DEFINITIONS

We all have a legal responsibility to safeguard and promote the welfare of young people and to work together with other agencies to ensure adequate arrangements are in place to protect, identify, assess and support those who are at risk from suffering harm, abuse or neglect.

As a company working with young people, we have a duty and responsibility to safeguard and promote the welfare of children (young people aged 18 and under) and if vulnerable (or Adults in particular situations or activities) then the age is 19 and over and to ensure that adequate arrangements are in place to identify, assess and support any child who is suffering harm. A vulnerable/adult in a particular situation or activity is a person who is or may be unable to care for themselves, or unable to protect themself against significant harm or exploitation by reason of mental or other disability, age or illness and may be in need of community care services.

The term staff covers all adults on site including tutors, support workers and ancillary staff. All staff should provide a caring, positive, safe and stimulating environment that promotes the social, physical and moral development of the young person.

The term child with respect to safeguarding children refers to young people aged 18 and under. If the child is vulnerable then the age limit is to 19 years.

What does safeguarding mean?

Safeguarding is taken to mean “all agencies working with children, young people and their families, take all reasonable measures to ensure that the risk of harm to children’s welfare is minimised” and “where there are concems about children and young people’s welfare, all agencies take all appropriate actions to address these concerns, working to agreed policies and procedures”.

Associated Legislation:

• Keeping Children Safe in Education 2022
• Working together to Safeguard children 2018
• General Data Protection Regulations 2018
• Care Act 2014
• Equality Act 2010
• Education Act 2011
• Mental Capacity Act 2005
• Every Child Matters 2004
• Children Act 1989

All staff in the GTA and Employers should provide a caring, positive, safe and stimulating environment that promotes the social, physical and moral development of a young person.

We will ensure that we work to the policies and procedures we have in place to safeguard all young people on our training programmes.

Guarding safety from

• Physical abuse
• Psychological or Emotional abuse
• Sexual abuse or exploitation
• Financial or Material abuse
• Discriminatory abuse
• Neglect
• Domestic
• Cyber-bullying or on-line abuse
• Female genital mutilation (FGM) Child trafficking/modern slavery Grooming and Radicalisation.

Abuse is a violation of an individual’s human and civil rights by any other person or persons.

Financial/material abuse is the exploitation, inappropriate use or misappropriation of a person’s financial resources or property. It occurs when the individual is deprived of their financial assets, for example by holding money back from the individual, obtaining money by deception or stealing money. It includes the withholding or money or the improper use of a person’s money or property, usually to the disadvantage of the person to whom it belongs.

Institutional abuse can be defined as abuse or mistreatment by a regime as well as individuals within any building where care is provided. Examples include lack of flexibility and choice, lack of consultation, public discussion of personal matters, inadequate or delayed responses, staff overly controlling service users’ relationships and activities.

Neglect is the deliberate withholding or unintentional failure to provide help or support which is necessary for the young person/vulnerable adult to carry out activities of daily living. It also includes a failure to intervene in situations that are dangerous to the person concerned or to others, particularly when the person lacks the mental capacity to assess risk.

Neglect may involve:

Failing to provide adequate food, shelter and clothing

Failure to ensure access to appropriate medical care or treatment

Neglect of basic emotional needs

Psychological abuse may involve the use of harassment, bullying, intimidating, indifference, hostility, rejection, threats, humiliation, name-calling, other degrading behaviours, shouting, swearing, discrimination or the use of oppressive language. It can result in feelings of low self-worth. Some level of psychological or emotional abuse is present in all forms of abuse.

Physical abuse is the physical ill treatment of someone, which may or may not cause physical injury, causing harm to the individual’s person. It may involve pushing, slapping, pinching, punching, hitting, shaking, throwing, poisoning, buming, scalding, drowning or suffocating, force feeding, improper administration of medicines or denial of prescribed medicines, forced isolation and confinement, including a person being locked in a room, or inappropriate sanctions of restraint, or inappropriate manual handling. It may be the result of a deliberate failure to prevent injury occurring.

Sexual abuse involves a young person or vulnerable adult participating in, or watching, sexual activity to which they have not consented or were pressured into consenting, or to which they cannot give informed consent. It is not necessary for the individual to be aware that the activity is sexual. The activities may include:

Physical contact, including penetrative or non-penetrative acts-e.g., rape, buggery, indecent assault or inappropriate touch rape, incest and situations where the perpetrator touches the abused person’s body (e.g., breasts, buttocks or genital area).

Non-contact activities, e.g., exposing genitals to the abused person or coercing the abused person into participating in or watching pornographic videos or photographs.

In all cases, the 4 levels of the safeguarding structure should be reviewed to identify low level needs, emerging needs, complex needs or significant needs (i.e., social care, Health, Disability, Health problems, Housing, Education)

Vigilance is paramount and some of the signs to look out for are:

Absence, Non-achievement, misbehaving, health problems, misuse of substances, self-harming, inadequately clothed and fed, young carers, risk of exclusion, pregnancy, domestic violence, unexplained injuries, family problems, illness, changes in behaviour and language, mental health, anxiety or generally feeling low or isolated.

ORGANISATIONAL RESPONSIBILITIES

The Governance Board and Training Director are responsible for the monitoring of policies and procedures, with annual reviews and updates. This includes actions to ensure compliance of our statutory obligations.

Our selection and recruitment policies must include the safe recruitment practice of scrutinising applicants by:

• Verifying identity and qualifications
• Obtaining character and professional references

Checking previous employment history and national insurance number

• Checking that a candidate has the health and physical capacity for the job Having a face-to-face interview

Enhanced Checks with the Disclosure & Barring Service (DBS)

The designated person for safeguarding children/young people is Rajinder Chibbra (she has attended the Warwickshire Safeguarding Children Board Level 1 Child Protection Awareness Training) and is qualified as Designated Safeguarding Lead (children) v 3.0 and Mental Health Awareness for Managers v 3.0.

All staff who work with young people will receive some in house training from the designated person in order to develop their understanding of the signs and indicators of abuse and know how to respond to a young person who discloses abuse, and the procedure to be followed in appropriately sharing a concern of possible abuse or a disclosure of abuse. Staff will also attend Safeguarding workshops and briefings.

Staff who become involved with a young person who has suffered harm may well find the situation very stressful and upsetting. It is important that there are identified strategies to provide support for any staff working in these circumstances.

STAFF & EMPLOYER RESPONSIBILITY

All staff & employers should’

Provide an environment in which young people feel safe, secure, valued and respected, feel confident and know how to approach adults if they are in difficulty

Support the young person’s development in ways that foster security, confidence and resilience

Know how to recognise signs of abuse, neglect, anxiety/mental health issues. Also, identification of radicalisation or extremism in line with the Prevent Duty.

Know how to respond appropriately to a young person who is in need

It is also important that staff do not place themselves in a vulnerable position with a young person. It is advisable that any work with an individual young person takes place in view of other adults.

MANAGEMENT OF A CHILD/YOUNG PERSON PROTECTION ISSUE

All staff may encounter a child protection situation, either by being approached by a young person directly or by an accidental disclosure.

Staff need to think through beforehand how they might respond if they are approached by a young person who wishes to confide in them and follow these procedures:

If approached by a young person who wishes to confide in you bear the following in mind:

Listen carefully. Do not ask leading questions but ask for clarification if you have not understood. (An allegation of abuse or neglect may lead to a criminal investigation, so it is important nothing is done that may jeopardise a Police investigation, such as asking a young person leading questions or attempting to investigate the allegations of abuse).

• Write down carefully what is said and check with the young person that what you write is an accurate reflection of what they are telling you.
• Explain to the young person they will receive all your support but do not promise confidentiality-staff have a duty to pass on their concems to someone better qualified than themselves.

Re-assure them that they have done the right thing and discuss what you think will happen next and who will be involved.

• Inform the Designated Person and record in writing at the earliest possible moment, details of the disclosure.
• Designated lead to action in accordance with the guidelines and working with the appropriate authorities, through to referral if deemed necessary.

It is important for the Local Authority Work Related team to be made aware that a disclosure has been made along with the name of the young person.

Should a protection incident occur involving staff, employers or visitors to Warwickshire GTA then a review must take place involving the LA WRL team.

Council and Local Authority Contacts:

Warwickshire Multi Agency Safeguarding Hub (MASH) — 01926 414144

The Business Manager, Warwickshire Safeguarding People Group, Warwickshire County Council, Building 2, Saltisford Office Park, Ansell way, Warwick CV34 4UL. 01926 742981. wsab@warwickshire.qov.uk

Coventry Multi Agency Safeguarding Hub (MASH) – 02476 788555

The above Agencies will support Warwickshire GTA on such occasions.

If you notice signs of physical injury, you should:

Record the details of the injury, with a sketch if appropriate

Record any comments made by tie young person, if possible, quoting words actually said

It is important that you do not ask leading questions or interview the young person, nor should you promise confidentiality

Report the situation to the Designated Person as a matter of urgency

All written records must be kept safely and confidential

SAFEGUARDING PRACTICES

WGTA staff are aware and involved with the preparation of the safeguarding risk assessment and required control measures for safeguarding and participate in the updating of the company safeguarding action plan, safeguarding policy and procedures, lone working policy, prevent policy and any leamers at risk identified and monitored. All staff have had formal safeguarding and prevent training and we have a designated safeguarding person.

Safeguarding is delivered during leamer induction and at the work placement induction. All leamers and employers are issued with a safeguarding awareness document and a Staying Safe pocket size leaflet with contact names and numbers. Safeguarding is also discussed at every leamer review and leamers are asked to describe what it means to them and ‘what they would do if any issues should arise. Our Safeguarding and Prevent Policies are also accessible via our website.

Awareness and procedures of safeguarding is reiterated within our Employer newsletters, during Review meetings and would be highlighted during leamer progress/staff meetings if an issue was identified. All staff have a quick guide (Ofsted based) on what to do if they identify a situation where a leamer is at risk and the procedures, they have to follow to ensure the learner’s safety and wellbeing.

Safeguarding is promoted within our Business Plan and Development plan and relates to our Equality Policy, GDPR (Data Protection) Policy, Prevent Policy and Complaints Policy. Board members have received safeguarding training with updates and discussion at Board meetings. Management ensures that all staff have been through the DBS criteria. We have an updated Prevent Action Plan, policy & procedure. Staff have completed the Channel General Awareness Module and all learners have a Safeguarding & Prevent guidance leaflet and employers are issued with a Prevent information newsletter.

Prevent Duty

The Prevent Duty is part of the Government’s strategy to safeguard communities against the threat of Terrorism, Extremism and Radicalisation and for the promotion of British Values.

Section 26 of the Counter-Terrorism and Security Act 2015 places a legal duty on education and training establishments, to have “due regard to the need to prevent people from being drawn into terrorism”.

Prevent happens before any criminal activity takes place. It is about recognizing, supporting and protecting people, who may be susceptible to radicalisation.

Radicalisation is defined as the process by which people come to support terrorism and extremism and, in some cases to then participate in terrorist groups.

Terrorism is a violent act against people or property, to create fear and advance a political, religious or ideological cause.

Extremism is vocal or active opposition to fundamental British values.

• Democracy
• The Rule of Law
• Individual Liberty and
• Mutual respect and tolerance of different faiths & beliefs.

Warwickshire GTA aims to guide our leamers to understand and respect others, promote common values and to value diversity. Also, to promote awareness of human rights, the responsibility to uphold and defend them and develop skills of participation and responsible action.

We have a responsibility to ensure that apprentices and employees are protected from radicalising influences and are resilient to extreme narratives. We encourage working towards a society with a common vision and sense of belonging for all. All staff have undertaken training on prevent.

Prevent is discussed at Leamer and Employer reviews, with links to recent issues to give context and develop awareness, contained in the Employer newsletters and is part of our Business Plan, Development Plan and discussed at quarterly board meetings. Our Prevent policy is reviewed and updated annually.

Vigilance is again paramount and the possible warning signs to identify vulnerability may include: Loneliness or isolation, Changes to family situation or tensions, Poverty, Political grievances, Crime or anti-social behaviour.

It is important for Staff and Employers to recognise any changes in behaviour and language, significantly changing appearance, peer or friendship groups, resistance to engage with those of different race, religion, gender or beliefs, becoming argumentative or not willing to listen, accessing extremist material or showing support for extremist/terrorist groups.

We will actively promote and discuss British values, again encouraging an understanding, through discussions of local and national events and support from communities.

Any issues or concerns identified, as the result of observed behaviour or reported conversations, to suggest that an individual is in support of terrorist or extremist activity, must be reported immediately to the Designated Safeguarding Lead.

Where there is the potential of significant ham, risk or a need for support of a vulnerable person, being drawn into terrorism or extremism, this should be referred to the relevant authorities, through the Channel programme. As part of this process, usually the police will carry out investigations, identify individuals at risk and develop the most appropriate support plan for the individuals concerned.

ONLINE SAFETY

Ensuring the safety and wellbeing of staff and apprentices is paramount, when using the internet, social media or mobile devices.

All staff have training, support and awareness of our approach to online safety, in line with our Security policy. It is important to ensure that young people should be able to use the internet for education and personal development, whilst keeping them safe at all times. This will be regularly monitored to ensure safe IT usage.

Warwickshire GTA are responsible for checking and supporting staff, young people and employers in their awareness of keeping safe online.

This includes.

• Reviewing and updating the security of information and data systems regularly. WGTA are certificated for Cyber Essentials.
• Ensuring usernames, logins, email accounts and passwords (recommendation of at least 8 characters, with upper and lower case, numbers and special characters) are used effectively and updated regularly.
• Ensure safe measures, guidelines are communicated and appropriate settings, in the event of any online remote leaming or meetings.
• Ensuring personal information and images are only used for the purpose for which written consent has been given, stored securely and kept and shared only as appropriate.
• Clear and robust safeguarding procedures for responding to online abuse, including cyber-bullying, emotional abuse, sexting, sexual abuse and exploitation and grooming.
• Code of conduct for staff and apprentices, keeping safe and showing respect for others.
• Reporting and recording any issues of online abuse and outcomes.

Regular review of our policies and procedures to ensure compliance.

During the Covid 19 lockdowns all leamer reviews were conducted by telephone every 8 weeks to ensure leamers felt safe and were not experiencing any problems with regards to any safeguarding issues including anxiety, illness or family problems.

This policy will be reviewed and updated annually by Warwickshire GTA

Reviewed and updated January 2023

Reviewed and updated January 2024

Signed .           Date    15/01/2024

(Training Director)