We support your IWO setup with a suitability analysis and certification.
The IWO setup is defined as suitable if the IWO is capable of upholding the following 6 principles
Principle of confidential reporting
•Named point(s) of contact
•Keeping a reporting register
•Organising the identity and retaliation protection measures
•Organising case access and approval management
Principle of independence/impartiality
•No direct involvement/instructions from general management
•Direct reporting to general management is best avoided, indirect reporting to general management via a Whistleblowing Committee is recommended
•If an existing function is chosen, it should be a second line of defense risk management function
•No conflicts of interest, both personal and functional
•Sufficient level of authority within the organisation
•Justifiable towards internal and external stakeholders
Principle of competence
•Experience with or having followed trainings about dealing with whistleblowers, the execution of internal investigations and the use of interview techniques
•Justifiable towards internal and external stakeholders
Principle of diligence
•Following up on notification and status reporting deadlines
•Using a risk scoring methodology to ensure a consistent approach across cases and entities
•Have access to everyone in the company and to all data belonging to the company
•Sufficient availability if combined with other functions/tasks
•Open-minded fact-based decision making
•Justifiable towards internal and external stakeholders
Principle of free choice of reporting destination
•Free choice between group and local reporting - the IWO function can not be shared between entities >249 employees
•Explaining that reporting to the competent authorities is (although not preferred) optional
Principle of trust
•Trusted by all internal and external stakeholders