Editor's letter: What lies beneath

Let’s be honest: every organisation has instances where someone, somewhere, does or says something which violates policies. Often, it is someone in a senior position who unwittingly puts the firm at risk. Perhaps unfortunately, those who observe this behaviour – unless it is serious – tend to ignore it, either due to self-preservation or a can-I-be-bothered-to-report-it attitude.

Some firms may be relieved to have the mess of human failings swept under the carpet. After all, who wants to deal with claims for relatively minor infractions on a daily basis? There is client work to be done and the endless formalities associated with reporting bad behaviour is a burden for everyone involved.

However, firms that regularly tolerate minor infractions inadvertently develop an environment in which unacceptable behaviour becomes the norm. As any parent will admit, give an inch and they will take a mile. Clear boundaries and a culture of transparency is vital, whereby people can report honest concerns without facing career-damaging consequences or never-ending formalities.

Of course, a balance needs to be struck between the rights of both parties. There should be no shame associated with reporting on a colleague, but neither should an alleged infractor be run through the mill because of an unsubstantiated report. Careful scrutiny will need to given to the processes ?and policies in place.

Without a doubt, a whistleblowing culture will result in unpleasant things coming to light. But there’s only so long you can push your head into the sand before you come face to face with a buried skeleton.

Until next time,

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