{"id":110904,"date":"2026-10-27T15:44:40","date_gmt":"2026-10-27T14:44:40","guid":{"rendered":"https:\/\/www.whistlelink.com\/blog\/cultura-incurajarii-exprimarii-denisa-simion\/"},"modified":"2026-10-29T17:51:45","modified_gmt":"2026-10-29T16:51:45","slug":"cultura-incurajarii-exprimarii-denisa-simion","status":"publish","type":"blog","link":"https:\/\/www.whistlelink.com\/ro\/blog\/cultura-incurajarii-exprimarii-denisa-simion\/","title":{"rendered":"Crearea unei culturi a comunic\u0103rii deschise: perspectiva consiliului de administra\u021bie nu reprezint\u0103 imaginea de ansamblu"},"content":{"rendered":"\n

Articol scris de partenera noastr\u0103 din Rom\u00e2nia, Denisa Simion, despre riscurile pe care organiza\u021biile le trec cu vederea, motivele pentru care angaja\u021bii p\u0103streaz\u0103 t\u0103cerea \u0219i modul \u00een care prevenirea, expertiza independent\u0103 \u0219i raportarea eficient\u0103 pot contribui la remedierea acestei situa\u021bii.<\/em><\/p>\n\n\n\n

Whistlelink a ini\u021biat recent un parteneriat cu Denisa Simion<\/a> \u00een Rom\u00e2nia. Av\u00e2nd o vast\u0103 experien\u021b\u0103 \u00een domeniul investiga\u021biilor corporative \u0219i ani de experien\u021b\u0103 \u00een formarea organiza\u021biilor \u00een materie de etic\u0103 \u0219i integritate, ea analizeaz\u0103 direct discrepan\u021ba dintre ceea ce conducerea crede c\u0103 se \u00eent\u00e2mpl\u0103 \u0219i ceea ce tr\u0103iesc angaja\u021bii. Am \u00eentrebat-o despre riscurile pe care organiza\u021biile le trec cu vederea, de ce oamenii p\u0103streaz\u0103 t\u0103cerea \u0219i ce face ca un sistem de raportare s\u0103 func\u021bioneze \u00een practic\u0103.<\/p>\n\n\n\n

Din punctul t\u0103u de vedere, care este principalul punct mort al organiza\u021biilor \u00een ceea ce prive\u0219te etica \u0219i integritatea?<\/h2>\n\n\n\n

Conducerea \u0219i consiliile de administra\u021bie iau decizii pe baza informa\u021biilor de care dispun. Dificultatea const\u0103 \u00een faptul c\u0103 aceste informa\u021bii nu reflect\u0103 \u00eentotdeauna ceea ce se \u00eent\u00e2mpl\u0103 \u00een \u00eentreaga organiza\u021bie.<\/p>\n\n\n\n

Angaja\u021bii care lucreaz\u0103 \u00een str\u00e2ns\u0103 leg\u0103tur\u0103 cu opera\u021biunile zilnice pot fi martori la comportamente necorespunz\u0103toare, \u00eenc\u0103lc\u0103ri repetate ale normelor sau practici care ocolesc controalele interne. Cu toate acestea, problemele nu ajung neap\u0103rat la urechile factorilor de decizie. Informa\u021biile pot fi filtrate de-a lungul nivelurilor ierarhice, preocup\u0103rile pot fi minimalizate, iar angaja\u021bii pot decide c\u0103 nu merit\u0103 s\u0103-\u0219i asume riscul de a vorbi deschis.<\/p>\n\n\n\n

Asocia\u021bia Examinatorilor Certifica\u021bi \u00een Fraude (ACFE) men\u021bioneaz\u0103 c\u0103 examinatorii certifica\u021bi \u00een fraude estimeaz\u0103 c\u0103 organiza\u021biile pierd aproximativ 5% din veniturile lor anuale din cauza fraudei la locul de munc\u0103. Raportul s\u0103u din 2026<\/a> Raport c\u0103tre Na\u021biuni<\/em><\/a>, care analizeaz\u0103 2.402 de cazuri investigate \u00een 143 de \u021b\u0103ri \u0219i teritorii, a constatat o pierdere medie de 104.000 de dolari pe caz, \u00een timp ce 20% dintre cazuri au implicat pierderi care dep\u0103\u0219eau 1 milion de dolari.<\/p>\n\n\n\n

Aceste cifre se refer\u0103 la frauda \u00een cadrul locului de munc\u0103, nu la toate tipurile de abateri sau de \u00eenc\u0103lc\u0103ri ale normelor de conformitate. Cu toate acestea, ele ilustreaz\u0103 motivul pentru care organiza\u021biile nu \u00ee\u0219i pot permite s\u0103 se bazeze exclusiv pe informa\u021biile care ajung la conducerea de v\u00e2rf prin canalele oficiale de raportare. Faptul c\u0103 nu sunt raportate probleme nu dovede\u0219te c\u0103 acestea nu exist\u0103.<\/p>\n\n\n\n

Cum pot organiza\u021biile s\u0103 previn\u0103 abaterile \u0219i s\u0103 creeze un mediu \u00een care oamenii s\u0103 identifice \u0219i s\u0103 semnaleze problemele?<\/h2>\n\n\n\n

Prevenirea \u00eencepe prin a ajuta oamenii s\u0103 \u00een\u021beleag\u0103 ce \u00eenseamn\u0103 etica \u0219i integritatea \u00een mediul lor real de lucru. Formarea este important\u0103, dar ar trebui s\u0103 dep\u0103\u0219easc\u0103 simpla explicare a politicilor sau a obliga\u021biilor legale. Angaja\u021bii trebuie s\u0103 recunoasc\u0103 poten\u021bialele conflicte de interese, indicatorii de fraud\u0103, comportamentul inadecvat \u0219i \u00eenc\u0103lc\u0103rile procedurale, precum \u0219i s\u0103 \u00een\u021beleag\u0103 cum s\u0103 reac\u021bioneze.<\/p>\n\n\n\n

\u0218i managerii au nevoie de formare specific\u0103. Reac\u021biile lor la \u00eentreb\u0103ri, gre\u0219eli \u0219i informa\u021bii incomode pot fie s\u0103 \u00eencurajeze deschiderea, fie s\u0103 \u00eei \u00eenve\u021be pe oameni s\u0103 p\u0103streze t\u0103cerea.<\/p>\n\n\n\n

Raportul ACFE din 2026 a constatat c\u0103 organiza\u021biile care ofereau cursuri de sensibilizare cu privire la fraud\u0103 at\u00e2t angaja\u021bilor, c\u00e2t \u0219i managerilor, \u00eenregistrau pierderi medii cauzate de fraud\u0103 de 84.000 de dolari pe caz, comparativ cu 150.000 de dolari \u00een r\u00e2ndul organiza\u021biilor care nu ofereau astfel de cursuri niciunui grup. De asemenea, s-a constatat c\u0103 num\u0103rul de sesiz\u0103ri din partea angaja\u021bilor a fost de peste dou\u0103 ori mai mare \u00een cazurile \u00een care erau implica\u021bi angaja\u021bi care beneficiaser\u0103 de cursuri de sensibilizare cu privire la fraud\u0103.<\/a><\/p>\n\n\n\n

Acestea sunt corela\u021bii observate \u00een cazurile analizate, nu dovezi c\u0103 instruirea \u00een sine duce la reducerea pierderilor. Cu toate acestea, ele subliniaz\u0103 importan\u021ba sensibiliz\u0103rii ca parte a unui cadru mai amplu de prevenire \u0219i detectare. Instruirea trebuie s\u0103 fie sus\u021binut\u0103 de proceduri clare, controale eficiente \u0219i mecanisme de raportare \u00een care oamenii au \u00eencredere.<\/p>\n\n\n\n

De ce angaja\u021bii p\u0103streaz\u0103 t\u0103cerea chiar \u0219i atunci c\u00e2nd exist\u0103 canale de avertizare?<\/h2>\n\n\n\n

Pentru c\u0103 a avea un canal prin care s\u0103-\u021bi po\u021bi exprima p\u0103rerea \u0219i a avea \u00eencredere \u00een el sunt dou\u0103 lucruri diferite.<\/p>\n\n\n\n

Raportul Ethisphere privind cultura etic\u0103 din 2024<\/a>, bazat pe aproximativ<\/a> dou\u0103 milioane de r\u0103spunsuri ale angaja\u021bilor colectate \u00eentre aprilie 2020 \u0219i martie 2024, a constatat c\u0103 93% dintre angaja\u021bi au declarat c\u0103 ar raporta un comportament necorespunz\u0103tor dac\u0103 ar fi martori la acesta. Cu toate acestea, doar 50% dintre angaja\u021bii care au observat efectiv un comportament necorespunz\u0103tor l-au raportat. Dintre cei care nu au raportat abaterile observate, 48% au invocat teama de represalii, iar 48% au declarat c\u0103 nu credeau c\u0103 vor fi luate m\u0103suri corective.<\/p>\n\n\n\n

Aceste constat\u0103ri eviden\u021biaz\u0103 dou\u0103 bariere distincte: teama de consecin\u021be personale \u0219i lipsa de \u00eencredere \u00een reac\u021bia organiza\u021biei.<\/p>\n\n\n\n

Exist\u0103, de asemenea, o problem\u0103 structural\u0103. Angaja\u021bii pot crede c\u0103 anumite practici sunt deja cunoscute de conducere, c\u0103 nimic nu se va schimba sau c\u0103 a-l contesta pe un individ influent le-ar putea afecta cariera. \u00cen acela\u0219i timp, conducerea poate interpreta absen\u021ba sesiz\u0103rilor ca o dovad\u0103 c\u0103 organiza\u021bia func\u021bioneaz\u0103 bine.<\/p>\n\n\n\n

Prin urmare, un volum redus de sesiz\u0103ri ar trebui interpretat cu pruden\u021b\u0103. \u00centrebarea important\u0103 este dac\u0103 angaja\u021bii au suficient\u0103 \u00eencredere \u00een acest proces \u00eenc\u00e2t s\u0103 \u00eel utilizeze \u0219i dac\u0103 organiza\u021bia reac\u021bioneaz\u0103 \u00een mod adecvat atunci c\u00e2nd ace\u0219tia o fac.<\/p>\n\n\n\n

Ce caracterizeaz\u0103 un sistem eficient de semnalare a neregulilor \u0219i \u00een ce aspecte \u00eent\u00e2mpin\u0103 organiza\u021biile dificult\u0103\u021bi la punerea \u00een aplicare a acestuia?<\/h2>\n\n\n\n

Un sistem eficient trebuie s\u0103 func\u021bioneze de la un cap\u0103t la altul: de la primirea \u0219i confirmarea primirii unei sesiz\u0103ri, trec\u00e2nd prin evaluarea ini\u021bial\u0103, trierea \u0219i investigarea, acolo unde este necesar, p\u00e2n\u0103 la comunicarea informa\u021biilor, luarea m\u0103surilor corective \u0219i urm\u0103rirea evolu\u021biei situa\u021biei.<\/p>\n\n\n\n

O platform\u0103 specializat\u0103 poate asigura o comunicare sigur\u0103, un acces controlat \u0219i o gestionare trasabil\u0103 a cazurilor. Cu toate acestea, tehnologia \u00een sine nu poate garanta c\u0103 o sesizare este evaluat\u0103 \u00een mod impar\u021bial, c\u0103 conflictele de interese sunt gestionate sau c\u0103 se iau m\u0103surile corespunz\u0103toare.<\/p>\n\n\n\n

\u00cen Rom\u00e2nia, Legea nr. 361\/2022<\/a>, care transpune Directiva UE privind protec\u021bia avertizorilor \u00een interes public, stabile\u0219te cerin\u021be referitoare la canalele de avertizare interne \u0219i la protec\u021bia avertizorilor pentru organiza\u021biile care intr\u0103 \u00een domeniul s\u0103u de aplicare. \u00cen practic\u0103, organiza\u021biile pot dispune de politicile \u0219i canalele necesare f\u0103r\u0103 a avea \u00eens\u0103 mecanisme suficient de clare pentru gestionarea cazurilor sensibile, \u00een special a celor care implic\u0103 conducerea sau persoane influente.<\/p>\n\n\n\n

Adev\u0103rata provocare const\u0103 \u00een a se asigura c\u0103 responsabilit\u0103\u021bile, c\u0103ile de escaladare, m\u0103surile de protec\u021bie a confiden\u021bialit\u0103\u021bii \u0219i competen\u021bele decizionale sunt definite \u00eenainte de primirea unui raport. Organiza\u021biile ar trebui, de asemenea, s\u0103 verifice dac\u0103 procedurile lor func\u021bioneaz\u0103 \u00een practic\u0103, \u0219i nu doar dac\u0103 documentele necesare exist\u0103.<\/p>\n\n\n\n

C\u00e2nd ar trebui o organiza\u021bie s\u0103 apeleze la un specialist extern \u00een conformitate sau integritate?<\/h2>\n\n\n\n

Expertiza extern\u0103 poate fi deosebit de valoroas\u0103 atunci c\u00e2nd o chestiune este delicat\u0103, complex\u0103 sau dificil de evaluat \u00een mod obiectiv din interiorul organiza\u021biei.<\/p>\n\n\n\n

Persoanele care lucreaz\u0103 \u00een cadrul unei companii se familiarizeaz\u0103 \u00een mod natural cu rutinele, rela\u021biile \u0219i modurile consacrate de a face lucrurile. Aceast\u0103 cunoa\u0219tere opera\u021bional\u0103 este valoroas\u0103, dar poate crea \u0219i puncte oarbe. Practicile care au devenit normale de-a lungul timpului pot s\u0103 nu mai fie puse sub semnul \u00eentreb\u0103rii, iar persoanelor le poate fi dificil s\u0103 conteste deciziile luate de colegi sau de conducerea superioar\u0103.<\/p>\n\n\n\n

Un specialist extern poate oferi o privire obiectiv\u0103, o perspectiv\u0103 independent\u0103 \u0219i cuno\u0219tin\u021be de specialitate \u00een evaluarea riscurilor, analizarea proceselor \u0219i stabilirea m\u0103surilor adecvate. Acest lucru nu \u00eenseamn\u0103 c\u0103 echipele interne nu dispun de competen\u021b\u0103 sau integritate. \u00censeamn\u0103 c\u0103 independen\u021ba \u0219i judecata de specialitate pot fi deosebit de importante atunci c\u00e2nd interesele, rela\u021biile sau structurile ierarhice ale organiza\u021biei pot influen\u021ba evaluarea.<\/p>\n\n\n\n

Sprijinul extern poate implica revizuirea m\u0103surilor de conformitate, consolidarea controalelor, reorganizarea procedurilor de raportare sau gestionarea unei anchete delicate. Obiectivul este de a ajuta organiza\u021bia s\u0103 stabileasc\u0103 faptele, s\u0103 remedieze punctele slabe \u0219i s\u0103 ia decizii bazate pe dovezi, mai degrab\u0103 dec\u00e2t pe presupuneri sau presiuni interne.<\/p>\n\n\n\n

Cum pot organiza\u021biile s\u0103 afle dac\u0103 programele lor de formare \u00een materie de conformitate \u0219i cultura de raportare a neregulilor dau cu adev\u0103rat rezultate?<\/h2>\n\n\n\n

Trebuie s\u0103 priveasc\u0103 dincolo de prezen\u021ba la cursuri, confirm\u0103rile privind politicile \u0219i num\u0103rul de sesiz\u0103ri primite.<\/p>\n\n\n\n

Cursurile de formare ar trebui s\u0103 \u00eei ajute pe angaja\u021bi s\u0103 recunoasc\u0103 riscurile \u0219i s\u0103 \u00ee\u0219i \u00een\u021beleag\u0103 responsabilit\u0103\u021bile. Managerii ar trebui s\u0103 \u0219tie cum s\u0103 reac\u021bioneze atunci c\u00e2nd cineva semnaleaz\u0103 o problem\u0103, iar cei care se ocup\u0103 de raport\u0103ri trebuie s\u0103 de\u021bin\u0103 competen\u021be adecvate \u00een materie de evaluare, confiden\u021bialitate, conflicte de interese \u0219i gestionarea cazurilor.<\/p>\n\n\n\n

Organiza\u021biile pot evalua eficacitatea prin exerci\u021bii bazate pe scenarii, feedback din partea angaja\u021bilor, evalu\u0103ri ale cuno\u0219tin\u021belor \u0219i analize privind modul \u00een care sunt gestionate rapoartele. De asemenea, acestea ar trebui s\u0103 examineze problemele recurente, \u00eent\u00e2rzierile \u00een urm\u0103rirea acestora, punerea \u00een aplicare a m\u0103surilor corective \u0219i dac\u0103 controalele interne func\u021bioneaz\u0103 conform prevederilor.<\/p>\n\n\n\n

Raportul ACFE din 2026 a constatat c\u0103 sesiz\u0103rile au constituit metoda ini\u021bial\u0103 de detectare \u00een 43% din cazurile de fraud\u0103 \u00een mediul profesional examinate, mai mult de jum\u0103tate dintre acestea provenind de la angaja\u021bi. Sesiz\u0103rile au fost cea mai frecvent men\u021bionat\u0103 metod\u0103 de detectare \u00een cadrul studiului, ceea ce subliniaz\u0103 importan\u021ba asigur\u0103rii accesibilit\u0103\u021bii \u0219i credibilit\u0103\u021bii procesului de raportare.<\/p>\n\n\n\n

O cre\u0219tere a num\u0103rului de sesiz\u0103ri nu \u00eenseamn\u0103 neap\u0103rat c\u0103 num\u0103rul abaterilor este \u00een cre\u0219tere; aceasta poate indica o mai mare con\u0219tientizare \u0219i \u00eencredere. La fel, un volum redus de sesiz\u0103ri nu indic\u0103 \u00een mod automat o cultur\u0103 organiza\u021bional\u0103 s\u0103n\u0103toas\u0103.<\/p>\n\n\n\n

Dac\u0103 o organiza\u021bie ar putea face un singur pas \u00een acest an pentru a-\u0219i consolida abordarea \u00een materie de etic\u0103 \u0219i integritate, ce ai recomanda?<\/h2>\n\n\n\n

A\u0219 recomanda s\u0103 se analizeze discrepan\u021ba dintre ceea ce conducerea crede c\u0103 se \u00eent\u00e2mpl\u0103 \u0219i ceea ce experimenteaz\u0103 angaja\u021bii \u00een practic\u0103.<\/p>\n\n\n\n

\u00centreba\u021bi-v\u0103 ce informa\u021bii ar putea s\u0103 nu ajung\u0103 la factorii de decizie, \u00een ce situa\u021bii angaja\u021bii ar putea fi reticen\u021bi s\u0103-\u0219i exprime \u00eengrijor\u0103rile \u0219i dac\u0103 procedurile existente ar func\u021biona \u00een cazul \u00een care o sesizare ar viza un membru al conducerii superioare sau o \u00eenc\u0103lcare opera\u021bional\u0103 recurent\u0103. Apoi, analiza\u021bi programele de formare, m\u0103surile de control, mecanismele de raportare \u0219i procedurile de escaladare relevante \u00een raport cu aceste scenarii.<\/p>\n\n\n\n

Acest exerci\u021biu poate ajuta la identificarea punctelor slabe \u00eenainte ca acestea s\u0103 se transforme \u00een probleme mai grave. De asemenea, poate eviden\u021bia domeniile \u00een care organiza\u021bia are nevoie de o preg\u0103tire mai bun\u0103, de proceduri mai solide, de expertiz\u0103 independent\u0103 sau de o monitorizare mai eficient\u0103.<\/p>\n\n\n\n

Nu ne putem a\u0219tepta ca liderii s\u0103 \u0219tie tot ce se \u00eent\u00e2mpl\u0103 \u00een cadrul unei organiza\u021bii complexe. Ei sunt \u00eens\u0103 responsabili de crearea condi\u021biilor \u00een care informa\u021biile relevante s\u0103 ajung\u0103 la ei \u0219i de asigurarea faptului c\u0103 organiza\u021bia poate reac\u021biona \u00een mod adecvat.<\/p>\n\n\n\n

Cel mai mare risc nu este \u00eentotdeauna problema care ajunge \u00een sala consiliului de administra\u021bie. Uneori, este problema care nu ajunge niciodat\u0103 acolo.<\/strong><\/p>\n\n\n\n

Despre Denisa Simion<\/h3>\n\n\n\n

Denisa Simion<\/ins><\/a> este o specialist\u0103 cu experien\u021b\u0103 vast\u0103 \u00een domeniul conformit\u0103\u021bii \u0219i integrit\u0103\u021bii, \u00een guvernan\u021ba corporativ\u0103, gestionarea riscurilor \u0219i \u00eembun\u0103t\u0103\u021birea proceselor organiza\u021bionale. Este specializat\u0103 \u00een formarea \u00een domeniul eticii \u0219i integrit\u0103\u021bii, prevenirea fraudei corporative, precum \u0219i \u00een elaborarea \u0219i implementarea unor politici eficiente de conformitate, a unor controale interne \u0219i a unor sisteme de semnalare a neregulilor.<\/p>\n\n\n\n

Combin\u00e2nd viziunea strategic\u0103 cu o \u00een\u021belegere practic\u0103 a modului \u00een care func\u021bioneaz\u0103 organiza\u021biile, ea ajut\u0103 companiile s\u0103 consolideze responsabilitatea, s\u0103 integreze standardele etice \u00een procesul decizional de zi cu zi \u0219i s\u0103 transforme cerin\u021bele de conformitate \u00een practici eficiente \u0219i durabile.<\/p>\n\n\n\n

Pentru a afla mai multe despre serviciile sale, de la analize forensic \u0219i consultan\u021b\u0103 \u00een combaterea fraudei p\u00e2n\u0103 la programe de integritate \u0219i cursuri de formare \u00een rom\u00e2n\u0103 \u0219i englez\u0103, vizita\u021bi denisasimion.ro<\/ins><\/a>.<\/ins><\/p>\n\n\n\n

<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Articol scris de partenera noastr\u0103 din Rom\u00e2nia, Denisa Simion, despre riscurile pe care organiza\u021biile le trec cu vederea, motivele pentru care angaja\u021bii p\u0103streaz\u0103 t\u0103cerea \u0219i modul \u00een care prevenirea, expertiza independent\u0103 \u0219i raportarea eficient\u0103 pot contribui la remedierea acestei situa\u021bii. Whistlelink a ini\u021biat recent un parteneriat cu Denisa Simion \u00een Rom\u00e2nia. Av\u00e2nd o vast\u0103 experien\u021b\u0103 […]<\/p>\n","protected":false},"featured_media":110905,"template":"","format":"standard","meta":{"_yoast_wpseo_focuskw":"cultura de Speak-Up","_yoast_wpseo_title":"Crearea unei culturi a comunic\u0103rii deschise: articol scris de Denisa Simion, \u00een calitate de invitat\u0103","_yoast_wpseo_metadesc":"Denisa Simion vorbe\u0219te despre motivele pentru care angaja\u021bii p\u0103streaz\u0103 t\u0103cerea, despre cum se poate crea o cultur\u0103 a comunic\u0103rii deschise \u0219i despre ce face ca un sistem de semnalare a neregulilor s\u0103 func\u021bioneze."},"blog-category":[232],"class_list":["post-110904","blog","type-blog","status-publish","format-standard","has-post-thumbnail","hentry","blog-category-parteneri"],"yoast_head":"\nCrearea unei culturi a comunic\u0103rii deschise: articol scris de Denisa Simion, \u00een calitate de invitat\u0103<\/title>\n<meta name=\"description\" content=\"Denisa Simion vorbe\u0219te despre motivele 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