Whistleblowing articles and news

Whistleblowing Pinya HR - FaceUp partner
  • Whistleblowing

Why did Pinya HR decide to integrate FaceUp as a new software module? Interview with Dita Salajková.

Pinya HR is a system for managing HR processes and has recently integrated whistleblowing platform FaceUp as a new module. As a result of this partnership, employees can easily and securely submit their concerns regarding unethical conduct in their company for investigation. In just one click, they can quickly and easily move from Pinya HR directly to the FaceUp reporting form, where they enter their report and submit it for evaluation. We spoke with Dita Salajková, the product manager responsible for this integration. What made you decide to include a whistleblowing module in Pinya HR? Was this module planned for a long time or did you start to think about it after the law changed?We started to consider implementing the module on the back of client requests. The ability to submit reports clearly belongs in a piece of HR software since a large portion of reports come directly from employees. In many respects, Pinya HR is a self-service tool for employees, they can manage things such as vacation requests or take part in online training courses. In all likelihood, this would also be the first place they would look to submit a whistleblowing report. Why did you decide to work with us? Did you consider developing it in-house?Of course, our development team debated whether we could build the module ourselves. After an initial analysis, we opted to partner with an established provider. It made sense for us to use a platform that is separate from the data and identities in the HR system, allowing for completely anonymous reporting. Moreover, our clients can use it to garner reports not only from their employees, but from other stakeholders, such as suppliers or customers. Did you look at other platforms? Why did you choose FaceUp?We considered several tools. We went for FaceUp because it fulfils all the legal and security requirements stipulated in the legislation. Another big plus is the fact that it is extremely intuitive to submit and work with reports, both for the whistleblower themselves and the person handling the report. In addition, FaceUp provides instruction templates and materials to communicate the introduction of the tool within a company, which is hugely appreciated by most of our clients. What did the partnership process look like, from the first meeting up to the integration into Pinya HR?In terms of planning the new product features, it was my role to find the right tool and, together with the development team, to come up with an integration method into Pinya HR. From the very first meeting with FaceUp we were on the same page. You have a very well-thought-through partnership programme, so the main task was to choose the partnership and communication type, everything else looked after itself. How does an integration like this actually work?The integration consists of the ability to submit reports directly from the Pinya HR environment. An employee can see the option to submit a report within the system that they are familiar with using to manage a range of HR tasks. From the system’s home dashboard, they arrive at a page which, even before submitting the report, informs them how the report will be processed, that their report is anonymous etc. For the person who processes reports, there is a link in Pinya HR which takes them to the report admin area. What are the benefits of using a whistleblowing platform through Pinya HR?We always strive to maintain a good relationship with our clients based on trust, most of them know members of our support team personally. A big advantage of using a whistleblowing platform through Pinya HR is that these same familiar faces can help our customers set up the whistleblowing module and provide training. The environment is therefore integrated not just for the whistleblowers, but also for those who are responsible for managing the whistleblowing channel. Another advantage is that if the need for expert legal consultation arises, we can contact the customer through our partner legal office. Last but not least, as part of our partnership agreement with FaceUp, we are able to offer significantly lower licensing rates. What is the most common reaction of your customers?We have offered the module since mid-July and since we launched it on production, we have received a great response from our customers in larger firms. Several of them have already acquired the new module, whilst others are discussing it internally. The feedback we’ve gotten so far has been overwhelmingly positive, not least due to the simplicity of implementing the module. We are able to set up and activate everything for the client in just one short meeting. What impact do you think this module will have on the working environment and company culture of those businesses using Pinya HR?Our long-term strategy is to use Pinya HR to support open communication. We have come across dozens of companies at business meetings and training courses and our experience is that a transparent culture founded in maximum communication equals happy employees. It is a pleasure to work as a supplier for these companies. The ability to securely submit a report of problematic conduct is definitely a step towards employees feeling safe in the workplace.
4 min read
  • Whistleblowing

"Through whistleblowing, an organization can uncover serious fraud," says Rohia Hakim, Compliance Officer at CTP Invest

How does corporate culture influence the success of companies? What does compliance entail, and what role does whistleblowing play in it? These questions were answered by Rohia Hakim, who worked as a Compliance Specialist for Ernst & Young (EY) for almost 10 years and now serves as a Compliance Officer for CTP Invest. Your experience in compliance is extensive, for nearly 10 years you worked as a Compliance Specialist for Ernst & Young (EY), and now you work as a  Compliance Officer for CTP Invest. What drew towards this kind of work?Compliance probably found me, rather than the other way around. At the time I was working for a multinational company. After several acquisitions and mergers, it became necessary to improve the company culture. So a huge HR program was implemented to change the company culture, for which I was the main face. Thanks to its successful implementation, I was ‘discovered’ by Ernst & Young and in 2011 accepted a job offer with them. That’s how I gained experience in compliance across various sectors and organizations, both in the private and public sphere. Compliance is definitely a fulfilling job and, in some ways, a calling. Many people still don’t exactly know what ‘compliance’ means. How would you briefly describe ‘compliance’?In my view, compliance is a lot more than simply adhering to laws and rules. Compliance is about obeying legal requirements, regulatory requirements, internal regulations, ethical standards, and ‘going the extra mile’. Especially from an ethics point of view, co-existing with the company’s surroundings and the like. I’m of the view that the law cannot cover all of life’s situations. Ethics improves an organization’s performance, reduces transaction costs, and strengthens employee loyalty. I believe that everyone would like to work in an ethical organization. In addition, it is clear that public pressure is increasing for corporate social responsibility. How does compliance help managers and companies? Does a company’s culture and ethics impact its success?Today it is absolutely clear that conducting their business ethically is critical for companies. Perhaps not globally, but definitely in developed countries. For example, I definitely see this sensibility among the younger generation, who prefer companies with higher ethical standards – whether they are a customer or potential employees, they are not willing to compromise or make concessions. What is the role of whistleblowing in compliance? Various analyses have long shown that whistleblowing is clearly the most common way companies uncover fraud. And it makes sense. Typically, it is employees that uncover fraud, since employees can catch or witness unusual behavior.  What is your experience with whistleblowing? Do you have any examples?I have many years of experience with whistleblowing. I have seen how companies can uncover instances of serious fraud through whistleblowing. It often reveals the possible manipulation of public contracts or details of corruption. Specifically, we could look at the case of whistleblowing in the tobacco industry, which was beneficial for the public at large. In that case, an internal whistleblower revealed that cigarettes (which, up until that point, were hugely promoted and consumed en masse) were harmful to our health and highly addictive. Something which cigarette producers until then vehemently denied. What are the biggest challenges in your job?The challenge is definitely that you have to constantly make yourself known to colleagues. So that compliance becomes an integral part of their daily lives. A positive part. I want to be a partner, not a threat or punitive agent. To be supportive rather than an obstacle to business. And also the fact that compliance is constantly changing. I don’t just mean legislation and requirements, but also the overlap of the two. A modern compliance officer also needs to know their way around data protection, ESG, and cyber security (IT). These are complex areas and require further professional development. And lastly communication. Communication is key, as with everything.
3 min read
  • Whistleblowing

‘I recommend FaceUp to other companies whenever whistleblowing comes up’, says Rohia Hakim from CTP Invest

CTP Invest is the largest owner, developer and manager of logistics and industrial property in Europe. In 25 years they have become the largest publicly traded I&L developer in Europe and currently has around 900 employees and external workers. CTP Invest introduced a whistleblowing system in 2022 for several reasons. Besides getting themselves prepared for the new whistleblower protection law, the company’s leadership wanted to increase their credibility, accessibility, and also to provide the option for anonymous reporting. Compliance Officer Rohia Hakim, who has more than 10 years of experience in the compliance field, was in charge of the implementation of the whistleblowing system. Mrs. Hakim describes what was important in implementing the whistleblowing system: I consider the choice of whistleblowing tool to be key. Unfortunately, many contradictions still persist, such as a trust box next to the manager’s door, sitting under a CCTV camera. And as always, clear communication is important. Employees must be assured that their reports will be properly investigated and that they won’t face any kind of backlash if their report was made in good faith.  Why did you choose FaceUp?For me, an important factor was security and clear report management. FaceUp is also available in all the languages and jurisdictions in which we operate. Another plus was their compliance with ISO standards and GDPR requirements. I like the simplicity, accessibility and affordability of the platform. Moreover, I was intrigued by the story behind FaceUp’s founding and the fact that by using their platform, we are contributing towards a good thing – combating bullying in schools. FaceUp has absolutely fulfilled my expectations.” Mrs. Hakim explains that when introducing a whistleblowing platform in her organization, she had to start by explaining exactly what one was and what its benefits were: “It’s important right at the beginning to create a positive view of the tool’s effectiveness in tackling fraud and corruption. Any negativity, e.g. from management, can completely derail your efforts to set up effective whistleblowing. It’s also important to choose the right assignee, someone with experience in the area, but who most importantly has the confidence of employees.” CTP Invest first notified their employees about FaceUp via email, then through the company intranet and compliance training. They also included information about whistleblowing on their website, in their code of ethics and in other guidelines and company documents. So how did the employees react to its implementation? Our employees reacted positively to the FaceUp whistleblowing system. Almost immediately we received several suggestions on how to improve our working environment through the application. In total, we have received 45 reports through FaceUp since its introduction, compared to 0 before. Every report was relevant. The benefits are clear. Employees have been given a signal that we take their reports seriously, which is why we have enabled an external solution to give whistleblowers the chance to send reports securely and truly anonymously.  CTP Invest have largely received suggestions to improve their company culture through FaceUp, or matters concerning their working environment - more specifically, conflict in the workplace. “I recommend FaceUp to other companies whenever whistleblowing comes up,” concludes Rohia Hakim.
3 min read
Whistleblowing Examples
  • Whistleblowing

Four Whistleblowing Examples: What Happens When People Speak Up?

In the US alone there has been a massive spike in whistleblowing. The pandemic gave employees distance from their coworkers and company culture. This distance helped many people to recognize organizational problems and choose to take action.  Simultaneously, as organizations continue to embrace transparency, whistleblowing and anonymous reports have become tools for creating environments where communication is encouraged and employees feel protected enough to raise concerns. The following examples show how whistleblowing can foster a more open work environment and end corruption within an organization.    Whistleblowing Example One: Making Inclusion EasierDespite their best intentions, managers can have blind spots when it comes to employees' needs. The sports equipment retailer SPORTISIMO implemented a whistleblowing system and started to receive reports about small workplace issues. For example, the store didn’t stock certain shoes for women. These easily implemented changes go a long way toward creating a happier, more productive workforce. Whistleblowing Example Two: Revealing Harmful BehaviorIn 2021, Internal documents from Facebook (now Meta) were leaked to The Wall Street Journal, lawmakers and regulators. The documents revealed that Meta had been aware of the harmful effects its platforms were having on teenagers. (One study found that roughly 13% of teenagers in the UK linked Instagram to suicidal thoughts.)  Despite this, the company had done little to address these issues. When Frances Haugen came forward to testify on this negligence, it caused Meta to pause the production of ‘Instagram for kids’ and adjust its practices. If Meta hadn’t ignored its own internal reports and addressed the negative effects of their platforms, this leak wouldn’t have been necessary. Whistleblowing Example Three: Protecting Against AbuseA government office implemented a whistleblowing system and started to receive reports of abuse and bullying coming from one department. After an investigation, the office let the head of that department go.    Whistleblowing Example Four: Creating Open CommunicationSometimes whistleblowing and anonymous reports aren’t about wrongdoing but about fear of failure. For one organization that implemented an anonymous whistleblowing channel, most of the reports didn’t concern wrongdoing or abuse. Instead, they were from employees who needed clarification and guidance and were afraid to speak up. After the company started addressing these issues, more and more employees felt safe coming forward and asking for help. Final thoughtsWhistleblowing is one of the most effective ways to fight corruption within an organization and one of the fastest ways to address internal issues. Governments across the globe are increasing the protections offered to whistleblowers, encouraging this trend. Do you need advice on how to effectively introduce a whistleblowing platform?  Resource:  https://www.businessinsider.com/remote-work-surge-employees-whistleblowing-complaints-companies-fraud-2022-12
2 min read
whistleblowing compliance management software
  • Whistleblowing
  • Compliance

6 disasters you can avoid using whistleblowing compliance management software

The biggest reason why there are huge issues with whistleblowing compliance management software is that it is too complex for less savvy people to deal with. It takes years for someone who does not have the knowledge to understand the internal and external whistleblowers mechanisms. These systems can take a lot of time and effort from the employees and could end up doing more harm than good if not used properly. Whether you have or haven’t managed whistleblowing in business, this article is for you. We'll explain how whistleblowing compliance management software can help your organization reduce the time it takes to identify and manage complaints before they become public, as well as reduce potential risks to your organization. Legal and Regulatory NoncomplianceA whistleblower is a person who reports any form of wrongdoing from inside an organization. The term is most commonly used to refer to employees who report illegal activities by their employers or co-workers, such as fraud, corruption and tax evasion. Whistleblowing compliance is one of the biggest challenges in today’s business world, particularly to a business’s reputation and bottom line. In fact, it can lead to severe financial penalties and even jail time for those responsible, but it doesn't have to. Whistleblowers are often the first line of defense against fraud and corruption in an organization. They provide critical visibility into operations that can help identify risks early on. Fortunately, using whistleblowing compliance management software improves compliance by allowing you to identify noncompliance issues early on. It also enables you to take corrective action before they become major problems for your organization. Lack of Visibility Into OperationsAnother critical challenge to managing fraud is the lack of visibility into operations. Many companies don’t have the necessary tools or processes in place to monitor employee activities. This can lead to costly mistakes and missed opportunities for fraud prevention and control. This lack of visibility into operations is often caused by an organization’s failure to implement the appropriate technology solutions or processes. This can be a problem for businesses in any industry because fraud and corruption are present in all types of organizations. It’s difficult to know whether employees are following compliance protocols or if fraud is occurring. To combat this, organizations must find a way to monitor their employees and processes closely. When a company has limited visibility into its operations, whistleblowers serve as the eyes and ears for management to ensure compliance with laws and regulations. But with whistleblowing software in place, employees are no longer needed to report fraud or corruption. The software provides real-time data that can be used to detect and prevent fraud, so organizations no longer need to rely on whistleblowers. Organizations should implement compliance software to increase transparency and visibility into their operations. Fraud and Inaccurate ReportsFraud and inaccurate reports can be costly for an organization, especially in regulated industries. It’s estimated that fraud costs the U.S. economy hundreds of billions of dollars each year, and it can be difficult for companies to detect this type of wrongdoing. With a whistleblowing app, organizations can readily eliminate these issues by providing real-time data on operational processes and transactions. Real-time information can be used to identify potential problems early on and prevent them from happening again. This allows organizations to uncover fraud before it gets too far along. Customer information is an example of commonly-compromised company data, even for small businesses. If your CRM tool doesn’t have reliable security to safeguard customer information, your CRM system can be susceptible to fraud. This is why you should choose a crm software for small business with robust security features to help prevent fraud and safeguard customer information. Mishandling of a whistleblower complaintSometimes, companies need to deal with whistleblower complaints. If a whistleblower is accusing an organization of violating the law, it’s important for the business to handle these cases correctly so that it doesn’t face any legal repercussions. Compliance software can help organizations manage whistleblower complaints by providing them with real-time data on how often they receive them, who submitted them, and why. This data can also be used to identify trends in their industry and find ways to prevent violations from occurring again. Whistleblower complaint mishandling can also be prevented by training employees on how to handle these complaints. Compliance software can help with this by providing training materials that can be accessed by all employees to ensure everyone is on the same page. If a whistleblower complaint is submitted, the company can easily search its database for similar complaints and use that information to determine how to handle the case. If a case is not being handled properly or there are any signs of retaliation against an employee who filed a complaint, this information can easily be flagged and reported to human resources or other relevant departments within the organization. A whistleblower suffers retaliationEmployer retaliation is illegal under the Sarbanes-Oxley Act and can lead to serious consequences for the company, including fines of up to $100,000. The legal whistleblowing system protects a whistleblower from retaliation by an employer in the form of losing his or her job, demotion or other adverse action. Retaliation may take various forms, but the most common retaliation is a reduction in pay or hours of work. Under the law, employers are prohibited from taking certain actions against whistleblowers. However, reasons such as the “onlooker effect” and fear of retaliation prevent 75% of employees from reporting corporate fraud. To address any form of retaliation, you can use whistleblowing compliance management software to help you manage the reporting of fraud, waste and abuse. This tool can also enable your employees to anonymously report fraud or misconduct without fear of retaliation. It can also automatically locate relevant information related to the incident and store it in a secure location.  With a compliance management software solution, you can protect yourself and your organization from legal action. This is done by monitoring whistleblowers and taking steps to ensure they’re not retaliated against for reporting fraud. Low Employee MoralePoor employee morale can be a huge problem in any organization, and it can have a significant impact on the success of your business. It can lead to disengagement, higher turnover rates, and lower productivity, which costs companies money. A 2021 Gallup survey on employee engagement found that 74% of American workers are actively disengaged in their work. Research also shows that low employee morale can lead to increased absenteeism, higher turnover rates, lower productivity and even fraud. If employees are not happy with their job or management, they will likely not perform well. Workers' morale, productivity, and loyalty to a company can improve if they feel empowered by having an anonymous way to report wrongdoing and know their reports are being acted upon. Compliance management software can also help ensure your employees know what they can and cannot do with respect to whistleblowing, as well as how to handle any issues that may arise. Witnessing fraudulent business activities adversely affects employee morale. To keep people engaged and loyal, you must create an excellent workplace environment. This involves providing extensive financial and non-monetary benefits. Career advancement opportunities like training and development programs are proven efficient in fostering employee engagement. To ensure you use the right LMS solution for these initiatives, it’s best to consult trusted software marketplaces and read unbiased iSpring, Dacedo, or TalentLMS reviews. Image from Unsplash. Whistleblowing compliance management software is an absolute mustWith a whistleblower compliance management system like FaceUp Whistleblowing System, employees can handle their company’s sensitive information without having to worry about leaking it. They can easily report allegations of wrongdoing and violations of company policy instead of keeping them to themselves.  The software helps you to manage your company’s data, reduce the risk of security breaches, and make sure that your employees know what they can and cannot do when it comes to whistleblowing. So if you want to keep your company safe from these disasters, then using compliance management software is an excellent idea.
7 min read
experience of using FaceUp whistleblowing
  • Whistleblowing
  • Corporate culture

What is our clients’ experience of using FaceUp?

We love hearing from our clients about how the introduction of FaceUp whistleblowing system has worked well and how it’s helping them improve their company culture. We are often asked how FaceUp works in practice, so we’ve asked some of our clients about their specific experiences. SPORTISIMOSport equipment retailer SPORTISIMO has more than 200 stores across 5 countries and employs over 4,000 people. The company’s management assumed that they wouldn't receive especially serious reports. After a year of using our platform, the reality is that their reports don’t reference fraud or serious problems, but instead contain suggestions or requests which have proven to be worth addressing: “For example, someone asked if we might be able to change the music that plays in our stores more frequently. Another employee asked why we don’t have a women’s version of a popular type of men’s size 42 shoes. At first glance, they may appear to be rather mundane issues which management don’t see due to their professional blindness, but addressing these things leads to a happier workforce,” explains Thomas Rodney. SPORTISIMO receives an average of 15 reports per month and many of them are ideas of how to improve things from employees who are too shy to speak up in person.  Brno-Centre Municipal OfficeThe introduction of FaceUp was also extremely important for the Brno-Centre Municipal Office. Their management were concerned that the option to send reports anonymously would result in slander. However, this didn’t materialise. Thanks to FaceUp, their management learnt of a case of long-term bullying in the workplace and were able to successfully resolve the issue. A slightly unexpected albeit useful dimension that FaceUp gave us was in the area of labour relations. We received several anonymous reports from employees about bullying. After an investigation, we terminated our working relationship with one of the heads of a large department of the Brno-Centre Municipal Office and in another case we placed several employees under different leadership. This then led to increased overall productivity in this office,” describes Peter Stika, secretary at the Brno-Centre Municipal Office.  ADvTechADvTECH is South Africa’s largest private education provider. All of ADvTECH’s 7 580 staff members, teachers, lecturers and students between Grades 4 and 12 at its 96 schools throughout South Africa has access to the app. "Using FaceUp, reports that have come through have been resolved far more efficiently than any other platform or method we have used in the past. Another advantage is that reporters can track what is happening with their report and the status of any investigations that are taking place. Our experience has been excellent, " says Vanessa Crawford, HR Manager at ADvTech. AKKAIndustrial company AKKA produces tools, systems and components for the automobile, railway and aviation industries. They decided to implement FaceUp to be able to communicate better with their employees and get feedback from them: “It was about connecting management with workers. We used to hold regular meetings, but no one raised anything. Now, before each event we invite employees to use FaceUp to tell us what’s on their mind. People really do send in questions which gives us a point of discussion for the meetings.” Vitkovice Steel Vitkovice Steel is a steel company which operates out of the Vitkovice ironworks in Ostrava and employs 900 people. After introducing a whistleblowing platform, their employees started sending around 5-7 reports a month. The reports were mainly generic queries or people seeking reassurance. For example, employees checked if they had correctly understood management communications. FaceUp is helping to improve their company culture - just after they introduced the platform, 70% of people wrote reports anonymously, now that’s down to just 30%. Employees have understood that they really can ask anything and are no longer scared to write under their own name. What are companies generally facing? According to our clients, these are the issues most commonly shared by their employees through FaceUp in recent years: When war broke out in Ukraine, many employees started to worry for the future of the company and their own work position. When companies go through a restructuring (for example, after an acquisition), employees asked about new processes, flagged points of confusion, and expressed their concerns for the future. The Covid-19 pandemic brought with it a wide range of measures and regulations which companies had to communicate to their employees. Employees then asked about regulations details or checked if they had understood the information correctly. Do you need advice on how to effectively introduce a whistleblowing platform? 
4 min read
Brno-střed
  • Whistleblowing

"After investigating several reports through FaceUp we terminated our working relationship with a head of department,” reveals secretary of the Brno-Centre Municipal Office

What did the introduction of FaceUp to the Brno-Centre Municipal Office bring? And why has there been an increase in overall productivity across the workplace? Read our interview with the secretary of the Brno-Centre Municipal Office, Bc. Petr Štika, MBA, LL.M. First you introduced an anti-corruption hotline and then subsequently were the first authority in the Czech Republic to introduce an online whistleblowing platform. What motivated you to introduce these channels? "We started using an anonymous whistleblowing channel several years ago because we wanted to increase the city hall’s transparency and introduce an effective tool to prevent corruption. We wanted to give everyone who has been in contact with the office or the organisations of our city district and has witnessed corruption or unethical conduct to be able to report it. We imagined that the option of anonymous reporting would be used by goods or service suppliers who had been unsuccessful and maybe the employees of entrepreneurs who have worked with our city district. We assumed that these target groups in particular would be fearful of reporting suspicious activities that they might have witnessed.” Why did you switch from an anti-corruption hotline to a whistleblowing platform and what do you see as the differences between the two?“A fundamental and significant difference between the two is that when a whistleblower submits a report through a whistleblowing platform you can keep communicating with them, provide feedback, and clarify their report. When reporting through a whistleblowing platform a whistleblower can stay anonymous, the system generates a numerical code with which they can log into their report, receive feedback, add to their report, and maintain contact with the recipient of the report.” How has the introduction of this channel gone for you? What has it improved?“The introduction of an anonymous whistleblowing channel has worked out really well for us. Originally we only thought of it as a tool for preventing corrupt conduct. Nevertheless, whistleblowers do use the tool. We have already received several dozen reports through it. At the beginning we were a little concerned from an ethical standpoint that the ability to send anonymous reports through the channel would result in slander and abuse. But this did not materialise. The reports that we have received so far have been relatively factual and concrete. We were able to investigate them and come to objective conclusions. Thanks to these reports we have also taken a range of other measures. From this perspective, it is an excellent tool for improvement. However, we are prepared for slanderous reports, that is whose goal is not to draw attention to breaches of the law but to unfairly damage someone’s name through the whistleblower’s actions. From my many years of experience in leadership positions I know that the only way to effectively combat slander is to fully investigate, and if the claim is false, fully refute it. That way you clear the person’s name who the slander was aimed at and you maintain good internal culture within your organisation. This is why an anonymous channel is suitable.  After investigating several reports we terminated our working relationship with the head of a large department of the Brno-Centre Municipal Office. What is interesting is that overall productivity then increased in this workplace.  A slightly unexpected albeit useful dimension that we have obtained from the anonymous whistleblowing channel is in the area of labour relations. We received several anonymous reports from employees about bullying. We took this very seriously, as our work environment is very important to us. After their investigation, we terminated our working relationship with one of the heads of a large department of the Brno-Centre Municipal Office and in another case we placed several employees under different leadership. Thanks to this anonymous whistleblowing channel we were able to create better working conditions for our employees. What was interesting is that overall productivity then increased in this workplace.” 
3 min read
whistleblowing HR Tomas Rodny
  • Whistleblowing
  • Corporate culture

Thanks to FaceUp, our employees send us 15 relevant suggestions each month, enthuses SPORTISIMO HR Director.

Sports equipment retailer SPORTISIMO has more than 200 stores in 5 countries and employs more than 4,000 people. In order for employees to be able to anonymously send in suggestions of how they might improve the way the company runs, they introduced the online tool FaceUp at the beginning of 2021. Company HR Director Thomas Rodney is delighted with that decision.  Extremely useful, albeit less serious, reportsFaceUp is an online platform created especially for the anonymous reporting of unfair or illegal conduct within companies (also known as ‘whistleblowing’). However, employees can also use the tool to make less serious suggestions to help improve the company, which happens very often in practice.  “SPORTISIMO is open to employee feedback, which is why we carry out a survey each month, asking staff about a predetermined issue. We introduced FaceUp as more of a complementary tool, a hotline through which people can anonymously raise a given matter. To be truthful, we only expected to receive a small number of reports, for example about serious breaches of internal regulations or even law breaking,” recalls Thomas Rodney. However the reality was quite the opposite. During a year of operation, SPORTISIMO employees submitted over 180 reports. That’s an average of 15 per month. The majority of these reports were in fact not about serious matters, but more everyday issues. But they were still extremely valuable.  “For example, one person suggested that we change the music in our stores more often. Another employee asked why we don’t have a women’s version of a popular men’s size 42 shoe. At first glance they might be dismissed as trivial, things which management is blind to, but it’s worth dealing with them as it leads to higher employee satisfaction,” continues Thomas Rodney. Initial fears of misuse of the tool quickly disappearedFaceUp whistleblowing system is particularly praised for the simplicity of its implementation and use. “FaceUp has made our work a lot easier. The application interface and all materials are translated into five languages and they have even prepared marketing materials such as flyers. As a result, we’ve been able to introduce FaceUp into all our stores in the Czech Republic, Slovakia, Romania, Bulgaria and Hungary,” added Rodney, who has worked for SPORTISIMO for five years. FaceUp is a simple online whistleblowing platform, which an employee can learn to use within a couple of minutes. Initial fears that FaceUp wouldn’t be used or that employees would abuse it by overwhelming it with nonsense reports proved to be unfounded. “It didn’t happen even once. The overwhelming majority of reports are really relevant, they quickly reach the appropriate person and in turn we resolve the matter. Through FaceUp you can communicate further with the person who sent the report, albeit anonymously, should you need further details or clarification. More straightforward issues we’re able to deal with in 24 hours, the more complex ones within a week or two. Most conversations end with the author of the report thanking us for dealing with the issue,” reveals Thomas Rodney. Thomas Rodney has no doubt that he would recommend FaceUp to other companies: "I absolutely recommend FaceUp to any company which, like us, has a number of branches over a large area, for instance over several countries. In such an environment it can be difficult to systematically collect feedback from employees, but thanks to this anonymous platform, it is possible,” he concludes. 
3 min read

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