Whistleblowing Policy

Introduction

The Social Change Nest CIC (SCN) is committed to maintaining the highest standards of integrity, accountability, and ethical conduct. We encourage an open and transparent culture where concerns about wrongdoing or misconduct can be raised without fear of reprisal.

This policy provides a clear framework for reporting concerns, ensuring that all disclosures are handled appropriately and in line with best practices. It applies to all employees, contractors, volunteers, consultants, interns, casual workers, and agency workers.

SCN upholds the Public Interest Disclosure Act 1998, which protects whistleblowers from retaliation when making disclosures in the public interest.

What is Whistleblowing?

Whistleblowing is the act of reporting suspected wrongdoing, unethical behaviour, or dangers within SCN operations. This may include, but is not limited to:

  • Bribery or corruption
  • Fraud, financial misconduct, or facilitation of tax evasion
  • Criminal activity
  • Breach of legal or professional obligations
  • Health and safety risks, including risks to the public
  • Environmental damage
  • Miscarriages of justice

 

What is Not Whistleblowing?

Concerns of a personal nature, such as workplace disputes, grievances, or dissatisfaction with management decisions, should be raised through SCN’s Grievance Procedure rather than this policy.

How to Raise a Concern

Concerns should be raised as soon as possible and with supporting evidence where available. The following options are available:

Internal Reporting Channels

Where possible, whistleblowing concerns should first be raised with your line manager or designated contact person. If this is not appropriate, or if concerns remain unresolved, then you can email reporting@thesocialchangenest.org. 


Confidential Meetings

Upon raising a concern, a meeting may be arranged to discuss the matter further. You may bring a colleague, union representative, or another support person, who must respect the confidentiality of the disclosure and any subsequent investigation.

Confidentiality and Anonymity

SCN encourages openness in reporting concerns. However, if you prefer to remain anonymous, we will take all reasonable steps to protect your identity.

Your identity will only be disclosed where necessary for a thorough investigation, and you will be informed before any disclosure is made.

Any personal data shared through the whistleblowing process will be handled in accordance with our Privacy Policy.

External Disclosures

If concerns cannot be resolved internally, or if there is a reasonable belief that SCN will not address the issue appropriately, disclosures may be made to external regulatory bodies, such as:

Before making an external disclosure, individuals are encouraged to seek independent advice to ensure they are protected under whistleblowing legislation.

Protection and Support for Whistleblowers

SCN is committed to ensuring whistleblowers do not suffer any retaliation or detrimental treatment for raising concerns in good faith.

  • Any form of harassment, victimisation, or unfair treatment as a result of whistleblowing will be considered a serious disciplinary offence.
  • Whistleblowers will have access to support mechanisms, including confidential advice services and internal support networks.

Malicious or False Allegations

SCN takes all whistleblowing reports seriously. However, if an investigation determines that allegations were made maliciously or in bad faith, disciplinary action may be taken against the individual making the false claim. Please see SCN’s Disciplinary Procedure for further information. 

This does not apply to whistleblowers who raise concerns in good faith, even if the concern later proves to be unfounded.

Training and Awareness

SCN commits to ensuring that all employees and associated personnel receive regular training and awareness sessions on whistleblowing procedures. This helps create a culture where concerns are raised and addressed without fear.

Review and Monitoring

This policy will be reviewed every two years, or sooner if there are changes in legislation or best practices.


For any feedback regarding this policy, please contact: people@thesocialchangenest.org.