Transparency and integrity are fundamental for organisational growth and employee wellbeing in every organisation. But then, there are also the instances where people observe wrongdoing, abuse or practices that are against organisational or social norms. When these are the circumstances, it’s hard to say no. And yet, whistleblowers keep ethics, accountability and justice protected at work and beyond.
Why do people speak up?
The motivation for whistleblowers often stems from a feeling of moral duty and/or concern for their company. Those who decide to speak up do so not for personal gain, but because they recognise the potential harm that staying silent could cause. They understand that by addressing wrongdoing, they contribute to building a safer, fairer, and more transparent environment for everyone.
Some common reasons why individuals decide to speak up include:
· Protecting Others: Whether it’s shielding colleagues, customers, or the broader community from harm, whistleblowers often prioritise the wellbeing of others over personal comfort.
· Preserving Values: For many, the thought of compromising their integrity or witnessing the erosion of organisational ethics is unbearable. Speaking up becomes a way to defend what’s right.
· Creating Change: Individuals may feel compelled to address systemic issues and help their organisations correct course, fostering a healthier and more accountable workplace.
Barriers to Speaking Up
Whilst whistleblowing has many clear benefits, many hesitate to do so. Fear of retaliation and career repercussions or being judged by peers can discourage people from coming forward. Others may not be sure how to report concerns or doubt whether their voice will make a difference in the wider organisation.
This is where third-party whistleblowing services play a crucial role for employers and employees alike.
The Role of Third-Party Whistleblowing Services
Whistleblowing services are designed to provide individuals with a confidential and secure channel to report concerns. These services offer:
· Accessibility: Clear pathways to report misconduct swiftly, safely and professionally.
· Confidentiality: Ensuring the whistleblower’s identity is protected, minimising the risk of retaliation.
· Support: Signposting the employee to emotional and/or practical assistance if needed, during what can be a challenging and stressful process.
· Impact: Enabling organisations to address issues effectively, reducing harm and fostering positive change.
By working with a whistleblowing service, individuals gain reassurance that their concerns will be heard and handled appropriately.
How to Foster a ‘Speak-Up’ Culture
Organisations also have a responsibility to encourage whistleblowing as a positive and necessary action. Steps to build a supportive environment include:
· Creating Clear Policies: Establish accessible and well-communicated whistleblowing procedures.
· Providing Training: Educate employees on the importance of ethical behaviour and how to raise concerns.
· Leading by Example: Leadership must demonstrate a commitment to integrity and accountability.
· Ensuring Protection: Guarantee that whistleblowers are shielded from retaliation and that their concerns are addressed fairly.
A Call to Action
If you’ve witnessed something that doesn’t sit right, remember: your voice matters. Speaking up is not just about highlighting problems; it’s about encouraging solutions, protecting your colleagues or clients, and contributing to a culture of integrity.
Whether you’re addressing fraud, safety violations, discrimination, or another issue, reaching out to a whistleblowing solution can provide the guidance and protection you need.
By choosing to speak up, you’re not only doing what’s right - but you’re also paving the way for a better, more ethical workplace and society.
Let’s champion those who dare to stand for integrity!