Transcript Whistleblowing

IT’S MORE THAN
JUST A PHONE CALL
Roger Whiteman
Head of Profit Protection
[email protected]
RETAIL
467 Stores - £746m sales
10,000 colleagues 30,000 SKU’s
AUTOCENTRES
<300 Autocentres - £126m sales
1700 colleagues
Over 100 years of history
Trading in UK & Republic of Ireland
Trading Office in Hong Kong
Previously owned by Burmah Castrol, Ward White, Boots, CVC Capital
Partners and now we are a FTSE 250 Company .... And that’s in my time!
WHAT is Whistle-blowing?
No absolute definition – but I like;
“Speaking up about a wrong
doing, inappropriate risk taking or
malpractice to someone in
authority.” (Internal or external)
Legislation
Public Interest Disclosure Act 1998
Key changes from June 2013;
•A qualifying disclosure means if in the reasonable
belief of the employee it is in the public interest.
•WB no longer has to be in good faith
•Own employment contract is a grievance not WB
•Employers must protect WB from actions of other
employees (Previously just employer)
PIDA only becomes an issue when
things go wrong ...... And 70% of all
claims are settled ‘out of court’!
Whistle-blowing is about getting the
silent majority to speak up – offering
them a safe alternative to staying silent.
Why is effective promoting of your
Whistle-blowing Policy key?
My team tell me what frauds they
are discovering.
Whistleblowers tell me what
‘colleagues and externals’ are
getting away with – and how!
I have a Policy – I’ve launched it
I have a Policy – We get some calls
I have a Policy – We’re doing what we need to
Is keeping the message
fresh & alive
important?
Is your package & fit for purpose?
Employee confidence
Line Management support
Board / Regulator Assurance
Ofsted
NHS
Local Government
What else could you do to
publicise Whistle-blowing
in your organisation?
Many ways to get
the message
across.
Constantly
thinking and
talking
Not social media
...... Yet!!
Current categories of wrong doing (PIDA)
(for each – has been committed, is being or likely to be.);
1.
2.
3.
4.
5.
6.
Criminal offence.
Failing to comply with a legal obligation.
Miscarriage of justice has occurred.
Health & Safety of any individual is being endangered.
The environment has been damaged.
Information showing any of the five above has been
deliberately concealed.
What we say;
Discrimination
Inappropriate
Behaviour
Malpractice
Fraud
Victimisation
If the caller wants to talk –
we want to listen!
A nurse has raised a number of
concerns, some involving specific
members of the team.
You’ve been given the
information
Signing for medicines that haven’t been used.
Cover up of prescription application errors.
Poor recording of patients notes.
Dressings noted changed frequently enough.
Deaths not reported to family members
What do you do?
Let’s talk about a couple of other
stories that have been in the papers
A few questions – just take a couple of minutes;
Do you think that “the better internal routes are
publicised, the less likely the external route will be
the preferred option?”
How important is it to ensure WB’s understand
what next steps will be, how they can further
communicate and when they should hear some
more?
And closer to home – for me!!
We all like feedback BUT ....do we ask the
Whistleblower for theirs;
What outcome they want?
How they feel after the first call?
When all is finished how they feel
Do we say Thank You??
Does Whistle-blowing help to formulate
your strategy into the future ......
Or is your Policy and approach static?
Successful arrangements provide
colleagues with;
-a safe alternative to staying silent
-Deter wrong doing
-Identifies issues early
-Supports & utilises management
-Caring organisation
I STILL BELIEVE IT’S MORE THAN
JUST A PHONE CALL !
Roger Whiteman
[email protected]