📜Whistleblowing
Version 1.0 | This Policy was approved on 01 March 2022.
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Introduction
Definitions
This document employs terms related to the DCDR Advocacy that can be found in the TIOF terminology.
For a structure of The IO Foundation, please visit
The IO Foundation's Organizational Chart
The IO Foundation's Organizational Taxonomy
About this document
This document, hereinafter the Policy, sets out the position maintained by TIOF in matters of Whistleblowing that you will need to be aware of while being a TIOF Member. You should familiarize yourself with it and comply with it at all times. Any questions you may have with regard to its contents or what you have to do to comply with it should be referred to your corresponding Team Human Resources Manager.
This Policy sets out TIOF's approach to the necessary arrangements for sick pay and for reporting and managing sickness absence.
Any Member who breaches this Policy will face disciplinary action, which could result in dismissal for gross misconduct. In particular, failure to protect a whistleblower or interfere with any such related ongoing investigation will be treated as misconduct under our Disciplinary Procedures. Any non-employee who breaches this Policy may have their contract (or equivalent official relationship with TIOF) terminated with immediate effect.
This document complements TIOF's Code of Conduct.
This document does not form part of any Engagement Document and we may amend it at any time following the procedures described in TIOF's Statute.
Scope
This document directly applies to:
All TIOF Members
This document indirectly applies to:
The policies set out in this document apply to all TIOF Members unless otherwise indicated. They therefore apply to Members of the Boards (Directors, Advisers, Consultants), Employees, Volunteers and Interns; this is irrespective of their engagement type. They equally apply to all Contributors and will be used as part of the selection criteria when engaging with them.
This Policy applies within all TIOF Spaces, including (although not limited to) management activities, contributions or events; it and also applies when an individual is officially representing the organization in public spaces. Examples of representing the organization include (although not limited to) using an official e-mail address, posting via any official channel or acting as an appointed representative at an event.
Review and Amendments This policy shall be reviewed regularly to ensure its continued relevance and effectiveness. Amendments may be made to adapt to new legal requirements, changing circumstances or to better serve the organization's Mission.
Policy details
Whistleblowing statement
The IO Foundation is committed to conducting its advocacy and all of its business in an honest and Rights & Obligations manner and expects all TIOF Members and Contributors to maintain high standards in this regard. Any suspected wrongdoing should be reported as soon as possible and will be investigated with the outmost confidentiality.
It is crucial to understand that a whistleblowing scenario is never desired. Should the concerns raised be proven to be true, it is not the whistleblower's fault, rather the organization's.
In other words, whistleblowing can only happen if the organization hasn't done its job properly.
Please remember that presumption of innocence applies to everyone.
This applies to both the whistleblower and the organization alike.
What is whistleblowing?
Whistleblowing is the reporting of suspected wrongdoing or dangers in relation to our activities. This includes, although not limited to, bribery, facilitation of tax evasion, fraud or other criminal activity, miscarriages of justice, health and safety risks, damage to the environment and any breach of legal or professional obligations.
When judging if a wrongdoing may have occurred, it is important to evaluate the intention behind it.
How to raise a concern
If you have any whistleblowing concerns, you should contact your corresponding Team Human Resources Manager.
We will arrange a meeting with you as soon as possible to discuss your concern. You may bring a colleague or union representative to any meetings under this Policy.
Your companion must respect the confidentiality of your disclosure and any subsequent investigation.
Confidentiality
We hope that Members will feel able to voice whistleblowing concerns openly under this Policy. Completely anonymous disclosures are difficult to investigate. If you want to raise your concern confidentially, we will make every effort to keep your identity secret and only reveal it where necessary to those involved in investigating your concern.
External disclosures
The aim of this Policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases you should not find it necessary to alert anyone externally.
The law recognizes however that in some circumstances it may be appropriate for you to report your concerns to an external body such as a regulator. We strongly encourage you to seek advice before reporting a concern to anyone external. Some organizations specialize in such advice. You can find some Contacts at the end of this Policy.
Protection and support for whistleblowers
We aim to encourage openness and will support whistleblowers who raise genuine concerns under this policy, even if they turn out to be mistaken.
Whistleblowers must not suffer any detrimental treatment as a result of raising a genuine concern. If you believe that you have suffered any such treatment, you should inform your corresponding Team Human Resources Manager immediately. If the matter is not remedied you should raise it formally using as stated in the Grievances section under TIOF's Human Resources Policy.
Retaliation
You, or any other TIOF Member or Contributor, must not threaten or retaliate against whistleblowers in any way. If you are involved in such conduct you may be subject to disciplinary action. We wish to note that in some cases the whistleblower could have a right to sue personally for compensation in an employment tribunal.
False allegations
Should we conclude that a whistleblower has made false allegations or acted in an otherwise malicious intention, the whistleblower may be subject to disciplinary action according to our Disciplinary Measures section under TIOF's Human Resources Policy.
Contacts
The following is a non exhaustive list of external organizations to which you could reach out to seek advise on whistleblowing.
Should you wish to suggest additional external organizations to be added to the list, please reach out to your corresponding Team Human Resources Manager.
UK Members
Protect Helpline: 0203 117 2520 | E-mail: [email protected] | Website: www.pcaw.co.uk
Other jurisdictions
This section will be updated as we gather the necessary information for missing jurisdictions.
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