Safeguarding Policy

Policy

1. Introduction

WP&UP is committed to the protection and safety of young people and adults who come into contact with WP&UP as attendees of events, as participants in WP&UP activities, and in dedicated WP&UP online spaces. This commitment to safeguarding requires that appropriate procedures are in place and that WP&UP maintains constant vigilance over these.

This policy sets out principles regarding WP&UP’s duty of care toward helping to protect young people and adults who fall under the definition of regulated activity and to support staff and volunteers who have responsibility for these groups. This policy is consistent with the Health, Safety and Welfare Act 1974, the Protection of Children Act 1999, the Children Act 2004, the Safeguarding Vulnerable Groups Act 2006, the Safeguarding Vulnerable Groups Order (Northern Ireland) 2007 and the Protection of Freedoms Act 2012.

2. Scope of the Policy

For the purposes of this policy, the following definitions apply and are consistent with the guidance published by HM Government following the introduction of the Protection of Freedoms Act 2012 which amended the Safeguarding Vulnerable Group Acts 2006.

This policy applies to all people working on WP&UP activities in whatever capacity (employee, casual worker, volunteer, freelancer, agency worker or contractor), including those working for WP&UP Events or for one of WP&UP’s external contractors.

3. Regulated activity relating to young people

A young person/people is any person up to the age of 18. Regulated activity relating to children comprises:

  • Unsupervised activities: teaching, training or supervising young people; providing advice/guidance on well-being
  • Work for a limited range of establishments where there is opportunity for contact (for example children’s homes, schools, childcare premises). This does not include supervised contact by volunteers. Work undertaken in the two categories above is only a regulated activity if it is done regularly.
  • Relevant personal care, for example health care supervised by a professional.

Appendix A – Guidance for Staff in Protecting Young People and Vulnerable Groups

Guidance for Staff in Protecting Young People and Vulnerable Groups

1. Introduction

WP&UP’s Safeguarding Policy defines and outlines the principles regarding WP&UP’s duty of care toward helping to protect young people and adults who fall under the definition of regulated activity (referred to in this document as ‘vulnerable adults’) and to support staff and volunteers who have responsibility for these groups.

This guidance is supplementary to WP&UP’s Safeguarding Policy and provides additional information, guidelines and procedures to staff to help ensure the protection of young people and vulnerable adults at WP&UP.

2. Cause for Concern

In so far as possible, staff must avoid situations where they are alone or in isolated one-to-one situations with young people or vulnerable adults. All working practices should occur in open spaces, in front of others in an ‘open door’ environment.

In the course of their work for WP&UP, staff may come into contact with young people or vulnerable adults where allegations of abuse may be revealed. If staff are worried that a young person or vulnerable adult is at risk, they are deemed to have ‘cause for concern’.

‘Cause for concern’ means that a member of WP&UP staff may become aware that a young person or vulnerable adult is suffering or is at risk of suffering harm, abuse or neglect through recognising signs of abuse detailed below. Abuse can be carried out by young people as well as adults.

An allegation of abuse may come to light through the following situations:

  • A young person or vulnerable adult tells you about a worry or concern they have.
  • You see or notice changes in a young person or vulnerable adults behaviours or moods
  • You see obvious physical signs of abuse or neglect.
  • Someone else tells you about something they have seen or heard.
  • An adult or another young person tells you that they themselves may have harmed a young person or vulnerable adult or that they are having difficulties with them.
  • You see worrying behaviours from an adult, carer or another young person towards a young person or vulnerable adult.
  • You know something personal about an individual that causes you to be concerned about a young person or vulnerable adults behaviour.
  • A parent or carer shares information with you that they are having difficulty in meeting their young person or dependent’s needs.
  • A member of staff raises concerns about a colleague (this could be done informally or through the Whistle Blowing Policy).
  • In order that staff are supported and encouraged to act if they have ‘cause for concern’ a reporting structure is in place.

Appendix B – Designated Safeguarding Officers (DSOs)

Designated Safeguarding Officers (DSOs)

The Designated Safeguarding Officers (DSOs) are the people appointed to take lead responsibility for young people and vulnerable adult protection issues within WP&UP. The people fulfilling this role must be senior members of the organisations leadership team or hold a position on the WP&UP Board of Trustees, and the DSO role must be set out in the post holder’s job description.

The Designated Safeguarding Officers (DSOs):

  • Board of Trustees (Chairperson)
  • CEO
  • COO

Those holding a DSO role within WP&UP are required to complete a Disclosure and Barring Service (DBS) check prior to appointment.

Appendix C – Safeguarding Incident Report Form

Safeguarding Incident Report Form

In the event of a disclosure, all WP&UP staff and volunteers should behave in the following way:

  • Stay calm;
  • Do not press for information by questioning the individual. Encourage the person to talk, listen and remember what they say;
  • Do not express disbelief, anger, embarrassment, shock or fear;
  • Reassure the individual and tell them you are glad they are speaking to you and that you know it is not their fault;
  • Never promise to keep a secret;
  • When appropriate write down what has happened on the safeguarding incident form and where possible, recount any conversations verbatim;
  • Inform your superior at the earliest opportunity and hand in this form to them.

PLEASE NOTE – THE DETAILS RECORDED IN THIS FORM WILL BE STORED IN A CONFIDENTIAL FILE. DETAILS INCLUDED IN THIS RECORDING SHEET WILL ONLY BE SHARED WHEN NECESSARY FOR THE PROTECTION ON THE INDIVIDUAL.