The African Center for Governance, Asset Recovery and Sustainable Development.

Whistle Blowing Policy

AFRICAN CENTER FOR GOVERNANCE, ASSET RECOVERY, AND SUSTAINABLE DEVELOPMENT LTD/GTE

1. PURPOSE

The purpose of this Whistle-Blowing Policy is to provide a clear and confidential mechanism for employees, volunteers, contractors, and other stakeholders of the African Center for Governance, Asset Recovery, and Sustainable Development (The African Center) to report concerns related to unethical, illegal, or unsafe practices within the organization. This policy aims to ensure that such concerns are addressed promptly and appropriately, without fear of retaliation.

2. SCOPE

This policy applies to all employees, volunteers, contractors, board members, and any other individuals associated with The African Center. It covers the reporting of all types of malpractice, including but not limited to fraud, corruption, harassment, discrimination, health and safety violations, financial mismanagement, and breaches of the organization’s policies.

3. POLICY STATEMENT

  • The African Center is committed to maintaining the highest standards of integrity, accountability, and transparency in all aspects of its operations. The organization encourages all individuals to raise concerns about any suspected misconduct or wrongdoing and provides assurance that all reports will be taken seriously, investigated thoroughly, and treated with confidentiality.
  • The organization will not tolerate any form of retaliation against individuals who report concerns in good faith. Retaliation against a whistle-blower will result in disciplinary action, up to and including termination of employment or contract.

4. DEFINITIONS

  • Whistle-Blowing: The act of reporting concerns or suspicions of wrongdoing, unethical behavior, or illegal activities within an organization.
  • Whistle-Blower: Any individual who raises concerns or makes a report under this policy.
  • Retaliation: Any adverse action taken against a whistle-blower in response to their report, including but not limited to dismissal, harassment, demotion, or discrimination.

5. TYPES OF CONCERNS TO REPORT

Whistle-blowing concerns may include, but are not limited to, the following:

  • Fraud and Corruption: Any act of dishonesty, theft, bribery, or misuse of organizational funds or resources.
  • Financial Mismanagement: Inaccurate financial reporting, misallocation of funds, or any other financial irregularities.
  • Harassment and Discrimination: Any form of harassment, discrimination, bullying, or abuse of power within the organization.
  • Health and Safety Violations: Any practices or conditions that endanger the health and safety of individuals associated with the organization.
  • Breach of Policies: Violations of organizational policies, including those related to safeguarding, ethics, and confidentiality.
  • Legal and Regulatory Breaches: Any actions that are illegal or violate applicable laws, regulations, or contractual obligations.

6. REPORTING PROCEDURES

  • How to Report a Concern: Individuals who have a concern are encouraged to report it as soon as possible. Concerns can be reported through one or more of the following channels:
  • Direct Reporting: Individuals may report concerns directly to their immediate supervisor or manager.
  • Anonymous Reporting: Reports can also be made anonymously if the whistle-blower prefers. However, it should be noted that anonymity may limit the organization’s ability to thoroughly investigate the concern.
  • Information to Include: When reporting a concern, the whistle-blower should provide as much detail as possible, including:
    • The nature of the concern.
    • The name(s) of the individual(s) involved.
    • The date(s) and location(s) of the incident(s).
    • Any supporting evidence or documentation.
    • Any witnesses to the incident(s).
  • Where to Report: All reports should be made to info@africancenterdev.org or +23491511195616.
  • Confidentiality: All reports will be treated with the highest level of confidentiality. The identity of the whistle-blower will be protected and will only be disclosed if absolutely necessary for the investigation, and with the whistle-blower’s consent where possible.

7. INVESTIGATION PROCESS

  • Initial Assessment: Upon receiving a report, an initial assessment will be conducted by the receiving officer to determine the credibility of the concern and the appropriate course of action. If the concern is deemed credible, a full investigation will be initiated.
  • Conducting the Investigation: The investigation will be conducted in a timely, thorough, and impartial manner. Depending on the nature of the concern, the investigation may involve interviews with relevant individuals, a review of documentation and records, and consultation with external experts if necessary.
  • Reporting the Findings: Upon completion of the investigation, the receiving officer will prepare a report outlining the findings and recommendations for corrective action. The report will be submitted to the Executive Director and, where appropriate, the Board of Directors.
  • Corrective Action: Based on the findings of the investigation, appropriate corrective action will be taken to address the issue. This may include disciplinary action against those involved, changes to organizational policies or procedures, and, where necessary, reporting the matter to external authorities.
  • Feedback to the Whistle-Blower: Where possible and appropriate, the whistle-blower will be informed of the outcome of the investigation. However, the specific details of the action taken may not always be disclosed due to confidentiality considerations.

8. PROTECTION FOR WHISTLE-BLOWERS

  • Protection from Retaliation: The African Center is committed to protecting whistle-blowers from any form of retaliation. Any employee or volunteer found to have retaliated against a whistle-blower will face disciplinary action, up to and including termination.
  • Support for Whistle-Blowers: The organization will provide support to whistle-blowers, which may include counseling services, legal advice, or other appropriate assistance. Whistle-blowers who experience retaliation are encouraged to report it immediately to the Whistle-Blowing Officer or the Executive Director.

9. FALSE OR MALICIOUS ALLEGATIONS

While The African Center encourages the reporting of genuine concerns, it also recognizes that false or malicious allegations can cause harm. Any individual found to have made a report that they know to be false or made with malicious intent will be subject to disciplinary action.

10. MONITORING AND REVIEW

This Whistle-Blowing Policy will be reviewed annually or as needed to ensure it remains effective and aligned with best practices and legal requirements. Any updates to the policy will be communicated to all employees, volunteers, and stakeholders.

Updated this 9th day of August, 2024