We take a look at the reasons that prevent employees from reporting grievances within the company.
3. ‘I did not believe that corrective action would be taken’
Confidence in the reporting channels is critical. When employees have built up the courage to report a concern, it can be demoralising when they do not receive adequate feedback on the outcome of the concerns raised. Our survey revealed that around 30% of organisations communicated the outcomes to the reporter. While maintaining confidentiality, it is beneficial to communicate the outcome of the investigation in some form (anonymised case study or direct feedback) demonstrating that concerns are taken seriously and investigated.
6. ‘I thought that everyone at the top was already aware of the existing state of affairs’
There is often a perception that the board or senior management are aware of unethical practices within their organisation. However, it is often board members and senior managers that are desperate for greater visibility of risks within the organisation. Front-line staff can offer valuable insights to senior managers/board through whistleblowing channels that skip hierarchy. Sophisticated case management systems can also provide detailed reporting so that management can keep abreast of the issues.
10. ‘I don’t know who to report to and how’
Communication, communication, communication. Our research suggests that around one third of companies communicate their whistleblowing channels once a year. It’s vital to have numerous well-published reporting channels. Creative communications such as giveaways, videos, digital banners can help keep speaking up top-of-mind. Furthermore, the importance of a speak up culture and an overview on the reporting channels should be anchored in the code of ethics, the intranet and every onboarding training.