Staff awareness of grievance mechanism
This criterion assesses whether at least 90% of staff and volunteers demonstrate awareness of the organization's justice and dispute resolution mechanisms when surveyed. It evaluates the organization's commitment to ensuring that all team members understand how to access support when conflicts arise or ethical concerns need to be raised. The maxim ‘No harm and no reciprocating harm’ (La darar wa la dirar) and the principle of blocking means to evil (Sadd al-dhara’i) oblige leadership to provide safe, accessible channels and protect from retaliation. This mechanism is linked to the Hisbah tradition of public accountability and the Prophetic command to 'help the oppressor' by stopping them from oppression (Sahih al-Bukhari 2444), making explicit the institutional lineage of speaking up for justice.
- How does the organization ensure all new staff and volunteers are made aware of the grievance and dispute resolution mechanism upon joining?
- What ongoing communication methods are used to periodically remind all personnel about the mechanism, its purpose, and how to access it?
- What are the results of the most recent staff survey regarding the percentage of personnel who are aware of the grievance mechanism?
- Beyond simple awareness, what measures are taken to ensure staff and volunteers understand the principles of confidentiality, impartiality, and non-retaliation embedded in the process?
- How are volunteers, shift/field staff, and non-digital workers reached (translations, posters, toolbox talks)?
- What independent channels exist (trustee/third-party/anonymous) and how are they tested?
- How is non-retaliation monitored post-report (follow-ups, HRIS checks)?
- What percentage passed scenario-based questions by role?
- How is the ethic of amr bil ma'ruf embedded in speak-up communications and training?
- Show the 1-page ‘Where do I report?’ decision tree/escalation map (with examples). How is it distributed and when was it last tested/updated?
- For each substantiated report, what is the retaliation monitoring protocol (check-ins at 2, 6, and 12 weeks; HR/Trustee sign-off; documentation)?
- Copy of the documented grievance and dispute resolution policy.
- Onboarding and induction materials (e.g., employee handbook, presentation slides) that explain the mechanism.
- Anonymized staff survey results, including the specific question(s) asked about awareness of the grievance mechanism and the corresponding data/report.
- Survey instrument pack: question bank, role-scenario bank, scoring rubric/answer key, and version history.
- 1-page grievance/whistleblowing/safeguarding escalation map and distribution evidence (screenshots/posters/handbook page).
- Examples of ongoing communications about the mechanism (e.g., emails, newsletter articles, internal posters, meeting minutes where it was discussed).
- Board/trustee minutes evidencing annual review of speak-up arrangements and KPI.
- Training records with completion and pass rates (including onboarding within 30 days).
- Privacy notice for grievance/whistleblowing; DPIA; data processing agreements with hotline providers; retention schedule.
- Evidence of channel testing (e.g., scenario drill logs).
| Level | Rating | Description |
|---|---|---|
| 5 | 5/5 | Excellent awareness levels (≥95% staff and volunteers awareness with comprehensive assessment, ≥85% response rate, effective follow-up, and speak-up confidence index ≥80%) |
| 4 | 4/5 | Good awareness levels (≥90% staff and volunteers awareness with appropriate assessment and follow-up, with ≥75% response rate) |
| 3 | 3/5 | Awareness levels between 85-89% |
| 2 | 2/5 | Awareness levels between 75-84% |
| 1 | 1/5 | Awareness levels below 75% or no assessment conducted |
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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