Wycliffe Bible Translators believes that each person matters to God, which is why we seek to translate the Bible so that everyone can have access to God’s word in the language they know best.

It also means that we are committed to reflecting God’s character in maintaining the highest possible biblical standards of integrity and accountability in the work we do.

All those involved with Wycliffe across the world – along with staff of partner organisations – are obliged to conduct themselves in keeping with these high standards and to treat everyone with dignity and respect.

Whether you are a Wycliffe member, staff, volunteer, or a member of the public, the information below will help you report any concerns you may have about the behaviour of Wycliffe people around the world.

Safeguarding

Wycliffe is committed to the safety, security and dignity of children and adults who are vulnerable or at risk.

Any allegation or concern regarding the abuse of a child or a vulnerable adult must be treated seriously and be reported as soon as possible to the local safeguarding officer or by using the contact information below.

Whistleblowing

When someone discovers information which they believe shows serious malpractice, unacceptable behaviours, practices or wrongdoing by Wycliffe members, staff or volunteers – including staff working for our partners, it is essential that the individual is able to report concerns without fear of reprisal, and independent of immediate line management. Internal grievance procedures should be accessed for issues which are of personal rather than public concern.

Legislation protects employees and members of the public who raise legitimate concerns about specified matters. It makes provision about the kinds of disclosure which may be protected and the circumstances in which disclosures are protected. These rules are therefore intended to comply with legislation by encouraging staff to make disclosures about fraud, misconduct or wrongdoing without fear of reprisal, so that problems can be identified, dealt with and resolved quickly.

This policy is based on the following principles:

  • It is important to eliminate wrongdoing. Please report anything that you become aware of that is, or might be, illegal.
  • You will not be victimised or dismissed for raising a legitimate matter under this procedure.
  • Victimisation of a staff member for raising a qualifying disclosure under this procedure will be a disciplinary offence and will be dealt with under Wycliffe’s disciplinary procedure.
  • Covering up someone else’s wrongdoing is also a disciplinary offence. Never agree to remain silent about a wrongdoing, even if told to do so by a person in authority.
  • Making a false, and malicious, allegation is a disciplinary offence.

Certain kinds of disclosure qualify for protection against victimisation or dismissal. These are disclosures of information which are in the public interest, made in good faith and which you reasonably believe tend to show one or more of the following matters is either happening now, took place in the past, or is likely to happen in the future:

  • a criminal offence
  • the breach of a legal obligation
  • a miscarriage of justice
  • a danger to the health and safety of any individual
  • damage to the environment
  • deliberate concealment of information tending to show any of the above.

Your belief must be reasonable, but it need not be correct. It might be discovered subsequently that you were, in fact, wrong, but you must be able to show that you held the belief in good faith and that it was a reasonable one to hold in the circumstances at the time. Note that it is not your responsibility, but rather that of Wycliffe, to investigate the matter.

Reporting procedure

In order to qualify for protection, there are specified methods of disclosure, or procedures, which you should follow in order to disclose one of the above matters. Wycliffe encourages you to raise your concerns under this procedure in the first instance.

If you wish to make a qualifying disclosure, you should, in the first instance, report the situation to your line manager. If you do not wish to speak to your line manager, please contact Lighthouse Services:

Website: www.lighthouse-services.com/wycliffe

Telephone: From the UK phone 0800 890011, and on being asked which number you are calling, enter 800-603-2869. A list of freephone numbers globally is available here.

Email: reports@lighthouse-services.com (including the company name with report).

Disclosures should be made as promptly as possible so that the matter can be investigated and any appropriate action taken.

All qualifying disclosures will be treated seriously. You may be asked to provide a written statement, setting out the nature and details of your qualifying disclosure and the basis for it. You could be asked to attend a meeting at which your disclosure will be discussed. Confidentiality will be maintained throughout the investigatory process to the extent that this is practical and appropriate in the circumstances.

Once the investigation has been completed, you will be informed in writing of the outcome and of the company’s decisions. You will also be notified of your right to appeal against the company’s decision, and informed of how this may be done.

You will not be penalised for raising a qualifying disclosure which is not upheld, unless the complaint was both untrue and made in bad faith.

Wycliffe is committed to taking appropriate action with respect to all qualifying disclosure which are upheld. This could include taking internal disciplinary action and/or reporting the matter to external authorities. Please note that it may not be possible to guarantee total confidentiality at this point. If no action is to be taken, the reasons for this will be explained to you.

If, on conclusion of the above process, you reasonably believe that appropriate action has still not been taken, you may then report the matter to the relevant external authorities. However, the company always encourages staff to raise their concerns directly in the first instance so that issues can be dealt with promptly.

NB If your concern relates to a breach of your own contract of employment, you should use the company’s Grievance Procedure.