You have your whistle-blowing policy in place and senior managers have given it their endorsement. So, what next? What do whistle-blowers actually want or need?
You wait... but, well, the reports aren't exactly flooding in.
Don't celebrate just yet. It doesn't mean there are no issues where you work. You just haven't found anyone willing to break the silence.
It's a common problem. Research by the Public Concern at Work a leading whistle-blowing charity, as well as legal firm Slater and Gordon, shows a real reluctance by employees to speak out. It's not hard to see why:
Key whistle-blowing research findings
- 33% of people who raised concerns at work were dismissed
- 22% were victimised or faced disciplinary action by their employer
- 37% of employers denied there was a problem
- Only 10% of cases were resolved by the employer
(Source: Slater and Gordon)
Clearly, more needs to be done to address this. So what should you do? Where should you start?
Whistle-blowers expect 3 things from their company
By focusing on these key areas, you can create a better climate and encourage everyone in your organisation to take a stand. Whistle-blowers just need:
- To have their report handled confidentially
- To be protected from any comeback - including being victimised or fired
- To have their report investigated properly
The free whistle-blowing training presentation is a great starting point. If you need a trackable training course for your employees, we have a whistle-blowing eLearning module within our Compliance Essentials Course Library.
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