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Speak Up – Incident Reporting at CSR
CSR is committed to conducting business honestly, with integrity, and in accordance with our values and standards of expected behaviour.
Unfortunately, sometimes we see, or experience, behaviours or situations that may fall short of these standards. This could be anything from illegal conduct to behaviour that isn’t in line with our values or Code of Business Conduct.
If this happens, CSR encourages the reporting of these matters to ensure it is aware of and can deal with them. Such reporting is encouraged for all CSR Group employees, together with contractors, suppliers, and other service providers.
It's important to know the difference between an 'incident report' and what is called a 'whistleblower report'. You can read about what makes a 'whistleblower report' different below.
Ways to Speak Up @ CSR.
Talk to your manager
If possible, and where appropriate, we encourage you to first discuss your concerns with your manager.
Talk to HR
Reporting to your business unit HR Manager or the Executive General Manager of Human Resources.
Talk to your General Manager
Reporting to the General Manager of your business unit.
Confidential Report
Confidential incident reports are handled by STOPline - an independent external service provider with a secure process for anonymously reporting real or suspected improper conduct.
STOPline will record information that is disclosed by a confidential reported and forward the matter to CSR for investigation. Unless the reporter consents, information on on the reporter's identity will not be forwarded to CSR.
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Whistleblower Report
In some circumstances, individuals may wish to remain anonymous, or may otherwise feel that they need support and protection as a result of reporting an incident.
This is sometimes known as a 'Whistleblower Report' and you can read more about that below.
What makes a 'Whistleblower Report'?
In some circumstances, individuals may wish to remain anonymous, or may otherwise feel that they need support and protection as a result of reporting an incident.
Certain types of incident reports will be eligible for special protection under whistleblower protection legislation, including allegations of fraud or theft, corruption, illegal activity, a serious or systematic breach of our internal policies (including CSR’s Code of Business Conduct), negligent acts, a breach of trust or a breach of duty, a significant risk to public safety or the stability of the financial system or a breach of law.
By way of contrast, personal work-related grievances will generally not qualify for protection under whistleblower legislation.
CSR has specific whistleblower policies and procedures which provide further details regarding the making, and investigation, of eligible whistleblower reports:
- For CSR employees, contractors, suppliers and other service providers based in Australia, view CSR's Whistleblower Policy.
- For CSR employees, contractors, suppliers and other service providers based in New Zealand, view CSR's Whistleblower Policy.
For individuals wishing to make a report under the Whistleblower policy in Australia or New Zealand details on how you can make a report are contained in the relevant policy.
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