Safeguarding Children and Vulnerable Adults Policy
PART 1 - POLICY
1.0 INTRODUCTION 1.1 Statement of Intent 1.2 Content
2.0 SCOPE OF THE POLICY AND THOSE AFFECTED
2.1 Inkluder CIC personnel affected
2.2 Children, young people and other vulnerable people affected 2.3 Activities affected
2.4 Inkluder CIC Members 3.0 GUIDING PRINCIPLES 4.0 IMPLEMENTATION OF THE POLICY 41. Distribution of the copies 4.2 Training PART 2 - GUIDELINES 1. WELFARE PARAMOUNT 2. PEOPLE AS INDIVIDUALS 2.1 People as Individuals 2.2 Children and Young People’s Rights 3. RECRUITMENT AND SELECTION OF EMPLOYEES AND VOLUNTEERS 3.1 New Appointments 3.2 Job/Task Descriptions 3.3 Application Form 3.4 Consent forms 3.5 Interview 3.6 References
3.7 DBS Checks
3.8 Probation / Settling-in Period
3.9 Irrelevant matters
3.11 Support, supervision and personal development
4.0 PLANNING ACTIVITIES TO MINIMISE HARM
4.1 Risk Assessments and Other General Considerations 4.2 Planning and Supervision
4.3 Code of Conduct
4.4 Inkluder CIC Membership requirements
5.0 RAISING AWARENESS OF DANGERS 15 5.1 Types of Harm
5.2 Who can Harm
6.0 RESPONDING TO ACCIDENTS, INCIDENTS AND HARM 16
6.1 Responding to accidents / incidents
6.2 Responding to alleged or suspected harm
6.3 Dealing with alleged or suspected harm involving an Inkluder CIC employee or volunteer
6.4 Accurate notes 6.5 Confidentiality and Sensitivity 6.6 Reporting Suspected Abuse to the Authorities
PART 3 – SUMMARY 20 APPENDICES 23 i. Reporting Forms
Part 1: Policy
N.B. Where either ‘children’, ‘young people’ or ‘vulnerable people’ are mentioned all three are usually
intended. 1: Introduction 1.1 Statement of Intent
Inkluder CIC values and encourages the involvement of people who may be vulnerable, both in its own work and in the work of other organisations. Through its Child and Adult Protection Policy, Inkluder CIC is committed to promoting their well-being and enjoyment and protecting their health, safety and general welfare while in the company or care of Inkluder CIC staff or volunteers.
Vulnerable people may be involved with Inkluder CIC either as volunteers or as general service users. As a membership organisation Inkluder CIC also has members who work with vulnerable people. In promoting this policy Inkluder CIC is keen to take reasonable steps to
● provideawelcoming,secureandcomfortableenvironmentfor the benefit of vulnerable people;
● keepthemsafefromharmwhileinthecareofitsstaffor volunteers;
have contact with, or access to,
children, young people and others who may be vulnerable.
Inkluder CIC as an infrastructure organisation will also work in partnership with others, including the Safeguarding Children Board and the Adult Safeguarding Board to ensure that good practice is implemented.
This policy has been compiled as a reference guide to Inkluder CIC policy and practices affecting vulnerable people. To help clarify the content, the document has been broken down into:
Policy: the guiding principles, definitions of those affected and the manner of implementation
Guidelines: instructions for best practice based on the guiding principles, which must be followed.
Although detailed, this policy is not intended to be comprehensive and as such does not attempt to deal with all the issues of working with children, young people and others who may be vulnerable. Instead they are intended as a practical guide for staff and volunteers involved with them.
1.3 Legal Frameworks Adults
Data Protection Act 1998
Human Rights Act 1998
Freedom of Information Act 2000 Children (Leaving Care) Act 2000 Care Standards Act 2000 Caldicott Principles
Immigration and Asylum Act 1999 National Health Service Act 1997 National Health Service Act 2006 Mental Capacity Act 2005 Safeguarding Vulnerable Groups 2006 Protection of Freedoms Act 2012
The Care Act 2014
Deprivation of Liberty Safeguards [amendment to the Mental Capacity Act]
Making safeguarding Personal [Care and Support Statutory Guidance revised 2017] London Safeguarding Adults Policy and Procedures.
UN Convention on the Rights of the Child 1989 ratified by the UK in 1991 Children Act 1989
Sexual Offences Act 2000 Education Act 2002 Children Act 2004
The Laming Report 2003
Every Child Matters – Change for Children – 2004
The Bichard Report 2005
The Safeguarding Vulnerable Groups Act - 2006
Safeguarding Children and Safer Recruitment in Education - 2006 What to do if you’re worried a child is being abused – 2006
The Protection of Children in England: A Progress Report – 2009 Working Together document 2017
2: Scope of the policy and those affected 2.1 Inkluder CIC personnel affected
This policy applies to all employees and volunteers (including Trustees), and others representing Inkluder CIC who have contact with children, young people and vulnerable people. This includes all projects which Inkluder CIC runs at any one time.
2.2 Children, young people and other vulnerable people affected
In law a child is anyone under the age of 18. However older children, for example teenagers, may prefer to be called young people.
A vulnerable adult is anyone aged 18 or over who is, or maybe, unable to take care of him or herself, or unable to protection him or herself against significant harm or exploitation (Lord Chancellors Department). They also need, or may need, extra support such as community care because they elderly and frail or someone with a physical, or learning disability or someone with a mental health problem.
It should be recognised that people who are vulnerable are able to cope in many situations, so sensitivity and common sense should be exercised.
2.3 Activities affected Activities and involvement within the scope of this policy include
● supportingandworkingwithvulnerablepeoplevolunteering with Inkluder CIC;
people and vulnerable people.
unsupervised access to children, young people or
that work with children, young people and vulnerable people.
3: Guiding principles 3.1
In welcoming and working with people who are vulnerable Inkluder CIC aims to: provide a friendly welcome for them and promote their general welfare;
recognise their rights as individuals and treat them with dignity and respect; consistently apply fair and objective methods of selecting employees, volunteers and contractors;
plan activities involving vulnerable people with care to minimise risks to their health and safety; raise awareness of the dangers to which vulnerable people may be susceptible;
develop appropriate procedures for responding to accidents, incidents and alleged or suspected harm.
promote good practice amongst its members in relation to safeguarding children, young people and vulnerable adults
Guidelines for good practice under each of the seven points listed above are set out in Part 2.
4: Implementation of the policy 4.1 Distribution of copies
Full copies of this policy will be distributed as a detailed reference guide to • Trustees
• Staff • Volunteers • Freelancers
The policy will be included in induction packs for all Inkluder CIC trustees and in the staff handbook. Inkluder CIC volunteers will receive a summary copy of this policy within their induction packs.
A training programme to support the policy and good practice will be delivered to appropriate Trustees, staff and volunteers.
New Trustees, staff and volunteers will receive training as part of their induction into Inkluder CIC.
Inkluder CIC will also assist its members and other local organisations working with children, young people and vulnerable adults to access introductory and advanced training in safeguarding children, young people and vulnerable people.
Part 2 – Guidelines 1: Welfare paramount
The fundamental principle, both in law and good practice, is that whenever the interests of a vulnerable person are involved, their welfare must always be paramount. Inkluder CIC recognises this and all staff and volunteers should seek to implement this principle.
2: People as individuals 2.1 People as individuals
Inkluder CIC recognises the need to be aware of each person’s needs and capabilities when working with vulnerable volunteers or other service users.
Where practical, time should be taken to get to know each person individually in order to make their experience with Inkluder CIC
more rewarding. It also enables Inkluder CIC to be more responsive should a vulnerable person be suffering harm.
2.2 Children and young people’s rights
The Children Act 1989 gives children and young people certain rights, including the right to be listened to and to talk about any worries they may have, as well as the right to be protected if they are in danger, or at risk of harm.
Children, young people and other service users who may be vulnerable should feel able to approach a Inkluder CIC representative for help, without fear of recrimination. As a result, they should be better able to protect themselves.
3: Recruitment and Selection of employees and volunteers
Inkluder CIC works from the premise that anyone who applies to work or volunteer with Inkluder CIC may have the potential to cause harm, whether they are a member of staff, a volunteer, service user, or other.
In the light of this Inkluder CIC has in place thorough recruitment and selection procedures for positions, both paid and unpaid, which could involve unsupervised access to any vulnerable groups. This probably the most effective way of assessing a person’s suitability, and acts as a deterrent to potential abusers.
3.1 New appointments
Inkluder CIC will rigorously apply the following procedures with applicants for all employee or volunteer posts that involve substantial unsupervised access to vulnerable people.
3.2 Job / task description
A job description will be drawn up for all employees within Inkluder CIC. Volunteers will have a volunteer task description outlining their role and general duties.
Person specifications will also be drawn up for all Inkluder CIC employees and volunteers will have a list of ‘particular skills/qualities required’ for any opportunities which involve working with children, young people and vulnerable adults.
3.3 Application form
All applicants will be asked to complete an employee application form/volunteer application form as applicable.
These ask applicants to provide:
● detailsofpreviousexperiencewiththerelevantclientgroup, either voluntary or paid;
● detailsoftworeferees,oneofwhichshouldbefamiliarwith the applicant’s previous experience of
work with the relevant client group;
enhanced Disclosure and Barring
Service (DBS) check.
3.4 Parental Consent forms
If anyone under the age of 18 applies to become a volunteer then a consent form should be completed by the parent/guardian. This form will request details of any medical conditions or special needs.
Applicants for paid posts within Inkluder CIC involving work with vulnerable people will be interviewed by at least two Inkluder CIC employees/Trustees. Ideally one of these will have experience of working with the client group.
All applicants for voluntary positions will be interviewed by a minimum of two staff members. Ideally one of these will have experience of working with the client group.
In both instances the interview will explore information contained in the application form. Particular care will be taken over any previous job/volunteering history connected with vulnerable people and why the applicant left. Any gaps in work history will be investigated and motives for working with the client group discussed carefully.
If there are concerns about the identity of an applicant they will be asked to provide two forms of identification, for example a driving licence, passport, or other form of identification should be checked.
All applicants, whether paid or voluntary, will be asked to provide names of two independent referees. References will be sought before the applicant is formally offered a position within Inkluder CIC.
Potential employees’ references should be provided by an ex-employer or professional person who can comment, from first hand knowledge, on the applicant’s experience and suitability for working with vulnerable people.
The referees will be contacted to confirm their references.
Wherever possible individuals applying for voluntary positions within Inkluder CIC should also be asked to provide professional references. In instances where this may not be possible a character reference is acceptable. However, this should not be a member of their immediate family.
Written references will be read carefully for ambiguities or hidden meanings. If there is anything that raises doubts about the applicant, the referee will be contacted to discuss the matter further.
All applicants will be made aware that any appointment, whether paid or voluntary, is subject to satisfactory references. References will be treated confidentially and stored securely.
3.7 Disclosure and Barring Service (DBS) checks All staff and Trustees are routinely DBS checked.
Volunteers who may be working with vulnerable people must not be left unsupervised. They should also be checked by the DBS to assess their suitability where appropriate.
All applicants should be made aware that any appointment, whether paid or voluntary, is subject to satisfactory DBS checks and references. Information gathered through this process will be treated in the strictest confidence.
3.8 Probation / settling-in period
For employees, written confirmation of appointment will state that the position is conditional upon the successful completion of a
specified probation period, usually three months. Occasionally appointments may be short term in which case the person should be supervised as if undertaking a probation period.
During the probation period a new employee should be supervised closely, especially if they have never worked with vulnerable people before. They must not be left unsupervised or be working alone with a vulnerable person/people during their probationary period.
At the end of the probationary period a formal review should be carried out and written confirmation given that this has been carried out.
A probation period is also recommended for volunteers as they too will require time to settle into a new role and ensure they are suited for the role and responsibilities. At the end of the probationary period there should be an informal review.
During the probationary period volunteers should not be working in an unsupervised setting or working alone with anyone who is vulnerable.
3.9 Irrelevant matters
Certain information revealed by the selection procedures may be immaterial to the prevention of harm to vulnerable people. Assurances will be given that information will be dealt with confidentially.
An applicant may disclose, for example, a minor offence that may have no relevance to their current lifestyle or behaviour. Having a conviction should not automatically eliminate someone without first considering its relevance and age, whether there is a pattern of convictions and if their circumstances have changed since the offence was committed.
Awareness training will be offered to employees, Trustees and volunteers in relation to this policy.
3.11 Support, supervision and personal development
All employees will receive regular formal support and supervision sessions with their line manager. For those employees who are
working with vulnerable people, time will be taken to explore their working practice and to check that this complies with the good practice as defined in this policy.
Support and supervision sessions and appraisals will give either party the opportunity to identify training needs and discuss any areas of concern in relation to the employee’s work with children, young people and vulnerable adults.
Support and supervision sessions and appraisals will be recorded in writing and both parties will be given a copy.
Volunteers will also receive regular, informal support and supervision from the designated staff member.
This should provide both parties with the opportunity to discuss any concerns or problems the volunteer may be experiencing and to identify any training needs they may have.
4: Planning activities to minimise harm 4.1 Risk assessments and other general considerations
Health and safety requirements in accordance with Inkluder CIC’s policy and practice must be carefully considered when planning and carrying out activities involving people who may be vulnerable. Inkluder CIC’s Health and Safety Policy applies to volunteers as well as employees.
All employees and volunteers must carry out thorough risk assessments prior to undertaking events/activities with children, young people and vulnerable people. By doing this any problems can be addressed before any accident or harm takes place. Risk assessments should consider:
● thesuitabilityofthetasktobetackled/activitiestobe undertaken;
● communicationsandemergencyprocedures,includingactionin the event of an accident;
to the client group 4.2 Planning and supervision
Inkluder CIC’s guidelines on appropriate planning and supervision need to be observed to reduce the risk of harm. This applies whenever an employee or volunteer works with people who may be vulnerable (whether or not carers remain ultimately responsible).
● Activitiesinvolvingvulnerablepeopleshouldbecarefully planned to ensure the maximum protection is provided at all times;
● Particularattentionshouldbepaidtohealthandsafety requirements as outlined in Inkluder CIC’s Health and Safety Policy, the Violence at Work Policy and the relevant section of these guidelines;
● ThosewhoareinvolvedinanactivityorganisedbyInkluder CIC should be supervised and supported wherever possible, ensuring that the appropriate ratio of employees is present. This will depend on the nature of the activity, the number and age range of the people involved and whether anyone involved has any special needs;
● Acommon-senseapproachshouldbeadoptedregardingthe supervision of vulnerable adults. When deemed appropriate vulnerable adults may be left unsupervised. However, each situation should be judged on its own merit. At all times staff should know where they are and what they are doing;
● Whereverpossibleatleasttwoworkers(paidorunpaid)should be present to protect workers from allegations of abuse and ensure that the correct ratios of child to adult are met;
● Whereverpossiblebothfemaleandmaleemployees/volunteers should be present when working with mixed gender groups.
anyone who is under 18 or particularly vulnerable and who wishes to participate in a residential, or in a particularly hazardous activity, (e.g. abseiling).
4.3 Code of conduct
Some actions, no matter how well intentioned, may be misinterpreted and leave all parties vulnerable. The following is a quick reference guide to appropriate behaviour when working with those who may be vulnerable.
Employees and volunteers should:
• remember they are a role model and provide an example for those they work with to follow;
● bearinmindthatsomeactions,nomatterhow well-intentioned, may be easily misinterpreted and so leave all parties vulnerable;
● bealerttoanypotentialharmorinappropriatebehaviourby people who are vulnerable;
● aimforseparatesleepingaccommodationformalesandfemales during residential activities;
● ensuretheyhaveadequatetrainingifsupervisingsportsor games (e.g. football);
they may have;
officer if they have concerns about an individual’s safety. employees and volunteers should not:
● arrangetoseevulnerablepeopleincircumstancesunconnected with their work;
● beleftaloneforsubstantialperiodsoftimewithanyonewho is vulnerable. where one-to-one work
is necessary they should inform another staff member where they are going, with whom, for and
how long. They should report in at end of the meeting if not
returning to the office after the visit.
(e.g. ridiculing and bullying);
individual, nor should they get drawn into inappropriate attention-seeking behaviour (e.g. crushes);
● alloworengageinsuggestiveremarks,gesturesortouchingof a kind which could be
reputation for providing a safe
appropriate Inkluder CIC representative. 4.4 Inkluder CIC Membership Procedures
On its membership application forms Inkluder CIC requires that all its potential members working with children, young people and vulnerable adults have in place the relevant child protection or adult protection policies. At the discretion of the Board of Trustees, organisation without a policy in place may be granted membership status subject to their producing and presenting appropriate policies to BVSC within a three-month period.
5: Raising awareness of dangers 5.1 Types of harm
● Physical–wherevulnerablepeoplereceivephysicalhurtor injury;
● Neglect–whereadultsfailtocareforvulnerablepeopleand to protect them from danger,
seriously impairing their health, well-being or development;
● Emotional–wherevulnerablepeopleareharmedbyaconstant lack of love and affection or
intimidated by threats or taunts;
● Sexual–wherevulnerablepeopleareencouragedorforcedto observe or participate in any form
of sexual activity by adults or children. This also includes the use of sexualised language.
● Financial(appliestoadultsonly)–whereanindividual’s funds or resources are being inappropriately used by a third person. It included withholding money or inappropriate use of a person’s money or property.
● Discriminatory(appliestoadultsonly)–thisiswhenvalues, beliefs or culture result in a misuse of power that denies mainstream opportunities to some groups or individuals. This denial is motivated by prejudice and discrimination.
● Institutional(appliestoadultsonly)–thisoccursingroup settings such as residential, nursing or day care and involves the mistreatment of an individual by a regime or individual
within an institution. It can include inadequate care, neglect or poor professional practice. Common sense should be relied upon to recognise the warning signs. However, it is essential to rely on facts rather than opinions and not jump to conclusions.
For further details about the indicators of abuse go to the following documents / websites:
London Borough of Barnet’s Multi-Agency Adult Protection Policy and Procedures
Children and Young People http://www.kidscape.org.uk/professionals/childabuse.shtml
Who can harm
An abuser is often known to the person being abused, whether a parent, sibling, other relative, family friend or neighbour. Not only adults can harm. Children and young people can also suffer abuse from their peers. Sometimes the abuser may be an adult who holds a position of authority over a young person. There is no certain way of identifying a would-be abuser. They can be people of any background and do not appear different from the rest of society.
6: Responding to accidents, incidents and harm 6.1 Responding to accidents / incidents
In the event of an accident to an individual, first-aid should be administered, preferably by a trained first-aider and the situation managed to ensure the welfare of the individual and the safety of others. The emergency services should be called for where appropriate.
An Accident/Incident Report Form must be completed. Where appropriate the circumstances to the accident should be investigated to establish the cause and to identify what remedial action should be taken to minimise the possibility of a recurrence.
Fatal accidents, major injuries and dangerous occurrences must be notified without delay to the appropriate line manager, after alerting the appropriate authorities.
Where an accident/incident involving vulnerable people has been narrowly avoided, employees and volunteers should detail its nature and pass the information on to the appropriate line manager or BVSC’s Health and Safety Officer.
6.2 Responding to alleged or suspected harm If a person wants to talk about harm
If a •••••••
vulnerable person wants to talk about harm, it is essential that the employee or volunteer: listens carefully to what the person says, keeping calm and looking at them directly;
lets them know that to help them someone else must be told; reassures them that they are not to blame; is aware that they may have been threatened; does not push them for information;
reassures them that they are right to talk about it and what they say is accepted;
lets them know what will happen next and undertakes to let them know the outcome.
Dealing with alleged or suspected harm
If a person who may be vulnerable has talked about harm, or harm is suspected, the employee or volunteer must do two things:
Write down accurately what the person has said using the proforma for recording disclosures or signs of abuse witnessed (see Appendix 1).
Notify the appropriate Inkluder CIC representative, giving them the completed proforma/written information.
It is vitally important that employees and volunteers notify the appropriate Inkluder CIC representative, so that they can then
inform and liaise with the relevant authorities (Barnet’s Multi- Agency Safeguarding Hub - MASH). Inkluder CIC’s representatives are, in the first instance the Chief Executive and in their absence the Voluntary Sector Children’s Services Development Officer.
Where a nominated representative is unavailable, and the vulnerable person is in imminent danger, employees or volunteers should contact the relevant authorities themselves. They should then inform the representative as soon as possible on their return.
Dealing with incidents of harm is difficult for any individual so employees and volunteers should not:
Any employee or volunteer who is involved in a disclosure of any kind may feel that they need to speak to a child care professional to reassure themselves that they have done the right thing. The NSPCC operates a 24 hour help line for anyone concerned about a child or young person. It is primarily for use by adults and can be used anonymously: 0800 800500.
6.3 Dealing with alleged or suspected harm involving an employee or Inkluder CIC volunteer
Where it is suspected that an employee or volunteer may be involved in the abuse, employees and volunteers should let the appropriate representative know as soon as possible. The employee or
volunteer should be immediately removed from access to vulnerable people, but be assured that no presumptions have been made and that the allegation will be fully investigated by the relevant authorities. Where it is suspected that the Chief Executive or the Voluntary Sector Children’s Services Development Officer may be involved in the abuse, employees and volunteers should let the alternative representative know as soon as possible
If gross misconduct is reasonably suspected, it may be appropriate to ask them not to attend the office or property at all while the matter is under investigation (suspended on full pay if an employee). Once the relevant authority’s enquiry has concluded, the Board should decide what further action is appropriate in conjunction with other relevant policies. (For example, policies on
Grievance, Discipline and Complaints for employees and Volunteer Policy for volunteers).
6.4 Accurate notes
Full and accurate notes (i.e. word for word) must be written as soon as possible, using Inkluder CIC’s pro forma if available (Appendix 1). Where a pro forma is unavailable notes should include:
Records should be as accurate as possible as they may be invaluable to the investigation and used as evidence in court. They must also be signed and dated. A copy will be kept by the appropriate BVSC representative.
6.5 Confidentiality and sensitivity
When dealing with personal and emotive details of this nature, confidentiality must be maintained at all times since the allegations or suspicions may prove to be unfounded. Notes and records should be kept in a secure place and shared only with those who need to know about the incident or allegation.
A sensitive approach should be taken with the accused to explain why an investigation has to take place and to reassure them that the matter will be handled discreetly and even-handedly by Inkluder CIC.
No assumptions of guilt should be made unless and until an actual conviction has been obtained in the proceedings. Impartial contact will be maintained by a nominated Inkluder CIC staff member during this process.
6.6 Reporting Suspected Abuse to the Authorities
lt is not the responsibility of Inkluder CIC to investigate any allegations of abuse, only to ensure that the appropriate agencies are informed.
During Office Hours
The Inkluder CIC representative is responsible for alerting social services. They should contact during normal working hours (9-5.30pm)
For children and young people:
● duringworkinghourscontactMASHon02083594066or http://www.barnet.gov.uk/wwcib/mash
● atothertimescontactOutofHoursserviceon02083592000. For vulnerable adults:
The Adult Protection Co-ordinator - Sue Smith - 020 8492 5470, Sue.firstname.lastname@example.org
In an emergency concerning an adult protection concern during working hours contact the duty service on 020 8359 5000 Where the allegations or concerns are with regard to another professional who is not an employee of Inkluder CIC they should also be shared with the Inkluder CIC representative and the matter referred the Safeguarding Children Officer or Adult Protection Co-ordinator.
Out of Hours If you need to contact someone out of hours regarding a concern or to make an emergency referral for either children, young people or vulnerable adults then contact the relevant Duty Social Worker on 020 8359 2000.
Part 3 – Summary
Inkluder CIC has a detailed policy and set of guidelines on working with children, young people and others who may be vulnerable which must be read and understood by all employees and volunteers in appropriate posts. It is important however that all employees and volunteers are encouraged to read this summary code as an essential and quick reference guide.
1 Welfare paramount
Inkluder CIC values and encourages the involvement of vulnerable service users within its work and activities. Through this policy Inkluder CIC is committed to promoting their well- being, as well as protecting their health, safety and general welfare whilst in the company of Inkluder CIC employees or volunteers.
2 Health and safety
Health and safety requirements, in accordance with Inkluder CIC’s Health and Safety Policy, must be carefully considered when planning and carrying out activities with anyone who is vulnerable. These should include:
3 undertaking thorough risk assessments prior to activities/events;
ensuring adequate supervision and support is available from Inkluder CIC employees and volunteers.
Code of conduct
It is important that all Inkluder CIC employees and volunteers remember that they are role models for others, particularly children and young people. They should also be aware that some
actions, no matter how well intentioned, may be misinterpreted and as a result leave all parties vulnerable.
Employees and volunteers should not:
● arrangetoseevulnerablepeopleoncircumstancesunconnected with their work;
● beleftaloneforsubstantialperiodsoftimewitha vulnerable person out with their usual role;
● permitabusivebehaviourbyothers,orengageinit themselves, including making suggestive
remarks, inappropriate gestures, etc;
appropriate Inkluder CIC
reputation for providing a safe environment.
4 Dealing with alleged or suspected harm
All Inkluder CIC employees and volunteers should be aware of the types of harm that vulnerable people can suffer from. These include physical, emotional and sexual abuse, as well as neglect.
If a vulnerable person wants to talk about harm to any Inkluder CIC employee or volunteer, the employee or volunteer should do the following:
● writedownaccuratelywhatthepersonhassaid,(i.e.wordfor word) using the pro forma for recording disclosures or signs of abuse witnessed (appendix 1).
● notifytheappropriateInkluderCICrepresentative,giving them the completed pro forma/written information
It is vitally important that employees and volunteers notify the appropriate Inkluder CIC representative, so that they can then inform and liaise with the relevant authorities (Social Services Child Protection Unit or Police Family Liaison Officer). Inkluder CIC’s representatives are, in the first instance, the Chief Executive and in their absence the Voluntary Sector Children’s Services Development Officer.
In the absence of a nominated Inkluder CIC representative, and where a vulnerable person is in imminent danger, employees or volunteers should contact the relevant authorities themselves, (ie Social Services or Police). They should then inform the Inkluder CIC representative as soon as possible on their return.
Where it is suspected that an employee or volunteer may be involved in the abuse, employees and volunteers should inform the BVSC representative as soon as possible. Dealing with incidents of harm is difficult for any individual so employees and volunteers should not:
Any employee or volunteer who is involved in a disclosure of abuse may feel that they need to speak to a child care professional to reassure themselves that they have done the right thing. The NSPCC
operates a 24-hour help line for anyone concerned about an individual. It is primarily for use by adults and can be used anonymously: 0800 800500.
7: Document details Author: George Nicholls Organisation: Inkluder CIC Doc. Ref:
Policy Review Review date: Name: Signed:
This document was developed using the template of CommUNITY Barnet’s policy with their permission.
Appendix 1: Pro forma for recording disclosures or signs of abuse witnessed
To be completed by person receiving disclosure or witnessing signs of abuse.
Name of person disclosing or displaying signs of abuse: Date and time disclosure received / signs of abuse witnessed: Is the person disclosing... What is their date of birth? (if known): What is their address? (if known): Day Month Male Female Day Month Year Time : am/pm Year
Please detail what the person said (word for word) or signs of abuse witnessed:
Name of representative: Date and time form received: Action taken and date:
Year Time : am/pm
Appendix 2: Flow chart for dealing with disclosures or signs of abuse witnessed
Disclosure received / signs of abuse witnessed Record information (using the Inkluder CIC pro forma, if available)
If a Inkluder CIC representative is unavailable
If a Inkluder CIC representative is available
Inkluder CIC representative passes information to Police or Safeguarding Children Officer / Adult Protection Co-ordinator
Pass the pro forma / information to Police or Safeguarding Children Officer / Adult Protection
Co-ordinator Pass the pro forma / information to the Inkluder CIC representative Approved by the Board of Trustees – 03 January, 2022.