Building an effective whistleblowing framework can be complex. We asked Jon, our Client Relationship Director, who has spent 14 years working closely with organisations at Protect (it’s fair to say he knows this space inside out) to share his insights on what organisations can expect when working with Protect, the common challenges they face, and the real impact of getting whistleblowing right.
What does working with Protect look like in practice?
Working with Protect is about more than just policies – it’s about building a complete, effective system.
We support organisations through training at all levels, expert advice, and practical tools to strengthen their approach. A key part of this is helping organisations look at the full picture: leadership, communication, staff awareness, protection, investigation processes, and trust.
What is included in Protect’s membership, and why is it valuable?
Our membership is built around creating a community of organisations committed to best practice.
Members benefit from regular forums and drop-in sessions. Alongside this, members have access to training and our Whistleblowing Benchmark, giving them both the insight and practical tools to continuously improve. We host events throughout the year, and our members are the first to hear about any new exciting opportunities we have lined up.
We see our work as an ongoing partnership. We stay in touch with organisations to understand how they’re progressing, what challenges they’re facing, and how we can continue to support them. Whether through follow-ups, additional training, or further consultancy, we’re there to help organisations keep improving.
Our community is a welcome space, they have taken our member’s pledge to bettering their workplaces, and we are committed to supporting them in every step on that journey.
Tell us more about Member Forums, what role do they play in driving change?
The forums are one of the most powerful elements of membership.
They bring together people facing similar challenges and allow them to share real-world experiences. That peer learning is incredibly valuable – organisations often realise they’re not alone and can take away practical ideas they can implement straight away. These sessions operate under Chatham House Rule, creating a safe space to share challenges and solutions openly.
It’s not just about hearing from Protect – it’s about learning from each other.
What changes do you see in these organisations that engage deeply with your services?
Organisations that fully engage with our support tend to develop much stronger, more mature whistleblowing frameworks.
They move beyond a focus on policy alone and start to prioritise culture – engaging staff, training managers, involving senior leadership, and improving communication. Importantly, they also focus on feedback loops, ensuring whistleblowers feel heard and understand the value of speaking up.
The result is not just better processes, but a more open and trusted environment.
Tell us where you have seen Protect’s impact directly?
A powerful example is our work supporting Cambridgeshire County Council during its governance reforms. When new leadership came in, there was already a whistleblowing policy in place – but staff lacked confidence in it and rarely used it. With Protect’s support, the council focused on rebuilding trust and embedding whistleblowing into its organisational culture, not just its procedures.
This shift helped create an environment where people felt safe to speak up, and whistleblowing started to be seen as a sign of a healthy organisation rather than something risky. As a result, more concerns were raised, governance improved, and issues were picked up earlier – showing how the right support and a focus on culture can really change how organisations respond to problems.
What are the typical concerns organisations come to Protect with?
Organisations come to us for a variety of reasons. Some have experienced a whistleblowing concern that perhaps wasn’t handled as well as it could have been. Others aren’t sure whether their current framework is truly fit for purpose, and some are already confident but want to keep improving.
Our role is to meet organisations where they are. We help identify gaps, provide a roadmap for improvement, and support them through a combination of training, consultancy, and our diagnostic tool, the Whistleblowing Benchmark.
What are the most common gaps you see in whistleblowing frameworks?
While every organisation is different, engagement is often the biggest gap. Many organisations have policies in place, but struggle to bring them to life. Building awareness, maintaining trust, and ensuring managers feel confident handling concerns requires ongoing effort.
What makes Protect different from other providers?
What sets Protect apart is our unique perspective. We’re not just a consultancy or training provider. Our work is informed by over 30 years of experience, including supporting more than 60,000 whistleblowers through our advice line, influencing whistleblowing legislation directly in parliament and a breadth of research work.
This means we bring both the organisational, whistleblower and legal perspective – giving us a deep, balanced understanding of what really works.
Why is this work so important?
At its core, effective whistleblowing is about preventing harm.
When people feel safe to speak up, organisations are better able to identify issues early, respond appropriately, and build trust internally and externally.
That’s why this work matters – and why we’re committed to supporting organisations every step of the way.
Get in touch with our team to find out how we can help you: Whistleblowing Support for Employers – Protect – Speak up stop harm