Nurture Educational Multicultural Society
Purpose of the Policy
This policy reflects the requirement within the Public Interest Disclosure Act 1998 (The ‘Act‘), which provides protection to individuals who disclose, in good faith, information about alleged wrongdoing at work, providing:
- The information is disclosed in good
- They reasonably believe that the information and any allegation contained in it to be substantially
- The worker does not act maliciously or make false
- The worker does not act for personal
The ‘Act’ protects disclosures of information relating to one or more of the following:
- a criminal offense
- the breach of a legal obligation
- a miscarriage of justice
- a danger to the health or safety of any individual
- damage to the environment;
- or deliberate covering up of information tending to show any of the above five
This policy additionally reflects the requirements of the Code of Fundraising Practice held by the Fundraising Regulator with regard to raising concerns about NEMS’s fundraising practices.
Nurture Educational Multicultural Society is committed to the highest standards of openness, probity, and accountability. In line with that commitment, NEMS has implemented this policy to cover the genuine concerns that a trustee, member of staff, or volunteer may have about suspected wrongdoing within the charity.
In demonstrating this commitment NEMS encourages its trustees, members of staff, and volunteers who have serious concerns about any wrongdoing within the charity to come forward and express their concerns.
This policy is primarily for concerns where the interests of others or those of the charity itself are at risk, including concerns relating to NEMS’s fundraising practices. Any trustee, member of staff or volunteer who raises concerns in good faith can do so on a confidential basis without fear of reprisal or victimization.
This policy applies to Nurture Educational Multicultural Society’s trustees, staff and volunteers.
Nurture Educational Multicultural Society will ensure that a trustee, member of staff, or volunteer who raises issues of wrongdoing in good faith, and who does so lawfully and without malice, is not subject to disciplinary sanctions, victimization, or other penalties for doing so.
Nurture Educational Multicultural Society will not tolerate the harassment or victimization of anyone raising a genuine concern and any such harassment or victimization of an individual for raising a qualified concern will be a disciplinary offense.
Nurture Educational Multicultural Society recognizes that a trustee, member of staff, or volunteer may want to raise a concern in confidence under this policy, and the identity of the person raising the concern will not be disclosed without their consent. However, in situations where concerns cannot be resolved without revealing the Charity’s, staff member’s, or volunteer’s identity (for instance because their evidence is needed in court) this will be discussed with the person raising the concern and a decision reached on how and whether NEMS can proceed.
If misconduct is discovered as a result of any investigation under this procedure, NEMS disciplinary procedure will be used, in addition to any appropriate external measures. Maliciously making a false allegation is a disciplinary offense.
Nurture Educational Multicultural Society recognizes that a trustee, member of staff or volunteer may in exceptional circumstances decide to raise concerns with an appropriate external body such as the Charity Commission or the Fundraising Regulator as the case may be and depending on the nature of the concern. NEMS will work honestly and openly with any such external body to resolve the concern.
In the first instance, any concerns should be raised with the Chief Executive Officer, who will arrange an investigation of the matter. The investigation may involve the person raising the concern and other individuals involved giving a written statement. Any investigation will be carried out in accordance with the principles set out above. The statement of the individual raising the concern will be taken into account and the individual will be asked to comment on any additional evidence obtained. The Chief Executive Officer will take any necessary action, including reporting the matter to the chair of the board of trustees and any appropriate government department or regulatory agency. The Chief Executive Officer will also invoke any disciplinary action required. At the conclusion of any investigation, the individual who raised the concern will be told the outcome and what the charity has done, or proposes to do, about it. If no action is to be taken, the reason for this will be explained. The Chief Executive Officer can be contacted at 4 Glasgow Road Cambuslang, G72 7BW, firstname.lastname@example.org
If the individual raising the matter is concerned that the Chief Executive Officer is involved in the wrongdoing, has failed to make a proper investigation, or has failed to report the outcome of the investigations to the relevant person, the individual who raised the concern should escalate the matter to the chair of the board or trustees. The chair will arrange for a review of the investigation to be carried out, make any necessary enquiries, and make their own report to the board.
If at the conclusion of stages 1 and 2, the individual who raised the concern reasonably believes that the appropriate action has not been taken, the individual should report the matter to the relevant body, which may include the Charity Commission, the Fundraising Regulator or any other relevant body.
Review of Effectiveness
The Chief Executive Officer will:
Regularly review this policy and seek feedback from trustees, staff, and volunteers as to the effectiveness of the policy.
The Chief Executive and Senior Management Team will:
- Implement and communicate the procedures on
- Create a culture that reflects the values and professional standards of the Nurture Educational Multicultural Society.
- Ensure that trustees, staff, and volunteers understand that Nurture Educational Multicultural Society will not tolerate harassment or victimization and will ensure that support is in place if an individual raises an
- Ensure line managers understand how to handle whistleblowing situations through formal training and coaching.