De'Leigh Ltd. OPUS Centre of Excellence

07/08/2024

Day 2 of 5 Notes on Whistleblowing – SWOT

Using a SWOT analysis as a framework to help assess and understand internal and external forces creating organisational opportunities and risks in relation to a whistleblowing, together with a not too subtle reminder that a whistle-blow almost always starts life as a raised concern which only becomes a whistleblowing when it is ignored or denied.

Employers have a choice when it comes to receiving a whistleblowing claim. They can choose to take it seriously and respond positively or as is seen in the media they can in the first instance attempt to aggressively deny and defend it, only to be very publicly and shamefully caught out later.

Strengths – Well received claims avoid reputational and internal damage, often combating fraud or calling out wrongdoing they can prevent issues escalating and eliminate significant risk and financial loss.

Weakness – Poorly received or denied claims do little other than send shot across the bow, leading to fear of retaliation, discouraging employees from coming forward and ultimately undermining quality-based policies and organisational values.

Opportunity – Well received claims can support an open culture and raises awareness and stakeholder confidence and assurance and can positively add to KPI’s and improve overall performance on many levels.

Threats – Poorly received or denied claims provide an open-door invitation to stakeholder scrutiny, negative public opinion, organisational and individual reputational damage. Whilst poor, inadequate or impartial investigation leads to costly legal consequences, sending KPI’s in the wrong direction leading to retaliation, bullying, demotion, harassment, dismissal, creating a culture of fear and silence.

Contact De’Leigh Consultancy & Compliance for advice and support in managing or better still preventing a public interest disclosures, discover how to painlessly navigate your way through them.

Email: [email protected] for more information, advice and support.

Look out for Day 3 of 5 Notes on Whistleblowing
Common textbook responses to whistleblowing

Contact me via DM if you are affected or have been affected as a result of whistleblowing.

29/07/2024

Day 1 of 5 Notes on Whistleblowing:
Whistleblowing aka Accountability Challenge

As an employer, recognise that a whistle-blow hardly ever starts life as a whistle blow. As a whistle-blower, it is never as straightforward or safe as you might be led to expect.

Employers who are proud of their staff, their company and who live by their values will want to resolve issues swiftly and efficiently, regardless of the considerable if not obvious relationship, £inancial and of course reputational advantage in doing so. Assuming of course there is nothing to hide there are some key considerations when faced with and managing a whistle-blow:

Person centred - Understand where the issue is coming from, do they have a motivation or are they simply doing their job?

Respectful - Rarely is the case that the person raising the issue is doing it through malice, they are likely to already have built an internal reputation, trust in your own judgment and integrity.

Open - Sometimes things go wrong, get lost or are missed. But the real measure of the employer is how it is responded to and how it is sensitively and effectively managed.

Understanding - Make a conscious decision to understand the issue/s, what are the organisational threats and weaknesses as opposed to the opportunities and strengths that can be gained when associated with a whistle-blow?

Dedicated - People raise issues or push for transparency because they are dedicated and because they care.

Instead of feeling "put out" by a claim, or thinking an employee is "clapping their hands" employers should welcome and celebrate the security and safety felt by employees who dare to put their head above the parapet. It should mean their employees can trust in the policies and so have confidence in raising what almost always begins as an innocuous check or challenge.

De’Leigh Consultancy & Compliance for advice and support around public interest disclosures and how to painlessly navigate your way through them contact us today. email: [email protected]

Tomorrow Day 2 of 5 Notes on Whistleblowing
SWOT Analysis of a Whistleblowing claim.

05/06/2024

Welcome to De'Leigh, this post maybe of interest to you or somebody you might want to share it with.

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Independent [serious incident & accident] investigations and Investigation document reviews.
- Desktop or field based
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- Document Disclosure - collection
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- Associate Hours available

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03/06/2024

As a leading supplier of HR support, we provide more than just HR advice for companies. You will benefit from a range of solutions to help you develop the best relationship with your people, negate risk and help you stay safe and compliant.

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Governance & Regulatory Compliance, training and risk mgt.
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26/05/2024

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Risk & Governance. Health & Safety. ESG.
Employment Law & HR. Investigations

Planning an summer event, stalls, activities and music.
De'Leigh can help you with your health and safety risk assessment....

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08/02/2024

Afternoon everyone: Free on Friday:

Available at nil cost are two Homeworking Briefing Papers:

1) 010/2 Homeworking: Professional Boundaries
2) 011/2 Homeworking: Heath and Safety

For your free copies please comment below or DM with contact details.

De'Leigh Consulting & Compliance | H&S | HR & People Support

03/12/2023

This week - we have:
- Advised on a disciplinary matter.
- Drafted a grievance statement.
- Drafted Trustee *Menopause Briefing Note
- Drafted Trustee *Upcoming HR issues 2024 Briefing Note
- Provided a governance & compliance register for soon to be registered charity.
- Reviewed a health & safety book proposal
- Developed an *Insurance Claim Accident/Incident Checklist
- Authored "*Business Sponsorship: Key Points Report"

*Available to share.

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10/11/2023

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09/11/2023

Call today for your free briefing paper.....