Dejan Jasnic · Co-founder & Compliance Lead, Trusty · 20+ years anti-fraud & compliance · ACFE Swiss Chapter Board
A whistleblowing protocol sets out the appropriate way to manage an internal whistleblowing channel, to ensure the confidentiality of whistleblowers and to articulate a procedure for receiving and following up on complaints, as well as the imposition of sanctions on the offender, should the commission of the reported wrongdoing be corroborated.
This mechanism provides workers with the assurance that their concerns will be treated seriously and that they will not face retaliation for enforcing corporate integrity. The existence of a structured internal whistleblowing system fosters trust between employees and management, creating an environment in which issues are addressed proactively and transparently rather than being ignored or covered up.
Thus, a protocol that ensures a transparent system on this matter can prevent reputational and legal crises for the company. By identifying and addressing irregularities early, the risks associated with legal action, penalties and reputational damage are minimised. And protocols can be vital for companies with offices in different countries, with employees from diverse cultures.
When employees have a clear understanding of the company’s ethical expectations and the knowledge to identify inappropriate behaviour, they are more likely to act ethically and to report any wrongdoing they observe.
In addition, ethics and compliance training promotes a shared sense of responsibility among employees. By recognising that everyone plays a role in maintaining an ethical environment, it strengthens organisational commitment and builds a culture in which everyone is jointly responsible for maintaining high ethical standards.
In conclusion, a whistleblowing protocol and whistleblowing training are essential to cultivate a work environment that fosters honesty, integrity and accountability.
These practices will not only protect the company from potential legal and reputational risks but will also contribute to building an ethical business culture that attracts and retains talent, strengthening the long-term sustainability and success of the organisation.
Frequently asked questions
How the internal channel is managed: confidentiality for the whistleblower, a procedure for receiving and following up on reports, and sanctions for the offender when the reported wrongdoing is corroborated.
It gives employees the assurance that concerns are taken seriously without retaliation, builds trust between staff and management, and lets irregularities be identified early, before they become legal or reputational crises.
It gives employees a clear understanding of the company's ethical expectations and the knowledge to recognise inappropriate behaviour, so they are more likely to act ethically and report wrongdoing, and it promotes a shared sense of responsibility.
Yes. A protocol is particularly valuable where employees come from diverse cultures, because it sets one clear standard for how concerns are raised and handled.
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