Reporting concerns

Our Dignity at Work process

Dignity at Work Policy

The fundamental principles of Equality, Diversity and Inclusion (EDI) are core to our values and ways of working and they’re core to what makes GC a great place to work.

Our Dignity at Work Policy document outlines the types of situations when the policy may be used; potential options for resolution, and the support available to all colleagues affected by the process. It outlines the roles and responsibilities and should be read in conjunction with the Dignity at Work procedure (see below) for more detailed guidance.

This policy is specifically for complaints relating to allegations of bullying, harassment, discrimination, or victimisation. Where a colleague has a complaint about any other workplace matter, they should refer to the Grievance Policy.

Dignity at Work Procedure

This procedure ensures that anyone has a safe space to raise their concerns/ complaints of bullying and harassment.

All genuine complaints and concerns raised by colleagues will be treated seriously and sensitively with proper investigation: proportionate to the issues raised and carried out in as timely a manner as possible.

This procedure should be read in conjunction with the Dignity at Work Policy.

Colleagues should follow this procedure if their complaint relates to allegations of bullying, harassment, discrimination, or victimisation. All other grievances should be raised under the Grievance Policy.

Whilstleblowing

GC is committed to conducting business fairly, honestly and with transparency and in compliance with all legal and regulatory obligations.

Whilst ‘Do the Right Thing’ is one of GC’s Values, all organisations face the risk of things going wrong from time to time and it is important that there are processes in place for GC to be made aware of any concerns so that these can be investigated and appropriate action taken.

'Whistleblowing' is when a colleague raises a concern about certain types of wrongdoing. This will usually be something they have seen at work, though not always.

There will be no adverse consequences for a colleague who raises such a concern as the Public
Interest Disclosure Act 1998 (‘the Act’) makes it unlawful to dismiss, discipline or victimise a worker
who ‘blows the whistle’.

Our GC Whistleblowing Policy and Whistleblowing Procedure is therefore to:

• Encourage and empower colleagues to speak up and report suspected wrongdoing as soon as
  possible, in the knowledge that their concerns will be taken seriously and investigated as
  appropriate, and that their confidentiality will be respected.
• Provide colleagues with guidance as to how to raise those concerns.
• Confirm to colleagues that they will be able to raise genuine concerns without fear of reprisals, even if they turn out to be mistaken.

You can contact Whistleblowing@growthco.uk, or by call 07467 742660.