By Karen Whitehead
When employees feel safe to raise concerns, organisations benefit through stronger productivity, reduced legal exposure, and protection against reputational damage.
While many factors shape an open Speak-Up culture, a practical way to measure whether integrity systems are working is to focus on people’s confidence to speak up if they have experienced or witnessed bullying and harassment.
If people do not feel safe raising concerns where the personal stakes are high, how likely are they to speak up about fraud, conflicts of interest, and corruption?
Bullying and Whistleblowing
Bullying and harassment reporting is a strong indicator of how organisations handle other serious integrity issues. People often do not report bullying or harassment due to power imbalances, reputational risks, and fear of retaliation. The same dynamics that silence whistleblowers. How organisations respond to these complaints reveals whether they are genuinely committed to accountability.
A 2022 study by the International Labour Organization found that employees who chose not to report bullying or harassment cited three primary reasons:
- 55% believed nothing would change
- 50% feared damage to their reputation
- 43% said reporting procedures were unclear
The message is clear: Speak-Up systems fail not because organisations lack policies, but because employees lack confidence in follow-through. Trust, not documentation, is the critical variable.
Creating Trust
Creating that trust rests on three pillars.
- Leadership and culture. Leaders must model integrity, address inappropriate behaviour decisively, and demonstrate that no one is above accountability. What leaders tolerate defines culture.
- Systems and supports. Reporting channels must be clear, accessible, confidential, and well communicated. Employees need to understand how to raise concerns and what will happen next. Clarity reduces fear; consistency builds confidence.
- Learning and improvement. Organisations must monitor trends, seek feedback, and communicate what has changed in response to concerns raised. Visible action closes the credibility gap.
Bullying and harassment are powerful indicators because they cut across every level and business unit of an organisation. If employees feel unsafe raising these concerns, wider integrity risks are likely being suppressed as well.
A Speak-Up culture cannot be assumed, it must be measured. Organisations willing to confront the findings with honesty and courage will not only reduce legal and reputational risk but also strengthen performance, protect public trust, and build workplaces defined by accountability.
About Karen Whitehead
Karen Whitehead is a director of Granat, a Wellington based consultancy working in workplace verification and monitoring. A Chartered member of the Institute of Directors she has over 20 years risk management and strategic planning experience.
