Hear and Say holds itself to high standards of conduct and ethical behaviour. To achieve this expectation requires a transparent environment that supports operational feedback and a commitment to hearing both constructive and positive feedback.
Hear and Say supports and encourages the reporting of any matters that contravene Hear and Say’s policies or standards and any contravention of the law. Hear and Say will take relevant steps to investigate Whistle-blower’s concerns and reports, whilst remaining sensitive to those who have reported the activity as well as anyone subject to the report content.
Whistle-blowers are to be protected from personal detriment or reprisal.
A Whistle-blower is someone with inside knowledge of an organisation who reports misconduct or dishonest or illegal activity that may have occurred within that organisation.
A Whistle-blower is entitled to protection under the Corporations Act if they make a qualifying disclosure to an eligible recipient.
A qualifying disclosure involves reporting conduct by Hear and Say or an officer or employee of Hear and Say that represents misconduct, an improper state of affairs or circumstances, or breach of the law. This can include conduct that:
To qualify for protection, the Whistle-blower must have reasonable grounds to suspect that the information they will disclose indicates misconduct. This does not include complaints, general feedback or workplace grievances.
To qualify for protection, a Whistle-blower must make their disclosure to an eligible recipient. An eligible recipient is:
Hear and Say is committed to supporting Whistle-blowers, promoting a culture that encourages and values their contributions, and providing the protections to Whistle-blowers set out in the Corporations Act 2001.
Whistle-blower protections are the protections provided to Whistle-blowers to enable them to come forward to report misconduct without fear of retribution or personal detriment. This protection is provided by The Corporations Act 2001 (Cth) and the Taxation Administration Act 1953 (Cth).
Whistle-blowers, or potential Whistle-blowers, can be compensated for any loss, damage, or injury they suffer. It is illegal to fire, harass or discriminate against a Whistle-blower or potential Whistle-blower because someone thinks they made a disclosure.
A person who believes there has been misconduct is responsible for reporting it and should contact the Hear and Say CEO in the first instance.
A second point of contact that can be used is the Hear and Say Board Chair:
A Whistle-blower Protection Officer will be appointed for each report received. This will be the Hear and Say CEO unless there are extenuating circumstances. The role of the Whistle-blower Protection Officer is to facilitate communications with the Whistle-blower and aid in protecting the Whistle-blowers’ anonymity.
Hear and Say will make all reasonable attempts to protect the anonymity of a Whistle-blower throughout the investigation process unless:
A Whistle-blower Investigation Officer will be appointed to oversee investigations stemming from Whistle-blower information. They will present the Board updates and findings in respect to investigations instigated.
Anyone who is subject to an investigation will be treated with respect and given the opportunity to provide information towards the investigation.
The policy will be available internally with all other Hear and Say Policies and Procedures. The Policy will also be made available to those outside the organisation to access.
Last updated June 2026. Version 4.2.
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