Whistleblowing

How staff may raise concerns about issues of impropriety or malpractice

The British Library seeks to conduct its business honestly and with integrity at all times. However, it is acknowledged that all organisations face the risk of their activities going wrong from time to time, or of unknowingly harbouring malpractice.

Our Whistleblowing Policy sets out how staff should raise concerns with regard to the conduct of others in the Library or the way in which the Library is run, and ensures that staff can make such disclosures in the public interest without fear of reprisals.

Any staff member having a genuine concern about an issue of impropriety or malpractice, as opposed to a grievance, is encouraged to raise it. In the majority of instances the most appropriate place to raise concerns will be with their line manager or a more senior manager. However, in some cases approaching the line manager may be neither appropriate nor desirable. In such cases, and where the concern falls under the protected disclosure criteria set out in the policy, they should write to Chair of the Board Audit Committee, who is the Board member entrusted with the duty of investigating staff concerns. The letter should be sent in a sealed envelope marked ‘In Confidence” to: 

Chair of the Board Audit Committee
C/O the Secretary to the British Library Board
British Library
96 Euston Road
London
NW1 2DB

Alternatively, they may contact the Library's Head of Governance (as secretary to the Board) to request a telephone call with the Chair of the Board Audit Committee to raise their concerns. Details of the call will be recorded in lieu of the letter.

Whistleblowing Policy Contents

  1. Purpose
  2. Definition of Whistleblowing - Protected Disclosure
  3. Scope
  4. Policy Statement - Disclosure & Protection
  5. General Principles & Procedure - Internal Disclosure
  6. General Principles & Procedure - Departmental Disclosure (DCMS)
  7. Confidentiality
  8. When External Disclosure is Reasonable & Appropriate
  9. Whistleblowing Information & Employment Tribunals
  10. Monitoring (Case Details / Equality & Diversity)
  11. Responsibility