Principles
The Stewards’ Trust aims to deliver support of the highest standards to our beneficiaries
and to ensure that everyone is treated fairly and kept safe. However, we recognise that
sometimes things can go wrong.
What is Whistleblowing?
A whistleblower is an authorised voluntary worker/member of staff who reports certain
types of wrongdoing.
This procedure applies, but is not limited to, allegations about any of the following:
- Conduct which is an offence or breach of the law.
- Alleged miscarriage of justice.
- Serious Health & Safety risks.
- The unauthorised use of public funds.
- Possible fraud and corruption.
- Sexual, physical or verbal abuse, or bullying or intimidation of employees, volunteers or guests.
- Abuse of authority.
- Other unethical conduct.
The wrongdoing you disclose must be in the public interest. This means it must affect others, for example, the general public.
As a whistleblower you have specific substantial protection in law if you were to be treated unfairly or lose your job, because you ‘blow the whistle’. You can raise your concern at any time about an incident that happened in the past, is happening now, or you believe will happen in the near future.
If Your Concern Doesn’t Qualify As Whistleblowing
If your concern does not fall with the list above and you are an authorised voluntary worker/staff member, you should use the Grievance procedure contained in the Stewards’ Trust Staff Handbook to raise your concern. If you are not a worker/member of staff, you should use our Complaints policy.
Reporting Your Concern
If you see or hear about something that you think is wrong, you should report it to your line manager/host and they will take action to respond to your concerns. However, we recognise the possibility that an individual may feel unable to do so.
Except in an emergency, you should report your concern during office hours Monday to Friday, and ideally make contact by email first to Helen Paterson () or Susannah Steel ().
If you consider the circumstances to constitute an emergency, you should choose as appropriate from the following list
- call 999
- call our ST Safeguarding helpline 0300 3023191
- contact a member of ST staff or a ST trustee
Whether you provide information verbally, or in writing, it should contain as many relevant facts and detail as are available, such as:
- Your name and how you wish to be contacted, for example, a telephone number or email address or postal address.
- Background – relevant dates and the names and positions of anyone who may be able to contribute information.
- You will not be expected to prove any allegation, but you do need to provide information to establish the basis for it.
If you aren’t sure what to do, or are too scared to report your concern, Protect (https://protect-advice.org.uk/) is a charity that supports whistleblowers by providing advice on their website. You can contact them by phone, email or by writing to them.
The Government also produces advice for whistleblowers or you can email the Charity Commission at .
Confidentiality
All allegations will be treated in confidence and every effort will be made not to reveal your identity unless you wish this to be done. However, if the matter is subsequently dealt with through other procedures such as the Disciplinary Procedure, or if the allegation results in court proceedings then you may have to give evidence in open court, if the case is to be successful.
Anonymous Allegations
We encourage whistleblowers to put their name to an allegation wherever possible, as anonymous allegations may often be difficult to substantiate/prove. Allegations made anonymously are much less powerful but anonymous allegations may be considered, taking into account the following.
- The seriousness of the issue raised.
- The credibility of the allegation; and
- Whether the allegation can realistically be investigated from factors or sources other than the complainant.
Untrue Allegations
No disciplinary or other action will be taken against a whistle blower who makes an allegation in the reasonable belief that it is in the public interest to do so, even if the allegation is not substantiated by an investigation.
However, disciplinary action may be taken against someone who makes an allegation without reasonable belief that it is in the public interest to do so. That is, making an allegation frivolously, maliciously or for personal gain, where there is no element of public interest.