Dos and don'ts of whistleblowing

Do understand that it is right to speak up - it is important that pharmacists, technicians and pharmacy staff understand that it is right to speak up even when they may be wrong. It will always be better to raise concerns and then discover that the concerns were incorrect than not to speak up.

Do read the pharmacy whistleblowing policy - the whistleblowing policy will describe the whistleblowing arrangements in place in your pharmacy. It will detail the name of the person that you should report your concerns to; normally this will be your line manager. The policy may also include details of who concerns can be escalated to if, for any reason, they cannot be discussed with the line manager. The policy should also include information about where workers can seek advice from if they are worried about what to do.

Do stick to the facts - do not make allegations, stick to the facts and report what has been witnessed. Allegations can undermine and discredit the whistleblower, and potentially result in the concern being taken less seriously as the allegation detracts from the concern.

Don't confuse concerns with personal grievances - as mentioned earlier in the module, typically a complaint or grievance is personal to the individual raising the concern. It will generally involve being poorly treated, breach of employment rights or bullying. Whistleblowing issues are those that have an impact on other people including customers, members of the public, colleagues or their employer, and the person raising the concerns may not be personally affected by the issue.

Don't blow the whistle anonymously - raising concerns anonymously can have additional risks. It can make the investigation harder by preventing follow up questions being asked. It is also easier to get protection under the Public Interest Disclosure Act if concerns are raised openly. Anonimity can also lead to investigators being more focused on the whistleblower and their identity rather than investigating the concern.

Don't attempt to gather evidence yourself - anyone who has specific concerns should raise these formally or informally with the relevant person without investigating the concerns themselves. Whistleblowers run the risk of disciplinary action or dismissal where they take copies of e-mails, notes or files whilst investigating their concerns.

Anonymous reporting can lead to allegations of the concern being raised maliciously. It should always be remembered that making allegations anonymously will not stop others from successfully guessing the identity of the person raising the concern. People who raise concerns anonymously and subsequently suffer harassment or bullying from their colleagues or dismissal may also find it harder to make a claim under the PIDA.

Workers who do not want their names to be revealed can raise a concern confidentially where their name will not be divulged without their consent. Usually the best way to raise a concern is to do so openly.