Sexual misconduct and bullying (70%) were the types of misconduct that employees were most likely to report at work, the research found, followed by theft (69%), fraud (67%) and discrimination (66%).
Fewer than two thirds (64%) of employees indicated that they would report unsafe practices, modern slavery (63%), substance abuse (61%), bribery (61%), data protection misuse (56%) and unfair treatment (53%) at work.
Employees are more likely to report sexual misconduct and bullying over other forms of misconduct due to increased awareness brought about by social movements and legislative changes, according to Joanna Lewis, Safecall's managing director.
Speaking to HR magazine, she said: "Of all forms of misconduct, sexual harassment is particularly emotive. From the MeToo movement and beyond, ways to spot, report and mitigate sexual harassment at work have been heavily covered, and it’s positive that employees are that much more likely to report it via official channels.
"The Workers Protection Act should have further bolstered appetite and willingness to report, as it specifically focuses on sexual harassment in the workplace."
Calls related to sexual misconduct and bullying have increased in the last year, Andrew Pepper-Parsons, director of policy at whistleblowing charity Protect, told HR magazine.
He said: “Reports of bullying, discrimination or sexual harassment to Protect’s Whistleblowing Advice Line have been growing year on year, comprising close to a fifth of our calls (17.5%) over the past 12 months."
Lewis encouraged HR leaders to ensure that all types of misconduct are reported.
She commented: "It is important to remember that all kinds of misconduct can have negative effects, not just on anyone directly affected but on the wider culture and morale of a company.
"Even unfair treatment, which only just over half of employees would report, can cause physical and emotional strain, and should not be condoned in the workplace."
Read more: Employees not whistleblowing for fear of retaliation
More than half of employees (51%) would not feel safe reporting that their company was breaking the law, research by Bloomsbury Square Employment Law found in October. Of these, 45% cited fear of losing their job as the reason.
HR should have a clear policy on how to report malpractice, John Palmer, advisor at conciliation service Acas, suggested.
Speaking to HR magazine, he said: “It is a good idea for employers to explain to staff how they can raise any issue they might need.
“Having a clear policy can provide staff with information on how to resolve the issue, and who they can speak to. This might involve raising their concern informally at first. If it is very serious, it may require formal action straight away.
“A proper policy for raising an issue should empower staff to talk confidently, whether that is to a manager or someone from HR. Businesses may also signpost fair treatment ambassadors or trade union representatives who might be able to provide help.”
HR should ensure that it creates a transparent culture where employees feel safe to speak up, Pepper-Parsons added.
He continued: “HR departments play a vital role in ensuring employees are aware of the ways to voice their concerns and blow the whistle safely and securely. Fostering a culture that prioritises employee wellbeing, open dialogue and a positive speak-up culture is essential.
“The commitment to transparency needs to start at the top, with representation and whistleblowing champions at the highest level.
“HR teams should be incorporating whistleblowing awareness activities into their annual calendars and guiding staff to resources like Protect for confidential, unbiased advice.”
Read more: Whistleblowing tribunals rise: What can HR do?
Younger employees were less likely to report misconduct than their more senior colleagues, SafeCall's research showed, as 64% of 16 to 24 year olds said they would report sexual misconduct, compared to 77% of employees aged 55 and over.
Employers should communicate their policies to all employees, to ensure that younger workers are aware of how to report malpractice, Palmer added.
He continued: “Policies, staff handbooks and inductions should make it clear to staff what is expected of them, how they will be assessed, and what is and isn’t appropriate behaviour. These policies should be consistent for staff across all age groups.
“Communicating these to all staff can help build an environment where staff feel empowered to speak out if they witness something serious.
“Employees should also make sure that they take a problem raised by staff seriously, even if it is raised informally. Keeping a record, acting promptly and following up with staff involved can help show staff that managers and HR will take any complaints seriously, and that appropriate action will be taken.”
SafeCall commissioned Censuswide to survey 2,008 employees between 6 September and 10 September 2024.
