Safeguarding Policy

Safeguarding and Child Protection Policy – Urdang International

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  1. Introduction
    • Urdang International fully recognises its responsibility for the safeguarding, protection and promoting the welfare of children and vulnerable adults who are participating in international events of the organisation.
    • Urdang aims at all times to create and maintain a safe environment for all participants, staff, volunteers and visitors.
  2. Safeguarding Principles
  • All participants have the right to be safe from harm, abuse and exploitation
  • The welfare of the participants is paramount and this principle underpins all safeguarding work
  • Statements about abuse or neglect made by participants will be taken seriously
  • A commitment to the Health and Wellbeing of participants, which underpins a successful learning experience
  1. Application
    • This policy applies to all board members, staff, contractors, visitors and volunteers working for or within the organisation.
    • This policy should be read in conjunction with the Urdang International policies on:
  • Disciplinary Procedure
  • Health & Safety
  • Health & Safety Documents
  • Use of Studio Policy
  • Whistleblowing
  • Anti -Bullying and Harassment
  • Equality and Diversity
  • Allegations of Abuse Against Staff
  • E Safety
  • Smoking Policy
  • GDPR
  1. Definitions
    • For the purposes of this policy:
  • a ‘child’ is someone who has not yet reached their 18th birthday (1989 Children Act)
  • a ‘vulnerable adult’ is any person over the age of 18, “who is or may be in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation because of mental or other disability, age or illness.”
  • ‘staff’ means all employees, full-time or part-time and all contract and volunteer staff working at or for the Organisation;
  • the term ‘participants’ is used in this policy to refer to participants on any course or activity either part-time or full time regardless of age or vulnerability
  • ‘visitor’ means any person who enters the building who is not a staff member
  • ‘volunteer’ means any person who is unpaid employment in the organisation
  1. Statutory Responsibilities
    • Whilst the Board holds overall responsibility for the child protection and safeguarding functions of the organisation, the day to day operational responsibility rests with the Designated Safeguarding Manager (DSM) who is directly responsible to the Director of International operations. The organisation is committed to providing an environment where participants can learn, develop and achieve and where they are safeguarded and are enabled to tell or communicate if they are being harmed in some way.
    • The organisation is committed to ensuring that all staff are sensitive to the issues of race, culture, gender, diversity and life-style choice, but these issues should never be a barrier to sharing and reporting concerns about participants.
    • All staff including teaching and non – teaching staff, temporary staff, administrative and domestic staff, volunteers and staff working on site employed by other services and agencies have a statutory responsibility to safeguard and promote the welfare of participants and must be fully conversant with and adhere to this policy. All staff are given an overview of this policy and must sign to say that they have read, understood and will adhere to it.
    • For the purposes of this document, the term ‘staff’ will apply to those listed above.
    • It is neither the role nor responsibility of those working with participants in the organisation to assess, diagnose or investigate whether a participant is at risk of or is suffering harm or abuse. It is the responsibility of all staff to be aware of the need to report any concerns about a participant to DSM as a matter of priority. Should none of staff members be available concerns should be raised with the Director of International operations.
    • Registration forms will be utilised to create registers at events and for activities
    • Competitors are under the charge of their parents or teachers. It’s the responsibility of a parent to ensure their child has been left in the hands of a carer with the relevant chaperone and licensing to be able to look after their child.
    • Teachers of participants need to have the relevant insurance and legal requirements to be able to take charge of their participants at events run by Urdang International.
  2. Purpose and Aims of the Policy
    • The purpose of this policy is to:
  • Raise the awareness of all staff of the need to safeguard participants and of their responsibilities in identifying concerns and reporting them as a matter of priority
  • Promote and maintain an environment where participants feel secure and are listened to
  • Promote an environment where participants and staff treat each other with mutual respect and develop positive relationships which are built on trust
  • Ensure that the organisation has sufficient members of Staff for Safeguarding to enable one of them to be available or contactable at all times during the day
  • Ensure that the Board has a nominated member who is responsible for safeguarding and protecting participants and vulnerable adults
  • Enable and support good levels of communication between staff to ensure that relevant information about participants is disseminated and shared with appropriate staff on a ‘need to know’ basis
  • Provide a means of monitoring participants who are thought be at risk of harm or who are subject to child protection plans.
  • Ensure that all adults working with participants in the organisation have undergone appropriate Enhanced DBS checks
  • Ensure that procedures are followed where an allegation is made against a member of staff or volunteer
  1. Procedures and Guidance

Responsibilities of the CEO

  • The CEO is responsible for ensuring that the Safeguarding policy and procedures and all linked safeguarding policies adopted by the Board are fully implemented and followed by all staff.
  • It is the CEO’s responsibility to allocate sufficient resources and time to enable the responsibilities of the Designated Members of Staff for Safeguarding to be discharged fully and to ensure that relevant staff are able to attend strategy discussions.

Responsibilities of the Director of International (DI)

  • The DI is responsible for ensuring that all staff feel able to raise concerns about poor or unsafe practice regarding participants, and that concerns will be addressed sensitively and in a timely manner in accordance with the organisation whistle blowing policy. We recognise that it is not the responsibility of participant to raise concerns. It is the responsibility of all staff to share concerns about the actions or attitudes of colleagues with the DI who will deal with the concerns appropriately.

The Role of the Designated Safeguarding Manager (DSM)

  • It is the role of the DSM to act as a source of support and guidance on all matters of child protection and safeguarding within the organisation. The CEO retains overall responsibility for and oversight of safeguarding within the organisation. In the absence of the DSM.
  • The Designated Member of Staff is responsible for:
  • Maintaining and up-dating child protection and safeguarding policies and procedures and ensuring that they disseminated and adhered to by all staff
  • Ensuring that there is a system for monitoring and recording concerns about participants
  • Ensuring that relevant information about participants is shared with staff on a ‘need to know basis’
  • Ensuring that all staff are aware of the need to record concerns about participants and enabling them to do this as part of an organisation wide process, such as in tutorial records, individual/personal learning plans. These would include bullying and racial issues.
  • Ensuring that participants, parents and carers have access to the organisation safeguarding policies and procedures
  • All appropriate staff receive safeguarding and child protection training every year
  • All new staff and board members are given a copy of the Safeguarding Policy
  • All new staff undertake safeguarding training to equip them to carry out their safeguarding responsibilities within the organisation
    • Information given to staff ensures:
  • All staff understand the organisation safeguarding policy and procedures and are clear about their statutory duties
  • All staff are aware of the boundaries of confidentiality and disclosure and understand when the disclosure of confidential information would be a proportional response to the need to safeguard a participant
  • All staff have a duty to report any child protection and vulnerable adult issues to the DSM
  1. Safeguarding Training for Urdang International Staff
    • The organisation ensures that:
  • The DSM has undergone appropriate safeguarding and child protection training in accordance with best practice.
  • All staff undertake initial safeguarding, child protection and vulnerable adults training that the their training is refreshed every three years through Educare.
  • All new staff are given the Safeguarding Overview Policy document as part of Urdang International’s induction process and are expected to read and sign to confirm that they have read and will adhere to the policy

 

  • Initial training for staff will ensure that:
  • All staff understand the organisation’s safeguarding child protection and vulnerable adults policy and procedures and are clear about the statutory duties
  • All staff are aware of how to manage a disclosure from a participant in order to promote the best outcomes for that participant
  • All staff are aware of the need to work within professional boundaries and adhere to the organisation code of conduct to safeguard participants.
  • All staff are aware of the boundaries of confidentiality and disclosure and understand when the disclosure of confidential information would be a proportional response to the need to safeguard a participant
  • All staff have a duty to report any child protection and vulnerable adult issues to the DSM

 

  1. Safer Recruitment and Staff Appointments
    • Safe recruitment and selection practice is vital in safeguarding and protecting participants. The Board recognises and takes seriously its responsibility to adopt practice which minimises risk to the participants in this organisation by ensuring that measures are in place through this practice to deter, reject or identify people who might abuse participants or who are unsuitable to work with them. The Board is committed to evidencing this practice in relation to all staff working with participants in the organisation.
    • The safety and well-being of participants is borne in mind at all times throughout the recruitment and selection process.
    • In accordance with this, the organisation makes sure that appropriate checks are carried out on new staff, volunteers and helpers and bears in mind the safety of participants when drawing up job descriptions and person specifications, advertising posts, calling for and scrutinising references through to the interview process and carrying out enhanced DBS and professional checks and verifications of qualifications and identity. Applicants will be scrutinised by:
  • verifying identity
  • obtaining two written professional references
  • undertaking DBS checks
  • conducting interviews with applicants
  • undertaking risk assessments where it is appropriate and necessary to do so
  1. Safe use of E Technology
    • The organisation has an Acceptable Use Policy and E Safety policy. The organisation has appointed a member of staff with responsibility for monitoring the safe and appropriate use of E technology and any concerns about inappropriate use will be flagged and followed up.
  2. Extended Services and Activities
    • Where activities and services are provided separately, the Board will seek assurances and evidence that the body concerned has appropriate safeguarding and child protection policies and procedures in place and that there are agreed arrangements to liaise with the organisation on these matters where appropriate. Evidence of appropriate policies and procedures must be provided to the Board. The Board will only work with providers that can demonstrate that they have effective child protection policies and procedures in place, provide appropriate training and that the vetting arrangements for their staff are compatible with those of L.B. Islington (or other borough educational managing body) and government guidance. The Board will enter into a formal letting contract with the provider once these conditions are met but reserve the right to withdraw permission for any letting. There will be at any one time, a number of professionals delivering services to participants on behalf of the organisation in the community as well as on the site. These professionals may be employed by partner agencies or other agencies.
    • All staff providing services to participants on behalf of the organisation must adhere to the organisation’s child protection policy.
    • Staff from partner agencies working with participants off site will follow the referral procedures of their own agency and will inform the organisation’s Safeguarding, Child Protection and Vulnerable Adult Manager they have made a child or vulnerable adult protection referral as a matter of priority.

 

 

  1. Supporting Participants
    • In line with the duty to ‘help children achieve more’ (Working Together to Safeguard Children 2013), the organisation will promote the many areas that support participants to be successful and feel confident in terms of their:
  • physical and mental health and emotional wellbeing
  • protection from harm and neglect
  • education, training and recreation
  • contribution to society
  • social and economic wellbeing
    • We recognise that a participant who is abused or neglected may find it difficult to develop and maintain a sense of self-worth. We recognise that a participant may feel helpless and humiliated and may blame themselves for what has or is happening to them. We recognise that the behaviour of a participant in these circumstances may range from that which is perceived to be ‘normal’ to aggressive or withdrawn.
    • We aim to support the participants in our organisation by:
  • Encouraging a sense of self-worth and assertiveness whilst not condoning bullying and aggression. Bullying in itself may result in the threshold of significant harm being met and we take seriously our responsibility to challenge bullying behaviours in accordance with our anti-bullying policy; From September 2010 all allegations of bullying must be recorded.
  • Promoting a caring and safe environment within the organisation
  • Working in partnership with teachers and parents involved in safeguarding participants and notifying DSM as soon as there are significant concerns about a participant.
  1. Professional Relationships with Participants
    • The organisation recognises that positive professional relationships with participants will support and promote the best outcomes for them. The organisation gives guidance on the expectations of staff in this matter to which all staff are expected to adhere. Good professional boundaries safeguard participants and safeguard professionals from unfounded allegations. The organisation has a professional code of conduct which all staff must adhere to.
  2. Personal Relationships
    • It is the prime duty of the organisation to provide a safe and secure learning environment for participants and staff and to protect the safety and welfare of young people in its care. The guidance below ensures that the staff maintain professional standards while at work and do not commit acts of impropriety or abuse the trust of participants for whom they are responsible. The personal relationships referred to are those that are of a romantic and/or sexual nature.
  1. Maintaining Professional Relationships
  • A professional relationship exists where a member of staff is responsible for assessing, supervising, tutoring, teaching or providing pastoral support, administrative or technical support. Maintaining this professional relationship is vital to the educational development and achievement of its participants.
  • Where staff engage in inappropriate personal relationships with participants, this can have damaging effects, causing distress and lead to physical and mental ill health. Participants may feel they have no choice but to comply with the employee’s wishes or leave the course. At the same time, staff may make themselves vulnerable to claims of sexual harassment or abuse.
  1. Organisation Standard
  • The organisation strongly disapproves of personal/sexual relationships between staff and participants. Entering into such a relationship will be considered to be gross misconduct and will be investigated under the organisation disciplinary procedure.

 

 

  1. Further Advice
    • Staff may seek advice and guidance on this code from the Quality Assurance & HR Managers, participants may seek guidance from the DSM.
  2. Child Protection Concerns
    • Abuse of trust may be reported to the DSM or one of the Pastoral Liaison Officers. For the avoidance of doubt participants helpers and participants on work placements are not considered members of staff. Apprentices will be treated as members of staff for the purpose of this policy.
  3. Confidentiality
    • Confidentiality is an issue which needs to be fully understood by all those working with participants, particularly in the context of safeguarding and the protection of children and vulnerable adults.
    • We respect the right of participants and families to have information about them dealt with sensitively and confidentially in line with statute and guidance. Child Protection information regarding participants in our oorganisation will be shared with staff on a strictly need to know basis. A member of staff will ‘need to know’ information when it is demonstrably to benefit the participant. All staff are expected to conform to the organisation’s standards of good professional practice and maintain confidentially appropriately at all times.
    • All staff must be aware of their responsibility to share information with the DSM and with other agencies in order to protect and safeguard participants. This must be done in accordance with the organisation’s Safeguarding. Where there is uncertainty about the need to share information.
    • No one in the organisation may guarantee confidentiality to a participant and must make it clear that information will be shared if there are concerns about the welfare of a participant, even if they do not consent to the sharing of information.
    • No one in the organisation may guarantee to a participant that they will keep a secret or confidence and must always make it clear to participants in language that is appropriate, that any information which leads a member of staff to be concerned that a participant is suffering or is at risk of suffering harm will be shared with the DSM in order to take measures to safeguard the participant at risk.
    • Disclosing confidential information should always take place if it is a proportional response to meet the need to safeguard and promote the welfare of a participant.
  4. Supporting Staff
    • We believe that working within the organisation that has clear safeguarding and child protection policies and procedures also helps to support staff in carrying out their duties and responsibilities effectively.
  5. Participants with Learning Difficulties and/or Disabilities/Depression
    • Staff who work with participants in any capacity must be particularly aware of and sensitive to how the effects of abuse or harm may present and be able to pick up on any changes in behaviour or presentation that might indicate a concern that should be shared immediately with the DSM.
    • Staff will have important information about an individual participant’s presentation, their levels of understanding and how best to communicate with them. All staff working with participants with special educational needs or disabilities will receive appropriate training to enable them to meet the needs of the participant appropriately and to recognise and report any concerns.

 

 

  1. Working in Partnership with Parents and Carers
    • Parents and carers will be encouraged to access our safeguarding policy, and a summary of it is included in the literature given to participants and families on admission to the organisation. We believe it is important that parents and carers are aware of our statutory duty to safeguard and promote the welfare of participants and that we will, where necessary, share concerns about participants with Children’s Social Care or appropriate agencies. Wherever possible and appropriate we will aim to discuss concerns about participants with their parents or carers and inform them if we intend to make a referral to Children’s Social Care.
  2. Implementation and Evaluation of Safeguarding Policy and Practice
    • All staff have a duty to be fully conversant with the organisation’s safeguarding policy and procedures. All staff are required to read the policy and to sign to say that they have read it and will adhere to it at all times.
    • The implementation of the policy and the resulting good practice are monitored in the following ways to ensure effectiveness:
  • Staff raise concerns about the welfare of participants routinely as good practice with the DSM.
  • Staff attend safeguarding training and a central register of training is held by the organisation.
  • Staff are willing to raise concerns about participants at an early stage to ensure that appropriate reporting is made to the DSM.
  • Staff use the organisation’s recording format to document concerns.
  • Poor safeguarding practice is challenged and appropriate action is taken to remedy it.
  1. Site Security
    • All participants and staff should be able to feel safe when they are on campus at either the Old Finsbury Town Hall (FTH) or Urdang 2 (U2). Visitors will be asked to show their ID where appropriate (for example Ofsted and other professionals who re visiting the site) and to sign in and to wear a visitor’s badge at all times. No visitor will be admitted to FTH or U2 unless they are accompanied by a member of organisation’s staff.
  2. Contractors
    • Regular contractors who work on site will be checked in and out of the buildings and will be supervised at all times while they are on site.
  3. Agency Staff
    • Agency staff who work on site will be checked in and out of the buildings and will be supervised at all times while they are on site unless they provide a valid DBS.
  4. Restraint and Reasonable Force
    • Section 93 of the Education and Inspections Act 2006 enables prganisation staff (including support staff, non-teaching staff and voluntary staff) to use such force as is reasonable in the circumstances to prevent a participant from:
  • Committing an offence;
  • Causing personal injury to any person (including themselves) or damage to any property;
  • Prejudicing the maintenance of good order and discipline at the organisation.
    • This includes occasions when the participant is not on organisation’s premises e.g. on visits. Section 45 of the Violent Crime Reduction Act 2006 gives Principals and authorised staff the right to search pupils for weapons without their consent, where they have reasonable cause to suspect they are carrying a weapon. If resistance is expected Academies MUST call the Police. Guidance can be found in the organisation’s Physical Restraint Policy.
    • Education Act 1996 states that the use of force as a punishment is unlawful. Organisation have two duties under Part 4 of the Disability Discrimination Act 1995 (as amended by the Special Educational Needs and Disability Act 2001):
  • Not to treat a disabled child unfavourably without justification
  • To take reasonable steps to avoid putting disabled participants at a substantial disadvantage
  1. Recording
    • Recording is a tool of professional accountability and is central to safeguarding and protecting participants. The organisation should keep a central record of staff child protection training. It is not always possible to know whether a small or vague concern held today may increase as the days or weeks pass and later form the substance of a child or vulnerable adult protection referral. For this reason it is vital that concerns are recorded accurately so that they can be monitored and emerging patterns noticed.
  2. Referral
    • If a participant discloses that they have been subjected to abuse by any staff member in the organisation, the staff member must report this immediately, within 24 hours.
  3. Sexual Exploitation
    • Child sexual exploitation can occur through the use of technology without the child’s immediate recognition; for example being persuaded to post sexual images on the internet/mobile phones without immediate payment or gain. In all cases, those exploiting the child/young person have power over them by virtue of their age, gender, intellect, physical strength and/or economic or other resources. Violence, coercion and intimidation are common, involvement in exploitative relationships being characterised in the main by the child or young person’s limited availability of choice resulting from their social /economic and/or emotional vulnerability.’
    • Sexual exploitation may be organised or opportunistic. It may take place when a participant is groomed using technology or is encouraged to think that they are entering into a relationship. It may be linked to gang membership. Boys as well as girls are sexually exploited. Young people are vulnerable to sexual exploitation in many ways and the vigilance of staff is key in identifying possible signs or indicators. The Rochdale Serious Case Review into the sexual exploitation of a group of young people highlighted the importance of FE Colleges in identifying and meeting the needs of vulnerable young people who might be at risk of this form of abuse.
  4. E-Safety
    • This refers to the internet and other electronic forms of communication such as e-mail, text messages, face -book can be used to put young people and vulnerable adults at risks. There are many ways in which the various forms of technology can be used in a harmful way:

Internet Grooming

  • Flattering someone into talking in a private chat room where they will be isolated or befriending someone on a social networking web page. Asking someone what problems they have to create the illusion of being a best friend and building up a sense of mutual love and trust, suggesting that they can discuss “anything”.

Sex talk/Sexting

  • Engaging someone in explicit conversations or requesting sexually explicit pictures from them.

Cyber –bullying

  • Using electronic forms of communication such as e-mail, text, face -book to send malicious or unkind messages to try and intimidate or threaten someone.
  1. Radicalisation
    • The organisation recognises the positive contribution it can make towards protecting its participants from radicalisation to violent extremism. The organisation will continue to empower its participants to create communities that are resilient to extremism and protect the wellbeing of particular participants who may be vulnerable to being drawn into violent extremism or crime. It will also continue to promote the development of spaces for free debate where shared values can be reinforced.
    • Radicalisation is the process by which individuals come to support terrorism or violent extremism. There is no typical profile for a person likely to become involved in extremism, or for a person who moves to adopt violence in support of their particular ideology. Although a number of possible behavioural indicators are listed below, staff should use their professional judgement and discuss with other colleagues if they have any concerns:
  • Use of inappropriate language
  • Possession of violent extremist literature including electronic material accessed via the internet and communication such as e-mail and text messages.
  • Behavioural changes
  • The expression of extremist views
  • Advocating violent actions and means
  • Association with known extremists
  • Seeking to recruit others to an extremist ideology
    • If staff have any significant concerns about a participant beginning to support terrorism and/or violent extremism, they should discuss this with the organisation Lead Prevent Manager immediately.
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