We take feedback and complaints seriously.
PRI operates according to its constitution, regulations and policies adopted by the Board, the Management Team or the Executive Director. They are available here. Gender sensitivity, preventing corruption, and reducing our environmental footprint are key principles of operation set out in our 2020-2023 strategy.
If you would like to get in touch with a member of staff details can be found on our staff page. Please also feel free to contact the appropriate person of PRI’s Management Team to share any feedback or complaint you might have. If you feel your complaint must be sent to PRI’s Executive Director, please send it to ORope@penalreform.org.
If you feel your concern cannot be submitted to a member of our staff, or if you feel a response you have received is inadequate, we have a whistleblowing mechanism in place.
We encourage you to consider the following, before submitting an alert through our whistleblowing mechanism:
- Our whistleblowing mechanism should be used:
- As ultima ratio, after you have raised your concern with the appropriate member of staff or if you feel like you cannot raise it with a member of staff directly, and
- To alert PRI on any illegal, improper or unethical practice you might feel that you have witnessed.
- We do not accept anonymous alerts. We however guarantee the protection and confidentiality surrounding the whistleblower’s identity:
- Only the receiving authority (a member of PRI’s Board) will be in knowledge of the whistleblowers identity, and
- The whistleblower’s identity will be disclosed internally only and exclusively if the whistleblower agrees this would facilitate solving the concern at hand.
PRI’s Staff Handbook describes in detail how an alert will be treated and the receiving authority will abide by the said regulations. If you wish to receive a copy of the regulations in full, please contact HeadOfSecretariat@penalreform.org. In short, the following steps will be taken upon the reception of a complaint:
- The alert will be reviewed by the receiving authority.
- The alert will be acknowledged in writing by the receiving authority, confirming that an investigation will be held, by whom and setting out the procedure and timescale.
- The receiving authority will share the complaint without disclosing the identity of the whistleblower (except if otherwise agreed upon with the whistleblower) to the appropriate body within PRI to undertake an investigation and act there upon: the Board, the Executive Board and/or the Executive Director.
- Once the investigation has been carried out, appropriate action will be taken if the concern is founded. This may involve disciplinary action or referral to law enforcement if it is believed that a criminal offence may have been committed.
- The whistleblower will be notified of the outcome.
If it appears that the complaint has been made maliciously and in bad faith, knowing it to be untrue, disciplinary action may be taken against the whistleblower or he or she may be referred to law enforcement.
The Board appointed PRI’s Board member David Fathi as the receiving authority for alerts. David Fathi is an attorney admitted to United States federal courts and Director of the National Prison Project at the American Civil Liberties Union.
To submit an alert: please contact David Fathi directly.
Please ensure your email contains the following information:
- Object: ‘Whistleblowing: submission of an alert to PRI’;
- Full name and contact details;
- Description of the nature of your relationship to PRI;
- Do you accept for your identity to be revealed internally;
- Nature and description of the allegations of illegal, improper or unethical practice;
- Description of how you have witnesses the alleged illegal, improper or unethical practice;
- Potentiel evidence (attachements).
Internal whistleblowing mechanism
In addition to the whistleblowing mechanism described above, PRI has also put in place an internal whistleblowing mechanism exclusively reserved for members of staff [link to be added soon]. Please refer to the Staff Handbook to get the access code of the private page, as a mean to ensure that the internal whistleblowing mechanism is exclusively used by members of staff.