Owner: CEO
Last updated: July 2022
PURPOSE AND SCOPE
inHive is committed to being open, honest and accountable. We encourage a free and open culture in dealings between trustees, staff, consultants and volunteers working at InHive. This policy aims to help trustees, staff, consultants and volunteers who ‘blow the whistle’ on malpractices within our organisation to raise any serious concerns that you may have about colleagues or InHive. The policy is intended to work alongside and further strengthen other policies at inHive, including our commitment to safeguarding of children, youth and vulnerable adults.
InHive will comply with statutory requirements to protect whistle-blowers from victimisation or dismissal.
This policy covers all employees, consultants, volunteers and interns.
This policy does not form part of any employee’s contract of employment and we may amend it at any time.
This policy does not deal with any complaints staff may have about their employment, or for personal or individual grievances. This should be dealt with through InHive’s’ Grievance Procedure.
WHAT IS WHISTLEBLOWING?
Whistleblowing, or public interest disclosure, is intended to encourage a worker to report a concern about the improper actions or omissions of their colleagues or their employer which may cause harm to others or to the organisation.
The legislation provides that the incident about which the employee ‘blows the whistle’ must fall into one of the following categories:
- a criminal offence has been or is likely to be committed
- there has been or is likely to be a breach of any legal obligation
- a miscarriage of justice has occurred, is occurring or is likely to occur
- the health and safety risk to an individual is or is likely to be endangered
- there is, has been or is likely to be damage to the environment
- there is, has been or is likely to be a deliberate concealment of information relating to of any of the above.
Issues of safeguarding of children, youth and vulnerable adults – preventing their abuse – as outlined in our Safeguarding policy, may fall into one of the above categories and should be considered as a potential subject of whistleblowing.
The whistle blower should reasonably believe the information and allegation that they are making is substantially true, even if the information later turns out to have been incorrect. Whistleblowing is not the same as making a complaint or raising a grievance, where the individual is saying that they have personally been poorly treated.
It is not necessary for individuals who raise a concern to prove the wrongdoing that is alleged to have occurred, is occurring or is likely to occur. However, if an individual knowingly or maliciously makes an untrue allegation InHive may take appropriate disciplinary action.
WHISTLEBLOWING REPORTING PROCEDURE – HOW TO RAISE A CONCERN IN THE WORKPLACE
Prior to reporting the incident, you must ensure that you have a genuine belief that the alleged malpractice has occurred, is occurring, or is likely to occur.
Individuals should in most cases, first report their concern informally to their manager, who is expected to respond to or resolve that matter as promptly as reasonably practicable.
If the relevant manager cannot deal with the matter, he or she may raise the concern with Kamini Paul CEO, on kamini@inhiveglobal.org . Dependent on the seriousness and sensitivity of the matter, and who is suspected of the wrongdoing, the individual can, if necessary report the concern directly to the CEO. If the matter concerns the CEO, it should be raised with the Chair of the Board of Trustees. If you are still dissatisfied with the decision or action taken and the Chair of the Board of Trustees has not been contacted, you should contact the Chair of the Board of Trustees who will either consider the matter themselves or designate another appropriate Board member or independent representative to do so.
Individuals are encouraged to raise their concerns in writing where possible, setting out the background and history of their concerns (giving names, dates and places where possible) and indicating the reasons for their concerns.
How the concern is dealt with will depend on what it involves. It is likely that further enquiries and/or investigation will be necessary. InHive will give the individual feedback on the progress and outcome of an investigation wherever possible.
PROTECTING THE INDIVIDUAL RAISING THE CONCERN
We aim to encourage openness and will support whistleblowers who raise genuine concerns under this policy, even if they turn out to be mistaken.
If an individual raises a concern which they believe to be true, InHive will take appropriate action to protect the individual from any detriment, victimisation or bullying. If you believe that you have suffered any such treatment, you should inform your manager immediately. If the matter is not remedied you should raise it formally using our Grievance Procedure. Employees who raise a genuine concern under this policy will not be at risk of losing their job, nor will it influence any unrelated disciplinary action or redundancy procedures.
Any concerns will so far as reasonably practicable be dealt with in the strictest confidence at all times, although it must be recognised that in certain circumstances it will be difficult for us to pursue a complaint or to consider the actions, words or conduct of an alleged wrongdoer without the complainant’s identity becoming known. In that case, we may need to disclose the complainant’s identity to that person or to a third party in order to give them a right of reply and/or to properly investigate the complaint. If the concern cannot be resolved without revealing the individual’s identity, the CEO will discuss with the whistleblower whether and, if appropriate, how, to proceed. The CEO will take into account the seriousness of the matter and whether an investigation can be carried out based on the information provided.
No inHive staff members should threaten or retaliate against whistleblowers in any way. If you are involved in such conduct you may be subject to disciplinary action. In some cases, the whistleblower could have a right to sue you personally for compensation in an employment tribunal.
If an individual needs support to do so, they can contact Protect (an independent whistleblowing charity who operate a confidential helpline) on 020 3117 2520, email: whistle@pcaw.co.uk , website: www.pcaw.co.uk. Protect will be able to advise on such matters.
If you would like to raise a concern, please contact the CEO or the Chair of the Board of Trustees.