Retaliation and detriment
Protect people after they speak up
Most people who stay silent are afraid of what happens next. Showing that retaliation is noticed and acted on is what makes the next person willing to report.
The challenge
Where this usually goes wrong
Nobody checks on the reporter after the case moves on.
Retaliation is reported to the same manager who caused it.
Protective measures are agreed in conversation and never written down.
There is no way for a reporter to say something has changed.
How ClearVoice handles it
From first report to closed case
- 01
Say it is happening
Reporters and staff can raise a retaliation concern linked to the original case, or on its own.
- 02
A named owner
Concerns go to staff who hold the protection permission and are allowed to see the case, so anyone conflicted is left out.
- 03
Record the measures
Protective measures and follow-up dates are tracked until the risk has passed.
- 04
Visible to oversight
Retaliation concerns show in analytics and the audit log for the board and auditors.
What helps
The parts of the platform you will use
Capabilities
- Retaliation concerns from reporters and staff
- Handled only by permitted, non-conflicted staff
- Measures and follow-ups
- Reporter-side retaliation channel
- Oversight in analytics
An illustrative case
Illustrative only. It is not a customer story.
- 1A reporter writes that their shifts changed after they reported.
- 2A protection owner who is allowed to see the case, and is not in the line concerned, takes it.
- 3The measures agreed and the follow-up dates are recorded on the case.
- 4The concern is closed once the risk has passed, and the record shows it was handled.
Read more in the help centre
FAQ
Common questions
Can an anonymous reporter report retaliation?
Yes. A reporter can raise a retaliation concern through the portal using their reference and access code, without revealing who they are.
Does ClearVoice prevent retaliation?
No tool can. It makes retaliation easier to report, harder to ignore and easier to prove was acted on.
Keep reading
Other use cases
Fraud and financial misconduct
Falsified records, procurement and expense fraud, reported by the people who see it first.
Bribery and corruption
Improper payments, kickbacks and gifts that were never meant to be seen.
Harassment and discrimination
Bullying, harassment and unfair treatment, raised without exposing the person affected.
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