culture & Speak-up

Workplace culture shapes how people behave, how decisions are made, and whether concerns are raised early or remain unspoken. When culture is healthy, people feel respected, included and psychologically safe to speak openly. When it is not, issues can escalate, trust can erode and organisational risk can increase.

Effective speak-up arrangements are not just about having the right policies in place. They rely on a wider culture of fairness, listening and accountability, where psychological safety supports open dialogue and constructive challenge. Understanding how people experience the workplace is often the first step in strengthening trust and confidence.

Strong speak-up arrangements are built on trust, clarity and consistency. They work best when people understand how concerns can be raised, feel confident they will be handled fairly, and trust the process that sits behind them.

We support organisations to design, review and strengthen speak-up frameworks that are proportionate, accessible and aligned with organisational culture and values.

Where appropriate, we can also provide an independent speak-up service, offering an external route for concerns to be raised where additional reassurance or independence is needed. This can support organisations operating in complex, regulated or high-risk environments, or where internal confidence may be limited.

Our support may include:

• reviewing and strengthening speak-up or whistleblowing arrangements
• providing an independent speak-up reporting route
• aligning speak-up processes with cultural insight and organisational values
• supporting leaders and HR teams to respond appropriately to concerns
• embedding fairness, inclusion and psychological safety into practice
   

Our focus is on helping organisations create environments where people feel able to raise concerns early, without fear, and with confidence that issues will be handled properly.

Organisations often involve us when they want a clearer, more objective understanding of workplace culture or when confidence in speak-up arrangements needs to be strengthened. 

We are commonly asked to support culture and speak-up work where organisations are:

• seeking insight into engagement, trust or inclusion
• reviewing or strengthening speak-up or whistleblowing arrangements
• responding to themes arising from grievances or investigations
• undergoing organisational change, growth or restructuring
• operating in regulated, complex or high-risk environments
• looking for independent support to build confidence and trust
   

Support may be standalone or part of a wider programme of work, depending on organisational need and context.

 All conversations are treated in confidence and without obligation.