In the scenario, it would be ethical to report the improprieties to the Foundation.
The project was meant to develop 15 programs that would support 500 individuals from 10 stated priority groups within the city. However, half of the programs were yet to be developed while 150 people from other groups had been supported. The Foundation had the right to know the progress and impact of the project. Presenting accurate information was paramount since the report would be used to address future challenges. In addition, the City Department of Health was expected to show accountability for how funds from the grant were utilized. The Foundation needed to know how the financial resources were deployed in the project.
Presenting falsified details in the report would amount to complicity.
The Foundation would hold me partly responsible whenever the improprieties were discovered. Collusion was often identified by deliberate actions intended to hide criminal conduct. In addition, obeying the supervisor's request would lead to worse duplicitous acts in future. The supervisor may be emboldened to perform additional improprieties if his actions were not exposed. The 500 people from selected priority groups would suffer if they failed to benefit from the 15 programs designed to address the prevalence of hepatitis. Therefore, the ethical decision would involve reporting all forms of misconduct to the Foundation.
The ethical duty to report existing improprieties was reinforced by the whistleblower protection policy.
In this regard, it was unlikely that my action would cause the termination of my employment at the City Department of Health. Organizations and agencies were legally barred from victimizing their workers for exposing unethical acts (Peffer et al. 74). Consequently, I would present accurate details to the Foundation while violating my supervisor's requests.
Work Cited
Peffer, Shelley L., et al. "Whistle where you work? The ineffectiveness of the Federal Whistleblower Protection Act of 1989 and the promise of the Whistleblower Protection Enhancement Act of 2012." Review of Public Personnel Administration 35.1 (2015): 70-81.
