Safeguarding Procedure MG (HR) 538 PDF
Safeguarding Procedure MG (HR) 538 PDF
Safeguarding Procedure MG (HR) 538 PDF
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HR Procedure
Safeguarding
Intro…
We are committed to ensuring a safe environment and the duty of care we have towards
the welfare of the people who use the facilities in which Mitie operate. All employees
working within a setting that includes children, young or vulnerable people have a
responsibility to safeguard and promote their welfare, including the responsibility to be alert
to possible abuse and to record and report concerns to the designated senior member of
staff for Safeguarding. It is unacceptable for any member of staff to keep such concerns to
themselves, including concerns about the conduct of another member of staff
The primary aim of this procedure is to raise awareness, promote good practice and
demonstrate our commitment to safeguarding children and vulnerable people from abuse,
neglect and exploitation.
What is safeguarding?
Everyone working with children or young people has a responsibility to understand what
safeguarding means and what their responsibilities are in relation to keeping children and
young and or vulnerable people safe.
Although policy and legislation dictates that the response to dealing with safeguarding
concerns for vulnerable people should differ from the approach taken with children and
young people, the majority of principles are the same.
We believe that a child or young and/or vulnerable person should never experience abuse
of any kind. We have a responsibility to promote the welfare of all children, young and/or
vulnerable people and to keep them safe and we are committed to operating in a way that
protects them.
Similarly, there is statutory guidance (Keeping Children Safe in Education 2022) for schools
and colleges on safeguarding children and safer recruitment. These statutory provisions
extend to third party service providers who undertake work for these bodies.
Key bodies covered by the duty include local authorities, education providers, the police,
the probation service, NHS bodies, Governors/Directors of Prisons, Directors of Secure
Training Centres and Young Offender Institutions. Mitie, as a contractor delivering services
to these bodies therefore has a duty.
• Spending unnecessary or excessive time alone with children and vulnerable adults
• Taking children and vulnerable adults alone to another location, on car journeys or
home
• Engaging in rough, physical or provocative games or communication style
• Allowing or engaging in inappropriate touching
• Allowing allegations to go unchallenged, unrecorded or not acted upon
In appendix 1 you will find guidelines for how you should conduct yourself when working in
an environment that brings you into contact with young or vulnerable people.
It may occur when a child or vulnerable person is persuaded to enter into a financial or sexual
transaction to which he or she has not consented or cannot consent. Abuse is not restricted
to any socio-economic group, gender or culture. It can take a number of forms, including the
following,
• Physical abuse
• Sexual abuse
• Emotional abuse
• Bullying
• Neglect
• Financial (or material) abuse
The main types of abuse are physical, sexual, psychological/emotional, neglect and financial
abuse. The abuser may be a family member, carer, someone they encounter whilst in receipt
of services, one of your colleagues or another child or vulnerable person. You must not
hesitate to report any allegations or strong suspicions of poor practice and potential abuse.
Physical abuse occurs where adults physically hurt or injure a child or vulnerable person and
examples include hitting, shaking, throwing, poisoning, burning, scalding, biting, supplying
alcohol and/or drugs. Signs to look out for,
Visible Signs:
• Injuries to any part of the body
• Children or vulnerable people who find it painful to walk, sit down, to move their
jaws or are in some other kind of pain
• Injuries which are not typical of the bumps and scrapes associated with usual
activities
• The regular occurrence of unexplained injuries
• They are frequently injured, where even apparently reasonable explanations are
given
Behavioural Signs:
• Furtive, secretive behaviour
• Uncharacteristic aggression or withdrawn behaviour
• Compulsive eating or sudden loss of appetite
• Suddenly becoming uncoordinated
• Difficulty in staying awake
• Repeatedly absent
What to listen for:
• Listen for confused or conflicting explanations of how the injuries were sustained
• Evaluate carefully what is said and preferably document it verbatim
• Consider if the explanation is in keeping with the nature, age, and site of injury
Consider:
• What do you know about the family?
• Is there a history of known or suspected abuse?
• Has the family been under stress recently?
• Do you have concerns about the family?
The recognition of emotional abuse is based on observations over time of the quality of
relationships between parent/carer and the child or vulnerable person. Things to watch out
for are,
Sexual abuse occurs when adults, male or female or other young people use children or
vulnerable adults to meet their own sexual needs and examples include all levels of sexual
activity, providing access to pornography or talking to them in a sexually explicit manner.
There may be no recognisable signs of sexual abuse, but the following indicators may be
signs that a child or vulnerable person is or has been sexually abused:
Physical signs
• Signs of blood or other discharge on under clothes
• Awkwardness in walking or sitting down
• Tummy pains
• Regression into incontinence
• Tiredness
Behavioural signs:
• Extreme variations in behaviour (e.g., anxiety, aggression, or withdrawal)
• Sexually provocative or inappropriate behaviour or knowledge that is incompatible
with the persons age and understanding
• Drawings and/or written work which are sexually explicit (indirect disclosure)
• Direct disclosure: It is important to recognise that children have neither the
experience nor the understanding to be able to make up stories about sexual assault.
Neglect occurs when an adult fails to meet the child or vulnerable person’s basic physical
and/or psychological needs. Examples of neglect may include withdrawal of food, shelter and
clothing, failing to protect from physical harm or danger or failing to access appropriate
treatment or care.
Indicators of neglect are recognisable in the child or vulnerable person, in the parent/carers’
behaviours and within the home environment.
Physical signs
• Abnormal growth including failure to thrive
• Underweight or obesity
• Recurrent infection
• Unkempt dirty appearance
• Smelly
• Inadequate/unwashed clothes
• Hunger
• Listlessness
Behavioural signs:
• Attachment disorders
• Indiscriminate friendliness
• Poor social relationships
• Poor concentration
• Developmental delays
• Low self esteem
Environmental signs
• Insufficient food, heating and ventilation in the home
• Risk from animals in the household
• Inappropriate sleeping arrangements and inadequate bedding
• Dangerous or hazardous environment
Financially abuse the use of a person’s property, assets, income, funds or any resources
without their informed consent or authorisation and is a crime. It includes theft, fraud,
exploitation, undue pressure in connection with wills, property, inheritance or financial
transactions and the misuse or misappropriation of property, possessions or benefits.
This can be difficult to spot however, possible indicators of financial or material abuse
include,
• Do not promise to keep it a secret – be clear that you will have to pass on the
information
• Do listen to what they have to say
• Do not judge them or show your own emotions i.e. do not show disgust; feelings of
abhorrence or shock at what you are being told
• Do not give views about the allegations or the person about whom allegations are
being made
• Reassure the them that they have done the right thing in speaking about what they
are experiencing
• Reassure them that whatever is happening to them is not their fault
• Take notes of what they say, if you are not able to write it down while they are
disclosing, then do so as soon as possible after they have spoken to you
• Do not ask leading or probing questions or try to investigate it further yourself –
this will be done by safeguarding professionals
• Any questions being asked should be to seek clarification only
• Do not speak to other members of staff, colleagues, children or anyone else unless
they are professionally involved in the case, such as the designated safeguarding lead,
the police, a social worker assigned to the case etc. You must maintain
confidentiality about what has been disclosed and not share information
inappropriately.
Allegations of abuse may surface in a variety of ways: from being notified directly by the child,
young or vulnerable adult to observations you might have whilst carrying out your role or via
anonymous reports. If abuse is reported, you must ensure as much information is recorded
at the time of the disclosure on the Safeguarding Alert Form which will be available on site.
The record must be confined to facts and not include personal opinion before submitting the
information. Information should include where possible:
All suspicions and allegations must be reported immediately. You should inform your line
manager and the client’s designated senior member of staff for safeguarding or their deputy
who will inform the appropriate authorities. This person is sometimes known as the Child
Protection Representative or the Safeguarding Lead. It is your responsibility to know who the
correct member of staff is for safeguarding. If in doubt check with your line manager.
Any breach of this procedure may lead to you being subject to the Company disciplinary
procedure which may ultimately result in dismissal.
• Record observations. If the child or vulnerable person needs attention for physical
injury, follow accident procedures.
• Speak to the designated senior member of staff for safeguarding on your site in
private.
• If they feel more corroboration is needed, they will have a confidential discussion
with the other workers. Observations are shared. Have other members of the team
noticed anything? Is there a consensus of concern?
• They may contact social services at this stage, or possibly other agencies for advice,
e.g. NSPCC.
• They may discuss staff concerns with the parents/carers of the child or vulnerable
person depending on the situation.
• Maintain records of observations and concern throughout the process.
Knowledge and competency will be reviewed from time to time in the form of refresher
training via a workbook/toolbox talk. Completion of the training will be recorded locally via
a signed declaration for each employee.
To keep yourself safe from false allegations, ensure that you are never alone in a room or a
lift with a child or vulnerable person. Never offer to give lifts or gifts, no matter how small,
to child or vulnerable person. In addition, if, in your role, you need to enter changing rooms
or toilets, make sure that you knock and check that there is no-one inside. Wait till the
rooms or toilets are vacated before entering.
Be a positive role model and professional in your behaviour towards other staff, service
users, and visitors. If any service users are rude, disrespectful or are behaving badly and no
member of client staff is present, follow the client policy and report this to the appropriate
person. It is important not to get involved in any dispute or argument with a child or
vulnerable person.
If you need further advice you can contact People Support via AskHR on
People Hub or call 0330 1234 005 to speak to an Advisor
Employee Wellbeing
We also have an intranet site dedicated to wellbeing. You can access this site
via the Celebration Hub. You will find information on healthy eating as well as
mental, physical and financial wellbeing. If any of your team members are
experiencing mental health issues, you will find a list of our Mental Health First
Aiders who will be able to talk you through the resources that are available to
you.
Further reading:
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Appendix 1
Please contact your line manager should any further clarification be required. Employees who
breach this code will be subject to the Company Disciplinary procedure up to and including
dismissal.