Health / ‘Downward trend’ in staff survey figures on whistleblowing being looked at by NHS
THERE has been a downward trend in the number of NHS Shetland staff saying they feel confident they can safely raise concerns about issues in the workplace.
There has also been a reduction in the number of staff reporting they are confident concerns will be followed up and responded to.
While the figures behind the downward trends are small, they have been highlighted by NHS Shetland chief executive Brian Chittick in a letter to the Scottish Government on whistleblowing arrangements at the health board.
He told a meeting of the health board that the letter “doesn’t shy away from what we need to do” on whistleblowing.
But it does highlight a number of ways NHS Shetland supports staff who raise workplace concerns.
Chittick wrote that “we remain committed to encouraging openness in a confidential manner, learning from concerns raised, and ensuring that staff feel supported to speak up, knowing their concerns will be taken seriously and addressed appropriately”.
The letter was submitted earlier this month to the cabinet secretary for health and social care as part of a national request for “assurance and reflection” on whistleblowing arrangements across the NHS in Scotland.
Whistleblowing offers staff a chance to raise concerns in a confidential way about how services are run.
NHS Shetland, which has a whistleblowing ‘champion’ as well as a staff member leading on the topic, considers employee survey data in its whistleblowing steering group.
Chittick’s letter to government highlights that in 2023, 82 per cent of respondents said they felt confident they can safely raise concerns about workplace issues, but that had dropped to 80 per cent in 2025.
A question about confidence in concerns being followed up and responded to reduced from 76 per cent to 73 per cent.
The NHS said these figures are being considered through “existing governance structures and form part of ongoing improvement activity”.
Generally the ‘iMatter’ staff survey was responded to by 56 per cent of staff in 2025, compared to 60 per cent in the previous two years.
Chittick wrote in his letter that as a chief executive he places a “strong emphasis on being visible and accessible to staff, and on creating an environment where people feel safe, supported and empowered to speak up about concerns”.
He said he attends every corporate induction, where he welcomes new colleagues and talks about the importance of speaking up.
There is then a dedicated session led by NHS Shetland’s whistleblowing lead.
Chittick said that he also maintains regular communication with staff, including through a monthly open forum on Microsoft Teams and more confidential “Keep Calm and Have a Yarn” sessions.
The chief executive also said he hosts informal lunch sessions called “Chat with Chittick” where staff can speak about their experiences while being recognised for their contribution.
Staff meanwhile participate as “confidential contacts” as part of the whistleblowing process.
Chittick wrote that whistleblowing cases taken forward locally have been “very complex” which has resulted in some target timescales not being met.
He said some of the trends from whistleblowing cases have included inter-personal issues, divergence on appropriateness of clinical practice, culture within a department and abuse of authority.
Some of the results of whistleblowing cases have included lone worker fobs to promote staff safety, updated job descriptions and increased senior leadership in medical and nursing.
Speaking at Tuesday’s meeting, Chittick said the letter “reflects honestly where we are in fostering a speak up culture”.
He said it also highlights some of the challenges an island health board faces in “sustaining resource in this area”.
“I think the letter back also highlights good examples of learning improvement following whistleblowing,” Chittick said.
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