1. Policy Statement
1.1. Yorkshire Housing is committed to the highest standards of quality, probity, openness
and accountability. As part of that commitment, we encourage employees or others
with serious concerns about any aspect of our work to come forward and express
those concerns under our Whistleblowing Policy.
1.2. Yorkshire Housing will ensure that all employees are aware of acceptable standards of practice and behaviour. The Code of Conduct has further details. Advice and guidance can be sought from the People Development Team or Governance Team.
2. What is Whistleblowing?
2.1. Whistleblowing is the act of drawing attention to perceived wrongdoing. It can be
from someone who works for Yorkshire Housing, a volunteer, a customer, stakeholder
or member of the public.
3. When does this policy apply?
3.1. In most cases, concerns or complaints will be dealt with through our normal
procedures, such as the mechanisms for resolving grievances, disciplinary matters,
complaints or concerns relating to equal opportunities. Complaints or personal
grievances aren’t covered by whistleblowing law, unless your particular case is in the
public interest.
3.2. This policy provides for situations when the above arrangements are not possible, and someone believes a significant breach of our high standards has occurred.
3.3. Examples of potential whistleblowing can include:
- Fraud; corruption; breach of contract.
- Negligence; danger to health and safety.
- Administration breach; abuse of those in care
- Unethical conduct and the cover up of any of these issues.
- Modern slavery.
- Criminal activity.
- Neglect of vulnerable customers.
- Offering, taking or soliciting bribes.
- Misreporting performance data.
- Dumping damaging materials in environment.
- Money Laundering.
- Terrorism.
- Bullying.
- Discrimination.
- Any issue that could affect our reputation.
3.4. Certain issues, if considered of a serious nature, may be subject to investigation by
external agencies such as the police.
4. Protection of whistle-blowers
4.1. A report under whistleblowing will be protected. The whistleblower will need to
ensure that they make the report in good faith and that they reasonably believe that
the information disclosed, including any allegation contained in it, are substantially
true.
4.2. The Public Interest Disclosure Act 1998 protects employees against detrimental
treatment or dismissal as a result of raising legitimate concerns about specified
matters. These are called ‘qualifying disclosures’. A qualifying disclosure is one
made in good faith by an employee who has a reasonable belief that:
- A criminal offence;
- A breach of legal obligation (including breach of contract);
- A miscarriage of justice;
- An act creating risk to health and safety;
- An act causing damage to the environment, or
- Sexual harrassment
- Concealment of any of the above.
Has been, is being or is likely to be committed. A reasonable belief is sufficient.
4.3. No employee will be victimised for raising a matter under this procedure if made in
good faith. Victimisation of an employee for raising a ‘qualified disclosure’ will be a
disciplinary offence. However, if an allegation is found to have been made not in good
faith or is deliberately malicious this may also be treated as a disciplinary offence.
4.4. Not sure? seek independent advice if you’re not sure you’re protected, for example, from Citizens’ Advice.
5. Confidentiality
5.1. Reports can be made anonymously or openly. The concerns will be investigated and will be treated confidentially wherever possible. The whistle-blower may say if they
would like to be informed of the outcome and the appropriate method of contact.
However, we will not be able to inform the whistle-blower of any matters which will
infringe our duty of confidentiality to others.
5.2. The policy encourages individuals to put their name to the report as concerns
expressed anonymously are more difficult to investigate. We will take steps to protect
the confidentiality of the Whistle-blower.
6. How to make a report and what happens next
6.1. The Whistleblowing Procedure details how you can report a concern, who to contact and what happens once a concern is raised.
7. Equality, diversity and Inclusion implications
7.1. Making sure that our policies are inclusive and ensure fair treatment for all is really
important to us. The policy ensures fair treatment for anyone who may raise a
concern under this policy or are part of an investigation, regardless of race, ethnic
origin, nationality, gender, disability, religion, marital status, maternity, sexuality or
sexual orientation, or age. If you think we’ve got this wrong, please contact the policy
owner.
8. Reporting and monitoring
8.1. This policy will be reviewed regularly to reflect current legislation and good practice.
A report will be presented biannually to the Audit and Risk Committee.
Download a copy of our Whistleblowing Policy and Procedure (PDF).