Whistle blowing policy

Lead Trustee:    Bob Smith
Lead SMT:     Deputy Head
Deputy Lead:     Head of pastoral care

The policy is based on sound principle described at the start of the policy.
We recognise that ‘minor’ concerns may well be under-reported and the policy describes an approach to these which encourages staff to feel their concerns are always respected and valued.
The procedure is clear and straightforward and gives protection to staff as well as fairness to those who may be investigated.
 
The over-riding principle of whistleblowing is safeguarding
If a member of staff has any concerns that require immediate action following procedure of the Child Protection Policy, Whistleblowing and Allegations Policy. They need to be dealt with immediately. Inaura’s most important principle is keeping our students safe.

Inaura School follows LA guidelines for whistleblowing procedures for schools. This policy forms part of our Child Protection and Safeguarding protocols. This policy applies to all employees and volunteers working with Inaura.

•    Inaura works within all legal requirements and regulations and expects all employees to co-operate in this by adhering to all laws, regulations, policies and procedures.
•    Any employee becoming aware of another employee acting inappropriately is obliged and encouraged to report this activity.
•    Inaura is committed to the values of accountability, but the determined perpetrator may find a way round systems and procedures. It is therefore necessary for all managers and staff to be aware of what is required in the event of suspicions. This document sets out the procedure for employees who wish to notify any suspicions and also how the School should respond.

The policy encourages employees to feel confident in raising serious concerns about practice and providing them with a method of raising concerns and receive feedback on how this is being followed up
We are also concerned that infringements which may be viewed as ‘minor’ do not go unreported. Minor infringements mount up, undermine team self-respect, and may be markers for other concern. Minor matters can be dealt with discreetly and informally although the underlying principles are the same. Staff concerns will always be treated with respect and due consideration

This policy contains the provisions required by the Public Interest Disclosure Act 1998 The School is committed to and takes seriously malpractice and other illegal acts

The Whistleblowing Policy encourages and enables employees to voice their concerns without fear of victimisation, subsequent discrimination or disadvantage.

Inaura is committed to the highest standards of openness, honesty and accountability. In line with that commitment we encourage employees, and others that we deal with, who have serious concerns about any aspect of our work work to come forward and voice those concerns.

Staff including SMT are expected to lead by example. No one is perfect but it is hard to criticise others if our own practice is slip shod.

All concerns are treated as made in confidence and every effort will be made not to reveal employees’ identities if that is their wish.

The policy makes provision for concerns raised about the Headteacher or Head of Pastoral Care

It also covers Anonymous Allegations and untrue allegations and states how the School will respond.

If staff are not satisfied the policy makes provision for tehm to take their concern further.

Further advice can always be obtained from “Public Concern at Work”, is a voluntary organisation who offer confidential legal advice to employees of any organisation.

The service is offered free 
Tel: 020 7404 6609  www.pcaw.co.uk 
 
If employees take their concerns outside of the School, this policy does not apply.