St Anne’s is committed to ensuring an open culture, where people feel comfortable and safe in raising concerns related to concerning conduct, behaviour and practices of others. We are committed to continuous improvement within our services and the quality of the care and support we provide our clients and the welfare of our staff are both considered to be a priority.
Staff members are in a key position to ensure the safety and welfare of both the people we support and our colleagues and are in one of the best positions to notice serious issues within St Anne’s. As an organisation we recognise this is the case, but we also know that it can be difficult to raise concerns regarding the actions of those around you and that staff must feel safe in raising concerns and that the organisation will act on information it receives.
St Anne’s Whistleblowing Policy exists to protect whistleblowers and to make clear the steps that you should follow if you witness or suspect malpractice, misconduct or abuse. Whistleblowing is defined as “raising concerns about wrongdoing, risk or malpractice, which affects others, with someone in authority, either internally and/or externally”. It is the reporting of suspected misconduct, illegal acts or omissions on
the part of St Anne’s Community Services or any of its employees or Board members. Staff can “Whistle-Blow” both internally and also to external bodies. Where staff wish to raise genuine concerns which are believed to be in the public interest, the Public Interest Disclosure Act 1998 (PIDA) provides legal protection to whistleblowers from victimisation or unfair treatment as a result of raising an issue.
This policy provides staff with information on how to make disclosures and sets out how whistleblowing concerns will be addressed when received by the organisation. This policy applies to all permanent and temporary workers. People working for St Anne’s on a casual, voluntary or agency basis also have the right to raise a disclosure under this policy.