1. Purpose

Aspire & Reach is committed to the highest standards of integrity, accountability, and transparency.

This Whistleblowing Policy exists to:

• Encourage staff, volunteers, trustees, and partners to raise concerns

• Ensure serious concerns are addressed appropriately

• Protect individuals who report wrongdoing in good faith

• Strengthen organisational governance and public trust

We recognise that speaking up can be difficult. We are committed to creating a culture where concerns can be raised safely and responsibly.

2. Who This Policy Applies To

This policy applies to:

• Employees

• Volunteers

• Trustees

• Contractors

• Agency workers

• Partner organisations

• Anyone working on behalf of Aspire & Reach

3. What Is a Protected Disclosure?

A protected disclosure is a report made in the public interest regarding serious wrongdoing or risks, including but not limited to:

• Criminal activity

• Fraud or financial misconduct

• Corruption or bribery

• Safeguarding failures

• Abuse or neglect

• Health and safety risks

• Breach of legal obligations

• Misuse of funds or charitable assets

• Deliberate concealment of any of the above

This policy does not replace normal grievance procedures but is intended for serious public-interest concerns.

4. Reporting Process

We encourage concerns to be raised as soon as possible.

Step 1 – Internal Reporting

Concerns should normally be reported to:

• Line Manager or Programme Lead

• Designated Safeguarding Lead (if safeguarding-related)

• Chief Executive / Director

• Chair of Trustees (for senior-level concerns)

Reports can be made:

• In writing (email or letter)

• Verbally (in person or by phone)

• Anonymously (where preferred)

Where possible, provide:

• What happened

• Dates and locations

• Names of individuals involved

• Any supporting evidence

Step 2 – Investigation

Aspire & Reach will:

• Acknowledge receipt of the concern

• Assess the seriousness of the issue

• Conduct a fair and confidential investigation

• Take appropriate action

Investigations will be handled sensitively and only shared on a need-to-know basis.

Step 3 – External Reporting

If the concern cannot be resolved internally, or if the issue involves senior leadership, individuals may report to appropriate external bodies, including:

• The Charity Commission

• The Information Commissioner’s Office (ICO)

• The Police

• Local Authority Safeguarding Teams

5. Confidentiality

All whistleblowing disclosures will be handled confidentially wherever possible.

We will not disclose the identity of a whistleblower without consent unless required by law.

Anonymous reports will be considered, although investigation may be more limited without sufficient detail.

6. No Retaliation Statement

Aspire & Reach has zero tolerance for retaliation.

No individual will suffer:

• Dismissal

• Disciplinary action

• Harassment

• Victimisation

• Unfair treatment

for raising a concern in good faith.

Any retaliation against a whistleblower will be treated as a serious disciplinary matter.

7. Malicious Allegations

Concerns raised in good faith are always protected.

However, deliberately false or malicious allegations may result in disciplinary action.

8. Governance & Oversight

The Board of Trustees is responsible for ensuring:

• Proper implementation of this policy

• Independent oversight of serious concerns

• Regular policy review

This policy forms part of Aspire & Reach’s governance and accountability framework.

9. Contact for Whistleblowing Concerns

Primary Contact:
[Insert Name / Role]
Email: [Insert Email]
Phone: [Insert Number]

Chair of Trustees:
[Insert Contact Details]

Final Statement

Aspire & Reach believes that accountability strengthens trust.

We encourage anyone with genuine concerns to speak up. By doing so, you help protect our beneficiaries, our volunteers, and the integrity of our organisation.