Whistleblowing is the disclosure of information which relates to suspected wrongdoing or dangers in the school community. A ‘whistleblower’ is a person who raises a concern about anything they witness or become aware of which is seen to be inappropriate, negligent, illegal or in any way putting the health and safety of school community members at risk.
All ICS employees have a responsibility to report any concerns about poor or unsafe practices, including in relation to the care and protection of staff and/or student(s) at ICS. If the person believes that best practice in this area is not being adhered to or that a practice may put a staff and/or student(s) at risk, they should report the concern to the Principal or Child Protection Lead. If the concern relates to the Division Lead, they should contact the Deputy Head of School. Any whistleblowing concerns can also be raised directly with the School Board. Concerns raised under this Whistleblowing Policy are distinct from concerns or allegations about an adult's suitability to work with or have access to children. No member of staff will suffer a detriment or be disciplined for raising a genuine concern about unsafe practices, provided they do so in good faith and follow the whistleblowing procedures.
The ‘whistleblower’ would see this concern as genuine and would raise the concern in good faith, keeping the wellness of students at the forefront. If staff are uncertain about whether their concerns fall under the ‘whistleblower’ category, they should check with the Principal or Child Protection Lead. All adults have a responsibility to raise concerns if they relate to child protection and the safety of the staff or students. If an adult has a concern that is beyond the scope of a direct supervisor, they should report immediately to a division lead. If the concern relates to the Division Lead or there is a conflict of interest, the ‘whistleblower’ should report the concern to the Deputy Head of School or Head of School. The concern should be raised as quickly as possible. Dealing with a concern raised by a whistleblower, the leadership member or their representative should arrange a meeting with the ‘whistleblower’ as soon as possible after the concern is brought to their attention. The leadership member or their representative should record the concerns and follow up as required. Recorded concerns and all related documentation will be kept in a confidential file indefinitely. If the person who is responsible for compiling the file leaves the school, he/she is required to pass on the files to HR and the Deputy Head of School. The leadership member or their representative will do their best to ensure the identity of the whistleblower will remain confidential. It is often not possible to maintain confidentiality, and if this is the case, it will be explained to the ‘whistleblower’. The ‘whistleblower’ will be informed of the outcome of the investigation as appropriate. If the complaint or reported concern is proved to be unfounded, no action will be taken against the ‘whistleblower’ if the concern was raised in good faith. If an employee misuses this policy by making malicious or repeated complaints that are unsubstantiated, actions may be taken against them according to the Code of Conduct/Staff Handbook.
If a ‘whistleblower’ concern is raised regarding a member of the Executive Leadership Team, the whistleblower should report the matter to the Child Protection Lead and the same procedures are followed.
If a member of staff has a personal difficulty (such as medical, mental, emotional, physical) which could impact on their ability to carry out their job responsibilities or could potentially put the health, safety and wellbeing of students or staff at risk, they have a responsibility to inform their supervisor or XLT so that support can be provided and necessary measures taken. While such reporting will remain confidential in most situations, this cannot be guaranteed where personal difficulties raise welfare or safety concerns of others. The school recognizes that it may be stressful and challenging to raise these concerns to a member of the leadership team and will offer support to the whistleblower. Considerations about who the whistleblower discloses to and who investigates, based on professional and personal connections with the accused and whistleblower, should be taken into account.
Suspicions and allegations of child abuse by teaching staff, non-teaching staff, outsourced staff, service providers, volunteers or visitors will be responded to in a manner which best ensures the student’s immediate and long-term safety. If an allegation is made against an adult or an adult has put a student at risk, or acted inappropriately, this will be managed by the Child Protection Lead. If the allegation is made against a staff member, it will be managed by a member of the Executive Leadership Team. If the allegation is made against a member of the XLT, the case will be handled by the Child Protection Lead with responsibility for Child Protection. All allegations will be taken seriously and treated without favoritism or prejudice. If the school determines that teaching staff, non-teaching staff, outsourced staff, service providers, volunteers or visitors has directly or indirectly participated in any form of abuse or neglect toward or against a student/staff, the individual will face disciplinary action. Disciplinary action could include suspension or dismissal of an employee, termination of a contract or volunteer privileges and informing local authorities, and/or appropriate consulate. If there is insufficient evidence to pursue a criminal prosecution, then a school disciplinary enquiry may still be undertaken to assess the suitability of this individual to work with students. All concerns regarding the suitability of any person to work with students will be based on facts. Allegations will be treated in a confidential manner and the rights of adults will be respected. However, written records of concerns will be kept and stored securely. If concerns have been raised about an adult’s behavior around children, the XLT should keep the records in their personnel file indefinitely. The XLT should keep records regardless of whether the allegations were unfounded. However, if the allegations are found to be malicious, the records should be destroyed immediately. Once an employee leaves the organization, it is the responsibility of the XLT to ensure the personnel file is passed to the Human Resources Department for secure storage. No member of staff will suffer a detriment or be disciplined for raising a genuine concern about unsafe practices, provided they do so in good faith and follow the whistleblowing procedures.