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Corporate Compliance Insights
Home Ethics

It’s Time to Reconsider the Term “Whistleblower”

Negative Connotations Can Prevent Helpful Reporting

by Carrie Penman
November 14, 2019
in Ethics
businesswoman in black blowing a whistle and pointing at the camera

NAVEX Global CCO Carrie Penman discusses how the derogatory meaning we’ve assigned the label “whistleblower” actually discourages the reporting we train and expect employees to do when they witness wrongdoing.

For many years, I’ve been concerned that the term whistleblower — which admittedly has become ingrained in both the public and private sectors — will have a discouraging and detrimental effect on some individuals who are considering reporting potential wrongdoing.

While many companies refer to their hotline as an “ethics helpline” or “integrity helpline” to convey a more welcoming tone for employees, many executives refer to their employee reporters as “whistleblowers,” sending a mixed message on the value of the report and the reporter.

And outside the United States, some believe that calling the reporting system a “whistleblower hotline” is a United States government regulatory requirement. This was pointed out to me during a recent presentation I gave in the United Kingdom, where a company official said, “the reason we call it a “whistleblower line” is because your regulators in the United States made it mandatory.”

Read: “Why We Should Stop Blackballing Whistleblowers

Using a more neutral term like “reporter” might be difficult when dealing with reporting to government or regulatory agencies, many of whom use the term whistleblower in codified materials. And I can accept the use of the term when an employee reports a concern outside the organization.

However, internally, organizations can choose how they use — or don’t use — the term in internal materials and resources, and that choice will impact employee comfort and confidence with the internal reporting mechanisms.

A more neutral term, like “reporter” may mean more employees feel comfortable meeting their obligations.

All of our codes of conduct or mandatory training tell employees that they have an obligation to raise issues or concerns about any suspected or known misconduct.

So why do we stick a derogatory and intimidating label on an employee who is just doing what we ask and train them to do? It sounds like we don’t really mean it and we would rather that they don’t speak up at all.

For some organizations, perhaps that is intended. But for those organizations that have invested significant resources in building an effective ethics and compliance program, it is a clear and respectful choice to make.

I encourage organizations to consider carefully whether their employees would respond better to the term “reporter” in both formal and informal communications. The word “whistleblower” can not only have intimidating connotations, it may cause a potential reporter to keep an issue to themselves or take it directly to a regulator without giving the company an opportunity to address the issue internally.

After all, what we want to do is to make sure we are encouraging employees to report any and all concerns — not only those that rise to the level of “whistleblowing” — so that we can create a culture of integrity and protect our organizations from financial, reputational and legal risk.

Creating more transparent and ethical organizations where employee reporters feel comfortable sharing their concerns without fear of retaliation is something we can all celebrate.

 


This article was originally shared on the NAVEX Global blog and is republished here with permission.


Tags: Reputation RiskWhistleblowing
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Carrie Penman

Carrie Penman

Carrie Penman is the Chief Risk & Compliance Officer of NAVEX Global.  As one of the earliest ethics officers in the industry, Carrie Penman has been with NAVEX Global since 2003 after serving four years as deputy director of the Ethics and Compliance Officer Association (ECOA) now ECI. A scientist by training, she developed and directed the first corporate-wide global ethics program at Westinghouse Electric Corporation from 1994-1999. As Chief Risk and Compliance Officer for NAVEX Global, Carrie leads the company’s formal risk management processes. She also oversees its internal ethics and compliance activities employing many of the best practices that NAVEX Global recommends to its customers. Carrie has extensive client-facing risk and compliance consulting experience, including more than 15 years as an advisor to boards and executive teams; most recently as NAVEX Global’s SVP of Advisory Services.  She has also served as a corporate monitor and independent consultant for companies with government settlement agreements. Carrie was recently awarded the inaugural Lifetime Achievement Award for Excellence in Compliance 2020 by Compliance Week magazine. In 2017, Carrie received the ECI’s Carol R. Marshall Award for Innovation in Corporate Ethics for an extensive career contributing to the advancement of the ethics and compliance field worldwide.

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