What’s in a name? – Would whistle-blowing be a more acceptable practice if it was called by another name? What other names might it be called that would find acceptance in corporate culture? Organizations should use a more acceptable name to encourage employees to come forward with concerns or complaints of wrongdoings within the company. Whistle-blowing may be a strong incentive for some individuals. However, often both the whistle-blower and the individual involved in the wrongdoing are treated as suspect. Whether or not the allegations are eventually proven, both the whistle-blower and those accused of wrong doing pay a price. Corporate culture has the responsibility to provide employees with compliance policies that will assist them with programs and policies designed to encourage employees to raise safety concerns. Groups that have recently assumed or are considering assuming these forms of strategies which are commonly referred to as whistleblower policies stand to learn from establishments that have years of knowledge in initiating and refining them. A whistle-blower may innocently come forward with allegations against another, only to face severe scrutiny and charges of disloyalty. Some experts mention that more than 60 percent of whistle-blowers suffered at least one damaging result, for example being pressured to withdraw their charges, being ostracized by coworkers, and even being threatened with a lawsuit. Whistle-blowers can be fired and “blackballed” in the industry. Companies will benefit from implementing a policy called “collaboration policy” to encourage employees to come forward with and work together as a group to correct any complaints or concerns they may have regarding corporate misconducts found within the company. The term “whistleblower” raises certain negative descriptions because whistleblowers are considered to be a squealer or troublemakers. A company that wants employees to report concerns does not help reach that objective by promising employees who follow the policy that they will be assigned a judgmental label such as whistleblower. Whistleblowing does not appropriately describe behavior that the policies should encourage. For instance, company policies will encourage employees to raise concerns even if they are insignificant. Most policies also encourage employees to deal right with their direct manager in reporting concerns, unless the supervisor is implicated in the problem. Assigning the name “whistleblower policy” over this workplace leadership alters day‐to‐day discussions with immediate managers about workplace concerns into something with a label that doesn’t fit whistleblowing. This is not only wrong but also is not advantageous.