporting Culture: Encourage team members to report concerns without fear of blame. Emphasize that reporting is a duty of care, ensure confidentiality and protect those who speak up.

Use Incidents as Learning Moments: After resolution, debrief the team, to reinforce principles, clarify boundaries and strengthen judgment under pressure.

Build Moral Courage Through Scenario Training: Include realistic role-plays in training that simulate cultural dilemmas (e.g., reporting a superior’s misconduct). This helps staff practice applying security principles under real-world pressures.

Engage Local Partners Constructively: When incidents involve host organizations or local stakeholders, communicate issues through the most respectful and discreet channels, preserving relationships while enforcing standards.

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