Six reasons why you don’t want to use an ombudsman – and one way of using him which makes perfect sense
Some companies appoint an external ombudsman as a way to set up the internal misconduct procedure. By organising themselves this way, they typically aim to combine efficiency and professional case handling. However, while looking good on paper, the model has limited practical effectiveness. Here are some serious caveats to consider:
A real-life SpeakUp case: Managers loot employer to finance their own competitive venture
Truth can be stranger than fiction. A recent misconduct case discovered via SpeakUp has all the ingredients of a thriller: theft, bribery, forgery and a good deal of blackmail too. With a little help from SpeakUp, one employee finds the courage to collect conclusive evidence.
The Positive Correlation Between a Healthy Ethical Culture and the Number of Internal Misconduct Reports
A healthy ethical culture leads to more internal reports on wrongdoing. This is the main lesson we take from Muel Kaptein’s article ‘From inaction to external whistleblowing: the influence of the ethical culture of organizations on employee responses to observed wrongdoing’ (2010). We want to bring this article to your attention because it proves the […]
“Five Do’s and Dont’s of a Misconduct Reporting Programme” according to Marc Payne
Our business sense tells us that ‘experience’ is a valuable commodity when making decisions. With misconduct reporting systems and processes there is rarely the existence of that embedded experience prior to establishing such a process. So when looking to set up your processes please bear in mind the following “Do’s & Dont’s”.