In recent times, whistleblowing has become much more relevant in the news – but what does it mean for the corporate world? With high-profile cases such as Boeing’s safety concerns and BP’s environmental issues making headlines, the importance of corporate whistleblowing in exposing wrongdoing and promoting transparency has been underscored.
By definition, whistleblowing involves revealing information about wrongdoing or corruption committed within, or by, organisations. This exposure of wrongdoing is vital in ensuring that corporate integrity can be maintained, stopping organisations from continuously getting away with misconduct and holding them accountable for their actions, thus cultivating a culture of accountability and ethical conduct within the corporate world.
But at what cost?
Whistleblowers may be risking their livelihoods and careers, and even their own safety and mental health when deciding to speak out. Some people have lost their jobs as a result of whistleblowing, like Jonathan Zarembok, a BP oil trader, who was fired after raising concerns about potential bribes being paid, and subsequently lost an employment tribunal after it was ruled he wasn’t entitled to whistleblower protections.
This is where the need for a good human resources department comes in. HR’s role in whistleblowing is fundamentally important – not only should they support whistleblowing and whistleblowers, they should be a sounding board for what is and is not whistleblowing.
HR’s leading role
HR has a critical leadership role when it comes to whistleblowing. Firstly, they have to ensure the culture of the company is a listening one, and secondly, not only do they need to publish policy, but they also need to be seen to proactively support it.
Most large corporations have whistleblowing policies, but few follow through on the necessary visible support from the top to encourage the reporting of wrongdoing. It is this expansion that is needed in British corporate life, and that responsibility sits within HR department at the director level.
The whole essence of a company is perceived via the unspoken yet intangible cultural norms within it. Creating a culture that is transparent, open, and supportive doesn’t come from policy, it comes from visible support to it via senior leaders in the business.
HR is essential to showing this support. They are frequently the central department when a whistleblowing case comes to light, and sticking rigidly to policy while not displaying any human element of support can damage cultural perception.
From the top down, organisations should encourage all employees to be supportive of transparency. HR departments are responsible for managing employees in frequently emotionally charged situations. Being open, honest, and facilitating transparency will encourage more employees to engage with whistleblowing policies.
What’s needed in a whistleblowing policy?
Any whistleblowing policy developed needs to be robust, so that all employees are familiar with how to report potential misconduct. A good policy should feature an explanation of whistleblowing and the protections afforded to whistleblowers, along with the restrictions around whistleblowing.
It should also set out how concerns should be raised, in a way that is transparent and easy to understand. Employees should feel encouraged to voice worries they have, and feel assured that they won’t face retaliation for expressing those concerns.
How do you ensure the safety of a whistleblower?
Multinational aerospace company Boeing has been in the news recently, following a major whistleblowing case. A whistleblower who raised concerns over safety lapses at one of Boeing’s assembly plants in the US, was found dead with a self-inflicted gunshot wound earlier in March 2024.
This incident raised questions about the personal costs of whistleblowing, with many whistleblowers facing intense scrutiny, and even retaliation when they go public with their disclosures.
To ensure safety and peace of mind, whistleblowers should be able to disclose information without fear of potential retaliation. One way of doing this, is by making anonymous whistleblowing channels and platforms available.
Often digital, anonymous whistleblowing channels allow whistleblowers wanting to voice concerns to upload supporting documents, therefore streamlining the whistleblowing process, whilst also creating an extra layer of protection between the whistleblower and the organisation they work at.
Final thoughts
If an organisation wants to show they are committed to creating a transparent corporate culture and taking accountability, then they need to implement robust whistleblowing policies. They should be making efforts to reassure whistleblowers that they won’t receive retaliation for disclosing information, whilst ensuring that channels are available for those wishing to remain anonymous.
It is important that misconduct within the corporate world is reported, with those responsible held accountable. Whistleblowers are a vital part of this, and they should be shown support, not just by the organisations they work for, but also by the wider media.
