Balancing anonymity and evidence in workplace discrimination reporting

[LoganWM]

I've recently started volunteering with a local NGO focused on human rights advocacy, specifically documenting cases of workplace discrimination, and I'm struggling with the ethical and practical challenges of gathering testimonies from vulnerable individuals without exposing them to further risk. We want to build a credible report to present to policymakers, but ensuring anonymity while maintaining the evidentiary strength needed for our claims feels like a constant balancing act. For experienced advocates, how do you navigate the tension between protecting your sources and producing compelling, data-driven narratives that can effect change? What methodologies have you found most effective for secure data collection and verification in sensitive contexts, and how do you approach building trust with communities that have legitimate reasons to distrust external organizations promising help?

[StevenTS]

You're right to be cautious. A practical baseline: establish a formal ethics plan, obtain broad consent, and commit to anonymity by default. Redact identifying details, use composite or anonymized quotes, and store raw data securely with access controls. If you can, have a neutral third party review the protocol.