How to Build a Speak-Up Culture in the Workplace
How to Build a Speak-Up Culture in the Workplace
Creating a culture where employees feel confident to speak up about misconduct, inappropriate behaviour, or workplace concerns is one of the most effective ways to protect organisational integrity. A strong speak-up culture can act as an early warning system, bringing issues like bullying, harassment, fraud, or unethical behaviour to the surface before they escalate.
But a speak-up culture doesn’t just happen. It needs to be nurtured, supported, and consistently reinforced through policy, leadership, and meaningful follow-through. This piece explores how organisations can foster that environment and how partnering with workplace investigation experts, such as Core Integrity, can support this shift.
What Is a Speak-Up Culture?
A speak-up culture is one where employees feel psychologically safe to report wrongdoing, raise concerns, and contribute feedback without fear of reprisal. It encourages openness, discourages silence, and helps to build trust across all levels of the organisation.
Instead of whispering in corridors or ignoring unethical behaviour, employees are supported to come forward confidently, knowing their concerns will be taken seriously and investigated professionally.
Why Many Employees Stay Silent
Despite most organisations having whistleblower policies or complaint channels, silence often persists. Common reasons for this include:
- Fear of retaliation from managers or peers
- A belief that nothing will change
- Lack of trust in the confidentiality of reporting systems
- Past experiences where reports were ignored or mishandled
- Confusion about where or how to report issues
These barriers don’t just damage workplace morale—they allow misconduct to fester unchecked. Companies that ignore this dynamic risk financial loss, reputational harm, and even legal liability.
Inaction is no longer an option when your reputation is on the line
Inaction is no longer an option when your reputation is on the line. Call now: 1300 020 380
The Role of Workplace Investigations in Building Trust
When a concern is raised, how it’s handled will either reinforce or erode trust. If an investigation is biased, delayed, or inconsistent, it sends a clear message that speaking up is risky or futile.
Independent workplace investigators play a vital role in avoiding this. By ensuring impartiality, professionalism, and discretion, external investigators provide assurance to employees that matters will be handled appropriately. Core Integrity’s Workplace Investigation Services cover a broad spectrum of misconduct, including:
- Fraud, theft, and financial misappropriation
- Bullying and harassment, including sexual harassment and discrimination
- Bribery, corruption, and conflicts of interest
- Employee misconduct and breaches of policy
- Intellectual property theft and unauthorised disclosure of confidential information
- Data breaches, business email compromises, and scams
- Nepotism and favouritism in recruitment
- General workplace grievances
These services ensure issues are addressed through fair and structured processes, helping to restore faith in internal systems.
SKey Steps to Building a Speak-Up Culture
1. Start with Leadership Buy-In
Leaders must model the behaviour they expect. If management dismisses concerns or reacts defensively when challenged, employees will hesitate to speak out. Instead, senior leaders should show through their actions that ethical behaviour, accountability, and transparency are non-negotiable.
Encourage open dialogue, acknowledge difficult conversations, and demonstrate that every concern matters. Trust begins at the top.
2. Set Clear Expectations with Policies
Policies must be more than legal formalities. They should be written in plain language and clearly state:
- What conduct is unacceptable
- How to raise a concern
- What support and protections are available
- What the investigation process entails
- Who is responsible for oversight and decision-making
Employees should also be made aware that their identity will be protected wherever possible and that retaliation will not be tolerated.
For concerns involving fraud or corruption, having well-structured policies aligned with professional investigation practices can make all the difference. Learn more about how Core Integrity investigates fraud and how this process protects both the complainant and the organisation.
3. Normalise Reporting as a Positive Action
Organisations must reframe reporting as a strength, not a betrayal. Speaking up protects the business, supports colleagues, and drives positive change. Reinforce this message through internal communications, training, and leadership commentary.
Consider using real examples (appropriately anonymised) where reporting led to positive outcomes, such as improved policy or disciplinary action against serious misconduct.
4. Provide Confidential and Accessible Channels
Barriers to reporting must be removed. This includes offering various reporting methods such as:
- Anonymous online platforms
- Dedicated phone lines
- External whistleblower hotline services
- Trusted internal HR or ethics contacts
In particular, outsourcing to independent services helps eliminate the fear of bias or internal politics. Having external providers investigate cases of bullying or harassment, for instance, ensures neutrality and sensitivity. See how Core Integrity manages harassment investigations and how this service helps organisations meet legal and moral obligations.
Victoria:
The Equal Opportunity Act 2010 and the Occupational Health and Safety Act 2004 impose duties on employers to prevent discrimination and ensure workplace safety.
5. Act on Reports and Provide Feedback
Nothing undermines trust faster than silence after a report. Even if the outcome can’t be fully disclosed, employees must know their concern was taken seriously. Update the reporter on timelines, the process, and any non-confidential conclusions reached.
Transparency doesn’t mean breaching privacy—it means giving assurance that action was taken, and that the issue wasn’t ignored.
Addressing Complex Workplace Misconduct
Creating a culture of accountability also means recognising that misconduct isn’t always black and white. Issues such as favouritism in hiring, breaches of confidentiality, or low-level bullying can be subtle yet damaging.
When employees raise these issues, it’s essential to take them seriously—even if they fall into grey areas. An experienced third-party investigation provider like Core Integrity can conduct nuanced assessments of sensitive concerns without internal bias.
Their team is equipped to handle delicate cases involving interpersonal conflict, power imbalances, or workplace dynamics that might otherwise be swept under the rug.
Find out how Core Integrity investigates fraud and misconduct that affects not only finances but also employee morale and public reputation.
Embedding a Speak-Up Culture: Long-Term Strategies
While policies and procedures form the foundation, true culture change requires a long-term commitment. Here’s how organisations can keep the momentum going:
- Annual Training and Refresher Courses
Run practical sessions on identifying misconduct, understanding reporting mechanisms, and ethical decision-making. - Manager-Specific Coaching
Train leaders on how to respond when a concern is raised—whether it’s informal feedback or a formal grievance. - Pulse Surveys and Listening Tools
Use anonymous surveys to gauge how safe employees feel and where improvements are needed. - Employee Inclusion in Policy Review
Involve teams in revisiting policies, particularly around complaints and investigations. This gives employees ownership of the process. - Public Support of Whistleblowers
Where appropriate, publicly support those who raised valid concerns, reinforcing that the organisation stands by its values.
Common Speak-Up Culture Pitfalls and How to Avoid Them
Mistake | Consequence | Fix |
Dismissing low-level concerns as petty | Erodes trust and leads to escalation | Acknowledge all concerns seriously, even minor ones |
Allowing informal retaliation | Silences future whistleblowers | Enforce anti-retaliation measures with consequences |
Relying solely on internal HR | Seen as biased or conflicted | Use external investigation services for serious matters |
Making reports complex or bureaucratic | Discourages reporting | Simplify reporting channels and use plain language |
Not closing the loop with the reporter | Makes employees feel ignored | Always follow up with a status update or resolution |
We help organisations uncover the truth and make the right decisions.
Speak-Up Culture Starts with Action
At its core, a speak-up culture is about trust—trust that concerns will be heard, that whistleblowers will be protected, and that action will be taken. The process doesn’t have to be complicated, but it must be consistent, fair, and credible.
When issues like bribery, harassment, or data breaches emerge, the speed and professionalism of the response matter. Working with a dedicated workplace investigation provider like Core Integrity ensures that investigations are thorough, defensible, and free from internal influence.
Make Accountability Count – Call Core Intergity
Every organisation benefits when employees feel safe to speak up. It improves workplace culture, mitigates risk, and ultimately protects people and reputation. But it takes more than policy to make it happen.
Build systems that support reporting. Train leaders to listen. Investigate complaints with professionalism and integrity. And when needed, don’t hesitate to bring in experienced investigators who understand the nuance of workplace dynamics.
A speak-up culture isn’t about ticking boxes – it’s about making accountability part of how your business operates every day.
Read more here:
- Workplace Investigation Services – Bribery & Corruption
- Workplace Investigation Services – Bullying & Harassment
- Workplace Investigation Services – Fraud & Financial Crime
Let Core Integrity help you build a workplace where people feel safe, heard, and respected.
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Our Footprint in Australia – Areas we Serve
At Core Integrity, we pride ourselves on delivering comprehensive and tailored Workplace Investigations Services to ensure the well-being and ethical integrity of your organisation. With a commitment to excellence, our experienced team navigates the unique challenges of workplaces across diverse industries. From major cities to regional hubs, we extend our services across the entire Australian landscape, fostering a culture of transparency, fairness, and accountability. Our mission is to empower organisations to address issues proactively and cultivate a positive work environment. Choose Core Integrity for unparalleled expertise and a steadfast dedication to promoting workplace integrity nationwide.
Read more about our Workplace Investigation service:
- Workplace Investigation Services in South Australia
- Workplace Investigation Services in Queensland
- Workplace Investigation Services in Western Australia
- Workplace Investigation Services in New South Wales
- Workplace Investigation Services in Tasmania
- Workplace Investigation Services in the Northern Territory
- Workplace Investigation Services in Victoria
- Workplace Investigation Services in Adelaide
- Workplace Investigation Services in Canberra
- Workplace Investigations in Perth
- Workplace Investigation Services in Brisbane
- Workplace Investigation Services in Melbourne
- Workplace Investigations in Sydney
Let us answer some of your questions about Workplace Investigations…
Results we’ve achieved for clients
Empowering Leadership: Building a Safer, Educated Workplace Through Tailored Training
Empowering Leadership: A Case Study in Fraud Prevention and Policy Awareness
Enhancing Workplace Transparency: How a Speak-Up Hotline Transformed Employee Trust and Reporting
How we helped Reporters be heard
Sporting reporters reached out about historical assault, feeling helpless. We built trust, connected them with their organisation, and ensured they felt heard.
Developing a tailored Speak Up Integrity Hotline program for Bingo Industries
We partnered with Bingo Industries as an integrity-risk partner to develop and implement a Speak Up Integrity Hotline that supported Bingo’s values of working honestly and ethically.
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