ASIC’s latest review of corporate whistleblowing programs paints a clear picture: many organisations are still not creating environments where people feel safe to speak up.

Across 134 companies, ASIC recorded more than 8,000 disclosures in a single year – yet 22 percent of companies received none at all. That gap matters. Zero disclosures rarely mean zero issues. More often, they signal low trust, unclear pathways, or fear of repercussions.

The data tells a broader story:

  • 69 percent of reports came through dedicated webpages or hotlines, showing that accessible channels work.
  • 49 days was the average investigation time – reasonable, but also a reminder that rushed investigations weaken outcomes.
  • Only 24 percent of in-scope matters were substantiated, with lower rates for organisations that completed investigations too quickly.
  • 42 percent of companies reported disciplinary action as the most common outcome.

ASIC also highlighted major opportunities for improvement that go beyond compliance:

  • 30 percent of companies aren’t reviewing the effectiveness of their whistleblowing program.
  • 25 percent aren’t training staff on how the program works.
  • 58 percent haven’t sought feedback from employees at all.

These aren’t small gaps. They’re the foundations of trust.

A program succeeds only when employees understand it, believe it’s safe, and see evidence that concerns are handled properly. ASIC’s message is simple: organisations must build systems that people actually use.

At Your Call, we see the same patterns. Companies with visible channels, clear processes, external independence, and ongoing training attract more disclosures – and resolve issues earlier. Those without them struggle in silence.

The takeaway for leaders is to strengthen the structures that give employees confidence, and the culture will follow. But structures alone aren’t enough. Concerns must be acted on – visibly, consistently, and without delay. When people know they’ll be heard, protected and that their disclosure will lead to meaningful action, they speak up. When they don’t, misconduct stays hidden.