Organisations that hear their people, earn their trust

When wrongdoing occurs inside an organisation – be it corruption, abuse, fraud or safety risks – it is often those on the inside who see it first. That’s why whistleblowing is one of the most powerful tools for organisations to detect problems early, fix them quickly, and protect their people, their reputation and the public interest. However, even the best policies can be ineffective if no one trusts them enough to use them – or if reports are not followed by proper action.

In 2024, a global study found that 43 percent of all fraud cases are uncovered through tips from whistleblowers – three times more than the next most common method, internal audits. These internal disclosures not only reduce losses from fraud but also cut the duration of fraudulent activity in half. And yet, in many workplaces, employees still hesitate to report concerns.

For whistleblowing to work, organisations need to do more than just set up internal whistleblowing systems (sometimes called internal reporting or “speak-up” systems) and hope for the best. They must actively monitor and improve them.

Transparency International, in collaboration with Transparency International Ireland, has developed a new tool – Monitoring Internal Whistleblowing Systems: A framework for collecting data and reporting on performance and impact – to help organisations turn good intentions into real impact.

When people have safe and effective ways to raise the alarm, individuals and communities across all backgrounds benefit. Businesses avoid reputational damage and legal risks, governments become more accountable, and employees feel safer and more empowered in their workplaces.

Research shows that organisations that listen to whistleblowers catch problems earlier, prevent bigger scandals and build healthier workplace cultures. Companies that encourage internal reporting are not only more likely to avoid lawsuits, but also perform better over time. They gain greater trust from customers, investors and their own employees. But this only happens if the system actually works. What truly matters is whether people feel safe to speak up, whether they are adequately protected, and whether the wrongdoing is addressed in a meaningful way.

Transparency International and Transparency International Ireland's monitoring tool is designed to move organisations beyond compliance checklists. The tool provides a practical framework to help organisations assess whether their systems are working as intended. It offers a set of indicators to collect and analyse data on key aspects of system performance, such as the number and type of reports received, user trust in the system, incidents of retaliation, and resourcing. It also includes guidance on reporting and communicating findings, within the organisation and externally, to build trust in the system as well as improving internal learning and external accountability.

This new monitoring tool builds on two earlier resources from Transparency International: Internal Whistleblowing Systems: Best practice principles for public and private organisations, which outlines key elements of effective systems, and Internal Whistleblowing Systems: Self-assessment framework for public and private organisations, a practical tool that enables organisations to evaluate the design and implementation of their systems. Together, these three publications offer a comprehensive suite of guidance for developing, evaluating and continuously improving internal whistleblowing systems.

Transparency International and Transparency International Ireland have developed this monitoring tool to support a wide range of users working to build safer, more ethical organisations.

This tool is intended for any organisation that wants to take whistleblowing seriously and ensure their system is effective. It can be used by public institutions, private companies, international organisations, non-profits, and civil society. It supports internal stakeholders like personnel representatives seeking to evaluate their own systems, as well as compliance officers assessing third parties.

Civil society groups and unions can rely on the tool to advocate for stronger protections or adapt it to specific local contexts. Oversight bodies – such as regulators, ombudspersons, anti-corruption authorities, or whistleblowing agencies – can use selected indicators to assess internal whistleblowing systems across sectors, identify trends and report findings to the public.

By offering a set of common indicators, the framework intends to strengthen consistency and clarity across borders and industries, enabling meaningful comparisons, and the identification of trends and best practices, encouraging continuous improvement, and ultimately strengthening whistleblower protections and wrongdoing prevention across sectors and jurisdictions.

A well-functioning whistleblowing system must work for everyone. True impact means ensuring that everyone - regardless of gender, background, or identity - feels safe to speak up and is equally protected when they do.

The monitoring tool highlights the importance of collecting data that reflects the diversity of the organisation’s workforce. This means gender-disaggregated data, along with insights on age, ethnicity, disability, job grade, sexual orientation, neurodiversity, and geographic location. Such data can uncover systemic barriers that prevent certain groups from reporting concerns. It can also show whether certain types of misconduct disproportionately affect specific communities, or whether whistleblowers from marginalised backgrounds face worse consequences for speaking out.

Understanding these patterns allows organisations to take targeted, meaningful action. More broadly, collecting and sharing this kind of data signals a clear commitment to inclusivity, fairness and accountability. It shows that your whistleblowing system is not only functional, but also equitable and just.

An effective whistleblowing system is more than a reporting channel – it is a cultural commitment. When employees see that reports are taken seriously, that whistleblowers are protected, and that wrongdoing leads to meaningful change - they are more likely to speak up.

Regular reporting on the use and impact of whistleblowing systems plays a crucial role. It fosters a sense of accountability, signals transparency and combats the fear of futility, which is one of the main reasons people choose not to report misconduct. Sharing trends, outcomes and even anonymised case summaries helps close the feedback loop and reinforces trust. In doing so, it helps create workplaces and societies where speaking up is not only possible, but truly valued.

^{Transparency International’s  Monitoring Internal Whistleblowing Systems: A framework for collecting data and reporting on performance and impact and Internal whistleblowing system: Self-assessment framework for public and private organisations were produced under the EU-funded SAFE4Whisteblowers project. Transparency International’s Best-practice principles for internal whistleblowing systems were produced under the EU-funded  Speak Up Europe  project.}