Case IQ Research Study: AI and Whistleblowing: Through the Employee Lens (Canada)
Study Overview
The primary objective of this study was to examine employee perceptions and experiences related to whistleblowing across five countries—USA, Canada, Australia, France, and Brazil. This report focuses on Canada. The research aimed to assess how comfortable employees feel reporting misconduct, their confidence in organizational protection against retaliation, and the perceived effectiveness of whistleblowing programs. Additionally, the study explored the role of organizational culture and leadership in fostering ethical behavior, and evaluated attitudes toward the use of AI-driven whistleblowing tools. By comparing responses across diverse cultural and organizational contexts, the study sought to identify key factors that influence whistleblowing behavior and inform best practices for creating safer, more transparent reporting environments globally.
This was a cross-national quantitative survey conducted across five countries: the USA, Canada, Australia, France, and Brazil. Total Respondents: Approximately 1,090 participants. Country Samples: Each country had a sample size ranging from 210 to 226 respondents. Collected demographics included gender, age, job tenure, customer-facing role (desk-based vs. deskless), and ethnicity (in country-specific files). The survey included both frequency-based and scale-based questions, with responses to scale-based questions measured on Likert-type scales (typically 1–5). Openended (qualitative) responses were also recorded. ANOVA (Analysis of Variance) was used to compare means across countries for key variables. Data were collected through online recruitment platforms (i.e., via online survey platforms) with standardized questions across all countries to ensure comparability.
Workplace Incidents & Reporting
Misconduct is widely observed in Canadian workplaces, with more than half of employees identifying instances of wrongdoing. The 11.3% uncertainty rate may suggest that policies or definitions of misconduct are unclear to some employees. Among those who witnessed misconduct (N = 127), only 55.9% reported the issue, while 44.1% did not. This reporting rate is noticeably lower than the U.S. benchmark (72.7%), indicating a greater reluctance or inability among Canadian employees to act on observed misconduct. The number one reason cited for not reporting an incident was “fear of retaliation,” followed by “stress”, and “power imbalance/authority of wrongdoer”.
Whistleblowing Programs & Company Culture
The existence of Whistleblowing programs in Canada is low, with only 37% of Canadian employees affirming their company offers one. Of that 37%, 63% say it is effective compared to the 1 in 5 employees who claim it is not effective. These results suggest that Canadian employers should seriously consider adding a whistleblower program for employees, as once they are deployed, employees see value in the program.
To foster a speak-up culture, leadership must set the example. Senior leaders among Canadian organizations get decent marks for doing so, with nearly 56% of respondents believing that their senior leadership teams promote a culture of ethical behavior and accountability, but compared to other countries, there is room for improvement. For comparison, in the US, the figure is 78%.
Artificial Intelligence
Roughly half of Canadian employees say they do not have concerns about using AI in whistleblowing, while just over a quarter do express concerns, and a notable share (23%) remain uncertain. This reflects a more cautious stance than U.S. employees, with higher uncertainty and concern.
Nearly ninety-two percent of respondents believe disclosure should be mandatory, with the remainder either opposing it or uncertain. This is higher than the 82.7% “Yes” response in the U.S. With Canadian employees requiring even more for transparency than their U.S. counterparts, employers would be wise to take a programmatic communication approach and position AI as a tool for human-led processes.
This is a notable finding: about 54% believe AI can make reporting safer, while only 14% disagree outright, and about 32% are unsure. This stands in sharp contrast to U.S. respondents, where 77.8% said yes, reporting would be safe with AI.
To read our full findings and recommendations, read the report.
About the Author
Shannon Walker is the Founder and President of WhistleBlower Security Inc. and the Executive VP of Strategy at Case IQ. WBS was founded in 2005 and acquired by Case IQ in 2023 after years of partnering on global intake solutions for mutual clients. Shannon is a thought leader on whistleblowing, ethics, corporate culture, and diversity in the workplace. A former elected City Official, Shannon has also sat on numerous non-profit and community boards and is currently on the BC Epilepsy Society Board.
About the Researcher
Dr. Rene Arseneault is an assistant professor of human resources at the University of Laval. His research focuses include recruitment and selection, personality, job design, and cross-cultural differences in the workplace. He has published over a dozen academic, peer-reviewed articles and presented his work at top-tier conferences worldwide.
