Discussion Questions
Questions you might ask a group to consider to help your organization decide what behavior requirements and expectations should apply to protect individuals who report concerns, make disclosures, or cooperate in investigations:
1. Scope of Protection
- Who should be protected under our non-retaliation policy (e.g., participants, staff, volunteers, families)?
- What types of actions or disclosures are we protecting—formal complaints only, or informal concerns too?
2. What Retaliation Looks Like
- What does retaliation look like in our setting (e.g., gossip, exclusion, reassignment, hostility)?
- Can retaliation be subtle, unintentional, or systemic—and how do we identify it?
3. Reporting and Response
- How can someone report retaliation without fear of further harm or being disbelieved?
- How do we ensure that those accused of retaliation are fairly evaluated and held accountable?
4. Culture and Leadership
- How do we reinforce a culture where speaking up is seen as a strength, not a threat?
- How do we train leaders and frontline staff to respond supportively to concerns, even when they’re uncomfortable?
5. Investigations and Safeguards
- How do we ensure investigations and follow-ups don’t result in isolation or retribution for those involved?
- What steps do we take to protect a reporter while also respecting the rights of the person being reported on?
Behavior Requirements & Expectations
Options to potentially help your organization describe how to protect anyone who reports a concern, participates in an investigation, or discloses a safety issue:
- No staff member, volunteer, or participant may retaliate against any individual who raises a concern, discloses abuse, reports a policy violation, or participates in an investigation. Retaliation includes exclusion, gossip, reassignment, threats, or changes in treatment.
- We recognize that retaliation can be subtle—side comments, lost opportunities, or shifts in group dynamics. These indirect forms are just as harmful and are not tolerated.
- Reports of retaliation must be taken seriously and investigated with the same rigor as the original concern. Retaliation undermines every aspect of a healthy risk management culture.
- We believe that safety requires a voice. Staff, volunteers, and participants must know that they can speak up about wrongdoing without fear of punishment or isolation.
- Anyone found to have retaliated against another person will be subject to corrective action, up to and including removal from the organization. This is not just a personnel issue—it is a safety issue.
- We understand that even well-meaning individuals may inadvertently act in ways that discourage future reports. All staff are expected to respond with professionalism, support, and neutrality when someone raises a concern.
- All retaliation concerns must be documented and reviewed by leadership. The organization is responsible for identifying patterns, not just incidents.
- Participants must be reassured—through clear communication—that reporting abuse, bullying, or boundary violations is always the right thing to do. Adults are expected to reinforce this message consistently.
- Supervisors must actively monitor team dynamics after a report is made. Silence does not equal safety—staff must proactively check in with those who came forward.
- When in doubt, speak up again. Reporting retaliation is part of protecting the safety of the community and the integrity of the organization.