Workplace integrity reporting doesn’t get enough love.
When done right, workplace integrity reporting safeguards employees, identifies underlying risks, and creates the kind of culture you’re proud to work in. But when it’s not taken seriously or set up poorly, it quietly undermines your organization.
And the problem is, most companies do it wrong.
Until now.
In this ultimate guide to transparent reporting practices, you’ll learn:
- Why Workplace Integrity Reporting Is Essential
- How to Create a Transparent Reporting Culture
- Best Practices for Encouraging Employee Reporting
- Where Things Go Wrong When Reporting Breaks Down
Here’s a closer look.
Why Workplace Integrity Reporting Is Essential
Employees reporting on misconduct, unethical behavior, or safety violations isn’t a new concept.
But here’s the real snapshot of the modern workplace:
Nobody is immune to problems. Some industries are more high-risk than others. But every organization has employees who witness risky behavior.
What separates organizations that uncover these problems from those that don’t is the reporting culture.
Workplace integrity reporting is exactly what it sounds like — promoting a culture where employees feel comfortable reporting anything from harassment to fraud to health and safety violations. And while having a reporting hotline is better than nothing, the most successful reporting cultures promote transparency at every level.
When it comes to reporting tools, companies like Red Flag Reporting build software specifically for anonymous reporting. Having a safe, anonymous place to submit a report removes the fear of retaliation.
But that fear is very real.
A recent study found that almost one-third of U.S. employees who witnessed misconduct didn’t report it — and 43% of employees were afraid reporting would endanger their job.
Employees withholding information isn’t just a cultural problem. Employees afraid to speak up is a risk management problem.
If employees don’t feel comfortable reporting smaller issues, those problems fester until they grow into much bigger (and expensive) problems.
So how do you build a transparent reporting culture that protects employees and promotes reporting? Here’s what you should know.
How to Build a Transparent Reporting Culture
Having a hotline or anonymous reporting software doesn’t guarantee your employees will use it.
The real work is ensuring your employees feel safe and supported when they choose to report something.
These reporting tips will help you build (or improve) your own transparent reporting culture.
Keep Reporting Anonymous
If employees don’t trust your hotline, they won’t use it. An anonymous reporting process isn’t optional — it’s mandatory. Make sure your reporting channel provides guaranteed anonymity (and have a policy to prove it).
Involve Leadership
If your middle managers treat employees who report misconduct differently (or brush them off completely) then your culture isn’t transparent. True transparency starts at the top.
Train Employees
Most employees don’t report because they aren’t sure what rises to the level of reporting. Set expectations by training all employees on the reporting process.
Follow Up
This is non-negotiable. If employees see that their reports don’t have any consequences (or worse, repercussions), they aren’t going to speak up again.
Tip 3: Best Practices for Encouraging Employee Reporting
Say tip 1 and tip 2 are already in place. What else can you do to drive employee reporting?
According to Deloitte’s 2024 Global Human Capital Trends research, when it comes to reporting, trust is everything. Leaders who were included in the study said that “the more transparent an organization is, the greater workforce trust.” Employee trust directly impacts an employee’s willingness to report.
Consider these best practices for encouraging employees to come forward.
Offer Multiple Reporting Channels
While your anonymous hotline is available 24/7, not everyone is comfortable calling in their report. Consider using multiple reporting channels to provide options.
Publicize Reporting Outcomes
If a report leads to positive change (without disclosing the reporter’s identity), share the results internally. Hearing about positive changes increases reporting rates.
Normalize Reporting
Use your internal communication platforms to promote reporting as a way to look out for your teammates. When reporting is framed as tattling, employees will be less inclined to submit a report.
Protect Your Employees
Every employee should know that your anti-retaliation policies are enforced. If one employee gets fired for reporting, ten other employees will suffer in silence.
Keep It Simple
The easier your reporting process is, the more likely someone will use it. Review your process and remove unnecessary steps wherever possible.
Need a tip helped by real data? Keep it simple, win again.
Studies show that reporting methods that require fewer steps increase reporting rates by up to 33%.
Simple. Straightforward. Effective.
Reporting Shouldn’t Be Complicated
You’ve made it this far, and you already know the most important part: Reporting should be simple, seamless, and stress-free for everyone involved.
The organizations that see the biggest improvements to their reporting programs approach it as a feedback loop — not a checkbox.
Reporting is powerful, and when you use it correctly, it creates a transparent culture that holds everyone accountable.
So, What Happens When Reporting Is Ignored?
This is the part of reporting that no one wants to discuss.
When reporting programs fall through the cracks, fail to launch, or are just outright ignored, you’re going to run into problems.
NAVEX’s 2025 Whistleblowing Benchmark Report revealed that Workplace Conduct made up 54% of all reports globally in 2024. That includes harassment, discrimination, violations of civility. In other words, half of all reports fall under the “misconduct” umbrella.
What happens if employees don’t see misconduct being addressed internally?
They stop reporting it.
And your organization is left blind to some of its biggest risks.
Speaking up against misconduct comes with risks of its own. Fear of retaliation is something touched on earlier — and employees who see their coworkers being fired, demoted, or punished for speaking up will think twice before submitting a report.
It creates a chilling effect.
And if that employee happens to be someone you know, nine other employees you don’t will remain quiet.
Reporting isn’t the most exciting topic.
But fostering a transparent reporting culture is one of the most important things any organization can do to protect employees and manage risk.
Transparent Reporting Practices: Your Quick Guide
Building a transparent reporting culture starts with these foundational practices.
- Establish a safe, anonymous reporting channel.
- Ensure leadership is leading by example.
- Train employees on reporting procedures.
- Follow up with employees who submit reports.
- Publicize reporting outcomes to reinforce your system.
Workplace integrity reporting is the backbone of every ethical organization. Take a look at your current processes and ask yourself where you can improve. You’ll be surprised how far these simple tips can take you.
Frequently Asked Questions
What does workplace integrity reporting entail?
Workplace integrity reporting allows employees to confidentially raise concerns about misconduct, safety issues, or violations of company ethics. This can include reporting harassment, fraud, and more.
Why don’t employees report misconduct?
The number one reason employees don’t report misconduct is fear of retaliation. A lot of employees are worried about losing their job if they “make waves.”
What are the characteristics of an effective reporting system?
Employees need to trust the system. An effective reporting system is safe, anonymous, and easy to use. Employees also need to see that you follow up on reports.
How do you improve your company’s reporting culture?
Strong reporting cultures start at the top. If your leadership team isn’t committed to transparency, employees will pick up on that. Train your managers and employees about reporting expectations. Provide multiple channels for reporting and publicly reinforce positive changes that come from reporting
