How to Show Leadership the Real Impact of Your Speak-Up Program
by Tim Morss
Compliance leaders have a full plate. They’re responsible for handling reports, managing investigations, training employees, keeping up with evolving regulations, and ensuring leadership is aligned on compliance risks. And the list goes on from there.
But one area that often gets pushed to the side—despite its importance—is reporting to the board.
Compliance is often seen as a risk function—a necessary safeguard rather than a strategic driver of business integrity. But for compliance leaders, there’s a missed opportunity hiding in plain sight: the ability to report to the board with clear data, benchmarks, and evidence of an engaged speak-up culture.
Boards don’t just want to hear that a whistleblowing system exists. They want to see the impact it makes. They want to know whether employees trust it, whether reports are increasing, and whether the business is taking meaningful action in response. That’s where compliance teams can shift from being gatekeepers to becoming proactive advisors.
Reporting to the Board: Moving Beyond Policies to Real Insights
When reporting to leadership, compliance often focuses on policies rather than outcomes. By the same token, having a robust whistleblowing framework is essential, but it means little if employees don’t engage with it. Boards need more than a reassurance that the system is in place—they need proof of its impact. And they need to know that employees trust it.
This means tracking:
- The number of reports over time. Silence is not always success. A well-functioning speak-up culture should see trends in reports. A sudden drop in reporting, especially in larger organizations, is a common red flag that employees don’t feel safe speaking up.
- How cases are handled. Time to resolution, types of misconduct reported, and how the business is acting on trends all tell a compelling story about compliance effectiveness. Are reports uncovering repeat issues? Are policies being updated as a result? Are training gaps being addressed? These insights show whether compliance is driving real change—or just ticking boxes.
- Benchmarking against industry standards. How does your organisation compare to peers? Are you seeing less than 1.5 report per 100 employees? Are report check back rates less than 30%? These insights help boards understand the bigger picture.
Building a Speak-Up Culture: The Key to Stronger Reporting
Here’s the challenge: you can’t report if you don’t know how, or where to look to. If employees aren’t using your reporting system, compliance has nothing to show the board. That’s why building a visible, well-known speak-up culture is critical—not just for ethics, but for career growth as a compliance leader.
Make reporting channels impossible to miss
Employees can’t report what they don’t know exists. Treat your SpeakUp programme like a marketing campaign—make reporting channels visible, run internal awareness efforts, and create a strategic plan to spread the word.
Get leadership to drive the message
69% of leaders act on reports, but that number grows when executives actively promote and reinforce speak-up culture. A strong top-down message builds trust and confidence in the system.
Turn compliance into a competitive advantage
A strong speak-up culture is more than a safeguard—it’s a strategic asset. Compliance leaders who back their programs with real data gain influence, resources, and a bigger seat at the table. And it pays off beyond compliance—an ethical culture strengthens brand reputation, attracting the next generation of employees and customers who care about integrity.
The Shift from Policy-Driven to Impact-Driven Reporting
Boards may not desire reports packed with policies. They need clear, data-backed insights on risk and culture. Compliance leaders should shift from policy-driven reporting to impact-driven reporting.
- Focus on trends, not just numbers. Don’t just report case volumes; highlight patterns, risks, and cultural shifts.
- Use benchmarks. Compare reporting rates against industry standards to give context to the data.
- Showcase case handling efficiency. Track time to resolution and actions taken to demonstrate accountability.
- Leverage real examples. Anonymised case studies make data tangible for leadership.
- Adopt AI-powered reporting tools. Ensure structured, complete reports that drive smarter decision-making.
Deliver Solutions, not Simply Updates
Boards need compliance leaders who bring solutions, not just updates. The right reporting approach strengthens trust, transparency, and your influence in the business.
To drive this shift, compliance teams need better tools. Traditional call center-based hotlines are outdated, slow, and unreliable. Call centers are notorious for inconsistent service.
In some industries, it’s even common practice to hang up and call again until you get the response you want. While that might be acceptable when changing a booking or a flight, it’s a serious issue when reporting misconduct. Reporting this way carries the risk of inconsistent information, drop-offs, and lack of trust in the process.
Now, we’re looking at a reporting revolution. AI is stepping in in every facet of our lives and also taking a major seat at the table to redefine how organisations handle whistleblower reports.
At SpeakUp, we’re always busy keeping our pulse on technology and we’re building this future with our AI Voice Agent powered by Sienna AI. Our aim is to give way organisations technology they are confident in and streamlines workload, while keeping employees’ trusts intact.
Organizations that prioritize better technology, stronger data, and a visible speak-up culture won’t just meet regulations—they’ll help shape the future of ethical business.
Tim Morss is Chief Executive Officer of SpeakUp, a leading provider of whistleblower software. Learn more at www.speakup.com.
