The results of a survey commissioned by the whistleblowing charity Protect show that 86% of people aged 55 and over reported that they would raise a concern about a health or safety issue, compared with 56% of Gen Zs.
Two thirds of Gen Zs (67%) said they would raise a concern about sexual harassment if they witnessed it at work, compared with three quarters (76%) of Millennials (25-to-34-year-olds). This trend was replicated across all areas of concern type.
Speaking to HR magazine, Amrit Sandhar, CEO of HR consultancy ‘& Evolve’, suggested that perceived a threat to job security might be behind Gen Z’s hesitancy to blow the whistle. He said: “While larger societal concerns matter to Gen Z, such as sexual harassment, their immediate concern for self-preservation means they might be less likely to raise concerns and blow the whistle on practices in the workplace, if they risk losing their jobs and therefore their income.
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“With so much focus on psychological safety as an integral part of any good culture, organisations are missing the fact that the starting point for employees of differing generations varies so considerably that it means some are less likely to want to raise concerns compared with others.”
Sandhar advised HR leaders to prioritise psychological safety, and to work harder to address barriers to it. He said: “For HR functions, we’ve got to understand that psychological safety isn’t a standard that everyone experiences together. You cannot get everyone to the same level through a development programme. We need to appreciate the different life experiences and stages of each generation, and work harder for those who feel they are more at risk of jeopardising their careers by raising concerns.”
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For Sybille Raphael, Protect’s legal director, these latest stats highlight Gen Z's need for support around processes. Raphael told HR magazine: "Our research is clear: Gen Z needs support in knowing what to raise and who to approach. Once that hurdle is clear, they are confident their employer will both deal with any wrongdoing and protect them. We believe this is primarily because they are new to the workplace, and it could be a 'junior' issue more than an age issue. Employers need to be aware that newer members of staff may lack the confidence to know what to raise.”
To further strengthen faith in whistleblowing channels, Raphael advised HR leaders to bolster trust among older employees. "HR teams need to consider the previous experiences that older members of staff bring with them when they join an organisation. Sadly, our research found a declining level of trust in whistleblowing frameworks as staff get older.
"HR leaders need to think seriously about how to help their older members of staff re-establish trust and faith in their systems. As ever, the tone from the top is really important, and leaders need to lead by example.”
Protect commissioned YouGov to survey 2,121 adults in Great Britain, between 2 and 3 June 2025.
