Unfortunately, many of those who speak up face retaliation. One study suggested two-thirds of whistleblowers had experienced the following forms of retaliation.
Other studies cite lower figures. For example, The National Law Review reports that 23% of whistleblowers faced retaliation in 2020; in 2021, 24% said the same.
Whatever the number, it isn’t good. If people don’t feel safe speaking up or see others face retribution, bad things will (continue to) happen.
Our Compliance Maturity Scorecard quiz asked respondents if they had a framework to prevent retaliation on a scale from disagree to agree.
It is encouraging to see that 21% of respondents were on the furthest edge of the agree spectrum, with 17% in slightly less agreement. However, it is concerning that 30% (17% + 13%) were either not voting or strongly disagreeing. The largest number (25%) were voting two on a scale up to five points, which is also a concern.
Admittedly, the sample size isn’t huge (38 organisations). Still, retaliation in the workplace can have serious consequences, not only for the individuals involved but also for the overall company culture and reputation. Organisations must have clear policies and procedures to prevent and address retaliation and create a culture of openness and trust where employees feel safe speaking up without fear of reprisal.
To do that, we need to look at different types of retaliation.