Whether it’s the Mediator pharmaceutic scandal in France or the outcry over the Dieselgate emissions case that rocked Europe’s largest carmaker, when a scandal breaks, we often hear about one or two whistleblowers, but we are also left wondering why all those who knew said nothing as the disaster unfolded.
A recent study in corporate whistleblowing practices by Transparency International reveals that 15% of employees believe wrongdoing is taking place in their workplace. Two thirds of them say they share their concern with others. Most of the time with their direct manager.
During a team meeting they might ask whether they understood the process correctly, or they might ask a colleague whether what they are supposed to do is in line with company policy. At that point, they express a concern, but that doesn’t necessarily make them a whistleblower or at least they do not see themselves as a whistleblower.
Previous research indicates the most common response to this low level of sharing a concern is that the employee is ignored.
Being ignored is for most of us also why we don’t take a concern further. At this stage, we then tend to remain silent. Very few employees will raise their concern with higher management or through a dedicated whistleblowing channel.
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