How do organizations encourage people to speak up about ethical breaches, whether inadvertent or de-liberate? Why do some employees choose to remain silent when others report misconduct? In a world of increased scrutiny for corporations of all types, it is more essential than ever that when misconduct happens or difficult problems arise, there is a strong ethical climate for surfacing information so that leaders can respond quickly and appropriately. An environment in which employees feel comfortable reporting such issues is also vital to preventing future misconduct.
As part of an unprecedented global study on workplace ethics, we analyzed the perceptions of those who report misconduct against those of “silent bystanders.” This helped us better understand both the drivers and derailers of speaking up — and revealed insights into how leaders and compliance officers can encourage employees to make such reports.
Although our work has an obvious relationship to whistleblowing, in the context of psychological safety and ethics, we make an important distinction between external whistleblowing and those who speak up about perceived misconduct at work. By reporting illegal or unethical activity to external authorities, whistleblowers play a vital role. Moreover, it is likely that they felt their concerns could not be expressed, heard, and addressed internally. We posit that a healthy organizational culture is one in which speaking up and listening go hand in hand and thereby reinforce ethical standards. If concerns are expressed, changes can be made in a timely way.
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Denne historien er fra Summer 2022-utgaven av MIT Sloan Management Review.
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