Contribution
It is a pleasure to serve under your chairmanship, Sir Mark. I congratulate my hon. Friend the Member for Stoke-on-Trent Central (Gareth Snell) on bringing this really important debate to the House. I was reflecting on the number of different Departments involved in trying to tackle the issue, so I do not envy the Minister, but I hope that he will take the messages back to the other Departments that are connected, because I want to focus particularly on the NHS.
We know that the courageous people we have heard about, who blow the whistle, protect us and our communities, yet we do not offer them the same protection—that is the nub of the problem. As I said, I want to focus particularly on the NHS, because we have seen many examples—I will not go through them all—where someone in the NHS whistleblows and their career is in effect over, or very badly damaged, as a result. I want to raise that alarm to the House, and I hope the Minister will ensure that these messages are relayed to the Department of Health and Social Care.
In too many cases, whistleblowers face sanctions at work or threats, and the toll that takes on people’s mental health is enormous, as we heard described eloquently by the hon. Member for Strangford (Jim Shannon). Before this Parliament, I was a member of the Public Accounts Committee for a total of 13 years, including nine years as Chair, and back in 2014, when I was a member of the Committee, we looked into whistleblowing and found that there had been failure
“to protect some whistleblowers from being victimised.”
That puts it mildly. We recommended then that where the identity of whistleblowers is known, steps must be taken to
“ensure that they are protected, supported and have their welfare monitored.”
We said that that should include providing whistleblowers with
“support and advice, such as access to legal and counselling services.”
We also highlighted the fact that too often whistleblowers were “unclear” about who to raise their concerns with, and we recommended “a route map” that showed different
“internal and external reporting routes.”
The Government at the time agreed with the recommendations about a route map, but they deferred further action on whistleblowing policies across the NHS, as they were being considered separately through Sir Robert Francis’s Freedom to Speak Up review. That was a reasonable response from the Government at the time. But then I became Chair of the Public Accounts Committee and we revisited the issue of whistleblowing—and guess what? We were disappointed at the slow progress. If I had been paid £10 for every time I had to use that phrase in that role, I would probably not be here now but sunning myself in the Caribbean, because “too slow progress” is often the mantra.
We now have a new Government, with a new Employment Rights Bill, and I hope we will see further progress. We were not really convinced that change had happened on the ground and we were also very clear that whistleblowing is a sign of complete failure of the system. We should not have to have whistleblowing policies, because modern institutions that work well should have routes whereby complaints, concerns and issues are raised as a matter of routine. I will come to some good work in other sectors in a moment, but we found generally that there was not enough focus on whistleblowing in the wider public sector. The Francis review of the health sector highlighted the need for effective whistleblowing policies not just in the health sector, but more widely.
Earlier this year, the Public Accounts Committee revisited whistleblowing again—it seems to be a bit of a theme—and still we stressed the need to embed a “Speak up” environment. We were looking particularly at whistleblowing in the civil service at that point, but the lessons read across, sadly. The National Audit Office found earlier this year that just 52% of people in the civil service
“think it is safe to challenge the way things are done”.
That was from a review of the responses to the 2022 civil service people survey—that is a bit of a mouthful. The National Audit Office also highlighted the number in the NHS with the same concern—61.5%. That was in 2024, so this year. Less than two thirds of NHS workers think it is safe to challenge the way things are done; lots of work needs to be done to improve that.
There are institutions that do this quite well. Earlier this year, the Public Accounts Committee visited NASA, in Washington. As a result of the tragedies with the Columbia and Challenger space shuttles, the people there have a very open approach to raising concerns. However junior someone is, they are expected to raise a concern up their chain of command in their specialist area, and if they are still concerned, they can take that to another party within the organisation—a whole other set-up—to make sure that they are challenging the approach taken on risk. That is expected. It is embedded in the training that people look at the risk and make sure that they are calling things out. Nothing is too small, and no one is too junior.