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Policy

Corporate Governance Framework

Our corporate governance framework sets out the necessary responsibilities and procedures that guarantee we operate properly.

Published
29 October 2021

Last updated
15 December 2025 - Changes

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  1. Contents
  2. Code of conduct for employees
  3. Employee concerns about improper conduct

Employee concerns about improper conduct

82. The Commission relies on you to inform us if you believe that you are being asked or required to act in a way which:

  • is illegal, improper, or unethical
  • is in breach of a professional code
  • may involve possible maladministration, fraud or misuse of public funds
  • is otherwise inconsistent with this Code.

83. You must also draw attention to cases where:

  • there is evidence of criminal or unlawful activity by others
  • you believe there is evidence of irregular or improper behaviour elsewhere in the organisation
  • you are required to act in a way which, for you, raises a fundamental issue of conscience.

84. You should either raise the matter through your manager or approach, in confidence, the Chief Executive or a Commissioner.

85. If you have reported a matter as above, but believe that the response you have received does not represent a reasonable response to your concern, you may report the matter in writing to a Director at the Department of Culture Media and Sport who will investigate the matter further.

86. In accordance with the Public Interest Disclosure Act 1998 (opens in new tab), the Commission has a 'Speak Up (Whistleblowing)' Policy which outlines the protections from detrimental treatment or victimisation if in the public interest you blow the whistle on wrongdoing. The supporting guidance on how to Speak Up details how confidentiality can be protected, how issues can be raised anonymously and what happens when you Speak Up. The Speak Up (Whistleblowing) policy and supporting guidance can be found in the Policy Centre on the Commission’s Intranet.

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