As previously outlined and in an ideal world, the preference would be individuals are freely able to report their concerns. On this assumption, the next stage would be to ensure that there are the appropriate tools in place to allow this, which includes trained and independent resources to hand.
Below are several best practices that encourage employee reporting and combat retaliation therefore fostering and creating a positive culture for reporting
As sound Governance, Senior management should support, foster and live the speak up environment by communicating and supporting the speak up process and policy, which more importantly should outline repercussions for retaliation. The policy should also outline the commitment in responding to concerns raised by employees with independent and thorough investigations. This is a process that should be communicated on a regular basis and incorporated in brand values and organisation strategy plans. In fact, it should be incorporated into the risk control framework for any organisation.
Making available multiple, safe avenues for employees to raise concerns can foster a culture where employees feel like identifying problems is part of their job and recognised as essential to the success of the organisation. However, those avenues must be trustworthy, protective of the employee, and understood by everyone in the organisation.
Reacting negatively or defensively to someone who identifies a potential issue is instinctive for almost everyone, so proactive efforts to recognise and combat this natural response through training is an important component to creating an ethical culture safe for employees to raise concerns. Training should be mandated for everyone in an organisation.
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