Protecting your Assets, People and Reputation
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Program Checklist

CHECKLIST FOR AN EFFECTIVE WHISTLEBLOWING PROGRAM*

The elements of an effective whistleblowing program have been the subject of much review. Recent studies and recognition of the value of corporate governance Australian Standards has provided templates for consideration. The review of the Australian Public Sector by Griffiths University provides valuable insight.

1. Organisational commitment
1.1. Management commitment

  • Clear statements by senior management of the organisation’s support for the reporting of wrongdoing through appropriate channels.
  • Senior management commitment that a credible investigation will follow the receipt of a whistleblowing report, that any confirmed wrongdoing will be remedied, and that whistleblowers will be supported
  • Commitment to the principle of whistleblowing among first- and second-level managers
  • Understanding of the benefits and importance of having whistleblowing mechanisms among first- and second-level managers
  • Knowledge and confidence in policies among first- and second-level managers.

STOPline Comment: We recognise the need to ensure a statement of commitment is made by senior management. Our “Whistleblower Communications & Promotions” resource kit provides structure and examples of how such a commitment can be made.

1.2. Whistleblowing policy

  • Easy to comprehend whistleblowing policy, including guidance on procedures, relation to other procedures, and legal obligations
  • Broad staff awareness of the whistleblowing program
  • Broad staff confidence in management responsiveness to whistleblowing
  • Broad staff awareness and acceptance of responsibility to report

STOPline Comment: Our experience in the public, private and not-for-profit sectors allows us to assist with policy and procedure development. STOPline also provides direct awareness training.

1.3. Resources

  • Staffing and financial resources dedicated to implementation and maintenance of the program, commensurate with organisational size and needs
  • Specialised training for key personnel, and inclusion of whistleblowing management issues in general induction and management training

STOPline Comment: The use of STOPline to manage your hotline services eliminates the need to continually retrain staff who may move on to other assignments. A consistent, accessible resource with current expertise is invaluable in ensuring the whistleblower has confidence in your program.

1.4. Evaluation and engagement

  • Regular evaluation and continual improvement in the program
  • Positive engagement on whistleblowing issues with external integrity agencies, staff associations and client groups

STOPline Comment: Detailed reporting of disclosures in a consistent manner and regular summaries provide a simple process for evaluation of issues. Our recognition as a specialist in the field has enabled STOPline to establish links with many of the relevant corporate governance and whistleblowing agencies.

 

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