This publication is authored by and reflects the views and opinions of PT Integrity Indonesia. More information about PT Integrity Indonesia is available at www.integrity-indonesia.com.

Employee silence often signifies circumstances in which employees withhold critical information that could prevent the organization’s downfall. When something is amiss at work, employees face a tough choice: stay silent or speak up. Sadly, in many cases, they choose not to speak up, fearing that revealing information might be seen negatively or as a threat.

The media recently reported that tribunal claims in the USA involving whistleblowing rose by 92% between 2015 and 2023. The number of tribunal cases involving detriment or dismissal following whistleblowing has also increased. This suggests that many whistleblowers still experience retaliation for reporting misconduct.

The deaths of two Boeing whistleblowers, currently under investigation, coupled with reports of threats directed at another whistleblower, have heightened apprehension among individuals contemplating the disclosure of misconduct or fraud. Another case is a former Google employee who allegedly faced termination after revealing unethical practices within the tech giant. These cases may only represent the tip of the iceberg, underscoring the gravity of the situation faced by whistleblowers in general.

The Culture of Silence

Many countries have enhanced protections for whistleblowers, with Japan, for instance, recently implementing amendments to its Whistleblower Protection Act (WPA). Despite these governmental efforts to strengthen whistleblower protections, the fear of retaliation may continue to deter employees from coming forward.

This apprehension, which extends to former employees as well, is rooted in a pervasive culture of silence and secrecy in many workplaces, which discourages the reporting of misconduct or illegal activities. The increase in tribunal cases involving detriment or dismissal following whistleblowing can support this notion. The fact that these cases end up in tribunals indicates a company's failure to establish an effective system for responding to reports due to cultural issues.

Many organizations, whether intentionally or unintentionally, perpetuate a culture of "praise in public, criticize in private," a mindset that can persist even in the presence of robust whistleblower policy and protection laws. This culture of silence, akin to the fear that speaking out may cause harm, remains prevalent in countries with strong collectivist workplace cultures, such as Indonesia.

In Indonesia, despite the legal framework established by the Law on Protection of Witnesses and Victims since 2006, which provides legal protections for whistleblowers, the underlying culture of silence continues to challenge the effectiveness of these protections.

Breaking the Silence: A Hope for Change

Breaking this culture is such a purge. It may be an uncomfortable and unfamiliar process that takes years and requires a strong commitment, but it will be essential for long-term sustainability.

The change should be initiated from the top management. Leaders must go beyond slogan and actively foster a climate that encourages reporting by enacting policies that protect whistleblowers from retaliation, providing clear channels for reporting violations, and ensuring fair treatment for those who come forward.

Additionally, educating their employees about the importance of whistleblowing and the protection available to them is essential. Government agencies and regulators should continue to enforce laws protecting whistleblowers and hold employers accountable for retaliation against whistleblowers.

This effort should also focus on improving the reporting process and providing support and resources to whistleblowers. While existing laws on protection are significant steps forward for whistleblowers, there is still a long way to go in breaking the culture of silence in the workplace.

Whistleblowers are vital in identifying and preventing harmful practices. It is crucial that they receive protection from retaliation and the support they need to speak out. By working together, we can shatter the silence and create a more transparent and accountable workplace, benefiting everyone involved.

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This publication is authored by and reflects the views and opinions of PT Integrity Indonesia. More information about PT Integrity Indonesia is available at www.integrity-indonesia.com.