Speaking Up. Staying Safe. Doing What's Right.
 

At Lakota Hub C.I.C. in Stockton-on-Tees, we are committed to maintaining high standards of honesty, integrity, safeguarding and accountability.

We believe everyone should feel confident raising genuine concerns about wrongdoing, unsafe practices or misconduct.
 

Our Whistleblowing Policy provides a clear and supportive way for staff, volunteers, contractors and others involved in our activities to speak up without fear of unfair treatment.
 

What Is Whistleblowing?

Whistleblowing means reporting suspected wrongdoing that may affect other people, our organisation or the wider public.

Concerns may include:
 

• Safeguarding: Risks to children, young people or vulnerable individuals.

• Health and Safety: Unsafe working practices or serious safety concerns.

• Financial Misconduct: Fraud, bribery, corruption or misuse of funds.

• Legal Compliance: Criminal activity or breaches of legal obligations.

• Organisational Conduct: Serious misconduct, failures in procedures or attempts to conceal wrongdoing.
   

Personal employment concerns are normally addressed through the appropriate grievance procedure, although some concerns may also qualify as whistleblowing.
 

How to Raise a Concern

We encourage anyone with a genuine concern to speak with their line manager or one of our Directors.

Concerns can be raised verbally, in writing or through a confidential meeting.
 

Contact us:

Paul Marriner – Managing Director

Email: paul@lakota.org.uk
Telephone: 01642 378245
 

Joanne Horner – Director

Email: joanne@lakota.org.uk
Telephone: 01642 378245

Address:

Lakota Hub C.I.C.
6B–7B Castlegate Quay
Riverside
Stockton-on-Tees
TS18 3BB
 

If a concern involves one Director, it should be raised with another Director who is not involved. Independent advice or reporting to an appropriate external authority may also be suitable in certain circumstances.
 

What Happens Next?

We take all whistleblowing concerns seriously and aim to respond fairly, sensitively and without unnecessary delay.

Where contact details are available, we aim to acknowledge concerns within 5 working days and provide an initial update within 20 working days, where practicable.

We will assess the concern, consider whether an investigation or external referral is needed and take appropriate action where wrongdoing is identified.

We respect confidentiality as far as reasonably possible and will consider anonymous reports where sufficient information is provided.

Protection and Support

We recognise that speaking up can sometimes feel difficult.

Lakota Hub C.I.C. does not tolerate retaliation, harassment or unfair treatment against individuals raising genuine concerns.

Workers who make qualifying protected disclosures also have legal protections under whistleblowing legislation.

We aim to provide appropriate support, including confidential discussions, reasonable adjustments and information about independent advice.

Any immediate safeguarding concerns must be reported promptly through the appropriate safeguarding arrangements.