Anonymous reporting channel: troubles with convincing stakeholders?
Sometimes, organisations are hesitant to set up an anonymous reporting channel. Why? They may fear receiving ‘too many’ reports or ‘false’ reports. This should not be the end of the discussion. Times are changing. Think about the following:
Society calls for more transparency: panama papers & wikileaks.
Corporate values are reconsidered: goodbye ‘shareholders first’, hello ‘people first’.
Speaking up is becoming normal: movements such as #metoo & the adoption of the European Whistleblower Protection Directive.
It is essential to be in control of misconduct: an anonymous reporting channel allows employees who are afraid to speak up to voice their concerns. It also enables your organisation to take responsibility and act adequately.
A misconduct reporting system adds value: better CSR-rating (hence share value).
Scandals dominate the media: you do not want to be informed about serious misconduct within your organisation in the morning newspaper. With social media, boycotts can go viral in a matter of minutes.
After the media, law enforcement will come knocking at your door: bad press and fines can ‘kill’ you.
Talk-the-walk: implementing an effective reporting system shows your organisation is not only ‘talking’, but is actually doing the right thing.
Even if you receive ‘too many’ or ‘false’ reports: there is clearly something going on in your organisation…
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