The School is committed to fostering a culture of openness, integrity, and accountability. Our Whistleblowing Policy ensures that all members of the School community, including staff, students, contractors, and vendors, can raise concerns about malpractice, wrongdoing, or risks in confidence and without fear of retaliation. All genuine concerns will be taken seriously and investigated promptly and appropriately.
This Policy has been developed in line with the applicable laws, regulations, regulatory advice, and sector best practices, including the following:
Employees are encouraged to raise any concerns about malpractice, wrongdoing, health and safety, or a person's welfare at work as early as possible. Concerns should be raised internally according to this policy. If internal reporting is not suitable, staff may report to an external body listed in the policy or seek advice from the Protect advice line.
Concerns will be treated confidentially, and identities will not be disclosed without prior consent. Employees will not face penalties for making a disclosure in good faith. This policy aligns with the Public Interest Disclosure Act 1998 and the Employment Rights Act 1996, which protect workers who disclose information about alleged wrongdoing.
To maintain a high standard of openness, the Board of Governors encourages employees to voice concerns promptly, preventing issues from escalating into more severe problems. This policy ensures that concerns are taken seriously and addressed appropriately, fostering a safe and transparent work environment. It also reassures staff that raising concerns demonstrates loyalty and commitment to the organisation, and provides legal protection for disclosures made in the public interest.
This policy applies to all employees, contractors, and associated personnel working at the School, including:
Defining the scope ensures that everyone associated with the School, whether directly or indirectly, understands their obligations and responsibilities under this policy, fostering a culture of compliance and accountability.
The Board of Governors is committed to ensuring all staff are aware of this policy through induction and regular reminders.
This policy applies to serious concerns regarding service provision, conduct of employees, the Board of Governors, or others acting on their behalf. It includes issues that:
Concerns covered by this policy include:
Concerns that do not qualify as whistleblowing include personal grievances such as bullying or harassment. Issues affecting individuals or related to employment contracts should follow the staff grievance procedures.
For guidance on whether a concern is a whistleblowing issue or a grievance, contact Protect (formerly Public Concern at Work), which offers:
This rule defines the scope of the whistleblowing policy, clarifying the types of concerns it covers and distinguishing them from personal grievances. It provides clear guidance on when to use the whistleblowing policy and where to seek further advice, ensuring proper procedures are followed and promoting accountability.
The Board of Governors has appointed the following contacts for reporting concerns:
When raising a concern, you should provide as much background and context as possible. You are not required to prove the allegation beyond doubt, but you must act in good faith and reasonably believe that the information and any allegations are substantially true. Reports made to any other staff member must be promptly forwarded to one of the named contacts.
This rule clarifies the designated contacts for reporting concerns, ensuring all disclosures are directed to the appropriate individuals. It establishes the requirement for good faith in reporting, which is essential for the protection of all parties involved and for maintaining the integrity of the process.
The following steps will be taken to address concerns raised under this policy:
Initial enquiries will be made to determine whether an investigation is necessary. Depending on the nature of the concern, it may be:
Within 10 working days, the named contact will:
If investigation officers need to meet with you, this can be off-site if preferred, and you may bring a trade union representative or another advisor. All parties must maintain strict confidentiality.
The relevant board will take steps to minimise any difficulties you may face as a result of raising a concern and will support you if you need to provide evidence at a criminal or disciplinary hearing.
While confidentiality will be upheld, the board will make efforts to inform you of the investigation’s outcome where possible.
This rule ensures a clear and systematic approach to handling concerns, protecting all individuals involved. It establishes timeframes for acknowledging and addressing concerns, provides support for individuals, and maintains confidentiality, while also aiming to keep individuals informed of outcomes. This process is essential for upholding transparency and fairness within the institution.
To ensure consistent handling of whistleblowing concerns, the President will oversee operational management and maintain central records in the Automated Governance System (AGS). An annual report will be submitted to the Board of Governors, including an anonymised summary of:
This rule ensures systematic oversight and transparency in managing whistleblowing concerns. By maintaining central records and providing an annual report, it facilitates consistent practice, accountability, and continuous improvement, while protecting confidentiality and providing valuable insights for enhancing organisational practices.
The following metrics will be measured and regularly reviewed as performance indicators for the School to ensure the effectiveness of this policy and associated operations.