Whistleblower Policy
1. Introduction
The Advocacy for Healing, Empowerment and Resilience Initiative (AHERI) is committed to upholding the highest standards of integrity, accountability, and ethical conduct in all its operations.
As an organisation dedicated to supporting women, girls, youth, and students, AHERI recognises that trust is the foundation of its work. This policy provides a safe and structured avenue for individuals to raise concerns about suspected wrongdoing, without fear of retaliation.
2. Purpose and Scope
This policy aims to:
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Provide a secure and confidential channel for reporting concerns or misconduct
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Encourage early reporting of unethical or unlawful behaviour
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Ensure that all reports are taken seriously, investigated independently, and addressed appropriately
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Protect whistleblowers who report concerns in good faith
This policy applies to all trustees, staff, volunteers, partners, beneficiaries, vendors, and any stakeholder connected to AHERI.
3. Reportable Concerns
Reportable concerns include, but are not limited to:
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Fraud, theft, or financial mismanagement
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Corruption, bribery, or abuse of power
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Violations of organisational policies or ethical standards
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Safeguarding concerns, including abuse or exploitation of beneficiaries
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Misuse of organisational resources or assets
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Conflicts of interest that are not disclosed
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Any unlawful activity or breach of regulations
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Attempts to conceal any of the above
Essentially, if something feels wrong, unethical, or harmful to people or the organisation, it should be reported.
3. Reportable Concerns
AHERI provides multiple channels to make reporting accessible and safe:
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Email Reporting: Reports can be submitted via the official organisational email
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Designated Officer: AHERI will appoint a trusted safeguarding or compliance officer to receive reports
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In-Person Reporting: Concerns can be raised directly with a supervisor, trustee, or authorised leader
Whistleblowers are encouraged to provide:
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A clear description of the concern
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Names of individuals involved (if known)
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Dates, locations, and any supporting evidence
Reports may be made anonymously. However, providing contact details can help facilitate further clarification during investigation.
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5. Confidentiality and Protection
AHERI is committed to protecting the identity and safety of whistleblowers.
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All reports will be handled with strict confidentiality
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Information will only be shared on a need-to-know basis for investigation purposes
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Whistleblowers will not face retaliation, discrimination, or victimisation for reporting in good faith
However, if a report is made maliciously or without reasonable grounds, appropriate action may be taken.
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6. Investigation and Response
All reported concerns will:
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Be reviewed promptly and fairly
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Be investigated by individuals who are independent and not connected to the issue
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Result in appropriate corrective or disciplinary action where necessary
Where required, AHERI may involve external authorities or partners to ensure a thorough and unbiased process.
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7. No Detriment (Protection Against Retaliation)
AHERI strictly prohibits retaliation against any individual who raises a concern in good faith.
This includes protection from:
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Job loss or demotion
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Harassment or intimidation
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Discrimination or exclusion
Anyone found retaliating against a whistleblower will face disciplinary action.
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8. Responsibility and Awareness
All members of AHERI, including staff and volunteers, are responsible for:
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Acting with integrity
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Reporting concerns promptly
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Supporting a culture of openness and accountability
Leaders within AHERI are expected to model ethical behaviour and ensure that this policy is accessible and understood.
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9. Policy Review
This policy will be reviewed periodically to ensure it remains effective, relevant, and aligned with best practices and AHERI’s mission.