Version number & Status	2025
First published:	Jan 2023
Date updated:	Dec 2024
Next review date:	Dec 2025
Policy prepared by:	Syed Uddin
Policy Owner:	Syed Uddin CEO
Policy approved by and Date:	Board of Trustees – 05.12.24
Brief summary of changes since previous version:	Definitions for terms such as ‘child/young person’ added. Improved consistency with terms and references. Updated relevant contact details for referrals.

1. Policy Statement

Leaders in community (LiC) is committed to safeguarding the welfare of children and young people. LiC works properly with many children and young people every year in a variety of ways and has developed this child protection policy to support staff, volunteers and members in putting into practice the LiC’s commitment.

This policy establishes the roles and responsibilities of everyone at the LiC in relation to the protection of children and young people with whom their work brings them into contact. In the context of child protection, children and young persons refers to anyone under 18 years of age.

This policy is based on, and reflects, the principles of both UK legislation and guidance and other relevant LiC policies and procedures. The approach has been developed in such a way as to be consistent with ‘Best Practice’ within the field of child protection. The key principles are: The welfare of the child or young person is the paramount consideration.

All children and young people, regardless of age, disability, gender, racial or ethnic origin, religious belief and sexual identity have a right to protection from harm or abuse.

It is everyone at LiC’s responsibility to promote the welfare and protection of children and young people. In following the policy, staff, volunteers and members are always expected to maintain a sense of proportion, apply common sense to situations and protect the child’s welfare as priority.

It is also LiC’s duty to ensure that staff, volunteers and members are never placed in situations where abuse might be alleged. It is not intended that the policy should restrict staff, volunteers and members from normal ways of working, but they always need to consider how an action or activity may be perceived as opposed to how it is intended.

1.1 LiC undertakes to:

Treat children and young people with care, respect and dignity;
Recognise that those working for LiC will be perceived by children and young people as trusted representatives of LiC;
Ensure communication with children and young people is open and clear;
Assess the risks to children of its activities;

Ensure staff, volunteers and members avoid physical contact with children and young people except for reasons of health and safety, or under supervision.

1.2 We will endeavour to safeguard children by:

Adopting child protection policies and guidelines through a code of behaviour for staff and volunteers.
Sharing information about concerns with agencies who need to know and involving parents and children appropriately.
Ensuring that the disclosure barring checks (DBS), in accordance with their guidelines, checks all staff and volunteers with responsibility for children.
Making all new staff and volunteers aware of our child protection procedures and policies.
Appointing two designated people to enable any concerns to be reported in accordance with our procedures.
We are also committed to reviewing our policy and good practice at regular intervals.

2. HUMAN RESOURCES

2.1 Roles

LiC will give all paid and volunteer staff clear roles. The abuse of children is most easily concealed where there is confusion amongst adults over roles, responsibilities and accountability. All paid staff will receive a job description and volunteers will also receive a written outline of what is expected of them.

2.2 Recruitment and Selection

In its recruitment and selection procedures for all paid and volunteer staff, LiC recognises that some applicants may already have shown themselves to be unfit to work with children and young people. Such people may be very plausible in the way they present themselves.

LiC will carry out DBS Check for all paid and volunteer staff. These must be returned and deemed satisfactory before the first day of working or volunteering with LiC. Staff should not commence a role until this criteria has been satisfied.

All paid and volunteer staff will also be asked to complete an Application form. If the post will involve work with children or young people, then the form should include a request phrased as follows:

“Because the work involves contact with children and young people you are required by the Rehabilitation of Offenders Act 1974 to declare all convictions, including spent convictions.”

Although the form for volunteer staff will not be as comprehensive as that for paid staff, it should still ask for name and address details, details of previous experience in working with children and young people, and for details of two referees.

In the case of both paid and volunteer staff, if the applicant is currently working with children or young people in a paid capacity, or has previously done so, one of the referees should be the current or most recent employer. The other should also be a person who can comment on her/his work with children.

If the applicant does not have previous experience of working with children or young people, both references should be from people who can provide information which is relevant to his or her character, attitudes and behaviour towards children.

Before volunteer staff starts work for LiC, the relevant manager should seek to meet with them in order to find out more about their motivations and experience in working with children and young people. They should also clearly explain the role and how the volunteer will be managed.

With applicants for paid roles which involve work with children and young people, the panel should seek to cover the following areas in an interview:

What relevant experience the applicant has, how long ago and what were the circumstances, including the circumstances of his/her leaving any relevant employment;
- What the applicant has been doing for the past two years;
- If there are gaps in the applicant’s employment history, these should be

explored prior to commencing a role;

Seek information about the level of contact between the applicant and his/her referees. If the referees are not suitable, it may be appropriate to invite him/her to nominate different referees.

2.3 Supervision and Staff Development

All paid staff serves a three month probationary period. This is reviewed formally at the end of the first and second month.

All paid staff will receive a regular one-to-one supervision session throughout their employment, held at no less than two-monthly intervals.

Volunteer staff will also meet once per month with the person managing them in order to discuss their role and performance.

All paid and volunteer staff working with children and young people will be provided with introductory child protection level 2 training as a minimum. The training should cover the following areas:

Exploring preconceptions about child abuse.
- The four basic types of child abuse: physical abuse, neglect, sexual abuse and emotional abuse.
- The procedures for dealing with disclosures, suspicions or allegations of abuse within LiC.

2.4 Allegations against LiC Staff

Recognition of concern or an allegation about a member of staff may arise from a number of sources, for example, a report from a child, young person or adult from within LiC, a complaint, or information arising from a disciplinary investigation.

When a member of staff is suspicious or has received allegations of abuse by a colleague, the member of staff must report this to his or her line manager. If the line manager is implicated in the investigation, the concern must be reported to the Designated Safeguarding Lead (DSL).

The DSL will follow due process and will advise staff and managers if the concerns constitute sufficient grounds for the initiation of child protection procedures. Social Services may be consulted for advice.

Any member of staff who believes that allegations or suspicions which have been reported to the line manager are not being appropriately investigated has a responsibility to report it to the DSL.

There will be instances where it is necessary to suspend the member of staff who has had allegations raised about their conduct, from contact with children and young people in their role. This action is intended to safeguard the welfare of children and young people and does not assume the guilt of the member of staff.

Information about an allegation must be restricted to those who have a need to know in order to:
- Protect children
- Facilitate enquiries
- Manage complaints or the Misconduct and Incapability Procedure
- Protect the rights of the alleged perpetrator

Enquiries must be conducted in the strictest confidence so that information can be given freely and without fear of victimisation and in a way that protects the rights of paid and volunteer staff.

3. SAFE PRACTICE

LiC should seek to follow current standards of best practice in work with children and young people. This will protect children and young people, but also ensure that paid and volunteer staff does not become the subject of unfair allegations.

3.1 Staffing Ratios

All paid and volunteer staff working with children and young people should follow recommendations for staffing ratios. For LIC it is 1 adult for 10 children and young people aged 9 years and older, and 1 adult for 8 children aged 3 years old to 8 years old.

3.2 Lone Working

Staff should avoid working alone with children or young people where possible. Refer to clauses 4.1, and 4.2 below.

No member of staff should ever be alone in a building with children or young people.

3.3 Risk Assessments

Risk assessments should always be carried out in advance of trips or activities by the lead member of staff overseeing the trip or event.

Staff leading the activity should ensure that there is adequate insurance cover in place for all activities.

Internet Use There should be guidelines in place for children and young people when using the Internet.

Record Keeping Records should be kept of children and young people who use the service, and their parents and carers, in line with LiC’s GDPR and Data Retention policy.

risk assessment for individual children if needed e.g. severe behavioural or SEND.

4. CODE OF BEHAVIOUR

Staff, volunteers and members should not spend excessive amounts of time alone with children, away from others. Meetings with individual children and young people should be avoided or take place within sight of others. If privacy is needed, the door should remain open and other staff or volunteers should be aware of the meeting.

Staff, volunteers are advised against unnecessary physical contact with children and young people. However, there may be occasions when physical contact is unavoidable, such as providing comfort at times of distress, or physical support in contact sports or similar. In such cases contact should only take place with the consent of the child / young person.

It is not good practice to take children and young people alone in a car, however short the journey. Where this is unavoidable, it should be with the full knowledge and consent of the parents (or guardians) and the lead safeguarding officer for LiC.

Lone working with any young person who is assessed as a risk to the worker or themselves should not be transported in a car by a single worker.

If a child or young person urgently needs a lift without prior arrangement, and if there is no alternative, and they may potentially be exposed to a safety risk by a lift not being provided, the journey and the reason for it should be immediately reported to the organisation and parent/carer. If possible, this should be communicated before the lift. If this is not possible due to the safety of the worker or the young person, inform the organisation and parent/carer at the earliest opportunity.

In making this decision the worker needs to assess if the risk presented through not giving a lift is greater than that of giving a lift. If the risk posed to the young person is greater by not providing a lift the

worker should give a lift to the young person. While it is not possible to identify the exact situations where this might be necessary in advance, it is recommended that workers undergo dynamic risk assessment training and discuss scenarios, so staff are empowered to act quickly when necessary.

If a young person must be transported in a vehicle alone with the driver, they should be asked to occupy a rear seat rather than sit alongside the driver

Staff, volunteers and members should not meet children outside of organised activities, unless it is with the knowledge and consent of the parents and the person in charge of the LiC event.

Staff, volunteers and members should not start an investigation or question anyone after an allegation or concern has been raised. This is the job of the authorities. One should just record the facts and report these to a designated person (that is not the accused) as per paragraph 2.4.

Staff, volunteers and members should never –

Initiate or engage in sexually provocative conversations or activity.
Allow the use of inappropriate language to go unchallenged.
Do things of a personal nature for children that they can do themselves.
Allow any allegations made by a child go without being reported and addressed,
trivialise or exaggerate child abuse issues.
Make promises to keep any disclosure confidential from relevant authorities.

Staff , volunteers and members should not show favouritism to any one child, or young person, nor should they issue or threaten any form of physical punishment.

Staff, volunteers and members must respect children’s rights to privacy and encourage children and adults to feel comfortable enough to report attitudes or behaviour they do not like.

Staff, volunteers and members at LiC events will be expected to act with discretion with regards to their personal relationships. They should ensure their personal relationships do not affect their leadership role within the organisation. All pre-existing relationships between staff/volunteers and/or participants of any LiC event must be declared.

Staff , volunteers and members must refrain from consuming alcohol for a period of at least 12 hours prior to assuming responsibility for any child or children.

All staff , volunteers and members should be aware of the procedures for reporting concerns or incidents, and should familiarise themselves with the contact details of the designated persons.

If a member of staff, volunteer or member finds himself or herself the subject of inappropriate affection or attention from a child, they should ensure another member of staff is briefed on the situation. If the member of staff deems it necessary, they should aim to keep a written log should this be required for future purposes. The safeguarding lead, or most senior staff member available should be informed immediately.

If a member of staff, volunteer or member has any concerns relating to the welfare of a child in their care, be it concerns about actions/behaviours of another staff member or volunteer or concerns based on any conversation with the child; particularly where the child makes an allegation, they should report this to a designated person.

5. CONCERNS, SUSPICIONS AND ALLEGATIONS

5.1 Definitions

“Child abuse and neglect” is a generic term encompassing all ill treatment of children and young people including serious physical and sexual assaults as well as cases where the standard of care does not adequately support the child’s health or development.

Children and young people may be abused or neglected through the infliction of harm, or through the failure to act to prevent harm.

Abuse can occur in a family or an institutional or community setting. The perpetrator may or may not be known to the child.

“Working Together to Safeguard Children”, Department of Health, 1999, (revised 2006) sets out definitions and examples of the four broad categories of abuse:

Neglect
Physical Abuse
Sexual abuse and
Emotional Abuse

These categories overlap and an abused child frequently suffers more than one type of abuse.

5.1.1 Physical Abuse

May involve hitting, shaking, throwing, poisoning, burning or scalding, drowning, suffocating, or otherwise causing physical harm to a child. Physical harm may also be caused when a parent or carer fabricates the symptoms of, or deliberately induces illness in a child. .

5.1.2 Emotional Abuse

This is the persistent emotional maltreatment of a child such as to cause severe and persistent adverse effects on the child’s emotional development. It may involve conveying to children that they are worthless and unloved, inadequate, or valued only insofar as they meet the needs of another person. It may feature age or developmentally inappropriate expectations being imposed on children. These may include interactions that are beyond the child’s developmental capability, as well as overprotection and limitation of exploration and learning, or preventing the child participating in normal social interaction. It may involve seeing or hearing the ill treatment of another. It may involve serious bullying. It may involve causing children frequently to feel frightened or in danger, or the exploitation or corruption of children. Some level of emotional abuse is involved in all types of mal treatment of a child, though it may occur alone.

5.1.3 Sexual Abuse

Sexual abuse involves forcing or enticing a child or young person to take part in sexual activities, including prostitution, whether or not the child is aware of what is happening. The activities may involve physical contact, including penetrative (e.g. rape, buggery or oral sex) or non-penetrative acts. They may include non-contact activities, such as involving children in looking at, or in the production of, pornographic material or watching sexual activities, or encouraging children to behave in sexually inappropriate ways.

5.1.4 Neglect

Neglect is the persistent failure to meet a child’s basic physical and/or psychological needs, likely to result in the serious impairment of the child’s health or development. Neglect may occur during pregnancy as a result of material substance abuse. Once a child is born it may involve a parent or carer failing to provide inadequate food, clothing, and shelter including exclusion from home or abandonment failure to protect a child from physical harm or danger, failure to ensure adequate supervision, including the use of adequate care takers or the failure to ensure access to appropriate medical care or treatment. It may also include neglect of, or unresponsiveness to, a child’s basic emotional needs.

Note: Children whose situations do not currently fit the above categories may also be at significant risk of harm. This could include situations where another child in the household has been harmed or the household contains a known child abuser.

5.2 Key Issues in Identifying Child Abuse

Child abuse can take place in a number of different settings, of which the following are examples:

It is likely to occur more commonly where the young person knows the individual(s) and is trusted. This can be a parent, carer, babysitter, sibling, relative, or friend of the child or of the family.
The abuser is sometimes someone in authority such as a teacher, youth

leader, children’s worker or place of worship worker/leader.

The abuser is sometimes a paedophile or other person who sets out to join organisations to obtain access to children.

5.3 Detection – Signs of Abuse

Care should be taken; misreading signs of abuse can result in significant harm or trauma to the child and their family. Staff employed by LiC are not expected to have the expertise to diagnose child abuse but do have a responsibility to be alert and aware of the signs.

Just because a child exhibits one of the signs listed below, this does not mean that they have been abused. Nevertheless, the presence of one or more of the signs, or their repeated presence, might raise concerns and should be used as a prompt for discussion with colleagues and the Designated Safeguarding (DSL) Lead. The DSL may recommend that a referral is made to the Social Services Duty Team.

5.3.1 Physical Signs

Any injuries, bruises, bites, burns, fractures, etc., which are not consistent with the explanation given for them;
- Injuries which occur to the body in places which are not normally exposed to falls, rough games, etc.
- Injuries which appear to have been caused by a weapon e.g. cuts, welts, etc.
- Injuries which have not received medical attention;
- Instances where children are kept away from the group inappropriately or without explanation;
- Self-mutilation or self-harm e.g. cutting, slashing, drug abuse

5.3.2 Emotional Signs

Changes or regression in moods or behaviour, particularly where a child withdraws or becomes clinging. Also depression/aggression
- Nervousness/inappropriate fear of particular adults, e.g. frozen watchfulness;
- Sudden changes in behaviour, e.g. under-achievement or lack of concentration;
- Inappropriate relationships with peers and/or adults e.g. excessive dependence;
- Attention-seeking behaviour;
- Persistent tiredness;
- Wetting or soiling of bed or clothes by an older child.

5.3.3 Neglect Signs

Regular poor hygiene;
- Persistent tiredness;
- Inadequate clothing;
- Excessive appetite;
- Failure to thrive, e.g. poor weight gain;
- Consistently being left alone and unsupervised

5.3.4 Sexual Signs

Any direct disclosure made by a child concerning sexual abuse;
- Child with excessive preoccupation with sexual matters and detailed knowledge of adult sexual behaviour, or who regularly engages in inappropriate sexual play;
- Preoccupation with sexual activity through words, play or drawing;
- Child who is sexually provocative or seductive with adults;
- Inappropriate bed-sharing arrangements at home;
- Severe sleep disturbances with fears, phobias, vivid dreams or nightmares, sometimes with overt or veiled sexual connotations;
- Other emotional signs (see above) may be indicative of sexual or some other form of abuse.

6. GUIDELINES FOR RESPONDING TO AN ALLEGATION OF ABUSE FROM A CHILD OR YOUNG PERSON

6.1 General Points

Keep calm – do not appear shocked or disgusted
Accept what the child says without passing judgement (however unlikely the disclosure may sound)
Look directly at the child
Be honest
Let them know you will need to tell someone else, do not promise any form of confidentiality.
Be aware that the child may have been threatened and fear reprisals for having spoken to you
Never push for information or question the child as this can undermine any subsequent criminal investigation. If at any point a child decides not to continue, accept that and let them know that you are ready to listen should they wish to continue at any time.

6.2 Helpful Things to Say or Show

Show acceptance of what the child says
“I take what you are saying very seriously”
“I am pleased that you have told me. Thank-you for telling me.”
If appropriate: “It is not your fault and you are not to blame at all.”
“I am sorry that happened to you.”
“I will help you.”

6.3 Things Not to Say

“Why didn’t you say something before?”
“I really can’t believe it.”
“Are you sure that this has happened?”
“Why?” “Where?” “When?” “Who?” “What?” “How?”
Don’t make false promises to the child – like confidentiality. Be honest now. Any lies will constitute further abuse and betrayal.
Never make statements such as: “I am shocked” or “Don’t tell anyone else”.

6.4 Concluding the Conversation

Reassure the child that they were right to tell you.
Let the child know what you are going to do next and tell them that you will let them know what is happening at each stage.

6.5 What to do after the conversation

Make factual, written notes of the conversation as soon as possible after the discussion. Record exactly what the child said, when he or she said it, and what was happening immediately beforehand. Note the time, date and place of the conversation and the name of any other person present.

Inform the Designated Safeguarding Lead (DSL) immediately. In his/her absence, inform a deputy safeguarding officer.

7. REPORTING PROCEDURES

7.1 In the event of a Disclosure

Information should be passed immediately to the Designated Safeguarding Lead (DSL). He or she should then immediately contact the Social Services Duty Officer by telephone or email. This should be followed up by a completed Inter-Agency Referral Form (see Section 8) within 24 hours.

In the event that the DSL is not available, the information should be passed to a deputy designated safeguarding officer (DSO). If it is not possible to contact either of these people, the person who received the disclosure should contact the Social Services Duty Team themselves. It is that person’s responsibility then to complete and send the Inter-Agency Referral Form. Please refer to section 11 for relevant contact details.

7.2 In the Event of a Concern about a Child or Young Person

If staff, or a volunteer has concerns that a child or young person is suffering abuse, but no disclosure has been made, he or she should take the following action:

7.2.1 Gather information

Talk to colleagues to see if they can provide any more information, or if they share concerns. If appropriate talk to the child or young person as well to see if they can explain any unusual behaviour or injuries. Be conscious in doing this in a supportive and open manner. If the child or young person does not provide any information, or if their explanations seem unlikely, do not press things any further. It can prejudice any further investigations if children and young people

are asked leading or intrusive questions at this stage. In addition, it may be appropriate to speak to parents / guardians to see if they can offer explanations.

7.2.2 Obtain Advice

If at this stage the member of staff is not satisfied with explanations, or is at all uncertain, they should obtain advice from the DSL or in his or her absence, a deputy DSO.

7.2.3 Make a Referral

At this stage, the DSL may make a referral to Social Services. This should be followed up within 24 hours by a completed Inter-Agency Referral Form.

7.2.4 Take Notes

At all stages, the member of staff is responsible for noting concerns in writing. He or she should also make records of conversations with other members of staff, the child or young person and the parent or carer. All notes should be dated. They should be held on file by the DSL.

7.2.5 If there is a disagreement

If the DSL recommends that no referral should be made to Social Services, but the member of staff who initiated the referral disagrees, then this should be referred to the safeguarding lead on the Board of Trustees, who will arrange a three way meeting to resolve the matter.

7.3 Parental / Guardian Consent

The terms ‘parent’, ‘carer’, and ‘guardian’ will be used interchangeably to describe an adult who the child/young person is in the care of. Where practicable, concerns should be discussed with the family and agreement sought for a referral to Social Services unless this may, either by delay or by the behavioural response it prompts, place the child at increased risk – e.g. in the case of sexual abuse. It is the DSL responsibility to ensure that this is done, although he or she may delegate the task to someone else.

A decision not to seek parental permission before making a referral to Social Services must be recorded and the reasons given. Where a parent / guardian has agreed to a referral, this must be recorded in the referral to Social Services.

Formal referrals from named professionals cannot be treated as anonymous, so the parent / guardian will ultimately become aware of the name of the referrer.

Where the parent / guardian refuses to give permission for the referral, further advice should be sought, unless this would cause undue delay.

If having taken full account of the parent’s / guardian’s wishes, it is still considered that there is a need for a referral:The reason for proceeding without parental / guardian agreement must be recorded.Social Services should be told that the parent / guardian has withheld her/his permission.The parent / guardian should be contacted to inform them that after considering their wishes a referral has been made.

7.4 In the Event that a Parent, Carer or Centre User has a Child Protection Concern

All service users should be made aware of LiC’s DSL and all complaints should go via them in written form, In the case when the complaint is against the Line Manager, complaints should go via Directors/Trustees. Details of the Directors/Trustees can be found at the front of this page.

If an adult raises a child protection concern directly with a member of LiC staff, this should be referred immediately to the DSL. If he/she is not able to resolve the issue informally, or if it is of sufficient seriousness, the person will be asked to follow the Complaints Procedure, which will mean that their concern will need to be put in writing. This may prompt a referral to Social Services and/or the initiation of the Misconduct and Incapability Procedure.

If a child or young person raises a child protection concern which involves a member of LiC staff, whether it is about themselves or another person, this should always be taken seriously. The person to whom the allegation is made should treat it like any disclosure, record the conversation in writing, and pass the information to the DSL. This may prompt a referral to Social Services and/or the initiation of the Misconduct Procedure.

7.5 For Concerns about Other Members of Staff

If a member of paid or volunteer staff has concerns about the practices of a colleague, they should make use of LiC’s Confidential Recording Policy.

In most cases, this will mean that staff raises concerns with their immediate line manager. If for some reason this is not possible, they should contact the DSL or a member of the Senior Management Team.

Depending on the seriousness of the allegation, this may lead to a referral to Social Services, the initiation of the Misconduct and Incapability Procedure, or reporting to the police.

7.6 Storing Information

Any information generated as a result of the child protection procedures should be kept in a locked filing cabinet by the DSL, in line with LiC’s Data Retention Policy.

7.7 Information Sharing

All staff and volunteers should have a clear understanding of the information regarding child protection that is appropriate to share, and with whom.

If there is a concern about a child or young person (but they have not made a disclosure), it may be appropriate to speak to:Colleagues, to see if they share your concerns, or can provide more information in order to create a fuller picture.The parent / guardian in order to gain more information (but not to undertaken. an investigation), and possibly to gain consent to make a referral.The DSL to seek advice, or to ask for a referral to Social Services.In circumstances where the DSL is not available, or if they recommend against making a referral but you disagree with the decision, contact the Social Services Duty Team.

If a child or young person makes a disclosure, the staff member or volunteer should ensure that the information is passed immediately to the DSL. If that person is not available, you should contact a Deputy DSO.

If a staff member or volunteer have a concern about the practices of another member of staff or volunteer, this should be referred to your line manager. If this is not possible, you should speak to the DSL.

It is not expected that any member of staff will share information with anyone else except for those mentioned above. If information is shared with others, you should record in writing why this has been done. This is in order to protect children

and young people and staff, and to ensure that procedures are followed speedily and thoroughly.

Children and young people should also be made aware that some information does have to be shared. A member of staff should never agree to keep information confidential without first knowing what it is.

8 . Whistle-blowing guidelines

You’re a whistleblower if you’re a worker and you report certain types of

wrongdoing. This will usually be something you’ve seen at work – though not always. The wrongdoing you disclose must be in the public interest. This means it must affect others, for example the general public. As a whistleblower you’re protected by law – you should not be treated unfairly or lose your job because you ‘blow the whistle’. You can raise your concern at any time about an incident that happened in the past, is happening now, or you believe will happen in the near future.

https://www.gov.uk/whistleblowing

8.1 Introduction

As a person working for LiC, you may be the first to notice that there could be serious concerns within the activity that we are delivering. However, you may feel that speaking up would be disloyal to your colleagues. You may also fear harassment or victimisation. In these circumstances it may be easier to ignore the concern rather than report what may just be a suspicion of malpractice.

LiC is committed to the highest possible standards of openness, integrity and accountability. We expect LiC staff, and others that we deal with, who have serious concerns about any aspect of LiC’s work to come forward and voice those concerns.

This guideline aims to make it clear that you can raise your concerns in confidence without fear of victimisation, subsequent discrimination or disadvantage. LiC encourages you to raise serious concerns in the first instance within LiC rather than overlooking a problem or ‘blowing the whistle’ outside, and we would rather that you raised the matter when it is just a concern rather than waiting for proof.

LiC seeks to:

encourage you to feel confident in raising serious concerns and to question and act upon concerns;

provide avenues for you to raise those concerns and receive feedback on any action taken;
- ensure that you receive a response to your concerns and that you are aware of how to pursue them if you are not satisfied;
- reassure you that you will be protected from possible reprisals or victimisation if you have a reasonable belief that you have raised any concern in good faith.

8.2 LiC’s Promise

LiC is committed to good practice and high standards and wants to be supportive of staff, volunteers and others who work for the organisation.

LiC recognises that the decision to report a concern can be a difficult one to make. If you raise your concern based on reasonable belief and in good faith, you have nothing to fear because you will be doing your duty towards both LiC and the public. The Public Interest Disclosure Act 1998 will protect you from dismissal or other detriment. If your concern is not confirmed by the investigation, no action will be taken against you. If, however, you make an allegation frivolously, maliciously or for personal gain, disciplinary action may be taken against you.

LiC will not tolerate any harassment or victimisation (including informal pressures) and will take appropriate action to protect you when you raise a concern in good faith, even if you are genuinely mistaken in your concerns. Any harassment or victimisation of a whistle-blower will be investigated appropriately and may result in disciplinary action against the person responsible for the harassment or victimisation.

You should raise appropriate concerns with the DSL at LiC or consequently if the matter concerns them, their senior.

The procedure applies to all staff, volunteers and contractors working for LiC in all venues.

8.3 Confidentiality.

All concerns will be treated in confidence and every effort will be made not to reveal your identity if you so wish. If we are not able to resolve your concern without revealing your identity (e.g. because your evidence may be needed in Court), we will discuss this with you.

8.4 Anonymous allegations.

LiC encourages you to put your name to your allegation whenever possible.

Concerns expressed anonymously are much less powerful but may be considered by LiC taking into account:

the seriousness of the issues raised;
- the credibility of the concern; and
- the likelihood of confirming the allegation from attributable sources.

The Board of Directors of LiC will decide in each case whether a complaint made anonymously should be investigated.

8.5 Procedures for Staff

Concerns about a colleague or any volunteer should be reported to your Line Manager;
Concerns about your Line Manager should be reported to a Senior Officer of LiC e.g. Chair;

8.6 Procedures for Volunteers

Volunteers should report their concerns about other volunteers, or staff to the Chair of LiC.

Legitimate concerns of employees or volunteers etc. will be taken up and the party reporting will be asked to put them in writing with supporting evidence in a sealed envelope marked “Addressee Only” and addressed as instructed in above.

Disciplinary proceedings may be instituted under contracts of employment for staff and under LiC’s Volunteer agreement.

9. Safe Environment

LiC operates a health and safety procedure. This ensures that a safe and suitable environment is provided for all users of our services and participants in activities and projects. Our policies and procedures compliment the Health & Safety Procedures of the Aberfeldy Centre where we are based.

We carry out risk assessments for all our away days and trips. Where appropriate we ensure that project premises, play equipment, play areas, transport arrangements and vehicles are safe and suitable.

LiC recognises its duty as an ‘employer’, to make an assessment of its requirements for first aid and ensure there is adequate provision to meet those requirements. Because we are based at the Aberfeldy Centre, we are sufficiently covered by their First Aid Guidelines.

The Teviot Centre has 5 designated first Aiders who hold current first aid at work certificates, two of whom are based at the Centre five days a week. Two qualified first aiders are on duty at the premises when there are activities going on during out of office hours.

The Teviot Centre Manager ensures that there is sufficient first-aid provision.

The Centre Manager ensures that there are sufficient arrangements for first-aid treatment for peripatetic staff and ‘lone workers’, such as personnel provision of travelling first-aid kits and means of summoning assistance [mobile phone or two-way radio].

The office and appropriate Centre has a sufficient number of adequately stocked first-aid boxes, sufficiently equipped for the risk and the number of persons employed to work at the premise / workplace. The Centre Administrator ensures that the contents of first aid Boxes are replenished, as and when necessary. A record is kept of first aid given and this is kept alongside the first- aid box.

A notice is posted in a prominent / conspicuous position inside the appropriate Centre giving details of the name and location of first-aiders and / or appointed persons. The information detailed also includes the location of the first- aid box.

10. INCIDENT RECORD FORM

Leaders in Community (LiC)

SAFEGUARDING CHILDREN

INCIDENT RECORD FORM

Club or Agency:

Your Name:

Your Position:

Child’s Name

Child’s Address:

Parents/Carers Name and Address:

Child’s Date of Birth:

Date and Time of any Incident:

Your Observations:

Exactly What the Child Said and What You Said

(Remember, do not lead the child – record actual details. Continue on separate sheet if necessary)
Action Taken so far:
External Agencies Contacted (Date & Time)
POLICE Yes/No	If yes – which: Name and Contact Number: Details of Advice Received:
Local Authorities Children’s Social Care Yes/No	If yes – which: Name and Contact Number : Details of Advice Received:
SPORT GOVERNING BODY Yes/No	Name and Contact Number: Details of Advice Received:


LOCAL AUTHORITY Yes/No	If yes – which: Name and Contact Number: Details of Advice Received:
Other (e.g. NSPCC)	Which: Name and Contact Number: Details of Advice Received:
Signature: Print Name:
Date:

Remember to maintain confidentially on a need to know basis – only if it will protect the child. Do not discuss this incident with anyone other than those who need to know.

NB. A copy of this form should be sent to social services after the telephone report and to the (sport) Safeguarding Children Officer.

11. IMPORTANT CONTACT INFORMATION

WITHIN: Leaders in Community (LiC)

Designated Safeguarding Lead: Syed Uddin Telephone: 0207 987 8796

Designated Deputy Safeguarding Officer: Job Kabamba Telephone: 0207 987 8796

TO MAKE A REFERRAL:

Multi-Agency Safeguarding Hub (MASH) (Referral Point) Telephone: Tel: 020 7364 3444 / 5601 / 5606

Melanie Benzie who is the Local Authority Designated Officer (LADO) on LADO@towerhamlets.gov.uk or Tel: 020 7364 0677 / 079 03238 827

Police Child Abuse Investigation Team (CAIT) 020 8217 6484 (or 999 if unavailable)

Children’s Social Care Emergency Out of Hours Duty Team (5.00pm onwards)

Telephone: 020 7364 5006 (Select option 3)

FOR FURTHER ADVICE AND INFORMATION:

Child Protection Advice Line on Tel: 020 7364 5601 / 5606

If concerns regarding the welfare of a child come to light, and it is unclear if they should be referred to Social Services, the DSL may discuss the situation with a Child Protection Co-ordinator/Advisor for Tower Hamlets as an alternative to the Social Services Advice and Assessment Teams. They are as follows:

Advice & Assessment (WEST) inc.	020-7364 3859/2904
Bethnal Green, Stepney and Wapping
Advice & Assessment (EAST) inc. Bow,	020-7364 5606/5716
Isle of Dogs and Poplar
Social care Emergency After Hours	0208-8980 8595
Duty Team (5.00pm onwards)

12. POLICY REVIEW AND SIGNATURES

LiC will review this policy once a year during a Trustee Board Meeting.

Signed: Sumaia Mashal

Chairperson/trustee: Sumaia Mashal, Chair of Trustees

Date: 05.12.24

Designated Deputy Safeguarding Officer (1): Syed Uddin Signed:

Date 05.12.24

Designated Safeguarding Lead (2): Job Kabamba Signed: J.Kabamba

Date: 05.12.24