The use of whistle-blowing mechanisms Asso Prii, Member of the Board of Transparency International Estonia, attorney at Supremia Attorneys at Law Erkka.

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Presentation transcript:

The use of whistle-blowing mechanisms Asso Prii, Member of the Board of Transparency International Estonia, attorney at Supremia Attorneys at Law Erkka Jaakkola, Chairman of the Board, Transparency International Estonia, Senior Compliance Officer at financial institution Practical prevention of private sector corruption

The Aim Understanding the corruption prevention in (business) organization with an emphasis on whistleblowing systems Active exchange of ideas, views and visions

Corruption prevention in business Why are you here? Why should a company be concerned about corruption risks? What are those risks? What can be done to tackle them?

Corruption prevention in business The trends are shifting There is no right or wrong approach - the measures are just enough or insufficient or overkilling Risk based approach: analyse, plan, set up, communicate, monitor, and communicate.

Value chain 1. Identification of risk 2. Choosing mitigation actions 3. Implementing mitigation actions 4. Monitoring and improving effectiveness

Whistleblowing What is whistleblowing? -Corporate openness -Disclosure of any wrongdoing in organization Benefits for the organization

System Open, confidential vs anonymous whistleblowing How would you prefer to receive/provide information about wrongdoings in the company? System – internal or external What would you think are the benefits of internal system - external system?

Whistleblowing Preconditions for effective system What would you think are the preconditions for effective system? organizational culture policies and accessible reporting tool communication and training handling the reports/resolution feedback protection of whistleblowers

Protection of whistleblowers What risks do whistleblowers have? -treatment of personal data -conflict of interest within the WB system -organizational culture -workplace harassment/termination of employment How to mitigate those risks?

Q-s Why set up the system? Why not? What are the pros and cons? What are the alternatives?

Case X is an employee of Estonian branch of multinational company. According to the internal regulations he should always inform his manager when witnessing some misconduct at work. X informs an environmental organization about breaching of laws at his workplace. X is dismissed.

Thank you!