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Northern Ireland’s public sector leaders must tackle head-on the cultural barriers stopping concerns from the public and workers being listened to and acted on.
That is the message set out by the Comptroller and Auditor General Kieran Donnelly CB, as his office publishes a new good practice guide on Raising Concerns today.
The Guide, updated by the Northern Ireland Audit Office (NIAO) from a version published in November 2014, reflects key developments in the last five years.
In particular, the report references the publication of Freedom to Speak Up by Sir Robert Francis QC in 2015, which made significant recommendations in the Renewable Heat Incentive (RHI) Inquiry report.
It reflects the recommendations of the RHI Inquiry report in relation to external “whistleblowers” – those outside an organisation who have a genuine concern about the business of that organisation and want to raise it in the public interest.
The Guide will be formally launched at a virtual event being hosted later this morning by the Chief Executive’s Forum.
Among those speaking at the event are Sue Gray, Permanent Secretary of the Department of Finance, and Dr Henrietta Hughes OBE, National Guardian for the NHS in England.
Speaking ahead of the launch, Mr Donnelly commented: “I continue to receive correspondence from public sector employees who have tried to do the right thing by raising concerns with their employer, but have been ignored or not received a fair hearing, or who have even suffered as a result of speaking up.
"This situation must change. The recent Renewable Heat Incentive (RHI) Inquiry highlighted the consequences of genuine concerns not being
properly addressed.
“Senior leaders in every public body in Northern Ireland need to take action to address the real and perceived barriers to raising concerns. They should formally review the effectiveness of their arrangements for responding to concerns against the good practice principles set out in this guide. It
is important that such reviews are more than tick-box exercises. Strong and visible leadership is key to promoting the necessary culture change.”.
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