Doc.

No: ISS-05-PD-43 Policy Document

Page: Page 1 of 9
Revision 2.3
Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

Safeguarding Policy

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 Doc. No: ISS-05-PD-43 Policy Document
Page: Page 2 of 9
Revision 2.3
Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

CONTENTS
1. Introduction

2. Definitions

3. Purpose and promoting good practice

4. Indicators of abuse

5. Reporting and recording information

6. Confidentiality

7. Training

8. Consequences

9. Advice

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Revision 2.3
Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

1. Introduction

1.1 These provisions apply to all employees within Interserve and supersedes all
previous policies on the same or similar subjects.

1.2 Some employees are employed under a National/Collective Agreement. Should an

occasion arise where the provisions of this policy differ from such a
National/Collective Agreement, the National/Collective Agreement will take
precedence. Local rules/agreements should also be taken into consideration in
conjunction with this policy.

1.3 This policy does not form part of the terms and conditions of employment and will
be reviewed and amended by the company from time to time.

2. Key definitions

2.1 ‘Child’ - the legal definition of a child is anyone who has not reached their
eighteenth birthday.

2.2 ‘Vulnerable adult’ - is an individual aged 18 or over who may not be able to take
care of them-self or protect them-self from harm or from being exploited. This
may include a person who:

 Is elderly and frail

 Has a mental illness including dementia
 Has a physical or sensory disability or a severe physical illness
 Has a learning disability
 Is a substance misuser
 Is homeless

2.3 What is safeguarding?

Safeguarding is about embedding practices throughout an organisation to ensure

the protection of children and/or vulnerable adults wherever possible. In contrast,
child and adult protection is about responding to circumstances that arise.

2.4 What is abuse?

Abuse is an act of oppression and injustice, exploitation and manipulation of power

by those in a position of authority. This can be caused by those inflicting harm or
those who fail to act to prevent harm. Abuse may consist of a single act or
repeated acts and can occur in any relationship, it may be an act of neglect or an
omission to act or it may occur when a 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
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Revision 2.3
Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

 Sexual abuse
 Emotional abuse
 Bullying
 Neglect
 Financial (or material) abuse

3. Purpose and good practice

3.1 The Children Act 2004 places a statutory duty on key individuals and bodies, to
make arrangements to ensure the need to safeguard and promote the welfare of
children. Similarly, there is statutory guidance (Keeping Children Safe in
Education, 2020) 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.

3.2 Key bodies covered by the duty include local authorities, the police, the probation
service, NHS bodies, Governors/Directors of Prisons, Directors of Secure Training
Centres and Young Offender Institutions. Interserve, as a contractor delivering
services to these bodies therefore has a duty.

3.3 The primary aim of this policy is to raise awareness, promote good practice and
demonstrate the Company’s commitment to safeguarding children and vulnerable
adults from abuse, neglect and exploitation within the organisation, where this is
applicable. Employees associated with managing or working in environments
delivering services within the bodies mentioned above will receive appropriate
safeguarding training on commencement of employment and appropriate
refreshers.

3.3 While promoting good practice it is the Company’s aim is to ensure:

 all children and vulnerable adults, whatever their age, culture, ability, gender,
language, racial origin, religion, belief and/or sexual identity should be able to
receive services in a safe environment
 it takes all reasonable steps to protect children and vulnerable adults from
harm, discrimination and degrading treatment
 all suspicions and allegations of poor practice or abuse will be taken seriously,
recorded and responded to swiftly
 always work in an open environment and avoiding private or unobserved
situations whist maintaining a safe and appropriate distance
 avoid unnecessary physical contact or where any form of physical contact is
required it should be provided openly with individual consent and involvement
with the appropriate service provider

3.4 Examples of poor practice include:

 Spending unnecessary or excessive time alone with children and vulnerable

adults
 Taking children and vulnerable adults alone to another location, in car
journeys or home
 Engaging in rough, physical or provocative games or communication style
 Allowing or engaging in inappropriate touching
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Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

 Allowing allegations to go unchallenged, unrecorded or not acted upon

4. Indicators of abuse

4.1 It is not easy to recognise a situation where abuse may occur or has already taken
place. Whilst it is not a requirement for employees to become experts in such
recognition, they must have an awareness of indicators so that they can report
concerns and allegations appropriately.

4.2 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.

 Physical abuse occurs where adults physically hurt or injure a child or vulnerable
adult and examples include hitting, shaking, throwing, poisoning, burning, scalding,
biting, supplying alcohol and/or drugs.

 Psychological / emotional abuse is the persistent emotional ill treatment that is

likely to cause long term adverse effects on the individual’s emotional
development. Such abuse results from threats of harm or abandonment, being
deprived of social or any other sort of contact, humiliation, blaming, controlling,
intimidation, coercion and bullying. This is behaviour that has a harmful effect on
the person’s emotional health and development or any form of mental cruelty
resulting in:

 Mental distress
 The denial of basic human and civil rights such as self-expression,
privacy and dignity
 Negating the right of the adult at risk to make choices and undermining
their self esteem
 Isolation and over-dependence that has a harmful effect on the person’s
emotional health, development or well-being.

 Sexual abuse occurs when adults 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.

 Neglect occurs when an adult fails to meet the child or vulnerable adult’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.

 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.

4.3 Indicators or signs of abuse may include one or more of the following:

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Revision 2.3
Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

 Unexplained injuries or bruises, especially situated on a part of the body

not prone to such injuries
 An injury where the explanation is inconsistent
 Child or vulnerable adult describes what appears to be an abusive act
 Unexplained changes in behaviour, becoming very upset, withdrawn or
sudden outbursts of temper
 Inappropriate sexual awareness
 Distrust of adults
 Losing weight for no apparent reason

5. Reporting and Recording Information

5.1 It is not the responsibility of an individual employee to make judgements about

whether or not abuse is taking place. It is however a responsibility on all to identify
and report allegations or strong suspicions of poor practice and potential abuse.
Following the correct procedure will ensure the appropriate action is taken.

5.2 Allegations of abuse may surface in a variety of ways: from being notified directly
to observation whilst undertaking duties or via anonymous reports. If abuse is
reported, an employee must ensure as much information is recorded at the time of
the disclosure. The record must be confined to facts and not include personal
opinion before submitting the information. Information should include where
possible:

 Name, age and date of birth of complainant

 Whether they are making a report about themselves or another individual
 Nature of the allegation including dates, times, relevant information
 Description of any injuries
 Details of witnesses

5.3 All suspicions and allegations must be reported immediately. The employee raising
the allegation should inform their line manager (or their HRBP if the line manager
is unavailable). The line manager should ensure that they have all the facts as
described in 5.2 above. A record of the information should be passed to the HRBP
who will then carry out a risk assessment and escalate the matter to the relevant
HR Director acting as the Safeguarding Officer for the business unit.

6. Confidentiality

6.1 Confidentiality must be maintained for all those involved with reporting suspicions
of abuse. Information should be handled and disseminated on a need to know basis
only.

6.2 Interserve commits to appointing an appropriate number of Safeguarding Officers

within each business unit, details will be available from your line manager or HRBP.
The Company aims during any investigation or disciplinary procedure to deal with
matters sensitively and with due respect for the privacy of any individuals involved.
All employees must treat as confidential any information communicated to them in
connection with an investigation. Witnesses must treat as confidential any

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Revision 2.3
Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

information given to them in the course of an investigation, including the identity

of any employees under investigation.

7. Training

7.1 For employees who are likely to work in an environment that they will come across
children or vulnerable adults, will be required to complete the Safeguarding
Children and Vulnerable Adults training. The training is concerned with individuals
knowing what signs to look for which may indicate possible harm and knowing who
to contact about a child’s safety or welfare.

7.2 Knowledge and competency must be reviewed from time to time in the form of
refresher training via a workbook/toolbox talk. Completion of the training must be
recorded locally via a signed declaration for each employee.

8. Consequence

8.1 Any employee found to be breaching the principles of this policy is likely to be
investigated and if appropriate, subjected to the Company’s Disciplinary Policy and
process, including dismissal.

9. Advice

Help and advice about this policy may be obtained from HR Operations:

Address: Ingenuity House

Elmdon Trading Estate
Bickenhill Lane
Birmingham
B37 7HQ

Tel: 0345 602 2288

Email: hr.operations@interservefm.com

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 Doc. No: ISS-05-PD-43 Policy Document
Page: Page 8 of 9
Revision 2.3
Date: May 2021 Safeguarding Policy
Custodian: Hanna Ihsan

Version History

Version Date of Issue Author Reason for Change Summary

Issue

1.0 August 2015 R Cockerton & H New policy N/A

Ihsan
2.0 01/09/2015 H. Ihsan Updates Format updates
Document numbers inserted
HR Operations contact details updated
LLR & SEF policies reviewed
2.1 02/07/2018 G Withers Update Group Centre included
2.2 May 2019 H Ihsan General General refresh and minor amendments
review
2.3 May 2021 H Ihsan Update Added reference to statutory guidance

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