Speak Up!

Why do we need a whistleblowing policy?

In most cases where something is going wrong, as a learning organisation, everyone should feel empowered to ‘Speak Up’ to their manager, or someone else within their department. In raising issues locally results in most issues being resolved quickly in a co-operative way. We recognise that some of our colleagues do not feel comfortable raising issues in this way; or if they have raised the issue locally they feel unheard or unsupported. The Whistleblowing Process ensures that these individuals, or groups, have a route by which they can raise these issues in a confidential and supported way.

As Whistleblowing Champion for NHSGGC, what do you consider the biggest challenge in the process?

As Whistleblowing Champion it is my endeavour to change the stigma around whistleblowing; this is bigger than just one organisation, however, I am keen that we utilise this function as a transparent and trust building tool when highlighting issues within our services.

All NHS employees are legally protected when raising concerns about our organisation. Within the whistleblowing process we ensure confidentiality by removing identifiable data; however, we recognise within smaller services anonymity can be harder to maintain. We ensure that our whistleblowers are aware of their right to protection, and within this they are able to flag to the Whistleblowing Lead if they feel they are being treated unfairly as a result of raising concerns.  

With regards to the stigma around whistleblowing, what reassurance could you offer as Whistleblowing Champion?

The new Standards were introduced in April 2021 and with this there has been a more robust reporting procedure in place.  This has allowed for greater transparency across the organisation alongside the ability for us to learn from feedback and recommendations. These recommendations are routinely followed up until they are deemed as ‘concluded’ by the investigating officer. The quarterly and annual whistleblowing reports are reviewed by the SMT and Non-Exec Board Members. These are also available on our website for public consumption, further reinforcing transparency around the process.

As Whistleblowing Lead for NHSGGC, what advice would you offer those looking to raise concerns?

I would encourage colleagues to utilise our Confidential Contacts where they are able to discuss their concerns, confidentially, and receive advice and signposting to the appropriate services for support. Our Confidential Contacts are familiar with the Whistleblowing Policy and will be able to address concerns regarding the process.

I would also reinforce Charles’s sentiments regarding fighting the stigma of whistleblowing. As Whistleblowing Lead for the organisation I would reassure colleagues that the investigation process is fair and transparent.

A colleague is worried about raising concerns in case they get into trouble, what would your advice be?

As Charles has indicated, all NHS employees are legally protected when raising concerns about our organisation. I also ensure that confidentiality is protected at all times; and this is reinforced within our correspondence. If a colleague is very worried about the repercussions of raising a concern, they have the option of raising this anonymously; we would follow the same process and ensure concerns were investigated, however, we would be unable to provide the outcome of the investigation nor offer the opportunity to escalate to the INWO.

I would reassure colleagues that they will have the support of their Confidential Contact, as well as my support, throughout the process and should they feel they are being treated unfairly as a result of raising their concern then this is an issue I would look to investigate with HR colleagues.