Safeguarding policy

1.1     Devon Wildlife Trust (DWT) staff, volunteers and third-party representatives interact with thousands of individuals every year, some of whom may be classed as ‘children, young people or adults at risk of abuse or neglect’.

We believe that it is unacceptable for any child, young person, or adult at risk of abuse or neglect (also referred to as ‘vulnerable people’ or ‘vulnerable individuals’ in this policy) to experience abuse, neglect or exploitation of any kind and we recognise our responsibility to safeguard the welfare of these individuals through a commitment to practices which protect them.

We believe that:

• The welfare of vulnerable individuals is paramount.
• All people, regardless of age, disability, gender, racial heritage, religious beliefs, sexual orientation, or identity have the right to equal protection from all types of harm or abuse. This policy supports our commitment to Equality, Diversity and Inclusion.  If there are any specific elements of this policy that do not meet these standards, please discuss with the Designated Safeguarding Officers (DSO’s) or the appointed Director in Charge.
• We have a responsibility to value, listen to and respect all the people we work with, treating those individuals who can be most at risk of harm or exploitation with greater awareness and sensitivity.
• We acknowledge that some children and adults at risk of abuse or neglect, including disabled children and young people or those from ethnic minority communities, can be particularly vulnerable to abuse and we accept the responsibility to take reasonable and appropriate steps to ensure their welfare.  

• Safeguarding is everyone’s responsibility. 

DWT will take all reasonable steps to ensure that vulnerable individuals are treated with respect and kept safe from harm when they are involved in any of the Trust’s projects, activities, or trading subsidiaries, and during their interactions with staff, workers and volunteers.

1.2     DWT’s Safeguarding policy reflects all current and relevant legislation and aims to:

• Promote and prioritise the safety and wellbeing of vulnerable people in all areas of our work through the dissemination of this policy and related guidance, and by adopting a clear Safeguarding Code of Conduct that is applicable to all staff, trustees, and relevant volunteers and  contractors;
• Provide assurance to parents, carers and other parties that DWT takes reasonable steps to manage risks and keep vulnerable individuals safe;
• Ensure that everyone understands their roles and responsibilities in respect of safeguarding and is provided with the necessary information, training and support on safeguarding matters;
• Prevent the employment of individuals who work with children, young people and/or adults at risk of abuse or neglect where they have been barred by the DBS or are deemed by DWT to pose an unacceptable risk to vulnerable people;
• Ensure that appropriate action is taken in the event of any allegations or suspicions regarding harm to vulnerable individuals arising in the course of our work.

1.3     This policy reflects our values and beliefs - that everyone counts and that anyone, regardless of background, or personal circumstances, should be able to access and enjoy our amazing natural environment, benefit from activities that help them to learn about and be inspired by wildlife, and to give time and/or funds appropriate to their means and circumstances that will make a difference to Devon’s incredible wildlife.

1.4     DWT’s Safeguarding policy is supported by safeguarding guidance. It also forms part of a suite of policies that support our wider commitment to keeping our staff, volunteers, and service users safe, including our Health and Safety, Data Protection, Whistleblowing, Complaints, HR and Volunteer Management policies.

2.1     This policy:

1. clarifies who we define as children, young people and adults ‘at risk of abuse or neglect’;
2. defines organisational responsibilities for safeguarding;
3. establishes the training and support staff, volunteers and others can expect and details how this policy and related guidance will be disseminated;
4. outlines the additional steps we will take when recruiting staff and volunteers who will work with vulnerable people;
5. states our approach to confidentiality in relation to safeguarding issues and where/how related information will be stored; and
6. provides a list of the detailed guidance notes and other policies that support this policy.

• Annex 1 outlines the various forms that abuse can take and how to recognise symptoms;
• Annex 2 details the action to be taken should someone suspect that abuse of any form is taking place and/or if abuse is reported;
• Annex 3 lists key contacts and sources of further information;
• Annex 4 details rules around the levels of supervision required for activities relating to children and outlines how these apply to specific DWT activities;
• Annex 5 is a sample of the Safeguarding Report form that will be used to record all suspicions or allegations of abuse.

2.2     Other key policies that form part of this policy include:

SGP2 Safeguarding Code of Conduct that applies to all staff, trustees, contractors and relevant volunteers;

SGP3 policy on Fundraising and Vulnerable People

2.3     This policy supports a range of legislation including:-

• The Children Act 1989 (England and Wales)
• The Children Act 2004
• Legal framework – maybe we should add the following to the list
• Children and Family Act 2014
• SEND code of practice 0-25 years
• The Police Act 1997
• The Data Protection Act 1998
• Protection of Freedoms Act 2012
• GDPR (General Data Protection Regulations)2016
• The Human Rights Act 1998
• The United Nations Convention on the Rights of the Child 1991
• Sexual Offences Act 2003
• Safeguarding Vulnerable Groups Act 2006
• Working Together to Safeguard Children March 2018
• The Care Act 2014
• Care and support statutory guidance, 2017
• The Mental Capacity Act 2005
• The Mental Health Act 2007
• Revised Prevent duty guidance for England and Wales 2019

3.1     A child - is any person under the age of 18. The term ‘young person’ is also commonly used to refer to an individual in the 13 – 17-year age group.

This policy recognises that children and young people of different ages may require different treatment and protections. This is reflected in the associated guidance notes.

3.2     An adult at risk of abuse or neglect – is anyone aged 18 or over whose circumstances put them at enhanced risk of being vulnerable to neglect, exploitation or abuse and who might lack the ability to make informed decisions. There are a number of factors that can contribute to vulnerability:-

• A learning disability; 
• A physical or mental illness, chronic or otherwise, including an addiction to alcohol or drugs;
• Someone with a significant and impairing physical or sensory disability;
• Any obvious reduction in physical or mental capacity – e.g., obvious frailty; symptoms/behaviours linked to the influence of drugs or alcohol;
• Any other reason or circumstance that can make an individual more vulnerable and/or less able to make informed decisions, such as an individual who is homeless; is living in residential care/sheltered accommodation; is isolated from others or in rural areas, is experiencing financial vulnerability; and/or an individual with a severely reduced understanding of English.

3.3     Vulnerable People or Vulnerable Individuals – used to describe 3.1 and 3.2 above in this policy.

3.4     Regulated Activity – is an activity that triggers the legal duty to check the barred list before appointing someone to that activity. 

The definition of regulated activity for adults identifies the activities provided to any adult which, if any adult requires them, will mean that the adult will be considered vulnerable at that particular time. These fall into 6 categories:

• providing Health Care
• providing personal care
• providing social work
• assisting with cash, bills and/or shopping
• assistance in the conduct of a person’s own affairs
• conveying/transport (when transporting an adult because of their age, illness or disability to places where they will receive health, personal or social care.)

The definition of regulated activity for children is:-

1. Unsupervised activities with children if done regularly: teach, train, instruct, care for, supervise, advise, or drive a vehicle only for children.
2. Regular work for specified places with opportunity for contact, whether or not supervised – e.g., schools, children’s homes, childcare premises.

NB Paid workers are in Regulated Activity whether or not supervised.  Volunteers are in Regulated Activity only if they are not supervised.

3. Personal care or health care
4. Registered childminding and foster-care.

In this context “regularly” means once a week or more or on four or more days in a 30 day period (or in some cases overnight).

When a person is not in regulated activity because they are supervised, their supervisor is in regulated activity.  The level of supervision must remain constant – i.e., you cannot withdraw supervision as the supervised person becomes more experienced.  The supervisor must be always present.  The level of supervision depends on the age, number and vulnerability of the children, the nature of the work and the number of other workers.

For further details about regulated activity see:-

https://www.gov.uk/government/collections/ -eligibility-guidance#regulated-activity-and-workforces

3.5     Disclosure and Barring Service. The Disclosure and Barring Service (DBS) carries out criminal record checks for specific positions, professions, employment, offices, works and licences included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 and those prescribed in the Police Act 1997 (Criminal Records) regulations.

3.6    From 2024, DWT’s recruitment policy will ask all successful candidates to complete the relevant criminal records declaration form.  All employees will receive a DBS Basic check but certain roles will require a higher check.  This will be determined by DWT’s safeguarding group.  All those needing a higher check will be renewed every three years. There are four levels of check:-

• Basic check: A basic DBS check is a criminal record check that individuals or employers may request.  A basic DBS check can be used for any position or purpose.  It will contain details of convictions and conditional cautions considered to be ‘unspent’ under the terms of the Rehabilitation of Offenders Act 1974.
• Standard check: To be eligible, the position must be included in the Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order 1975.  The certificate contains details of all spent and unspent convictions, cautions, reprimands and final warnings from the police national computer (PNC).
• Enhanced check: To be eligible, the position must be in the ROA as above and in Police Act Regulations. The certificate contains the same information as a standard check, plus information from police records held locally.
• Enhanced check with a children's and/or adults' barred list check: only available for individuals engaged in regulated activity with children or adults, and a small number of positions listed in Police Act regulations. The certificate contains the same information as an enhanced check, plus a check against the lists of people barred from work with children and/or adults.

4.1     Everyone at DWT has a responsibility to be aware of and sensitive to the needs of vulnerable people and to conduct themselves in line with this policy, the associated Safeguarding Code of Conduct, relevant guidance, and related policies.

4.2     Specific individuals, due to the nature of their work or role, will have enhanced responsibilities:

All new projects must consider safeguarding requirements as part of the proposal process.

6.1     We recognise that:-

• our workforce is our most important resource;
• unsuitable individuals sometimes seek out opportunities via employment or volunteering to have contact with children or vulnerable individuals, in order to harm them;
• some groups face unfair discrimination in the workplace;
• children, young people and families benefit from our efforts to recruit and select a skilled and committed workforce from a diverse range of backgrounds;
• new staff and volunteers cannot perform their role effectively unless they are inducted properly and receive ongoing support and supervision.

6.2     Screening of staff and volunteers is commensurate to their role.  The decision whether or not to DBS check is determined by risk assessment and reference to the Government’s online DBS tool and DWT’s DBS guidance.  As this depends on the activity not on the Job Title/ Role Title, the need for a DBS check on a particular person may change after they are in post.  Line managers and volunteer supervisors will monitor this through regular appraisals and supervisions.

6.3     A role, whether this be staff or volunteer that requires someone to work directly with children or vulnerable adults must have the following checks prior to any direct work with these groups.  This includes any individual that has oversight of safeguarding in their team or area of work.  An offer of employment will be conditional until all these checks have been concluded:

• For staff: as per our standard referencing procedure at least two references; one of which must be the current or most recent employer.
• For Volunteers: at least two references; one must be the current or most recent employer. If a potential volunteer does not have a career history, seek personal references from school/university staff. If neither are obtainable, please refer to the Director in charge to risk asses and take a decision. If a candidate is not currently working, get verification of their most recent period of employment and reasons for leaving from the organisation where they were employed.
• an up-to-date relevant DBS check where their post is eligible for this (including a check against the barred list if the post involves regulated activity);
• an appropriate induction for all new staff and volunteers with training at an appropriate level for the role.

If in doubt on any of the above, please discuss this with the DSO’s or Designated Lead.

6.4     Trustees are in a position of trust and overall responsibility for activities at DWT, therefore all Trustees will have a ‘Basic Check’ as part of new trustee screening.

6.5     When a DBS check is required for a role, the check must be concluded before the appointment commences, whether staff or volunteer. In the case of a DBS check being sought due to a change in a staff member or volunteer’s role, the check must be concluded prior to them commencing the new role.

For further guidance, please refer to - Keeping children safe during community activities, after-school clubs and tuition: non-statutory guidance for providers running out-of-school settings - GOV.UK (www.gov.uk)

7.1   The key principle to confidentiality and safeguarding is that the welfare of the child or adult at risk of abuse or neglect is paramount. This means that the considerations of confidentiality which might apply to other situations in the organisation should not be allowed to override the right of the child or adult at risk of abuse or neglect to be protected from harm.  In the event of a disclosure, allegation, or concern made to a member of staff or volunteer, nobody should promise to keep anything confidential and the disclosure should be handled and reported in line with the guidance in Annex 2 - Managing Suspicions, Disclosures or Allegations.

7.2   All records of disclosures, allegations, concerns, or suspicions will be recorded using the DWT Safeguarding Log and saved in a central Safeguarding Issues folder. This protected folder can only be accessed by the Designated Safeguarding Officers, HR Manager and the Appointed Director in charge.

7.3   Where a disclosure, allegation or concern is made against/about a member of staff or volunteer, every effort should be made to ensure that confidentiality is maintained for all concerned whilst an investigation is taking place. In this circumstance, the DWT Whistleblowing policy applies.

7.4     Please see our Data Protection policy (DPP1) for details of how we safeguard data an individual’s privacy.

• Physical Abuse

This can involve hitting, shaking, throwing, poisoning, punching, kicking, scalding, burning, drowning, suffocating, pushing, misuse of medication, restraint, or inappropriate physical sanctions.  It can also result when a parent or carer deliberately causes the ill health of a child in order to seek attention through fabricated or induced illness. This was previously known as Munchausen’s Syndrome by Proxy.

Symptoms that may indicate physical abuse include bruises, black eyes, and broken bones; injuries that the child or adult at risk of abuse or neglect cannot explain or explains unconvincingly; untreated or inadequately treated injuries; injuries to parts of the body where accidents are unlikely, such as thighs, back, abdomen; bruising which looks like hand or finger marks; cigarette burns, human bites; scalds and burns.

• Neglect

Neglect is the persistent failure to meet a person’s basic physical and/or psychological needs which can significantly harm their health and development. Neglect can include inadequate supervision of children or adult at risk of abuse or neglects who require sustained support (i.e. being left alone for long periods of time); lack of stimulation, social contact or education; lack of appropriate food, shelter, appropriate clothing for conditions; and medical attention and treatment when necessary. There are occasions when nearly all parents or carers find it difficult to cope with the many demands of caring. But this does not mean that they are neglecting the person they care for. Neglect involves ongoing, severe failure to meet a child or adult at risk of abuse or neglect’s needs.

Some signs of possible neglect are if the person seems underweight or malnourished; if they are poorly clothed, with inadequate protection from the weather; if they are often absent from school or, in the case of adults, from regular or expected social activities and/or appointments for no apparent reason.

• Sexual Abuse

Sexual abuse involves forcing or enticing a child or adult at risk of abuse or neglect to take part in sexual activities, whether or not s/he is aware of what is happening. This may include physical contact both penetrative and non-penetrative, or viewing pornographic material including through the use of the internet. Indicators of sexual abuse include: allegations or disclosures, genital soreness, injuries or disclosure, sexually transmitted diseases, inappropriate sexualized behaviour including words, play or drawing.

Child Sexual Exploitation is a form of abuse of which involves children (male and female, of different ethnic origins and of different ages) receiving something (e.g. food, accommodation, drugs, alcohol, cigarettes, affection, gifts, money) in exchange for sexual activity. It can occur through the use of technology without the child’s immediate recognition. 

Symptoms of this kind of abuse can include a marked change in the child or adult at risk of abuse or neglect’s behaviour. For example, they may become unusually quiet and withdrawn, or unusually aggressive. Or they may start suffering from what may seem to be physical ailments, but which can't be explained medically. They may show unexpected fear or distrust of a particular individual or refuse to continue with their usual social activities. In the case of a child, they may refuse to attend school or start to have difficulty concentrating so that their schoolwork is affected. They may start using sexually explicit behaviour or language. The child may describe receiving special attention from a particular adult, or refer to a new, "secret" friendship with an adult or young person.

• Emotional or Psychological Abuse

Identified as Emotional Abuse in the Children’s Act and Psychological Abuse in The Care Act, this covers threats of harm or abandonment, deprivation of contact, humiliation, blaming, controlling (including financial control), intimidation, coercion, harassment, verbal abuse, cyber bullying, isolation or unreasonable and unjustified withdrawal of services or supportive networks.  Emotional Abuse is where a child’s need for love, security, recognition, and praise is not met. It may involve seeing or hearing the ill-treatment of someone else such as in Domestic Violence or Domestic Abuse. A parent, carer or authority figure is considered emotionally abusive when they are consistently hostile, rejecting, threatening, or undermining toward a child or other family member. It can also occur when children are prevented from having social contact with others or if inappropriate expectations are placed upon them.

Symptoms that may indicate emotional abuse are not necessarily easy to identify and may be similar to symptoms of other types of abuse. Self-harming behaviours, the development of eating disorders, becoming excessively withdrawn, demonstrating unusually aggressive behaviour can all be indicators that a child or adult at risk of abuse or neglect is suffering from some kind of abuse.

• Domestic Abuse

The Government defines domestic abuse as “any incident of threatening behaviour, violence or abuse (psychological, physical, sexual, financial or emotional) between adults who are or have been intimate partners or family members regardless of gender or sexuality”. As awareness of ‘coercive control’ has grown in recent years which can be a common aspect of domestic abuse.  Controlling or coercive behaviour does not relate to a single incident, it is a purposeful pattern of behaviour which takes place over time in order for one individual to exert power, control or coercion over another.  Domestic abuse also covers so called ‘honour’ based violence. Domestic abuse can affect anyone, regardless of gender, age, or sexuality. It usually happens between two people who are in a relationship now or have been in the past.

Symptoms of domestic abuse in adults are like many of the symptoms common to other forms of abuse. For the victim of domestic abuse guilt, shame, denial, self-blame, isolation, and fear can be common emotions. Children in households where domestic violence is prevalent are more vulnerable to abuse themselves and can suffer from a range of negative impacts on their mental wellbeing because of exposure to sustained domestic tension and/or the witnessing of violence in the home.

• Financial or material abuse

Including theft, fraud, internet scamming, coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions, or the misuse or misappropriation of property, possessions, or benefits.

• Organisational abuse

Once known as institutional abuse, organisational abuse can happen when the needs of the organisation are prioritised over that of the individual.  It includes neglect or poor care practice within an organisation or specific care setting, such as a hospital or care home. It can also be in relation to care provided in your own home. This may range from one-off incidents to on-going ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

• Discriminatory abuse

Discriminatory abuse covers all forms of harassment, slurs or similar treatment because of race, sex, gender reassignment, age, marriage or civil partnership, paternity and maternity, disability, sexual orientation or religion or belief.  It relates to all protected characteristics as defined in The Equality Act 2010.

• Self-neglect

This covers a wide range of behaviour such as neglecting to care for your personal hygiene, health or surroundings and includes behaviour such as hoarding.

• Modern slavery

Encompasses slavery, human trafficking, forced labour and domestic servitude. Those who co-ordinate such activities whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment.

• Radicalisation

Radicalisation is a form of harm. The process may involve: 1) being groomed online or in person 2) exploitation, including sexual exploitation 3) psychological manipulation 4) exposure to violent material and other inappropriate information 5) the risk of physical harm or death through extremist acts.

• Other forms

Gaslighting is a form of psychological manipulation and abuse in which the perpetrator makes his or her partner question and doubt their own perceptions, memory, judgement and sanity. Whilst it usually occurs in a domestic setting and against one person, it can be directed at individual members of a particular group. In a domestic relationship it is a manipulation tactic used to gain power and can amount to coercive and controlling behaviour.

The tactics of an abuser may vary, but they will tend to be subtle, insidious and constant. They can include seclusion by isolating the victim from their friends and family and the victim may constantly second-guess themselves and take responsibility for the behaviour that the abuser is using.

The aim of the abuser is to gain complete power and control over the victim’s emotions and thoughts.  To achieve this, they will subtlety erode the victim’s self-esteem by making them doubt their own thoughts and feelings until they become utterly dependent on the abuser.

Grooming

Grooming is when a person builds a relationship with a child, young person or an adult who's at risk, so they can abuse them and manipulate them into doing things.  The abuse is usually sexual or financial, but it can also include other illegal acts.  Grooming can take place online or in person and it can happen over a short or long period of time - from days to years.  It is an offence.

Groomers are good at lying about who they are and can be a stranger or someone the victim already knows and trusts, for example through a friend or family, a club or through DWT activities. Online they can create a false identity and pretend to be younger than they are, using social media networks; text messages and messaging apps; email, text, voice and video chats in forums, games and apps.

Signs of someone is being groomed aren't always obvious and may be hidden.  Signs may include secrecy about how they're spending their time, an older boyfriend or girlfriend, having money or new things like clothes and mobile phones that they can't or won't explain, drinking or taking drugs, spending more or less time than usual online or on their devices, being upset or withdrawn, using sexual language you wouldn’t expect them to know; spending more time away from home or going missing for periods of time.

A person is unlikely to recognise they're being groomed, they will trust their abuser who is giving them lots of attention and gifts. Also, their groomer may have warned them not to talk to anyone about it.

Other forms of abuse include Female Genital Mutilation, County Lines (drug gangs from cities expanding their operations into smaller towns), cuckooing (drug dealers take over the home of a vulnerable person) and abuse through social media.

Further information about signs of abuse in adults can be found here:

https://www.scie.org.uk/publications/ataglance/69-adults-safeguarding-types-and-indicators-of-abuse.asp

Further information about signs of abuse in children can be found here: https://www.nspcc.org.uk/what-is-child-abuse/spotting-signs-child-abuse/

If a child or adult at risk of abuse or neglect makes a disclosure or allegation of abuse, it is important that you:

• Stay calm and listen carefully.
• Reassure them that they have done the right thing in telling you.
• Do not investigate or ask leading questions.
• Do not promise to keep what they have told you a secret.
• Ask them for some basic contact details or the name of their school or local authority if you don’t have this
• Tell them what you will do next and with whom the information will be shared.
• Contact the Designated Safeguarding Officer (DSO) immediately. They will progress the allegation/disclosure following the processes detailed in section 3 of this Annex.
• Record the allegation, disclosure, or incident in a DWT Safeguarding Report Form as soon as you can, using the child’s/individual’s own words as far as possible. Sign and date the document and pass it to the DSO, who will ensure that the record is saved in the confidential Safeguarding Issues folder.
• If you believe that there is a real and immediate danger to the child or individual call the police. Likewise, call the police if the disclosure/allegation leads you to believe there are other children/adults at risk who may be at immediate risk. Then contact the DSO as soon as possible, if they are unavailable contact your safeguarding lead, or the appointed Director in charge of safeguarding. Ensure that you record the incident as outlined above and make the DSO aware of what has happened as soon as possible.

1. 1.  Managing Suspicions

Managing suspicions of abuse, where there has been no allegation or disclosure, can be difficult as suspicions rely on judgement and often reflect a pattern of incidents or concerns. Where you suspect that a child or adult at risk of abuse or neglect is suffering or at risk of abuse:

• Speak with the DSO as soon as possible. They will advise on steps to be taken next in line with the process outlined in section 3 of this Annex.  (Managing Suspicions, Disclosures or Allegations)
• Record your concerns, being as specific as you can about times, dates and symptoms/behaviours that have raised your concerns as well as the context these were in using a DWT Safeguarding Log. Pass this on to the DSO who will ensure that the record is saved in the confidential Safeguarding Issues folder.
• Suspicions can often illustrate a wider picture of a concern that can be acted on.  It is important to disclose these so DWT can assess the risk with any existing information that it already may have.  Management of these situations will be managed sensitively, especially when allegations are not supported.

2.3  Management Processes

If a vulnerable person is in immediate danger, call 999 and then follow the processes below.

2.4  Disclosure/allegation is made against a DWT member of staff or volunteer

Issue is raised with Designated Safeguarding Officer (unless it related to either DSO, and therefore report to the Appointed Director in charge.  Please see 3.4)

1. The DSO will:-
   • Ensure the matter is correctly recorded and logged
   • Inform the appointed Director in Charge – or if the disclosure relates to the Director in charge, the CEO - that there has been an allegation
   • Determine whether the issue meets the threshold for involving the LADO (See Annex 3.1)
   • Report the allegation to the relevant authority i.e. LADO, adult/child services, emergency services – see Essential Contacts in Annex 3.2
   • Establish where the staff member or volunteer is now and when they would next be in contact with children or adults at risk in order to keep those groups safe
   • Assess next steps of any activity involved in the allegation
   • Agree next steps with the LADO and/or Police before informing or suspending the member of staff or volunteer
   • Ask either the HR Manager (staff) or Volunteers Officer (volunteer) to ensure appropriate support is in place for the accused member of staff or volunteer whilst the investigation is underway.  NB The HR Manager and Volunteers Officer do not need to have details of the allegation.
   • Ensure support is in place for the person who raised the allegation.
2. The appointed Director in Charge will:-
   • Ensure the CEO, the relevant Director and the appointed Trustee know that there has been an allegation against a DWT member of staff or volunteer
   • Decide with the CEO, Director and Trustee what action should take place whilst the investigation is ongoing
   • NB The CEO, Director and Trustee need only know that an allegation has occurred and as many details as needed to make a decision.  Full details should not be shared, and names of people involved will be kept as confidential as possible.
3. 5.  Disclosure/allegation is made about a third-party contractor.
4. Issue is raised with Designated Safeguarding Officer
5. The DSO will:-

• • Ensure the matter is correctly recorded and logged
  • Inform the appointed Director in Charge that there has been an allegation
  • Determine whether the issue meets the threshold for involving the LADO (See Annex 3.1)
  • Report the allegation to the relevant authority eg LADO, adult/child services, emergency services – see Essential Contacts in Annex 3.2
  • Establish where the alleged contractor is now and when they would next be in contact with children or adults at risk in order to keep those groups safe
  • Assess next steps of any activity involved in the allegation,
  • Agree next steps with the LADO and/or Police before informing or suspending the member of staff or volunteer
  • Ensure support is in place for the person who raised the allegation.

3. The appointed Director in Charge will:-
   • Ensure the CEO and the appointed Trustee know that there has been an allegation against a third-party contractor. Review if it is appropriate to continue contact whilst the contractor whilst the investigation is ongoing,
   • NB The CEO, Director and Trustee need only know that an allegation has occurred and as many details as needed to make a decision.  Full details should not be shared, and names of people involved will be kept as confidential as possible.
4. 6.  Disclosure/allegation is made against another person related to or in contact  

 with the child or adult at risk of abuse or neglect

When a Disclosure is made whilst at a school or equivalent setting, or within the context of a school visit:

1. Inform the DSO immediately.  If you cannot contact the DSO, inform the Head Teacher at the school, who will in turn refer to their DSO.
2. The DSO will:-

• • Ensure the matter is correctly recorded and logged
  • Inform the school and agree who will take action (usually the school)
  • Log the school’s response and actions
  • If the school is not taking action, follow the process below
  • Ensure support is in place for the person that heard the disclosure
  • Inform the appointed Director in Charge that there has been an allegation and what actions have been agreed.

3.  The appointed Director in Charge will:-
   • Ensure the CEO and the appointed Trustee know that there has been an allegation. Review if it is appropriate to continue activities whilst the investigation is ongoing,
   • NB The CEO, Director and Trustee need only know that an allegation has occurred and as many details as needed to make a decision.  Full details should not be shared, and names of people involved will be kept as confidential as possible.

When a Disclosure is made outside the context of a school or school visit:

1. Issue is raised with Designated Safeguarding Officer
2. The DSO will:-

• Ensure the matter is correctly recorded and logged
• Inform the appointed Director in Charge
• Determine whether the issue meets the threshold for involving the LADO (See Annex 3.1)
• Report the allegation to the relevant authority eg LADO, adult/child services, emergency services – see Essential Contacts in Annex 3.2 and agree next steps
• Assess next steps of any activity involved in the allegation,
• Ensure support is in place for the person who raised the allegation.

2.7     Disclosure/allegation is made against the Designated Safeguarding Officer or a Trustee

1. The issue should be raised with the appointed Director in Charge.  If it is raised with the alternate Designated Safeguarding Officer, this DSO will immediately defer to the Director in Charge.
2. The Director will:-
   • Ensure the matter is correctly recorded and logged
   • Determine whether the issue meets the threshold for involving the LADO (See Annex 3.1)
   • Inform the relevant authority (See Annex 3.2 for essential contacts)
   • Establish where the DSO or Trustee is now and when they would next be in contact with children or adults at risk in order to keep those groups safe
   • Agree any next steps with the LADO and/or Police before informing or potentially suspending the DSO or Trustee
   • Assess next steps of any activity involved in the allegation
   • Ask the HR Manager to ensure appropriate support is in place for the DSO or Trustee whilst the investigation is underway
   • Ensure support is in place for the person who raised the allegation via HR Manager (staff) or Volunteers Officer (volunteer) or by signposting an external individual.
   • NB The HR Manager and Volunteers Officer do not need to have details of the allegation.
3. The appointed Director in Charge will also:-
   • Ensure the CEO, the relevant Director, the appointed Trustee (if appropriate) or Chair of Trustees (in the event it is a Trustee) know that there has been an allegation against the DSO. 
   • Decide with the CEO, Director and appointed Trustee (if appropriate) or Chair of Trustees (in the event a Trustee is involved) what action should take place whilst the investigation is ongoing.

NB The CEO, Director and appointed Trustee/Chair of Trustees need only know that an allegation has occurred and as many details as needed to make a decision.  Full details should not be shared, and names of people involved will be kept as confidential as possible.

2.8  Disclosure/allegation is made against the Director in Charge

1.  The issue should be raised with the CEO who in turn will liaise with RSWT Safeguarding Lead.
2.  The CEO will:-
   • Ensure the matter is correctly recorded and logged
   • Determine whether the issue meets the threshold for involving the LADO (See Annex 3.1)
   • Inform the relevant authority (See Annex 3.2 for essential contacts)
   • Establish where the Director in Charge is now and when they would next be in contact with children or adults at risk in order to keep those groups safe
   • Agree next steps with the LADO and/or Police before informing or suspending the DSO
   • Ensure appropriate support is in place for the Director in Charge whilst the investigation is underway
   • Ensure support is in place for the person who raised the allegation via HR Manager (staff) or Volunteers Officer (volunteer) or by signposting an external individual
   • NB The HR Manager and Volunteers Officer do not need to have details of the allegation.
3. The appointed CEO will also:-
   • Ensure the appointed Trustee and Chair of the Board know that there has been an allegation against the Director in Charge. 
   • Decide with the RSWT Safeguarding Lead what action should take place whilst the investigation is ongoing.

2.9  Disclosure/allegation is made against the Chief Executive Officer or the Chair of Trustees

1. The issue should be raised with the appointed RSWT Safeguarding Lead.   If it is raised with anyone else, it will immediately defer to RSWT Safeguarding Lead.

2. The RSWT Safeguarding lead will:-

• • Ensure the matter is correctly recorded and logged
  • Inform the relevant authority and Director in Charge
  • Determine whether the issue meets the threshold for involving the LADO (See Annex 3.1)
  • Inform the relevant authority (See Annex 3.2 for essential contacts)
  • Establish where the CEO or Chair of Trustees is now and when they would next be in contact with children or adults at risk in order to keep those groups safe
  • Agree next steps with the LADO and/or Police before informing or suspending the CEO or Chair of Trustees
  • Ask the HR Manager to ensure appropriate support is in place for the CEO or Chair of Trustees whilst the investigation is underway
  • Ensure support is in place for the person who raised the allegation via HR Manager (staff) or Volunteers Officer (volunteer) or by signposting an external individual
  • NB The HR Manager and Volunteers Officer do not need to have details of the allegation
  • Ask the HR Manager to ensure appropriate support is in place for the Chief Executive or Chair of Trustees whilst the investigation is underway
  • Ensure support is in place for the person who raised the allegation
  • Liaise with the Director in Charge to recommend what action should take place whilst the investigation is ongoing
  • NB The Director in Charge and anyone else deemed appropriate by the RSWT Safeguarding Lead need only know that an allegation has occurred and as many details as needed to make a decision.  Full details should not be shared, and names of people involved will be kept as confidential as possible.

4.1 LADO Threshold: Has the member of staff, volunteer or trustee?

• Behaved in a way that has harmed/may have harmed a child
• Possibly committed a criminal offence against or related to a child
• Behaved towards a child or children in a way that indicates they may pose a risk of harm to children
• Behaved or may have behaved in a way that indicates they may not be suitable to work with children

4.2 This applies to allegations/concerns raised about people in their personal as well as professional lives.

4.3 DWT Safeguarding Leads and Officers

4.4 Other Essential Contacts

4.5 Useful Contacts and Sources of Information

VOYC Devon  www.voycdevon.org.uk/welcome-voyc-devon

Devon Safeguarding Children’s Board www.devonsafeguardingchildren.org

Adult Safeguarding Board  https://www.devonsafeguardingadultspartnership.org.uk/

South West Child Protection Procedures www.swcpp.org.uk

Devon Early Years and Childcare Service www.devon.gov.uk/eycs

Child Exploitation and Online Protection Agency www.ceop.org.uk

NSPCC Safe (Safe Activities for Everyone) Network www.safenetwork.org.uk

MASH Consultation Line 0345 155 1071 (ask for Consultation Line)

Devon’s Domestic Abuse Helpline 0345 155 1074

LADO https://www.devon.gov.uk/educationandfamilies/child-protection/managing-allegations-against-adults-working-with-children

Ann Craft Trust (supports organisations to safeguard adults and young people at risk and minimise the risk of harm)- https://www.anncrafttrust.org

UK Government official website:  Safeguarding children and young people

https://www.gov.uk/government/publications/safeguarding-children-and-young-people/safeguarding-children-and-young-people

Sources of training

http://www.voycdevon.org.uk/training-eventshttps://new.devon.gov.uk/devonsafeguardinglearning/

https://safeguardingchildren.vc-tms.co.uk/

http://www.safetymedia.co.uk/course-library/

Sources of Emotional Support for staff and volunteers impacted by a safeguarding issue

• DWT’s Safeguarding team
• DWT’s Mental Health First Aiders
• Emma Darby, Strategic Lead – Safeguarding, The Wildlife Trusts. Tel: 01636 670088 / email: edarby@wildlifetrusts.org. Working days are Monday - Thursday
• The Samaritans  tel 116 123 https://www.samaritans.org/
• Stop it Now (confidential help and support for anyone affected by abuse including those who are concerned about their own thoughts or behaviour)
• Health Assured employee assistance programme.  Tel 0800 028 0199, 24 hours a day, 7 days a week, 365 days a year.  This service is also being extended to employee’s immediate family - Health Assured define immediate family members as spouse/partners and children aged 16 to 24 in full-time education, living in the same household. 

Ann

1. 1. The Rules

The term in loco parentis - Latin for ‘in the place of a parent ‘- refers to the legal responsibility of a person or organisation to take on some of the functions and responsibilities of a parent.  It is applied in two separate areas of the law:

• The Children Act 1989:  an adult who is in loco parentis has a duty of care towards children in their care.  Legally, while not bound by parental responsibility, the adult must behave as any reasonable parent would do in promoting the welfare and safety of children in their care.
• The Health and Safety at Work Act 1974:  also requires schools or other organisations (such as childminders) to show a duty of care towards children’s safety and well-being.

Ofsted rules require that any adult or organisation regularly undertaking the care of children without parents/carers in attendance must either be registered with Ofsted as an individual or as part of a childcare agency and have at least a basic qualification in childcare. It should be noted here that youth organisations are an exception to this rule and when working with such organisations DWT should seek to clarify the safeguarding procedures in place.

4.2  Supervision Levels and DWT Activities

The correct adult to child ratios will be observed. Note that this includes the assumption that there will always be 2 adults present. In other words, you will never be alone with a group of children. The recommended minimum ratios are below.  These ratios must be increased as needed in line with site and activity risk assessments.