Page 5 - Whistleblowing Policy 2020 12.54 p.m. 17th January 2021

• Failure to comply with a legal obligation or Statutes
• Dangers to Health & Safety or the environment
• Criminal activity
• Improper conduct or unethical behaviour
• Attempts to conceal any of these

Safeguarding: Child Protection
Members of staff should use the school’s whistleblowing policy if they have any concerns about the
handling of safeguarding matters either in general or in specific cases, should they feel unable to raise
concerns regarding child protection failures internally. We make it clear both in induction and other
training and in guidance provided for staff that they have a responsibility to speak up about safeguarding
and welfare matters within our school and to external agencies where necessary. This is one part of the
way in which we establish in our school a positive, safeguarding culture. The school also has a culture
of valuing staff and of reflective practice. There are procedures for reporting and handling concerns,
including poor or unsafe practice and potential failures in the safeguarding regime, provision for
mediation and dispute resolution where necessary. Training and support are provided for staff including
transparency and accountability in relation to how concerns are received and handled.

Our school has regard to KCSIE (DfE: September, 2018) and as a result has clear processes for reporting
and recording allegations.

How to raise a concern – general
• Employees are encouraged to set out in writing the background and history of the concern, giving
names, dates and places where possible and the reason why they are particularly concerned
about the situation. If employees do not feel able to put their concern in writing the matter can
be raised by telephone or by way of a meeting with the appropriate person. In any event,
employees should try to make an immediate note of relevant details, e.g. what was said in a
telephone or other conversation.
• Employees are encouraged to express their concerns at the earliest opportunity. The earlier a
concern is raised, the easier it is normally to take action. When raising concerns employees must
declare any personal interest they have in the matter. Although employees are not expected to
prove the truth of an allegation, they will need to demonstrate to the person contacted that there
are sufficient grounds for a concern. However, they should not attempt to investigate a concern
or accuse individuals directly. Employees may invite their trade union or professional association
to raise the matter on their behalf.
How to raise a concern – main steps
• As a first step an employee should normally raise concerns with her/his immediate manager.
This depends, however, on the seriousness and sensitivity of the issues involved and who is
thought to be involved in the malpractice. For example, if an employee believes that her/his
immediate line manager is involved, the employee should approach the Headmaster.
• In some circumstances, confidential informal advice from the employee’s trade union or
professional association may help an employee who is unsure of how best to pursue a concern
about malpractice.

How the school will respond
The individual(s) in receipt of the information or allegation (the investigating officer(s)) will carry out a
preliminary investigation on a sensitive and confidential basis. This will seek to establish the facts of
the matter and assess whether the concern has foundation and can or should be resolved internally. The
initial assessment may identify the need to involve third parties to provide further information, advice or

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Rasami British International School is committed to safeguarding and promoting the welfare of students
and expects all staff and volunteers to share this commitment. It is our aim that all students fulfil their potential.