Power without moral interior is a particular kind of danger at work: an organization can speak the language of care, values, and psychological safety while remaining structurally incapable of remorse, repair, or embodied accountability. In bullying cases, this mismatch becomes acute when a harmed employee turns to HR expecting protection—only to be reframed as “the problem,” processed through liability logic, and pushed toward exit while the bully remains. This essay traces how institutions translate human harm into organizational risk, why reporting can intensify injury, and how the nervous system carries what the system refuses to metabolize. Read on.