If a situation arises whereby an employee or a person employed in a contractual relationship with the organisation, undertaking the employers functions or providing goods or services to the organisation, has serious concerns about any aspect of the organisation’s work they are encouraged to raise those concerns by using the Whistle-blowing Policy adopted by the governing body or board of trustees.
The policy is intended to make it clear that employees can do so without fear of victimisation, subsequent discrimination or disadvantage.
Employees are often the first to realise that there may be something seriously wrong at their workplace. However, they may not express their concerns because they feel that speaking up would be disloyal to their colleagues or to their managers. They may also fear harrassment or victimisation. In these circumstances it may be easier to ignore the concern rather than report what may just be a suspicion of malpractice. Where such instances arise, it is accepted that employees may prefer to do this in a confidential way that avoids any public disclosure of their identity.