Whistleblowing Policy

Transparency is a core value, not just a corporate buzzword

We are committed to maintaining a workplace that is irresistibly human, ethical and free from toxicity, fraud, and exploitation. We cannot fix what we do not know about.

This Whistleblowing Policy empowers you to safely and confidentially report serious misconduct without fear of retaliation. It ensures that our standards remain high and our atelier remains a safe environment for everyone.

1. Who Does This Policy Apply To?

This policy is entirely open. It applies to all permanent employees, freelance contractors, seasonal workers, suppliers, vendors and clients interacting with the AIPX ecosystem. If you see something wrong in our orbit, you have the right, and the responsibility, to speak up.

2. What Should Be Reported?

You should use the whistleblowing channel to report any significant breaches of the aipx Code of Conduct, illegal activities or severe ethical violations. This includes, but is not limited to:

  • Workplace Abuse: Harassment, discrimination, racism, patriarchy, or toxic bullying.

  • Financial Misconduct: Theft, fraud, bribery, corruption or undisclosed conflicts of interest.

  • Human Rights and Labour Violations: Unfair working conditions, labour disputes or supply chain abuses (e.g., modern slavery or child labour).

  • Information Breaches: Unauthorised sharing of client IP, trade secrets or violations of Non-Disclosure Agreements.

  • Health and Safety Risks: Any activities that pose a direct danger to the physical or mental health of our team.

(Note: Routine HR queries or minor disagreements should generally be handled through standard management discussions. The whistleblowing channel is reserved for serious grievances and misconduct.)

3. The Zero Retaliation Guarantee

We strictly prohibit any form of retaliation, occupational detriment or victimisation against anyone who makes a report in good faith.

  • Good Faith: If you report a genuine concern, you are fully protected, even if the investigation ultimately finds no wrongdoing.

  • Consequences of Retaliation: Any team member or manager found retaliating against a whistleblower (e.g., through demotion, exclusion, hostility, or termination) will face immediate, severe disciplinary action, up to and including termination.

4. How to Report + The Anonymity Promise

We have established a dedicated, secure digital reporting channel that routes directly to the Executive Board.

  • The Channel: Reports are submitted via our Secure Whistleblowing and Grievance Report Form.

  • Complete Anonymity: You have the absolute right to remain anonymous. If you choose not to provide your name, your identity will not be tracked or traced. However, we ask that you provide as much detail as possible in your report, as we will not be able to follow up with you for clarification.

  • Confidentiality: If you do provide your name, your identity will be kept strictly confidential and shared only with the specific individuals required to conduct a fair and legal investigation.

5. What Happens After You Report?

We do not let reports sit in a void. When a whistleblowing form is submitted:

  1. Immediate Review: The Executive Board reviews the grievance to determine the severity and scope of the allegation.

  2. Internal Enquiry: If the report holds merit, a formal, confidential investigation is launched. We may pull in external legal counsel or specialist advisors to ensure neutrality and compliance with South African labour laws.

  3. Action and Resolution: If the investigation confirms misconduct, we will take decisive disciplinary and corrective action as outlined in our Disciplinary Policy. Where appropriate and if contact information was provided, the whistleblower will be updated on the general outcome of the investigation.