Report a Concern
This section explains the various ways that colleagues can report a concern.
The different ways for reporting include:
Discussing it informally with your line manager
Raising a formal written grievance
Calling our confidential whistleblowing hotline
Contacting the external speak in confidence website
The best route will depend on the nature of the concern you have.
We know that issues or concerns can arise in the course of employment. In accordance with our DOES value of openness, we want colleagues to be able to raise concerns so that they can be considered and addressed. That can help make your workplace more enjoyable for you and help eradicate poor practices, where they arise.
Most concerns are best raised informally with your line manager in the first instance. However, there are a range of ways of reporting a concern. Those various routes and examples of when they should be used are set out below...
The Society expects that most concerns can be resolved informally. We encourage colleagues to resolve any issues informally in the first instance. If this is not possible, you should raise the matter with your line manager. If you feel unable to approach your line manager directly, then you should speak informally to a more senior manager or HR advisor, who will discuss ways of dealing with the matter. You may also contact HR advice at HR.email@example.com to seek advice in resolving any issues informally.
This route is suitable for most workplace issues or concerns that impact a colleague.
Where attempts to resolve the matter informally have been unsuccessful, or if the matter is very serious, it may be appropriate for a formal grievance to be raised under the Society’s Grievance Policy.
This route is suitable for more serious workplace issues or concerns that have impacted a colleague, or where the informal route has failed.
Where a colleague becomes aware of suspected illegal activities, wrongdoing or malpractice in relation to the Society’s activities, they are encouraged to report the concern in accordance with the Society’s Whistleblowing Policy.
This route is suitable where a colleague believes that there have been serious and/or illegal acts, including corruption, criminal activity, miscarriages of justice, health and safety risks, damage to the environment, any breach of legal or professional obligations, or harm or risk of harm to children.
Speak in Confidence
The external speak in confidence website provides colleagues with the opportunity to confidentially ask questions, provide feedback and raise concerns they may have about matters within the Society.
This route is suitable where the informal route has not resulted in an answer, and where it wouldn’t be appropriate to raise a grievance or contact the whistleblowing hotline.
We have a zero-tolerance approach to corruption within the Society, whether in the form of fraud, bribery, facilitation of tax evasion, or other. The Society’s Bribery and Fraud Policy and Anti-facilitation of Tax Evasion Policy set out more detail of when the various forms of corruption may have occurred and the ways in which they can be reported.
This route is suitable where a colleague suspects or becomes aware of bribery, fraud, facilitation of tax evasion or other forms of corruption within the Society.