Adam Waytz floats the idea:
What if every organization, particularly those in highly regulated industries, explicitly created a whistle-blower position? The job seems essential, yet applicants might be scant and coworkers might view them similarly to the childhood schoolmate who reminds the teacher about the homework assignment.
The position’s social, reputational, and emotional risks thus make whistle-blower the perfect job for a robot. Robots—and algorithms—largely lack the “hot” social and emotional attributes that commonly (and, often, unfairly) litter portrayals of many whistle-blowers—self-interest, revenge, spite, disloyalty, betrayal, and resentment. At the same time, robots are proficient at “cold” skills necessary for diligent evaluation and inspection of organizational errors—calculation, routinization, automation, and consistency.