Former Member 8 Years Ago - Edited I couldn't agree more Blair. Alas, it seems that regardless of the 'public spiritedness', honesty or concern, the organisation will be more likely to defend its reputation from the issue by denial, rather than simply investigate, listen, look and correct. I have personal experience of this. and the organisation concerned has poured multiple £000 into its defence and denial rather than look into the issue openly. Sadly. The perpetrators of the underlying issue and the need to whistleblow have been defended at public cost, and the ferocity of that defence has been personal and damaging. Your advice is sound, but if you allow those bad Managers to get away the indefensible how will the sector ever address and prevent it reoccurring? It is time to change. The imposition of gagging is a sure sign organisations know enough to pay to prevent trouble. Money is the great incentive here, and that is easy when the money is not yours! I have worked in may Companies that seem to have cultures of openness, and it is remarkable, but the problems never arose... or am I dreaming? One thing for sure - TRUST underpinned progress. I add this 10 mins after writing, but while not connected, is pertinent. Does it always take public disclosure to generate change? Take a look at what seems to be happening at the BBC! http://www.theregister.co.uk/2016/05/26/bbc_staff_can_speak_truth_power_post_savile_era_says_director_general/ 0 Reply as... Cancel