Only 23% of witnesses report wrongdoing

The survey showed a significant number of staff were aware of issues in their workplace. The most common was unfair treatment, such as favouritism and unequal workloads, witnessed by 41%. Other serious issues included bullying (35), unsafe working conditions (32%), discrimination (28%), substance abuse (21%), sexual harassment (18%) fraud (18%), bribery (15%) and even modern slavery (11%). Up to 27% had heard about issues but not witnessed them. 

 

However, only 23% reported what they had seen or heard. 

 

We’ve analysed the findings to consider what employers can learn and how to improve your whistleblowing process. 

 

 

One of the main reasons for this gap was a lack of faith in the system. Only 38% believed their disclosure would be properly investigated with recommendations, and just 18% believed it would lead to meaningful change. Employees were also worried about a lack of confidentiality (41%), particularly colleagues finding out they had made a disclosure (33%). As a result, they were worried about facing consequences at work (40%) or personally (36%). 

 

This poor perception of the workplace is underlined by the number of employees who believe wrongdoing is likely in their organisation, despite not having seen or heard it. Nearly 50% believe unfair treatment is likely to occur in their workplace, and around a third expect bullying, discrimination, and unsafe practices to be happening. 

 

As the report points out, “When people feel their concerns will be ignored or brushed aside, the perceived risk of reporting often outweighs the potential benefit.” A good whistleblowing system should instil faith in employees that their concerns will be taken seriously and lead to positive changes, while they will not face retaliation. You can set this out in your policy, but must also demonstrate that you follow the policy in practice. 

 

 

A significant number of employees (21%) were put off reporting because they felt guilty, a problem especially in teams with strong bonds. 25% worried about what reporting might mean for the business. 

 

Policies and training should demonstrate the benefits of whistleblowing for the team and business. For many, this means reducing the risk of greater damage and sanctions. 

 

You may also help reduce guilt by offering support and training where the misconduct was a genuine mistake, rather than punishment. Look at what might have caused the mistake and consider how to avoid similar mistakes. Improved support and better conditions will further demonstrate that whistleblowing is a good thing for the team and business. 

 

Save disciplinary action for those cases where it is absolutely necessary, such as deliberate or reckless misconduct. 

 

 

28% would not know what to do if they witnessed malpractice. This is unsurprising given that 13% said their organisation’s instructions were unclear and 11% haven’t seen any instructions at all. Training was also underutilised, with 21% never having received any training how to report misconduct, and a further 13% are unsure if they had. The survey also found that remote workers are less likely to have seen instructions than workers in the office (21% compared to 12%). 

 

Employers can help this by having a clear policy written in plain English, which is stored centrally and readily available. Employees should be able to access the policy without needing to request it, as 21% reported they felt uncomfortable asking – an unnecessary extra barrier to reporting. 

 

 

When asked about who they would report misconduct to, the answer varied depending on the type of misconduct. Sensitive matters such as bullying, discrimination and sexual harassment are more likely to be reported to HR. Financial misconduct like fraud, bribery and theft are more likely to be reported to senior leadership or independent services. 

 

You might wish to include more than one route for people to disclose their concerns, allowing them to choose the one they are most comfortable with. 

 

 

It is important to tailor your policy to your business, so that it reflects your workforce, practices and you as an employer. Support it with training and awareness. Most importantly, ensure you follow your own policy – ignoring your own policies is the quickest way to damage trust, and could leave you facing employment claims. 

 

Get in touch for advice on whistleblowing procedures and help drafting a policy.