Valid from:
November 2024
Next review date:
October 2025
This policy aims to protect and support all young people that participate in our programmes by giving the staff team a clear and concise understanding of the safeguarding picture, and ensuring they can reach the right people in the right timeframes with the right information.
This policy and the supporting policies are available on request from EDI. We believe safeguarding is a universal duty as a service and parents, key stakeholders and service users all have a part to play in safeguarding. All staff, including volunteers, are expected to understand the safeguarding policy.
The management of EDI is committed to the following principles regarding the abuse of a service user.
It is recognised that abuse can and does occur in society and that this may take the following forms:
The fundamental responsibility of EDI is to ensure the welfare and protection of the service user, and that every service user in our service has the right to freedom from abuse. Therefore, our policy is all employees are subject to satisfactory DBS and Enhanced DBS checks.
All staff will receive appropriate training at the induction stage in the abuse of a service user. This training will focus on the following elements:
All staff have a duty of care to our service users. If staff has direct or indirect contact with a service user, they must be able to identify those who might be vulnerable to or at risk of harm or abuse and, follow the correct protocols and procedures, act accordingly.
A service user’s protection is paramount in every respect, regardless of whether staff feel sympathy for the service user. Staff must always act on the service user’s behalf and voice their concerns. This means first knowing how to identify the service users who are at risk and knowing where to seek advice and support.
All staff needs to be aware of the potential signs of abuse. Listed below are some common indicators of abuse and neglect:
For the purposes of this policy, abuse will be classified into the following categories:
Signs and symptoms will include:
Sexual abuse involves forcing or enticing a person to take part in sexual activities whether or not the service user is aware of what is happening.
The activities may involve physical contact including penetrative or non-penetrative activities.
Signs and symptoms will include:
Emotional abuse is the persistent emotional maltreatment of a person, which may affect their development. This may involve conveying to a person that they are unloved, worthless, and inadequate or are only valuable as far as they meet the needs of the other person.
Signs and symptoms will include:
Signs and symptoms will include:
EDI accepts that abuse can be committed by a range of possible people. It, therefore, accepts its responsibility to protect the people who participate in the programmes from possible abuse from all sources, which include:
Immediate Actions to be Taken by Staff when a Service User Discloses Abuse or Neglect
Staff members should:
Staff members should not:
In all situations, including those in which the cause for concern arises from a disclosure made in confidence, it is essential that the details of an allegation or reported incident are recorded, regardless of whether the concerns are shared with a statutory agency.
As far as possible an accurate note should be made of:
It is not necessary or advisable to seek evidence. By reporting the incident involving the vulnerable service user and carefully logging any information given to you at this stage, you will lay the foundations for an effective formal investigation. Staff should understand the need to preserve and avoid the contamination of evidence if a crime may have been committed.
Records of safeguarding concerns, incidents and actions taken will be confidential. Digital copies will be stored in a password-protected file on the Registered Manager’s computer system, and hard copies will be stored in a securely locked cabinet in the administration office. Access to these files will only be shared with individuals who need to know as well as professional agencies who may benefit from an awareness of this information (such as the Police).
All referrals made to local authority, or the Police should be confirmed in writing and followed up with a copy of the incident report without delay. Local authority should acknowledge any written referral within one working day of receipt. If no response has been received within three working days, contact the Local Authority again. Record names, dates and times of subsequent calls, emails and letters made to any Local Authority staff to whom concerns have been passed. These procedures not only serve to protect vulnerable service user but also protect staff.
All Allegations and Suspicions Are to Be Treated Seriously
The following guidelines should be adhered to:
It is important that staff observe appropriate and professional boundaries in their relationships with service users and others in their support network.
The safety of our service users is at the core of our service delivery and any relationship that may jeopardise this will be called into question. Staff may have natural fears that their actions or intentions could be misinterpreted as inappropriate, and accusations could be made as a result. EDI will support all staff who follow company procedures and guidance.
Allegations against staff can be made where the person who works at EDI has:
Allegations made against staff will be referred to the Local Safeguarding Authority (LSA).
The LSA will be informed within one working day of all allegations that come to our attention. The LSA is involved from the initial phase of the allegation through to the conclusion of the case. They will provide advice, and guidance and help to determine whether the allegation sits within the scope of the procedures. The LSA will help coordinate information-sharing with the right people and will also monitor and track any investigation, with the aim of resolving it as quickly as possible.
The LSA will provide advice and guidance to employers in relation to making referrals to the Disclosure and Barring Service (DBS) and liaise with other agencies in the service user’s support network.
The Local Safeguarding Authority can be contacted using the following details:
The LSA will provide advice and guidance to employers in relation to making referrals to the Disclosure and Barring Service (DBS) and liaise with other agencies in the service user’s support network.
The Local Safeguarding Authority can be contacted using the following details:
Website:
Safeguarding helpline:
020 7332 3621
Peer-to-peer abuse can involve multiple victims and suspects. All service users must be treated as being at risk. Separation and extra supervision may be required and in situations where significant harm may be a concern, steps to prevent this must be taken by the DSL.
Information passed to staff, or concerns that staff have, should be reported to the DSL and the local authority without delay. Staff members who received the initial disclosure should support, record, and pass on the relevant information to the correct people in the correct time frames as per the procedure.
All those making a complaint or allegation or expressing concern, whether they are staff, service user, carers, or members of the general public, should be reassured that they will be taken seriously, and their comments will be treated sensitively. Confidentiality however should not be promised, as their concerns may be shared if they or others are at significant risk. In such instances, service user will be given immediate protection from the risk of reprisals or intimidation. If staff, they will be given support and afforded protection, if necessary, in line with the Public Interest Disclosure Act 1998. EDI also guarantees that all documentation will be protected through the Caldicott Principles and adherence to data protection policy and regulations.
A staff member who witnesses a situation in which a service user is in actual or imminent danger must use their judgment as to the best way to stop what is happening without further risk and/or harm to anyone involved, including themselves, either by immediately intervening personally or by summoning immediate assistance so that the required protection, support or additional care is provided to a service user who may have been harmed.
If it is felt that a service user is in immediate danger, the situation should be immediately reported to the Police on 999. The situation should also be communicated to the Senior Manager.
If it is felt that there has been a crime, but that it is not an emergency, the situation should be reported to the Police as soon as possible on 101.
Regardless of whether concerns about the possible abuse and/or neglect of a service user constitute a crime or not, unless the service user is in immediate danger, the DSL must alert the local safeguarding unit and follow their procedures and guidance from that point on. If the DSL is unavailable, this should be done by the next most senior staff member.
If urgent medical attention is required and there is a suspicion of abuse, the DSL or staff should take the service user directly to A&E without delay at the closest hospital. The local authority should also be informed as soon as possible ideally within an hour time frame after the service user has finished their disclosure. In cases of suspected sexual abuse, the hospital examination should be delayed if possible until the Police have been informed and medical services have liaised with the Police. At all times there must be a responsible adult with the service user if they are under 18. If they are over 18 staff must still be present to support, liaise with services and record outcomes.
When in hospital, EDI will support the service user to understand the situation and if required can source an advocate to support and guide the service user if required.
The Designated Safeguarding Lead (DSL) at EDI is: Frances Trought.
They can be contacted via email: info@edi.careers
The DSL is responsible for the ongoing maintenance and implementation of this policy.
The role of the DSL is to ensure that this policy is implemented throughout the service and:
After receiving a report of a concern, suspicion or allegation of abuse or harm, EDI’s DSL must first take any steps needed to protect the service user from the risk of immediate harm.
The DSL should ensure the following people are notified:
The DSL must take steps to ensure that there is no further risk of the victim being abused by the alleged or suspected perpetrator.
The DSL must ensure that the needs of the alleged victim of the abuse for any special or additional care, support, or protection or for checks on health or wellbeing are met at the outset and subsequently throughout the proceedings.
If the alleged abuser is a staff member and there is sufficient evidence that abuse has or might have occurred, the DSL will suspend the person from duty pending the outcome of an investigation. The manager will receive guidance on the steps to be taken following the local safeguarding authority strategy meeting, which will be held following the reporting of the abuse or suspected abuse.
If the evidence is insufficiently strong to warrant suspension, the staff member against whom the allegation has been made will be instructed not to have further unsupervised contact with any service user until the matter is resolved.
If the registered manager, DSL, Service Lead or Director is the subject of the concern, the report must be made directly to the Local Safeguarding Authority using the contact details outlined previously in this policy.
The decision to refer or not will be made by the Designated Safeguarding Lead.
When considering the decision as to whether to refer elsewhere (e.g., to Police, Social Services, Children’s Social care, Disclosure & Barring Service (DBS)) the following will be taken into account:
Information, if known, which will be required when you make a referral or report your concerns:
Confirm in writing any information that is given verbally.
The first point of contact at EDI for safeguarding concerns should be the Designated Safeguarding Lead.
If there is an emergency where delay may result in serious harm to a vulnerable service user, or if the abuse may constitute a crime, contact the Police and other necessary emergency services.
Other agencies that can be contacted for support, and will be contacted by the DSL in certain situations, are:
The Local Safeguarding Childrens Board can be contacted using the following details:
Website:
Safeguarding helpline:
020 7332 3621
Nationwide emergency services can be contacted by telephoning 999.
EDI is committed to enabling service users to use digital technologies safely and responsibly. Our e-safety aims are to:
EDI will:
What should I do if I have an E-Safety concern?
If a service user discloses concern over their online use, they should be referred to the thinkuknow website or the beat bullying website. However, if illegal activities are occurring, including sexting, racial harassment, grooming or threats of harm, this should be reported immediately to the DSL.
Every service user at EDI has the right to feel confident that the service will provide a safe and supportive environment. EDI and our staff will take every step to make sure that individual service users are not subject to discrimination, marginalisation or bullying from their peers by virtue of their gender, religion, ethnicity, cultural and linguistic background, sexual identity, mental health, disability or for any other reason.
Although it would be near-impossible to fully eradicate bullying from communities, EDI believes that by taking a comprehensive and rounded approach, it is possible to drastically reduce the number of bullying incidents and improve the well-being of service users and wider community.
Specifically, the aims EDI’s anti-bullying strategies, policies and intervention systems are:
EDI strives to create an environment in which bullying is not acceptable, not ignored, and dealt with swiftly and constructively. Additionally, we strive to create a climate of openness in which our service users, and staff, and not afraid to confront and deal with issues regarding bullying.
Our recruitment procedures and policies of staff include:
EDI takes great care in the recruitment of staff, carries out all possible checks on recruits to ensure that they are of a high standard, and cooperates in all initiatives regarding the sharing of information on workers who are found to be unsuitable to work with vulnerable people. EDI ensures that new employees are checked through the Disclosure Barring Service (DBS).
In exceptional circumstances, a service user may display an episode of challenging behaviour that requires physical intervention to prevent harm or injury to the service user, or to others.
Physical intervention should always be used as a last resort, except where the service user, staff or others are in immediate and serious physical danger. At all times, the least restrictive procedure must be used, with the minimum of force for the shortest period.
Physical intervention must be used in such a way that maintains the dignity of the service user, staff, and others as far as possible.
The written record of any concerns will be kept on file. This confidential information will be stored securely and appropriately and will be kept for as long as deemed necessary, in line with Data Protection principles and procedures. All incidents should be discussed under supervision with the DSL.
Information in relation to individual safeguarding enquires and cases is confidential, and when information is shared it will be shared on a need-to-know basis that is in line with effective safeguarding practices and supervised by the DSL. Whilst the safety and well-being of the vulnerable service users take precedence over considerations of confidentiality, every effort will be made to maintain confidentiality for everyone concerned, in the event of an allegation and during any subsequent investigation.
EDI has a duty to share information with other agencies and authorities if requested in connection with an assessment of a vulnerable service user or in connection with court proceedings.
When sharing information with a relevant party on an individual the following should be considered;
The Data Protection Act 2018, General Data Protection Regulation (UK-GDPR), Human Rights Act 1998 and The Children Act 1989 must be considered and if necessary, will override the need to keep the information confidential.
After reading this Policy, you should be able to:
If you have not understood any of these points, please ask your Line Manager or staff member responsible for training for further help.
Policy Review
A Director will review this policy at least once a year to make any updates needed.
