In the last blog in this series, I wrote about whistleblower policies. I indicated in that blog that these policies should include information about the channels that whistleblowers can use to report wrongdoing in their workplace. This blog is about these reporting channels.
Admittedly, writing about policy writing may not be the most exciting topic. It is, however, a really important one. A good policy is what sets up a whistleblower program for success. If done well, it can also give important information about what the whistleblower program entails to those who are thinking of reporting wrongdoing.
What seems like a really long time ago, I wrote in one of my blogs that I would be doing a series on whistleblowing. It seemed like a great idea at the time: there isn’t that much practical information about whistleblowing out there and I have a lot to share on the topic given that I have done work in this field for many years. But then, a pandemic happened, and my “series” didn’t quite get off the ground. I’ve come back to the topic, though, as I’ve been fielding some questions about it lately.
This is the first in a series of blogs that I will be writing on workplace whistleblowing. There is not a lot of practical information available on the topic and I want to help shed some light on how employers can be better prepared to deal with employees who blow the whistle.
I am somewhat of an anomaly in that I have a lot of hands-on experience with this subject matter. I have managed whistleblowing programs, conducted intake interviews with whistleblowers and investigated alleged wrongdoing disclosed by whistleblowers.
For this blog, I thought that a good place to start would be to provide general information about workplace whistleblowing given that it is a topic that is foreign to many.