When organizations use a hotline service to capture employee concerns, they introduce valuable data into their compliance programs. However, without knowing how you fare against your peers, data becomes less valuable and meaningful. In our 2016 Hotline Benchmark Report, we compiled data from more than 2,300 hotline and case management clients to provide a comprehensive look at hotline reporting across multiple industries. Here are a few of our key findings.
1) Report Volume per 100 Employees: Volume Remains at an All-Time High
Over the last five years, we’ve seen the number of report volume steadily increase. In 2011, the median amount of reports per 100 employees was 1.1. In 2016, we’re up to 1.3. This increase should signal to organizations that the increased volume of reports is here to stay—and they need to ensure that their resources match report volume appropriately.
Why are we seeing the upward trend in report volume? No one can say for sure, but more reporting options are one possibility. It’s also a positive sign that employees trust speak-up hotlines enough to report their concerns there.
2) Report Allegation Categories: Percentages Remain Consistent
Knowing from which category the majority of your reports originate reveals insights into your organization’s culture and what kinds of issues they raise. With this knowledge, you can build a more comprehensive program tailored specifically to your organization’s most pressing needs.
Our 2016 Hotline Benchmark Report reveals that the breakdown between all of these categories has remained roughly the same with the exception of environment, health and safety reports decreasing from 9% to 5%.
3) Anonymous vs Named Reporters: Anonymous Reporting Drops Below 60% for the First Time
Anonymous reports haven’t dipped below 60% since we started reporting this statistic back in 2008. Some of the possible reasons for this decrease may include:
During the economic recession, employees were more fearful of losing their jobs. Now that the economy has improved, employees are feeling more secure in their positions and thus more open to giving their names when reporting misconduct.
Government agencies have increased the payments for whistleblowers who report wrongdoing, which could be encouraging employees to give their names during investigations.
With so many whistleblower protection laws put in place in the last few years—not to mention the increased media attention on whistleblowers—employees may be more willing to disclose their names.
Download the full report to gain deeper insights into how your organization’s compliance program compares to your peers.