A high standard of integrity and service is expected of our staff and clergy. Mostly that standard is met, but occasionally individuals can fall short of what is expected. When this occurs there are different ways to respond.
At whatever level you are concerned, please be assured that your complaint will be taken seriously. The documents on this page set out our guidance on making complaints and relevant associated policies.
We understand that making a complaint can be difficult and we want to help. Please see below for information on how to make a complaint.
Safeguarding Complaints
Further information regarding safeguarding can be found here.
In an emergency, if a child or vulnerable adult is considered to be at risk of immediate harm, the police should be called on 999.
If you need immediate advice or help on Monday to Friday 6pm – 8am or on weekends and Bank Holidays: 0300 555 1373.
Complaints Linked to Safeguarding
For complaints that could in any way be linked to a concern about safeguarding and the welfare of children and vulnerable adults, you must contact:
Complaints About Members of Clergy
If you’re looking to make a complaint about a member of clergy, the first step is to read the below policy:
This policy outlines the two main stages of making a complaint – the informal stage, which involves speaking to the clergy person, and perhaps your Archdeacon or Area Dean, and the formal stage, which would initiate a Clergy Discipline Measure (CDM).
Who to Contact After Following These Processes
If you still have concerns or wish to speak to someone about your complaint, please get in touch with the Bishop’s Chaplain using the contact details below:
For Complaints About Members of Clergy
Chaplain to the Bishop of Winchester
Complaints About Diocesan Office Employees
If you wish to make a complaint about a member of diocesan staff, you can do so by contacting our Director of Human Resources below:
Complaints About Diocesan Office Employees
Whistleblowing Policy
Whistleblowing is where an individual raises concerns with an organisation or regulatory body of suspected wrongdoing at work. Officially this is called ‘making a disclosure in the public interest’.
Workers who make such a disclosure are protected by law, under the Public Interest Disclosure Act 1998, from detrimental treatment or victimisation by their employer if, in the public interest, they blow the whistle on wrongdoing.
The WDBF is committed to ensuring those who work with or for the WDBF maintain the highest standards of honesty, integrity and accountability and this policy sets out the procedure by which any concerns about possible wrongdoing can be raised and how such concerns will be dealt with.