Most organisations say they want employees to speak up. Many have policies, reporting systems, and training in place. But as The Employee Voice reveals, the reality is more complex – and more urgent.
Based on insights from over 2,000 employees across sectors, the report uncovers a troubling disconnect between what organisations think they’ve built and what employees actually experience.
Creating a speak-up culture isn’t about having a whistleblowing policy. It’s about building trust, psychological safety, and a clear commitment to act on what employees share.
So what does it really take?
1. Trust must be earned – not assumed
One of the most striking findings from The Employee Voice is that only 18% of employees believe reporting misconduct will lead to positive change. While 38% believe their report would be properly investigated, this still reflects a significant trust gap in outcomes and follow-through.
This lack of trust is a major barrier. If employees don’t believe their voice will be heard, they won’t speak up. And when silence becomes the norm, risks go unchecked.
To build trust, organisations must:
- Respond consistently and transparently to concerns
- Share anonymised outcomes where appropriate
- Demonstrate that speaking up leads to action – not retaliation
2. Line managers are the front line – but are they ready?
The Employee Voice report shows that 50% of employees would report misconduct to their line manager first. That makes managers the most common first point of contact – but also one of the most vulnerable links in the reporting chain.
Many managers lack the training, confidence, or clarity to handle sensitive concerns. And when a report is mishandled, trust in the entire system can collapse.
Organisations must:
- Train managers to respond with empathy and professionalism
- Provide clear escalation pathways
- Reinforce the role of external support when internal trust is low
3. External channels are no longer optional
Employees want choice. They want to know that if they can’t report internally, there’s a safe, independent alternative.
In fact, 62% of employees say they would trust an external whistleblowing service more than an in-house one. This is especially true for remote workers and those in sectors with lower internal trust.
- Independent channels offer:
- Greater perceived impartiality
- Stronger anonymity protections
- A sense of safety when internal culture feels uncertain
Organisations serious about building a speak-up culture must ensure these channels are visible, accessible, and backed by action.
4. Vulnerable groups need targeted support
The report highlights that younger and remote employees are significantly less likely to receive training on how to report misconduct – and less confident in doing so.
This leaves entire segments of the workforce exposed to risk and uncertainty.
To close the gap, organisations should:
- Tailor training to different demographics and working styles
- Use a mix of online and in-person formats
- Regularly review and update materials to reflect evolving needs
5. Culture Is built in the everyday moments
Speak-up culture isn’t created by a single policy or campaign. It’s built in the everyday interactions between employees and leaders. It’s shaped by how concerns are handled, how feedback is received, and how safe people feel being honest.
Psychological safety is key. Employees must feel confident that they can raise concerns without fear of embarrassment, punishment, or exclusion.
This requires:
- Leadership modelling openness and accountability
- Encouraging curiosity and respectful challenge
- Recognising and rewarding those who speak up
The cost of silence
When employees stay silent, the consequences are real. Misconduct goes unaddressed. Morale suffers. Reputational and legal risks grow. And the organisation loses the opportunity to learn, improve, and protect its people.
The Employee Voice makes it clear: silence isn’t just a lack of noise – it’s a signal. And it’s time we started listening.
Read the full report
If you’re ready to move beyond policy and build a culture where speaking up is safe, supported, and leads to action, The Employee Voice is essential reading.