Whistleblower function

Through NIR’s Whistleblower function any behaviour in relation to NIR’s operations that is unethical, illegal or contrary to NIR’s Code of Conduct can be reported.

Complying with our values

NIR has zero tolerance for any form of bribery and corruption and we are committed to the highest ethical and professional standards in accordance with our Code of Conduct. NIR’s Whistleblower function is an important tool in ensuring that we comply with these values. We encourage and expect all relevant parties to speak up and report any behaviour in relation to NIR’s operations that is unethical, illegal or contrary to NIR’s Code of Conduct.

Who can report?

Any party who suspects behaviour in relation to NIR’s operations that is unethical, illegal or contrary to NIR’s Code of Conduct. 

How to submit a report

You may report a suspected or known violation directly to NIR’s Compliance Committee, which is comprised of NIR’s Chair of the Board of Directors, CEO and Compliance Officer. If you wish to directly make a report to NIR’s Compliance Committee, you may do so by email at: Compliance Committe.

To file a report using NIR’s anonymous Whistleblower function, use the “Send a Report” button below. Reports filed through the Whistleblower function are received by NIR’s Compliance Officer.

NIR employees are encouraged to report to their supervisor or NIR’s Compliance Officer or CEO. However, an employee may use the Whistleblower function when it feels inappropriate to report to a supervisor or when an employee believes that a reported incident has not been adequately addressed.

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How we handle a report

Reported incidents are handled with confidentially to the fullest extent possible by NIR’s Compliance Committee. 

All reported incidents will be received by the Compliance Committee and confidentially logged. NIR’s Compliance Officer will provide written confirmation of receipt to the individual who reported the incident, if not done so anonymously. The reported incident will then be reviewed by NIR’s Compliance Committee. All reported incidents will be promptly investigated and documented. Any substantiated incidents will be resolved, which may include taking appropriate corrective action. The outcome of an investigation may be communicated to the reporting individual and/or the relevant supervisor if deemed appropriate by the Compliance Committee.

NIR will annually report the number and type of reported incidents, as well as how any substantiated incidents were resolved, to its staff and the Board of Directors. Any and all information regarding the reporting individual will be treated with the utmost confidentiality during reporting.

In line with NIR’s values, no party that reports an incident in good faith shall suffer from discrimination, punishment or retaliation as a result.



lack of enabling environment for social dialogue at the workplace level, despite the provision of legislative acts that protect and promote workplace cooperation is a reoccuring issue  in Kenya. To implement good policy there must be a fertil ground.

Therefore SWP developed the UP!  project. Together with Swedish companies as an entry point, and with unions i South africa and Kenya. 

In Kenya SWP created the SWP UP! Programme targeting skills development of the union Shop Stewards from 18 companies in the Automotive sector in Kenya during 2021. As a result, the Stewards were able to use their skills to build trust and cooperation with management in new ways to avoid conflicts. 

A second cohort of training, in close cooperation with union AUKMW, takes place in 2022.

The training allows shop stewards to step out of their daily routines and understand their role and the purpose of their union, understand the labour market context, the laws that regulate relationships and the business itself. But on a human level, many shop stewards also highlighted that they feel respected as human beings, and that they have developed the skills to engage with supervisors and management and experience respect in professional relations. The experiences had deeply impressed them and helped to project the vision of dialogue and mutual respect and their own potential as a means to change workplaces.

The intervention of the SWP programme had a direct effect at the workplaces, where shop stewards listed several cases where they had managed to intervene and secure results in dialogue with management, avert crises or find solutions based on opportunities and the communication skills obtained during the SWP training. For the Amalgamated Metal Workers Unions in Kenya, the shop stewards pointed to how the training had enabled them to design their own strategies at the workplace in relation to supervisors and staff, and to achieve many concrete results.

Based on this shop steward upskilling, I feel confident that as a union we now have change ambassadors that will grow the industry, protect, and promote decent work principles for both the employer and the employees represented. And that disputes will be dealt with at the workplace level by though consultative dialogue.

Rose Omamo

General Secretary
Amalgamated Union of Kenya Metal Workers