Whistleblowing
and speak-up
There is a growing recognition that an effective whistleblowing system forms a key component of risk management. Where a good speak-up/listen-up culture exists, it creates an early warning system, allowing problems to be identified and rectified before they escalate into a crisis.
Successful speak-up systems combine effective whistleblowing processes, communications and most importantly trust. This ensures that stakeholders have the confidence to raise concerns through the right channels without fear of futility or reprisal. GoodCorporation helps build and embed those systems.
Our whistleblowing
and speak-up services
GoodCorporation works with organisations to establish effective whistleblowing systems by developing tailored policies, processes and communications. This can include:
Drafting or revising whistleblowing policies
Evaluating and establishing triage and investigations processes
Assessing speak-up culture and identifying gaps and opportunities for improvement
Designing training programmes to support stakeholders in how to effectively utilise and manage whistleblowing processes and investigations
Developing communications strategies to promote speak-up channels and an open-door culture for raising concerns
Identifying whistleblowing metrics to support organisations’ ESG and annual reporting
A Framework for effective whistleblowing
GoodCorporation’s Whistleblowing Framework has been designed to help organisations establish effective whistleblowing systems and create an environment in which stakeholders are able to raise concerns in a safe and constructive manner. It contains a set of relevant management practices that can be implemented to ensure best practice is being followed. It can be used to evaluate and improve an existing whistleblowing system, or to design and build a new programme in any organisation, regardless of size.
GoodCorporation’s Whistleblowing Framework has been designed to help organisations establish effective whistleblowing systems and create an environment in which stakeholders are able to raise concerns in a safe and constructive manner. It contains a set of relevant management practices that can be implemented to ensure best practice is being followed. It can be used to evaluate and improve an existing whistleblowing system, or to design and build a new programme in any organisation, regardless of size.
GoodCorporation can use this framework to:
Carry out a desktop review of an existing system
Review the current governance of the speak-up system and make recommendations for improvement
Review the protocol for investigations to identify good practice and any improvements necessary
Conduct a gap analysis to identify any weaknesses in the system and prepare a prioritised roadmap for improvement
Review the current system for feedback and monitoring and help design an effective system where needed.
Evaluate the current case management structure and provide recommendations, where necessary, in light of the organisation’s structure and geographic location
How to embed an effective speak-up culture in your organisation
Communicating and promoting speak-up requires constant work and commitment. Companies that do this well work hard to reinforce speak-up messages in a variety of ways, incorporating these messages into everyday business activities, and treating speak-up communications like any other internal communications campaign. Success also requires the commitment of senior management who should be seen to reinforce speak-up messages on a regular basis. In our webinar for EQS Group, we discuss how to embed a speak-up system successfully. We examine the type of workplace culture that fosters trust and encourages speak-up.
We also explore best practice for communicating whistleblowing practices and developing the training needed to ensure that staff know how to use the system to raise concerns and that managers know how to respond when concerns are raised.
Making
whistleblowing work
Encouraging employees and other stakeholders to report concerns about misconduct and inappropriate behaviour is increasingly regarded as an essential component of effective risk management.
A well-trusted and successfully embedded speak-up system can be one of the most efficient means of identifying risks and rectifying them before they escalate into a crisis. However, making whistleblowing work requires careful planning. This means understanding the culture of the organisation, identifying any barriers to speaking up that may exist and developing clear policies and procedures that will work for the organisation as a whole.
Our blog on ‘Making whistleblowing work’ explores some of the barriers that prevent people from raising concerns. We also examine the steps organisations should be taking to put in effective systems and processes in order to embed a trusted and appropriately used speak-up system.
Building an effective whistleblowing system
Implementing a speak-up or whistleblowing system is one thing, persuading staff to use it is the key to making it work.
In this podcast, GoodCorporation senior consultant Lisa Randles talks about the key steps organisations need to take in order to embed a speak-up system effectively Lisa explores what it takes to build a workplace culture based on trust and ethical conduct. The podcast also examines the importance of good communication in raising awareness of a whistleblowing hotline, the role of senior management in promoting the system and the need for training, training and more training.
Most employees do not leak information because they want to but because valuable insights are ignored. By contrast, companies where people can speak up are organisations where every employee is an early warning system, where improvement and change are normal.
Margaret Heffernan
Frequently asked questions
What makes a successful speak up system?
A successful speak up system needs not only effective policies and processes, but importantly, building trust. No matter how sophisticated your hotline, if employees, suppliers and other third parties don’t know how to find the information, or don’t believe that the organisation will take their concerns seriously and treat them fairly, the system will break down.
Commit to building a speak-up programme that works. It needs the right tone from the top, good investigations procedures, training at all levels and regular communications. A robust case management system will help the compliance team stay on top of reports and investigations and support effective reporting of speak-up related data.Â
Read our blog on Making whistleblowing work to find out more
What are the benefits of a speak-up system?
An effective speak-up system is the best way to identify illegal conduct and bad behaviour in your organisation so that you can take steps to address the problem internally before it becomes a public crisis. It’s also a powerful indicator of ethical culture in an organisation.
Not to mention, a whistleblowing system is now a legal requirement in many countries, following enactment of the EU Whistleblowing Directive [Directive (EU) 2019/1937].
What do I need to know about the EU Whistleblowing Directive?
The EU Whistleblowing Directive came into force in December 2019. While adoption of local laws transposing the directive has taken longer than anticipated, the directive has now been transposed in most EU member states. Â
Companies and organisations with more than 50 employees must implement confidential internal whistleblowing channels and procedures and provide protection against retaliation for whistleblowers. In some countries, the individuals responsible for the speak up system must be notified to the authorities.Â
Topics covered within the scope of whistleblowing protections vary by country, but generally include any breach of EU law such as tax fraud, money laundering, product safety, discrimination or human rights violations, and damage to the environment. In some countries, violations of local law and the organisation’s code of conduct are also within the scope of whistleblower protections. Â
The new laws also establish strict rules for how organisations should communicate with whistleblowers. There are also designated external authorities in each EU Member State who are responsible for advising on and overseeing the implementation of whistleblowing systems, and who, in some cases, can receive whistleblower reports directly.  Â
UK companies with operations in Europe are required to meet the requirements of whistleblowing laws in those countries where they do business.Â
Organisations should act now to ensure that their speak up channels are aligned with the requirements of the directive and national laws in those countries in which they operate. Â
Contact us if you need help ensuring your organisation is compliant with the requirements in your markets.Â
How should whistleblowers be protected?
Confidentiality and non-retaliation are essential starting points in any speak-up system. An organisation must make clear commitments to stakeholders on these points and ensure sanctions are applied to anyone who fails to meet those commitments. It’s not just about protecting the whistleblower – every stakeholder involved in a reported concern should be treated respectfully and fairly.
Do I need to report externally on our speak-up system?
The best organisations do report on the effectiveness of their speak-up system, internally and externally. Sharing non-identifiable information with employees and external audiences on the number and types of concerns being raised and how the organisation has dealt with those concerns, is an invaluable way to promote confidence in the system and demonstrate that it is working in practice. ESG practices are increasingly pushing organisations toward better measurement and monitoring of their whistleblowing programmes and proactive reporting of whistleblowing data to address investor and auditor enquiries.
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