Safeguarding Policy
W1se Angels is committed to safeguarding and promoting the welfare, both physical and emotional, of everyone (young people, adult, vulnerable adult) who participates in activities either directly organised by W1se Angels or through a third party working collaboratively with us W1se Angels service users, regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity have the right to equal protection from all types of harm or abuse.
This Policy sets out a clear and consistent framework for paid and unpaid staff and third parties working on behalf of W1se Angels to deliver this commitment, in line with safeguarding legislation and statutory guidance. It is always unacceptable for anyone to experience abuse, harm and neglect of any kind and W1se Angels recognises its responsibility to safeguard the welfare of our service users, particularly children and vulnerable adults, by a commitment to practice which protects them. We will carry out our responsibilities through adhering to, amongst other policies, our Safeguarding Policy, which aims to provide a caring, supportive and safe environment and values individuals for their unique talents and abilities – an environment in which all service users can learn, develop and grow to their full potential.
All members of W1se Angels are required to commit to this policy. They will be required to complete Safeguarding Training and are expected to uphold and promote the fundamental principles of British values, including democracy, the rule of law, individual liberty and mutual respect, and tolerance of those with different faiths and beliefs. It is understandable that when a member of the members of staff is faced with a safeguarding incident it can, in that moment, feel stressful and personally challenging. It is important that any member of the members of staff who become involved in reporting and escalating safeguarding incidents feel suitably equipped and able to support our service users and act in their best interest.
This guidance has been prepared to support the members of staff to navigate their way through what can feel like a daunting and difficult process. W1se Angels has in place a network of Local Designated Safeguarding Officers (DSO’s) who are on hand to provide 1-2-1 support as well as a Designated Safeguarding and Prevent Lead(s) who can provide further support. This guidance will be shared with all members of the W1se Angels during their onboarding and all service users during their induction. A copy of the policy can be found on the W1se Angels website. It is the expectation of W1se Angels, that all staff will promote the policy to service users to ensure their understanding of Safeguarding and Prevent The Safeguarding Policy and supporting procedures will be widely promoted and mandatory for allteam members within W1se Angels. Failure to comply with the Safeguarding Policy and procedureswill be addressed without delay and dismissal/exclusion from the organisation may be the result.
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Purpose The purpose of this policy is:
• To provide a framework for protecting people from abuse, harm and neglect.
• To provide a safe environment for people to live, learn and work in safety, free from abuse, harm and neglect.
• To ensure all members staff recognise their responsibilities (through guidance, support and training), minimise risk and avoid situations where abuse or neglect might be alleged.
• To ensure all members of staff are clear that they are responsible for their own actions and behaviour and avoid any conduct which would lead any reasonable person to question their motivation and intentions.
• To provide all members of staff with guidance on procedures to adopt in the event that they suspect an service user may be experiencing, or be at risk of, harm. Scope Believe that all members of staff have a collective and individual duty to provide a caring, safe and supportive environment that positively promotes the health and wellbeing of each individual service user along with their social, physical and moral development.
• Recognise that all members of staff have a responsibility to protect our service users from harm. Ensuring a consistent learner-centred approach to coaching and supporting, based on a clear understanding of service users’ individual needs and views and of the W1se Angels Safeguarding Procedures.
• This policy applies to all members of staff who are responsible for interacting with service users.
• All members of staff and service users have access to this policy, the referral procedure and any supporting documentation. Statutory Framework, Regulations & Guidance This policy covers the legislative requirements and recommendations pertaining to the protection of children, young people and adults at risk in the UK, in accordance with statutory guidance on safeguarding and promoting the welfare of learners in education.
This policy has been created in line with:
• The Children Act 1989 provides the legal framework for the protection of people under 18 in the UK.
• The Protection of Children Act 1999 requires employers such as W1se Angels to apply for a Standard disclosure from the Criminal Records Bureau (now known as DBS checks) for all staff working with service users
Working Together to Safeguard Children 2018 is a document which sets out how all agencies and professionals should work together to promote the welfare of children and vulnerable adults.
DfE Safeguarding Children and Safer Recruitment in Education 2007 places the following responsibilities on all educational organisations:
o All members of staff should be alert to signs of abuse and know to whom they should report any concerns or suspicions.
o A Designated Safeguarding Lead or Officer should have responsibility for coordinating action within W1se Angels and for liaising with other agencies.
o Members of the members of staff with designated responsibility for service user protection should receive appropriate training.
o Educational organisations should be aware of and follow the procedures established by the Local Safeguarding partnerships and, where appropriate, by the Local Educational Authority or Children’s Social Care.
o Educational organisations should have procedures, of which all staff are aware, for handling suspected cases of abuse, including procedures to be followed if a member of staff is accused of abuse.
• Keeping Children Safe in Education 2022, setting out the legal duties you must follow to safeguard and promote the welfare of children and young people under the age of 18 in schools and colleges.
• Modern Slavery Act 2015, which is designed to combat modern slavery in the United Kingdom and consolidates previous offences relating to trafficking and slavery.
• Section 26 of the Counter-Terrorism and Security Act 2015 the Act places a duty on certain bodies, in the exercise of their functions, to have “due regard to the need to prevent people from being drawn into terrorism”.
• The Prevent strategy, published by the Government in 2011, is part of the overall counterterrorism strategy, CONTEST. The aim of the Prevent strategy is to reduce the threat to the UK from terrorism by stopping people becoming terrorists or supporting terrorism. The Prevent strategy has three specific strategic objectives:
o Respond to the ideological challenges of terrorism and the threat we face from those who promote it.
o Prevent people from being drawn into terrorism and ensure that they are given appropriate advice and support.
o Work with sectors and institutions where there are risks of radicalisation that we need to address.
• General Data Protection Regulation (GDPR)
• Data Protection Legislation (2018)
• Safeguarding Vulnerable Groups Act 2006
• Children Act 2004
• Education Act 2011
• Human Rights Act 1998
• Offender Rehabilitation Act 2014
• Prevent Policy & Action Plan
• Low Level Concerns Policy
Local Safeguarding Partnerships that bring together all services for children and vulnerable people in a local area to focus on improving outcomes for all
Procedure
Recognise Respond Report Record Refer
Recognise The ability to recognise possible indicators of abuse is of fundamental importance. Whether the abuse may occur on the premises or in any other setting. All those playing a role in meeting the individuals needs should be aware and informed so that possible abuse can be recognised, investigated and acted on seamlessly and effectively. Signs and symptoms of abuse may include direct disclosure. Other people in a position to identify concerns include assessors, coaches, facilitators, business support staff, immediate colleagues and peers.
All of these persons will be trained to understand the signs of abuse and know how where and who to report concerns to. Respond An appropriate response is vital. No report of, or concern about, possible abuse should be ignored. To determine the most appropriate response, find out whether you are dealing with an allegation from an service user against a member of the members of staff, a fellow service user or another. Is this a disclosure from an individual alleging abuse to themselves or to another? Is the reporting of concern or suspicion? What precisely is alleged to have happened?
Clarity is vital.
• Do not lead or probe with questions, remain calm and demonstrate interest and concern while investigating.
• Listen well. Inform the person sharing a concern with you that what they have raised must be recorded and passed on so that possible abuse can be dealt with, and this will be done on a limited “need to know” basis with as few others as possible knowing the identity of the complainant and all in the chain of reporting will respect confidentiality.
• Reassure them that they have done the right thing in reporting their concerns and that you will do everything you can to help. Do not make unrealistic promises. Ensure that testimony is recorded and reported, and that the complaint and the subject of the complaint are treated in line with W1se Angels’s safeguarding policy and procedures.
Report Report your concerns to your Local Designated Safeguarding Officer in the first instance. Should this be inappropriate you should report directly to the Designated Safeguarding Lead responsible for dealing with all issues relating to safeguarding.
If this is not possible you should report your concern to a relevant member of the W1se Angels’s Senior Leadership Team. Once you have reported the cause for concern by completing safeguarding concern reporting facilities via info@w1seangels.co.uk, responsibility resides with them. Record You should record precisely what has been alleged, using the words of the complainant. Your record should use accurate quotation. It should also, if felt appropriate, include factual observations about the physical and emotional state of the individual sharing their concerns with you. This information should be recorded and stored securely, in line with W1se Angels’s Privacy Notice and GDPR Statement and should be accessible only to those who need to access it as part of the action taken.
Please record all safeguarding incidents and concern via: our email - Refer It is the Designated Safeguarding Lead or their Officers who can make decisions to refer a complaint or allegation, having gathered and examined all relevant testimony and information.
• However, in exceptional circumstances where people are at immediate risk of harm OR where the DSL/DSO is acting inappropriately, anyone can make this referral. If a member staff does make the referral, then they need to ensure they still report this to the DSL.
• Only the Designated Safeguarding Leads Designated Safeguarding Officers should mount an enquiry into complaints, allegations, or suspicion of abuse.
• Actions of these sorts carried out by someone other than the Designated Safeguarding Lead o Designated Safeguarding Officer in question, as they could be construed as unjustified interference which could jeopardise an enquiry and any possible subsequent actions
Responsibilities
All members of the delivery team working with service users have a duty to:
• Understand and fulfil their safeguarding responsibilities as outlined in this policy, policy guidelines, referral procedure and any supporting documents
• Ensure that all data is kept confidential in line with the W1se Angels Privacy Notice and GDPR Statement
• Be familiar with the Keeping Children Safe in Education stator guidance: It is essential that everybody working in a school or college understands their safeguarding responsibilities. Governing bodies and proprietors should ensure that those staff who work directly with children read at least Part one of this guidance o
• Report any safeguarding concerns or disclosures immediately to their Designated Safeguarding Officer or in line with the reporting concerns procedure.
• Follow the formal safeguarding referral procedure implemented in support of this policy.
• Maintain strict confidentiality in line with this policy and guidance from the Designated Safeguarding Lead(s) and Officer(s).
• Engage in all safeguarding training and complete safeguarding assessments and qualifications as required.
• Act on the basis that the welfare of service users is of paramount concern and if in doubt, to immediately seek advice from the Designated Safeguarding Lead(s) and Officer(s).
• Undertake safeguarding training every two years as a minimum, with regular attendance at update briefings as appropriate.
Designated Safeguarding Lead (DSL):
• Hold a Level 4 qualification in safeguarding.
• Being available for all staff to discuss any safeguarding issues or concerns
• Ensuring that safeguarding concerns are referred to the appropriate agencies.
• Ensuring that all staff are fully trained in safeguarding and know how to spot and raise concerns.
• Undergoing regular refresher training themselves to ensure their safeguarding knowledge is as up to date as possible and in line with new guidance
• Ensuring that adequate reporting and recording systems are in place for safeguarding procedures
• Ensuring that the safeguarding policies and procedures are up to date with the most recent statutory guidance, and that everyone who has safeguarding duties are familiar with any updates
• Communicating policies and procedures, as well as any concerns or referrals where appropriate
• Complying with any Local Authority requirements
• Ensuring the organisation has sufficient safer recruitment procedures
• Being aware of any individuals who may require specific safeguarding needs and have specific vulnerabilities
Local Designated Safeguarding Officer (DSO):
• Hold a Level 3 qualification in safeguarding.
• Register with their local safeguarding partnership to keep up to date with the latest safeguarding information and training.
• Ensure that the members of staff have safe recruitment procedures and keep a register of all members of the delivery team requiring DBS checks and the results of such checks.
• Provide support and advice to any member of the members of staff who share a concern or disclosures and notify the Designated Safeguarding Lead.
• Immediately investigate significant concerns and refer to the local authority as appropriate
• Input to a central list of relevant local agencies, police and other bodies who might need to be contacted with regards to safeguarding concerns.
• Ensure all new members of the members of staff that require DBS checks are identified and that the required information is provided to the DSL to ensure checks take place.
• Input to and deliver training in safeguarding to the members of staff.
• Work as part of the central safeguarding team to provide cover for other DSL’s.
• Ensure that all non-confidential documentation relating to W1se Angels Safeguarding Policy and procedures is made available to all members of staff
Safeguarding Concern Identified
Ensure person is safe – if there is immediate risk, contact the emergency services
•Find a suitable safe and secure place to discuss the concern with the person.
•Complete a record of the discussion.
•Inform the person that the concern may be referred to external agencies where required.
•Reassure the person that they have done the right thing in raising concern, share written record.
•Notify and seek IAG from your Designated Safeguarding Officer, if unavilable contact the Designaged Safeguarding Lead
•Confirm follow up actions to be carried out. Safeguarding Officer
•Ensure person and the person reporting the concern is safe and well.
•Upon receiving a Safeguarding Report Form, inform the Designated Safeguarding Lead
•Complete part 2 of the safeguarding report form.
•Update the safeguarding tracking sheet document.
•Ensure person who raised the concern is provided with relevant IAG. Safeguarding Lead
•Ensure person and the person reporting the concern is safe and well.
•Collate detailed reports on the concern.
•Information should be logged on the safeguarding tracking sheet document.
•Ensure policy has been followed.
•Ensure support has been provided for the safeguarding officer if relevant.
•Appropriate agencies to be informed where appropriate.
•HR to be informed where appropriate.
•Feedback provided to safeguarding officer.
•Review of case and actions.
•Close case
Safer Recruitment
W1se Angels will undertake safe recruitment to ensure that all members of the members of staff are fit to work in a training provider setting with potentially vulnerable learners. It also reserves the right to refuse to employ staff whom it has a reasonable belief may pose a risk to its service users. W1se Angels has systems in place to prevent unsuitable people from working with children or vulnerable adults and to promote safe practice.
These systems apply to all new members of the members of staff and require the following checks to be made prior to appointment:
• A minimum of two references, satisfactory to W1se Angels, one of which should be from a previous employer.
• Documentary evidence checks of identify, nationality, residency and “right to work” status.
• DBS checks of at least a Standard disclosure (Disclosure & Barring Service).
• Documentary evidence of qualifications.
• Satisfactory completion of the probationary period.
• Where subcontractors are delivering courses on behalf of W1se Angels, the provider must provide. written assurance that all relevant staff will be DBS checked. In accordance with the Regulations, records of all checks carried out are kept in a Single Central Register (SCR). If a DBS check is delayed for any reason the member of the members of staff will not be subject to lone working with service users. They must always have a member of staff present who is fully DBS checked until the point they receive a full DBS check. Should the DBS check be considered unsatisfactory by the DSL, the staff member may be moved into a non-contact role with service users, or their position may be terminated
Allegations Against Staff W1se Angels take allegations against any member of staff seriously and believe it is essential that all cases of suspected maltreatment or significant harm are investigated quickly and professionally whatever the validity. Members of the members of staff should take care not to place themselves in a vulnerable position with an service user or a situation which could be misconstrued. As our team, can regularly work alone with people, it is important that the Local Designated Safeguarding Officer is made aware of any potential concerns that arise.
If a member of staff suspects any other member of the team of safeguarding malpractice, it is their responsibility to immediately bring these concerns to the Local Designated Safeguarding Officer (DSO) or Designated Safeguarding Lead (DSL) in the interest of the service user and the business. If the DSO’s or DSL’s is unavailable, then this concern should be immediately reported to a member of the W1se Angels’s, Senior Leadership Team instead.
The Local Designated Safeguarding Officer/ Lead will:
• Provide support and advice to the reporting member of the delivery team including referring to and adhering to W1se Angels Whistleblowing Policy. Ask the reporting member of the delivery team to provide a written record of their concern following procedures for reporting concerns, which will be housed in the secure safeguarding single central file.
• Consult with a member of the Senior Leadership Team as appropriate.
• In the interest of the business and the service user, immediately seek advice from the relevant Local Authority and/or the Designated Officer from the relevant Local Safeguarding Children’s Partnership or Adult Safeguarding Partnership.
• Efficiently act on advice, whether this is to take further investigative action or not. Any allegation made against a Designated Safeguarding Lead should be reported directly to a member of the Senior Leadership Team, who will act as above, without notifying the Designated Safeguarding Lead. All members of staff should be aware of their responsibility to immediately raise concerns, where they exist, about any member of the members of staff, including the Designated Safeguarding Leads. We recognise that our service users cannot be expected to raise concerns in an environment where members of the members of staff fail to do so. Any allegation made against a Designated Safeguarding Lead should be reported directly to a member of the SMT, who will act as above, without notifying the Designated Safeguarding Lead.
All members of staff should be aware of their responsibility to immediately raise concerns, where they exist, about any member of the members of staff, including the Designated Safeguarding Leads. We recognise that our service users cannot be expected to raise concerns in an environment where members of the members of staff fail to do so.
Confidentiality & Information Sharing W1se Angels recognise that all matters relating to safeguarding are confidential, but all members of the members of staff must act on the basis that the safety of the service user is the overriding concern. The degree of confidentiality will be governed by the need to protect the service user.
The Local Designated Safeguarding Officer will disclose any information about an service user or concern to other members of the members of staff, the service user’s employer or other external agencies on a need-to-know basis only. All members of staff must be aware that they have a responsibility to immediately disclose information which if not shared, may compromise a service user’s safety or welfare; all members of staff will be fully supported by their Local Designated Safeguarding Officer. Peer-on-Peer abuse /child-on-child abuse / harmful sexual behaviour including sexual violence and sexual harassment Sexual harassment is unwanted conduct of a sexual nature. In most instances, the conduct of service users towards each other will be covered by our Behaviour policy. However, some allegations may be of such a serious nature that they may raise safeguarding concerns.
W1se Angels recognises that service users are capable of abusing their peers. It will not be passed off as ‘banter’ or ‘part of growing up’. Harmful sexual behaviour can include:
• Domestic abuse – an incident or pattern of actual or threatened acts of physical, sexual, financial and/or emotional abuse, perpetrated by an individual against a current or former dating partner regardless of gender or sexuality.
• Child Sexual Exploitation – children under the age of 18 may be sexually abused in the context of exploitative relationships, contexts and situations by peers who are also under 18.
• Harmful Sexual Behaviour –service users presenting with sexual behaviours that are outside of developmentally ‘normative’ parameters and harmful to themselves and others.
• Upskirting - ‘upskirting’ is now a criminal offence and is defined as “taking a picture under a person’s clothing without them knowing, with the intention of viewing their genitals or buttocks to obtain sexual gratification, or cause the victim humiliation, distress or alarm” (Dfe, 2019)
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Reporting a concern If you suspect or know that a service user is at risk, then you must report this to your Local Designated Safeguarding Officer (DSO) or Designated Safeguarding Lead (DSL). If you do not feel that the service user is at immediate risk, then this can be via phone call or by completing and sending the Safeguarding and Prevent Concern form via: https://pathwaygroup.co.uk/safeguard If, however you feel that the service user learner is at immediate risk then it is your responsibility to ensure that you speak directly to a designated person within W1se Angels and that they acknowledge this. It is not acceptable to leave a message. Report such concerns by phoning your Designated Safeguarding Lead or, if they are unavailable, the Local Designated Safeguarding Officer. If in the event that the DSL is unavailable, then you must report this to a member of the W1se Angels Senior Leadership Team