7 common myths about whistleblowers (and why you should not believe them) 

Whistleblowing is a valuable, yet often underappreciated practice. While it can be difficult for employees to speak up when they suspect wrongdoing in the workplace, it is important to remember that whistleblowing can protect not only the public but also the reporting person. Unfortunately, there is a lot of misinformation and misunderstandings surrounding whistleblowing, including some common myths. This article will explore some of these myths and explain why they should not be believed or taken seriously. 

1. Myth: Whistleblowers are disloyal or untrustworthy employees.  

Truth: Whistleblowers are often loyal employees who feel a moral obligation to speak up about wrongdoing in the workplace. In fact, many whistleblowers also tried to follow internal reporting procedures before going public with their concerns. 

2. Myth: Whistleblowers only report for personal gain or revenge.

Truth: While some whistleblowers may have personal motives for reporting, the majority are motivated by a desire to do what is right and to bring attention to problems that need to be addressed. Whistleblowers may face significant risks, such as retaliation, loss of employment, and legal challenges, and they often receive little or no financial reward for their actions. 

3. Myth: Whistleblowers harm their organisation’s reputation.  

Truth: While whistleblowers may bring negative attention to an organization in the short term, they can also help to improve its long-term reputation by exposing and addressing unethical or illegal practices. This can lead to increased transparency, accountability, and public trust. 

4. Myth: Whistleblowing is only for reporting illegal activity. 

Fact: While it is certainly important to report illegal activity, whistleblowers can also report other types of concerns or gross misconduct. This includes, for example, ethical violations, sexual harassment, conflicts of interest, financial irregularities, or any other issue that may affect the company’s operations or reputation.  

5. Myth: Whistleblowers are always ostracized and punished. 

Fact: While whistleblowers may face backlash and retribution in some cases, it is important to note that many countries have laws in place to protect whistleblowers from retaliation, discrimination, and other forms of punishment. In the United States, for example, whistleblowers are protected by the False Claims Act and the Whistleblower Protection Act, among other laws. In the European Union, the Whistleblower Directive placed a requirement on all Member States to implement legislation on the protection of persons reporting misconduct and violations of Union Law. 

You can read more about whistleblowing laws around the world in our mini-series.  

6. Myth: Whistleblowers are ineffective or cause more harm than good.  

Truth: Whistleblowers have been instrumental in uncovering numerous cases of corporate fraud, corruption, and other forms of wrongdoing. Without whistleblowers, many of these cases would have gone unnoticed, and the perpetrators would have gone unpunished. While there may be some risks and challenges associated with whistleblowing, it can ultimately lead to positive change and improved corporate culture. 

7. Myth: Whistleblowing is always a last resort. 

Fact: It is certainly important for employees to try to address concerns through internal channels before turning to external reporting. There may, however, be cases where the employee has exhausted all other options and feels that speaking out is the only way to address the problem. 

To facilitate internal reporting, it is important that organisations offer a safe way to report concerns in a confidential and structured manner, such as through a whistleblowing system. 

In short, whistleblowing is an important practice that can help to prevent and address wrongdoing in the workplace. It is important to be aware of the common myths and misconceptions surrounding whistleblowers and to understand why they are not true. Reporting misconduct should be encouraged and protected, and organisations should provide a safe and confidential way for employees to report concerns. 

Would you like to discuss a safe and secure whistleblowing solution for your organisation? Please book a free demo of the Whistlelink system!