Create an ethical
and compliant culture

• Create a safe channel for employees to speak up in confidence either anonymously or in-name
• Misconduct investigators can continue the conversation with a whistleblower while preserving their anonymity if they so choose
• Demonstrate to employees that action has been taken and retaliation is not tolerated

• Remove disincentives to reporting by demonstrating consequences for the perpetrators and protection for those who report.
• Less than 50% of workers know where to raise their concerns but the Vault App is always with them
• Vault Platform helps businesses create a robust internal reporting process that demonstrates corruption will not be tolerated

Whether it’s the EU Whistleblower Protection Directive,  the UK’s Financial Conduct Authority (FCA) regulations, Sarbanes-Oxley Act Section 301 (SOX) in the US, the Whistleblower Programs Improvement Act (WPIA), or the Whistleblower Protection Reform Act of 2019 (WPRA).

• Vault Platform helps you remain compliant and effective when dealing with whistleblowing incidents
• Encourage potential whistleblowers to raise their concerns internally, before going to an external party
• Get to resolution fast, before incident reporters become frustrated with the process

Many companies measure the ethical health of their company based on the number of calls they get to their ethics hotline but this gives a false impression as hotlines are only used by 6% of employees that report misconduct.

• Vault Platform reveals previously invisible misconduct by encouraging employees to speak up internally
• Set the groundwork for a robust and ethical workplace environment that shows misconduct will not be tolerated
• Demonstrate that those who speak up will be listened to and supporte

• Create a safe and confidential space for employees to speak up internally without fear of retaliation
• Anonymous reporters can retain their anonymity and still participate in an investigation
• GoTogether feature means people are 8x more likely to come forward than with incumbent solutions due to the power of strength in numbers

When it comes to systemic discrimination the numbers speak for themselves. According to a survey conducted in late 2019 by the Center for Talent Innovation 58% of black professionals have experienced racial prejudice at work. Black employees also account for only 8% of professional jobs and only 3% make it to executive level due to biases in talent progression.

• Address both conscious and unconscious bias in your workforce
• Create a safe and confidential space for employees to speak up
• Expose systemic discrimination

• Gives employees a safe and confidential place to speak up about their concerns
• Route reports to the most relevant stakeholder so as to avoid conflicts of interest
• Ensure two-way communication between the employee and Case Manager even if the employee chooses to remain anonymous

Government legislation such as OSHA’s requirements about employee coronavirus infection reporting in the US, or the EHRC’s mandate on preventing workplace harassment in Europe are putting more pressure on companies regarding internal reporting and resolution.

• Enable a trusted channel for employees to report their concerns about safety or wellbeing
• Enable your stakeholder teams to act quickly to achieve resolution
• Capture information about infection outbreaks on the ground