We encourage any person who has a concern about unethical or improper conduct to speak up. We will support you and we will properly investigate your concerns.
We are committed to the highest standards of conduct and promoting a culture of honest and ethical behavior, compliance, and good corporate governance.
Who can make a complaint?
Any current or former: employees, board directors, contractors, suppliers, providers or their relatives or dependents.
What is unethical or improper conduct?
Any actions or circumstance in relation to YWCA Canberra, where a YWCA Canberra employee or officer has engaged in conduct that is:
- Dishonest
- Fraudulent
- Corrupt
- Illegal
- Unethical
- Theft or financial loss
- Harassment or unlawful discrimination
- Serious and a substantial waste of public resources
Out of scope
- Reports that relate solely to personal work-related grievances
- Complaints about the level of service from the organisation or a particular staff member
- Difference of opinion about a policy
- Employment disputes
What will YWCA Canberra do if you raise a concern?
YWCA Canberra will acknowledge your disclosure in writing and then review the disclosure and conduct a risk assessment.
As well as a risk plan an investigations plan will be developed to determine:
- nature and scope of the investigation
- identify a lead for the investigation
- indicative timeframes
Investigations will be conducted confidentially, fairly, objectively and without bias. The length of the investigation will depend on the complexity of the disclosure. We will make every effort to conduct the investigation as efficiently and within the least amount of time as possible.
We will keep you informed throughout the investigation. If you have made an anonymous report, communication can be complex. We would advise, if you can, to remain in contact with the organisation so we can ask any follow up questions or provide feedback.
What protections will YWCA Canberra give me if I raise a concern?
We are committed to ensuring that any person who makes a disclosure is treated fairly and does not suffer detriment, and that their confidentiality is preserved. Detrimental acts include:
- dismissal of an employee
- alteration of an employee’s position or duties to their disadvantage
- harassment or intimidation of a person
- harm or injury to a person, including psychological harm
- damage to a person’s reputation
- damage to a person’s financial position or business
How do I get in touch?
If there is conduct that you believe doesn’t feel right, you can make a disclosure by:
- having a conversation with an Executive Director
- speaking to the Quality and Risk manager
- emailing the quality inbox (quality@ywca-canberra.org.au)
- emailing the Chair of the Audit and Risk Committee (auditandrisk@ywca-canberra.org.au)
- speaking to the CEO