RFSL is strengthening its whistleblowing procedures through an external whistleblowing function. This is in the form of an external reception and investigation function managed by Grey Advokatbyrå AB. This is part of ongoing measures to ensure that RFSL is perceived as a safe and secure environment for support seekers, members, volunteers, elected representatives, employees, partners and everyone else who visits us.
Anyone who suspects serious irregularities involving persons active within RFSL can make a report. A report to Grey Advokatbyrå AB must be made if it is objectively justified to investigate whether the person in question has been involved in serious irregularities.
A report to the whistleblowing function can be made anonymously. Those who wish to remain anonymous can either choose not to provide any information that reveals their identity to the external receiving function or explicitly state that they wish to remain anonymous.
Things to consider before applying
- Remember to write information as detailed and accurate as possible.
- Who/whom within RFSL is affected by your complaint?
- Who/whom is/are suspected of having committed breaches of the law or other serious irregularities concerning RFSL and to which your report relates?
- When did the incident/legal infringement you want to report occur?
- Describe in more detail the event/breach of law to which your report relates (in the description, you should distinguish between what you know and what you think):
Do you have any other relevant comments on the event/breach of law to which your complaint relates?
When a tip is received by the external reception function, an initial assessment of the case is made. It is then handed over to an internal investigation group within RFSL with a recommendation for further handling or dismissal. RFSL receives statistics and an overall picture of the reports received, and the association's auditors have insight into the handling.
The notification should be made to Grey law firm. Please use the contact details below:
Telephone: 070-792 04 24
Telephone hours: Monday-Friday 08.00-16.30
E-mail: in**@*********at.se
Visiting address: Birger Jarlsgatan 12, 114 34 Stockholm
Whistleblowing means reporting serious wrongdoing in the association that could harm members, staff, elected representatives and/or the association. It can be, for example:
- unlawful conduct - serious abuse of power or position of trust.
- Discrimination, sexual harassment and other forms of harassment.
- Incorrect accounting or auditing practices.
- Actions that may cause damage to persons or property.
- Bribery.
- Extortion.
Action plan for safety and quality within RFSL
Members, support seekers, employees, partners, visitors and participants in our activities must be able to trust that RFSL has procedures and approaches for safety and high quality in its activities. In particular, it is about those who seek support and are in a vulnerable situation being able to trust that they will receive the right support in a safe way. It is not just about rules but about culture and systematic work over time.
Some actions started in 2020 and will be intensified in 2021. Actions will be added in 2021 based on new lessons learned and the current situation.
Measures to be taken
- Review of existing policies and procedures at national level (ongoing)
- Review of support in policy documents and procedures from federations to departments (ongoing)
- Review of policy documents and procedures in departments for increased coherence throughout RFSL (to be initiated)
- Evaluation of union-wide rules on whistleblowing, member networks and RFSL Newcomers (to be started)
- Improved information on whistleblowing and complaint handling (ongoing)
- Bringing in external expertise in whistleblowing management (ongoing)
- Evaluate handling of previous whistleblowing, complaints and incidents (to be started)
- Review support for whistleblowers (to be launched)
- Conversation meetings and seminars on culture of silence, consent and vulnerability within RFSL and the LGBTI movement (to be started)
- Developed and coherent routines when working with particularly vulnerable LGBTI people throughout RFSL (to be started)
- Common guidelines for risk and safety analysis for project activities and evaluate if and how projects can be implemented safely. (in progress)
- Improved coordination and communication between unions, chapters and Newcomers groups (ongoing)
- Ensure that codes of conduct are updated and used in internal training (ongoing)
- Common requirements for volunteer training throughout RFSL (to be started)
- Training on updated policies, procedures and on values (to be started)
- Developed security procedures and guidelines for managing internal and external risks (ongoing)
- Developed procedures for crisis management at national and local level (ongoing)
- Strengthened support in employer issues throughout RFSL (initiated)
- Strengthened work on performance auditing throughout RFSL (to be initiated)
- Bring in external expertise for security assessments (ongoing)
- Developed and coherent quality surveys in unions and departments (to be launched)
- Improved member communication (in progress)
