What is whistleblowing?
Whistleblowing is the term used when a person passes on information concerning wrongdoing, such as corruption, sexual harassment, or otherwise. This can be referred to as “making a disclosure”, “making a whistleblowing report”.
Who is a whistleblower?
A whistleblower is a person that usually closely associated with the organization. He may be an employee, but also sometimes a supplier or a customer. They become a whistleblower when they observe behavior or actions that they believe to be misconduct, illegal, and not in with the company’s Code of Conduct. They disclosing information public or some higher authority about any wrongdoing, which could be in the form of fraud, corruption, etc.
Elements of ethical whistleblowing
There are four elements of the whistleblowing process.
◾ The whistleblower
◾ The whistleblowing act or complaint
◾ The party to whom the complaint is made
◾ The organization against which the complaint is lodged
There are two types of whistleblowers:
internal and external.
Internal whistleblowers are those who report the misconduct, fraud, or indiscipline to senior officers of the organization.
External whistleblowers are those who report the wrongdoings to people outside the organization such as the media, public, or police.
There are specific laws to protect whistleblowers from losing their job or getting mistreated. Most companies have a separate policy and they clearly state how to report such an incident. The crime or wrongdoing could be in the form of fraud, deceiving employees, corruption, or any other thing which may be base on ethics that misleads people.
There is one name that pops up in history whenever we talk about ‘whistleblowers’ and that is Edward Joseph Snowden. He was a former CIA employee who leaked classified and restricted information to the public from the United States National Security Agency in 2013.
The act may be seen as disloyal by some but others in the public seen in interest.
Moral agency is important for the determination of moral behavior. That enables the moral evaluation of the agent’s behavior.Autonomy(plays an important role in conceptions of moral obligation and responsibility) is the basic characteristic of the philosophical concept of morals.
Autonomous is an act according to reasons and motives that are taken as one’s own. Autonomous is the central value in the Kantian tradition of an ethical system. The Categorical Imperative in Kant’s ethical system is an unconditional moral law that applies and is independent for anyone. So, even if pressure exists in an organization to not report wrongdoing, regardless of retaliation, a rational, moral person will withstand such pressure.
some research says that everyone who perceives wrongdoing not act upon that perception. In fact, only 42 percent were ready for whistleblowing.
What about others?
most of them observe wrongdoing but would not do because identify a ‘retaliatory climate’ in their organizations.
Whistleblowing regulations attempt to protect individuals when they behave responsibly towards society in light of irresponsible behavior by their organizations.
Organizations create an environment that supports whistleblowing and whistle-blowers When they establish an ethical culture and anonymous channels to report wrongdoing. Whistleblowing always involves an actual or at least prevent something bad that would occur.
Most ethicists say that whistleblowing is an ethical action. According to the “standard theory” on whistleblowing, it is required morally at all when people have a moral to prevent serious harm to others if they can do so with little costs. If you face an ethical crisis in the workplace, consider first whether real harm to others that situation. Then, do it ethically. However, we moral to society does obligate us to right a wrong when we see the wrong thing has occurred.
Steps/procedure for a whistleblowing
How to concern:-
If you are unsure about raising concern at any stage you have independent to clear it. However, It’s better to explain as fully as you can the information or circumstances that gave rise to your concern.
This may involve an informal review, an internal inquiry, or a more formal investigation. If you have a concern about a risk, malpractice or wrongdoing at work, that,s good to raise it firstly with your manager or someone responsible(the member of staff, a designated officer, employees under this policy). This may be done verbally or in writing. You may involve a Trade Union Representative, a friend, or a colleague at this stage, providing that that person is not involved in the investigation. The manager has to identify the nature of the issue by undertaking a preliminary investigation. They will arrange an initial interview if requested, be confidential to ascertain the areas of concern.
The Formal Investigation
A formal investigation held If the concern raised is very complex. The investigation may need to be carried out under the terms of strict confidentiality. The protection of clients is paramount in all cases. If the result of the investigation is that there is a case to be answered by any individual, the Trust’s Disciplinary Policy will be used and the details discovered by the formal investigation transferred to that process. The designated officer will ensure that the employee suffers no reprisals if the employee held in a genuine concern and was not acting maliciously. If the allegation was made frivolously, maliciously or for personal gain, disciplinary action will be taken against the complainant. Where appropriate, immediate steps will be taken to remedy.
Following the investigation
The Chief Executive advises the designated officer as to the possible options open to the Trust as a result of the outcome. The designated officer meet the staff to give feedback on any action taken. (This will remain confidential to the individual concerned). The feedback will be provided as soon as possible.
Complaints about the Chief
The Chief Executive concern should be made to the Chairman of the Trust, by the member of staff, manager, or the designated officer, who will decide on how the investigation will proceed.
Raising Concerns with outside bodies
The purpose of this policy is to ensure that staff is aware of the way to raise their concerns in-house and for staff to see that action is taken promptly to remedy a particular situation. It is hoped that this procedure will give Trust staff the confidence to raise concerns internally. If members of staff are contemplating making a wider disclosure they are strongly advised to first seek further specialist guidance from professionals or other representative bodies. The Trust also recognizes that may wish to continue to raise their concerns using other avenues, after taking account of advice.
If you have any unsure to use policy or you want confidential advice at any stage, you can contact such as Trade Unions or Professional Organisations or
a statutory body.