Introduction

This policy outlines The Warren of Hull Ltd.’s Quality Standards that all staff and tutors must adhere to. This document shall be read by all staff upon commencement of employment in addition to all other relevant policies relating to good professional practice and current legal frameworks and legislation. It must be clear to the individual line manager that the policy content has been read and understood fully. The policy shall be reviewed on an annual basis, or as changes within the organisation occur which may affect the content of the document. This policy covers National Occupational Standards in addition to key aspects of The Warren of Hull Ltd.’s specific methodology and practices.

Staff are encouraged to discuss the policies’ effectiveness and suggest amendments or additions where they feel necessary. If changes are made, staff will be notified and this will be discussed through staff meetings, training and with the Board of Trustees.

Professional guidelines of this type cannot address all issues, but can give a very clear indication of the kind of behaviour expected of staff when working for The Warren of Hull Ltd.

It is the responsibility of every member of staff to check with their line manager if they are unclear about what is acceptable, or if their particular situation is not covered within these guidelines.

For the purposes of this document, ‘Youth Workers’ is defined as any persons employed by The Warren of Hull Ltd, including Tutors, Counselling Practitioners or other non-youth work-based roles.

General principles

Youth workers perform their duties to meet the needs and requirements of young people. Youth work does not take place in order to meet the needs of members of staff who carry out the work.

Youth worker practitioners must understand therefore, that they have privileged access to young people. They have a professional role which brings with it ethical and practical responsibilities which they must respect and adhere to.

Young people have a right to place trust in the relationship that they develop with a youth worker. Many young people who access the youth service are vulnerable and need support. There will always be an unequal power relationship between the adult worker and the young person.

Youth workers must not abuse the balance of power in the relationship and must be very careful to establish and maintain clear boundaries to the relationship, which are understood by the young person. This involves ensuring that a proper professional distance is maintained in the relationship between the youth worker and young people so that relationships of friendship or dependence are avoided.

To maintain proper professional standards therefore, youth workers must not:

• Develop physical, sexual or emotional relationships with young people who are, have been or could be associated with their work.
• Develop friendships, outside of working time, with young people with whom they are working.
• Use language that is inappropriate or could be misconstrued by young people.
• Behave physically in a manner which could be misconstrued by young people.
• Condone, or participate in, behaviour exhibited by young people that is illegal, unwise from a safety point of view, or which is discriminatory or oppressive to others.
• Behave in a manner that is disrespectful of the physical or emotional privacy of young people.

Ethical Principles

Youth workers have a commitment to:

• Treat young people with respect: valuing each individual and avoiding negative discrimination.
• Respect and promote young people’s rights to make their own decisions and choices, unless the welfare, safety or legitimate interests of themselves or others are seriously threatened.
• Promote and ensure the welfare and safety of young people, while permitting them to learn through undertaking challenging educational activities.
• Contribute towards the promotion of social justice for young people and in society generally, through encouraging respect for difference and diversity and challenging discrimination (practice would include promoting just and fair behaviour, challenging discriminating actions, encouraging young people to respect and value differences and diversity, promoting the participation agenda).

Professional Principles

Youth workers have a commitment to:

• Recognise the boundaries between personal and professional life and be aware of the need to balance a caring and supportive relationship with young people with appropriate professional distance.
• Recognise the need to be accountable to young people, their parents or guardians, colleagues, funders, managers and wider society with a relevant interest in the work, and that these accountabilities may be in conflict.
• Develop and maintain the required skills and competence to do the job, particularly focusing on those set out in the job description/contract.

The Purpose of Youth Work and the Role of the Youth Worker

The National Youth Agency states the purpose of youth work as; “facilitating and supporting young people’s growth through dependence to interdependence, by encouraging their personal and social development and enabling them to have a voice, influence and place in their communities and society.”

Youth work is informed by a set of beliefs which include a commitment to:

• Equal opportunity (including issues of inclusion and diversity).
• Young people as partners in learning and decision-making and to helping young people to develop their own sets of values. We recognise youth work by these qualities (based on Davies, 1996).
• Offers its services in places where young people can choose to participate.
• Encourages young people to be critical in their responses to their own experience and to the world around them.
• Works with young people to help them make informed choices about their personal responsibilities within their communities.
• Works alongside school and college-based education to encourage young people to achieve and fulfil their potential.
• Works with other agencies to encourage society to be responsive to young people’s needs.

The process of youth work involves clear understanding of purpose, careful planning with young people, and rigorous recording and evaluation.

A youth worker’s role is unique in the broad education field in that the main stated purpose is to enhance the personal and social development of young people. While educational attainment, employment and personal safeguarding all come into this, we are concerned with enabling the young person to feel comfortable with themselves, making and sustaining personal relationships, reaching their potential and finding a place in society which is as satisfying as possible. In other words, helping them grow in circumstances which may be far from ideal.

A youth worker is:

• An approachable professional, building trusting relationships with young people in the work context, with a clear understanding of personal and professional boundaries.
• Able to retain a professional detachment and objectivity.
• A listener, who respects young peoples’ views and encourages their expression,
• Able to challenge constructively in areas of awareness, prejudice, responsibility and consequences,
• An advocate for young people’s interests, able to represent their issues when they cannot be present (however, recognising this is complimentary to young people representing themselves),
• Accepting and understanding of young people and their circumstances, able to separate behaviour from underlying causes or reasons,
• A facilitator for young people, helping them explore and express their own feelings, circumstances and options, encouraging them to gain the confidence, skills, knowledge and attitudes needed for decision making, self-reliance and interdependence.
• Motivating and encouraging growth in self-esteem and realistic self-image for young people through involvement in a range of positive experiences and activities,
• A source of information on a wide range of issues including health, education, training and employment, with connections to other services and signposting or referring as appropriate
• Able to plan for clear learning outcomes with young people and evaluate progress with them, accrediting their learning where and whenever possible,
• An efficient organiser, keeping commitments to young people.

Duty of Care

Youth workers must recognise that, as adults, they have a responsibility towards the safety of the young people with whom they are working. Young people can, either within their own activities or The Warren of Hull Ltd’s organised activities, be at risk of physical harm, verbal abuse, sexual abuse, emotional harm and personal harm.

It is the responsibility of youth workers to minimise the risk of harm. This duty of care may, in some circumstances, override other youth work considerations, such as confidentiality.

Professional Competence

Youth workers must also consider their personal and professional competence in relation to their duty of care. Youth workers should not operate when their functioning is impaired due to personal or emotional difficulties or if they cannot adequately carry out their duties and responsibilities as a result of prescribed medication, if they are too tired or unwell. Youth workers must not consume alcohol or operate under the influence of alcohol or illegal drugs during their work with young people.

Professional Judgement

This document provides guidance on a range of key areas and clearly outlines expectations in terms of what is and what is not acceptable with respect to the behaviour of staff. However, the Code cannot provide a complete checklist of what is, or is not, appropriate behaviour for staff. It does highlight, however, behaviour that is illegal, inappropriate or inadvisable. In following these guidelines staff should always maintain a sense of proportion, apply common sense to situations and promote young people’s welfare as a priority.

There will be occasions and circumstances in which staff have to make decisions or take action in the best interest of young people which could contravene this guidance or where no guidance exists. In such circumstances staff must:

• Discuss the circumstances that informed their action, or their proposed, action, with their line manager at the earliest opportunity,
• Always record discussions and actions taken and the reasons for actions taken,
• Always discuss any misunderstanding, accidents or threats with a manager, and report as soon as possible..

General Professional Issues

• Youth work is constantly evolving and developing. It is the responsibility of youth workers to constantly evaluate their own practice, keep themselves informed of developments and improve their practice through training, supervision, staff meetings, organisational away days, etc.
• Youth workers must take all reasonable steps to be aware of current law and legislation affecting the work of the youth worker. Ignorance of the law is no defence against legal liability.
• Youth workers must not conduct themselves in ways which undermine public confidence in either their role as a worker or in the work of other practitioners. Issues which may arise include “punctuality”, “communication by email, telephone, etc.” or a workers “dress or appearance”.

When working away from premises

The Warren of Hull Ltd defines lone working as: Someone who works by themselves without close or direct supervision. This means they are not within sight or earshot of a colleague who could provide immediate assistance in case of an accident, illness, or other emergency.

Managers have a duty to risk assess, organise, control and support the working activities of lone workers in a safe manner. If lone workers find themselves in a work situation that in their opinion is hazardous or they feel their personal safety may be compromised, they must immediately cease the activity and return to their office to request assistance or an assessment of the activity’s suitability for lone working.

Managers must ensure adequate arrangements including diary planners, communication devices, alarms and personal protective equipment are provided as appropriate to the lone working situation. In addition to this, the Warren of Hull Ltd’s ‘Lone working Policy’ should be adhered to.

One to One Situations

It is not realistic to state that one to one situation should never take place. It is, however, appropriate to state that where there is a need, agreed with a colleague/line manager and/or parents/carer.

Youth workers should be offered training and guidance as part of their annual appraisal for the use of any areas of the workplace which may place themselves or young people in vulnerable situations. This would include those situations where they work directly with young people in unsupervised settings.

This means:

• Adhere to the organisation’s policy for administering first aid or medication.
• Comply with the necessary reporting requirements.
• Make other adults aware of the task being undertaken.
• Explain to the young person what is happening and seek this approval and line managers etc.
• Always act and be seen to act in the young person’s best interests.
• Report and record any administration of first aid or medication.
• Always ensure that an appropriate health/risk assessment is undertaken prior to undertaking certain activities.

How Staff Interact with Young People

Physical contact between staff and young people should only take place where there is a genuine reason in relation to the activity, i.e. some sporting activity or to meet a young person’s special needs (i.e. support when walking). In these cases managers must ensure staff members have clear guidelines as part of their induction.

Staff members need to be very aware of how they interact with young people in informal activities which can allow physical contact i.e. swimming, outdoor activities etc. Staff must ensure they keep physical contact to the minimum.

If staff members keep in mind the role of the professional youth worker, this will enable them to identify appropriate behaviour. For example, shaking hands, particularly with older clients, as a greeting gives the message that the person is respected and the contact is appropriate. Hugging young people should not be commonplace, but we understand that this might be appropriate if a young person is distressed or indeed sharing some exceptionally good news with us. Hugs should be brief and only given if the young person requests it or agrees to it.

Responding to young people’s physical contact

Young people may initiate physical contact with staff. This may be through excitement, distress or relate to their special needs. This kind of spontaneous action from a young person needs to be handled sensitively and in a way that does not hurt their feelings.

Comforting

It is important for the youth worker to show support & sensitivity through words and body language. As discussed above, physical contact will depend on particular circumstances and the youth workers relationship with that young person.

Working in a position of trust and sexual contact

All adults should clearly understand the need to maintain appropriate boundaries in their contacts with children and young people. Intimate or sexual relationships between children/young people and the adults who work with them will be regarded as a grave breach of trust. Allowing or encouraging a relationship to develop in a way which might lead to a sexual relationship is also unacceptable (in or outside the normal working environment).

Any sexual activity between an adult and the child or young person with whom they work may be regarded as a criminal offence and will always be a matter for disciplinary action. Children and young people are protected by specific legal provisions regardless of whether the child or young person consents or not.

Under The Sexual Offences Act (2003) it is illegal for a person in a position of trust (like a Youth Worker) who is aged 18 or over to have sexual intercourse or engage in any other sexual activity with, or directed towards, a person under the age of 18 for whom they have responsibility.

This offence covers all young people under the age of 18 but is principally in place to protect 16 and 17 years old who are over the age of consent for sexual activity but considered to be vulnerable to sexual abuse and exploitation from someone who holds a position of trust or authority in relation to them.

The Warren of Hull Ltd works with young people up to the age of 26, it would be also viewed at a breach of trust for any member of staff to enter a relationship with a young person (over 18) whom they met through work. This would therefore result in disciplinary action being taken against that staff member.

Responding to intrusive personal questions

Young people often ask staff intrusive personal questions, for example about their sex life. Keeping in mind the professional role of the youth worker and intended outcomes will help staff frame appropriate responses about areas which are private and personal. It is important to remember that young people need to be helped to make decisions as to what is right for themselves. In this context what is right for a particular individual member of staff is irrelevant.

Responding to unacceptable behaviour from young people

All children and young people have a right to be treated with respect and dignity even in those circumstances where they display difficult or challenging behaviour.

Adults should not use any form of degrading treatment to punish a young person. The use of sarcasm, demeaning or insensitive comments towards children and young people is not acceptable in any situation. Any sanctions used should be part of service policy which is widely publicised and regularly reviewed.

When the behaviour of a young person is unacceptable it should be appropriately challenged by staff. In most cases this will be sufficient. When a young person’s behaviour continues to be unacceptable other action needs to be taken. The Warren of Hull Ltd works with young people who are most in need of support so exclusion should not be used as a response unless all other avenues have been exhausted. Staff should use line managers as support for developing alternative responses. Where it is necessary staff can exclude young people for short periods.

Restraint/Physical Intervention

There are circumstances in which adults working with children displaying extreme behaviours can legitimately intervene by using either non-restrictive or restrictive physical interventions. The use of physical intervention should, wherever possible, be avoided. It should only be used to manage a child or young person’s behaviour if it is necessary to prevent personal injury to the child, other children or an adult, to prevent serious damage to property or in what would reasonably be regarded as exceptional circumstances. When physical intervention is used it should be undertaken in such a way that maintains the safety and dignity of all concerned.

The scale and nature of any physical intervention must be proportionate to both the behaviour of the individual to be controlled and the nature of the harm they may cause.

Verbal interaction

It is important that staff members are aware, always, of the way in which they speak to young people. This must not be demeaning or belittling or put them down. Jokes should never be made at the expense of young people. Always keep in mind the professional youth worker role and the intended outcomes of the conversation.

Staff should not talk about young people to other young people. For example: If young people approach a worker and want to talk about their concerns about another young person, or share information with the worker, it is important that the worker does not share any information that they have from that individual.

Staff members also need to be very careful that what they say cannot be misconstrued and should avoid innuendo.

Communication with Young People – Including Use of Technology

Communication between young people and staff, by whatever method, should take place within clear and explicit professional boundaries. This includes the wider use of technology such as mobile phones text messaging, e-mails, digital cameras, videos, web-cams, websites and blogs. Staff should ensure that all communications are transparent and open to scrutiny. Staff should also be circumspect in their communications with young people so as to avoid any possible misinterpretation of their motives or any behaviour. This means that staff should:

• Not give their personal contact details to young people, including their mobile telephone number (where possible).
• Only use equipment e.g. mobile phones, provided by the organisation to communicate with young people (where possible).
• Only contact young people for professional reasons.
• Recognise that text messaging is rarely an appropriate response to a young person in a crisis situation or at risk of harm. It should only be used as a last resort when other forms of communication are not possible.
• Not use internet or web-based communication channels to send personal messages to a young person.

Unplanned Situations

Young people asking for lifts/cigarettes/borrow money etc: While youth workers should be friendly towards young people: they are not friends. They are professional youth workers and the kind of personal favours which a friend might grant are not appropriate. While private transport can be used, it should not be extended to providing casual lifts. Equally, young people should not be favoured with loans or gifts of any kind. If a young person needs to borrow money, for example a bus fare, then project money can be used if deemed appropriate. If these are not available then personal funds can be used, but only as funds you will claim back later (always obtain a receipt if possible). All normal financial regulations should be followed.

Young people visiting staff at home

The basic ground rule for project members/users, who have no prior personal relationship with a member of staff or their family, is that they should never be at a member of staff’s house. This includes not asking young people to baby-sit, do gardening etc.

There are some exceptions to this, for example:

• Where the young person is a friend of the member of staff’s children.
• Where the young person is also a member of the family.
• Where the young person is a child of a close friend and a regular visitor to the staff member’s house.

In these situations, the member of staff must discuss with their line manager as soon as possible and declare the nature of the relationship to the young person.

Where staff live close to the place that they work, it is possible that a young person may turn up on their doorstep. The worker must ask themselves “is this young person at risk at this immediate moment?” If the answer is no, then they must talk to them on the doorstep and explain to them that the young person needs to see them at their place of work, as it is not appropriate for them to be at their house. This needs to be recorded and passed to their line manager. If the young person is at immediate risk, they can be taken into the house whilst contact is made with the appropriate agencies. A manager must be contacted immediately, or if that is not possible, a message left on their telephone answer machine. Social Services, Police or the relevant agency must be contacted and the young person referred on as quickly as possible. Under no circumstances can the young person stay the night at the staff member’s house.

Meeting young people unexpectedly in your own time

It is good practice to keep work and your private time separate. If you meet young people who you work with it is polite to greet and talk with them but avoid getting drawn into either social interaction or a work role. If a young person wants to talk privately to you, make an appointment in the near future, in an appropriate setting.

Homeless young person

If a young person says they are homeless, they are very likely at risk and the situation should be treated seriously. It may be that the young person has had an altercation at home. With the young person’s agreement, it may be possible for you to mediate by telephone so that the young person can return home. However, you need to be alert to the possibility that it could be a child protection issue. Where this is evident or where you suspect it, the priority should be to obtain a place of safety for the young person.

If a young person is under sixteen years, the local authority has a Duty of Care to provide accommodation within the care system. Your first step should be to discuss the situation with your line manager. There will be a Duty Officer at Social Services who should be able to help, though in practice, arranging accommodation at short notice, often late at night, is likely to be problematic.

An alternative, as a short-term measure, may be to arrange for the young person to stay with a friend, though there are risks with this as you may be unaware of the suitability of that setting and have no opportunity to check it yourself. It is not acceptable to allow the young person to stay in premises which are not designed for residential use, nor to take the young person home with you.

If the young person is 16 or over, options include referral to Targeted Youth Support or by arranging to meet at the Wilson Centre.

For young people under 16 years old, your actions must be agreed with social care at Hull City Council. Ultimately, the local police station may be the only safe temporary option. In any event, it will be essential to check the young person’s condition the next morning. A strategy meeting must be called that day by the appropriate council body.

Transporting Young People

All planned trips using personal transport must be agreed with their Line Manager in advance.

A member of staff should never be alone in their transport with a young person. There must always be a minimum of two adults and a young person, or two young people and an adult in the car. Seatbelts must be worn and the carrying capacity of the vehicle not exceeded.

When using private vehicles for work, workers must ensure they have appropriate insurance cover (business use), that they have a valid driver’s license, the car is taxed, has a current MOT and is roadworthy.

It is not acceptable to give young people lifts home after sessions. There may be rare occasions when the use of staff’s personal transport in a situation which was not planned is appropriate. However, if this situation arises, the staff members should inform their manager as soon as practicably possible. If a manager cannot be contacted, a message must be left at that time on the manager’s answer phone explaining why the young person is being transported, to where and the attempts made to obtain permission.

The sort of situation that this could apply to is:

A young person being ill

The first response must be to try and contact the parent/carer and ask them to collect their young person. If the parent/carer cannot do so (cannot leave a younger child nor has no transport) and the parent gives permission for the young person to be transported in the member of staff’s personal transport, then they can be taken. A second member of staff or another young person must go with them.

Taking a young person to hospital

The emergency services are placing a new emphasis on not calling ambulances unless it is an extreme emergency. They are stressing that ‘walking wounded’ that need treatment need to be brought to hospitals in other ways.

The response from staff needs to be:

• Try to contact the parents/guardian to get them to collect their young person and take them to hospital.
• If the parents/guardian cannot do so, obtain permission from the parents/guardian or from the on-call manager. If the parent has no transport, you may choose to pick up the parent and take the parent and young person to hospital.
• Take either another member of staff or young person to stay with the young person until their parent/guardian arrives. Record what time the parent/guardian arrived.

This can only happen if there are sufficient staff members remaining to supervise the work.

Dress Code and Appearance

Dress and appearance are matters of personal choice and self-expression. However, staff should consider the manner of dress and appearance appropriate to their professional role, which may be different to that adopted in their personal life. Staff should ensure they are dressed decently, safely and appropriately for the tasks they undertake. This means that adults should wear clothing which:

• Promotes a positive and professional image.
• Is appropriate for their role.
• Is not likely to be viewed as offensive, revealing, or sexually provocative.
• Does not distract or cause embarrassment.
• Is absent of any political or otherwise contentious slogans.

Employment

Before staff commence work, whether paid or voluntary, the following process must be completed:

• A completed application form.
• DBS Certificate.
• Obtain satisfactory written references

No-one should be involved in any aspects of the work unless these checks have been carried out.

Young People as volunteers/staff

It is good youth work practice to encourage young people to develop their skills and take responsibility in youth work. This can lead to them becoming volunteers or paid workers.

At 16, a young person can become a voluntary or paid worker. They need to complete exactly the same paperwork as all volunteers, including references and a DBS. However, adult staff need to be aware that young people, who become volunteers or workers in this way, are still within the age range of the service and that other guidelines within this document & other relevant policies, in regard to appropriate relationships & duty of care, need to be followed.

Work Experience Placements

Young people undertaking work experience in the service(s) must be supervised at all times that they are with clients.

A placement must be part of a clear educational process. In advance the manager must:

• Speak to the tutor/teacher at the referring college/school.
• Be clear about the intended outcomes for the student.
• Be clear about the times being worked.
• Be clear about the supervision and support being offered.

Final agreement to accepting the student must not be given until it has been authorised.

Where a student is less than 16 years, then earlier guidance about lone working with a young person is applicable.

Student Placements

All students (16 years plus) on placements, regardless of the length of time that the placement lasts, must complete a DBS form, and the manager must ask the college/school tutor for a written reference. The DBS must be submitted as soon as the request for a placement is made.

Alcohol & Illegal Substances

Staff must not drink alcohol whilst working. This includes during breaks in their working day, and during out of normal events that they are working at. Similarly, staff must not drink alcohol immediately before coming to work.

Illegal substances

Illegal substances are not permitted in any building. It is the responsibility of all staff to ensure this.

Staff are not allowed to be at work under the influence of illegal substances.

When staff use illegal substances outside of work, but it impinges on work, this becomes a disciplinary matter. For example, if the young people see or know about the use and discuss it, this will undermine the credibility of the organisation as well as potentially exposing the staff member to prosecution.

Prescription Drugs

As stated earlier, in the Duty of Care section, youth workers should always consider their personal and professional competence and should not operate as a youth worker if they feel their functioning is significantly impaired and they are not able to adequately perform the duties and responsibilities associated with their post as a consequence of taking prescribed medication.

Suspicions of Abuse

Please follow the procedures set out in the The Warren of Hull Ltd’s Safeguarding Policy.

Confidentiality

Young people will sometimes want to share sensitive information with a youth worker, to share a burden, seek advice or information or explain an incident or behaviour. They will frequently want that information to be confidential. It is not possible to give a blanket assurance to a young person that the information they reveal will be kept confidential. The youth worker may need to take some action involving other people if the young person is at risk of harm, or they describe another young person at risk of harm. To maintain trust, the youth worker must tell the young person this as soon as they ask to speak to them confidentially.

Examples of when a worker would need to share information would be where a child protection issue is revealed, reference to a racist attack or knowledge of a serious crime being committed. There are a wide range of lesser issues and incidents where professional judgement and experience will be necessary to decide what should be done. In any case, it is best to be open and transparent with the young person, giving reasons for any actions you feel you must take.

Further information can be found in the Child Protection Policy where there can be differences in how issues are dealt with when working outside of a building.

Introduction

The Warren of Hull Ltd takes its responsibility seriously to promote safeguarding within our organisation and with any vulnerable groups that we work with.

We aim to safeguard adults by:

• Ensuring that all of our staff are carefully selected and trained to ensure their awareness of safeguarding issues relating to adults.
• Having a Safeguarding Adult policy and procedure which is clearly understood, so that any member of staff or trustee has an appreciation of the appropriate guidance to follow, should a concern be raised.
• Reviewing our Safeguarding Adult policy and procedure annually in order to ensure it is in line with national and local policy. This will be done as part of our ongoing practice of annual reviews of all policies.
• Ensuring that dedicated officers are appointed, to hold a specific role in relation to advising The Warren of Hull Ltd staff and volunteers, whereby advice and a clear course of action can be offered in relation to any safeguarding adult concerns. In the event of the lead officer not being available at the time the issue arises, deputy lead officers will be appointed and will deputise in this role for advice and guidance. If both officers are unavailable, and the situation warrants a swift response, the matter will be referred directly to the relevant local Safeguarding Adult Team.
• Ensuring that paid staff and volunteers who work closely with vulnerable adults and their carers, develop practice which ensures they know how to report their concerns about a vulnerable adult, staff member or volunteer. This will be achieved by ensuring an appropriate induction is carried out, which will include information on our Safeguarding Adult policies and procedures.

Policy Guidance

Additionally, this document should be read and cross referenced in conjunction with the following The Warren of Hull Ltd policies and procedures:

• Safeguarding Children Policy & Procedure.
• Confidentiality Policy.
• Health and Safety Policy.
• Disciplinary Policy.
• Employee Grievance Procedure.
• Whistleblowing Policy & Procedure
• Complaints Procedure.
• Equality & Diversity Policy.
• Data Protection Policy.

‘No Secrets’1 is the national policy and procedure guidance which strongly influences all local guidance and consequently underpins this The Warren Safeguarding Adult policy and procedure.

Defining Who is at Risk and in What Way

We are committed to ensure that staff, volunteers, trustees and networks are fully informed regarding defining the parameters surrounding the Safeguarding Adult agenda.

Which Adults are Vulnerable?

All adults are potentially victims of crime or abuse, but not all adults are vulnerable.

A vulnerable adult is defined as a person aged 18 years and over: “who is or may be in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation”

The definition outlined above relates to abuse or neglect experienced by vulnerable adults no matter their age or living arrangements and includes those who are in receipt of Social Care arrangements as well as those who are not.

Significant harm refers to: “ill treatment (including sexual abuse and forms of ill treatment that are not physical: the impairment of, or an avoidable deterioration in, physical or mental health and the impairment or physical, emotional, social or behavioural development”

What Constitutes Abuse?

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

Types of abuse include:

• Physical abuse, including hitting, slapping, punching, burning, pushing, kicking, misuse of medicine, restraint, or inappropriate sanctions.
• Sexual abuse, including rape, sexual or indecent assault, inappropriate touching or sexual acts to which the vulnerable adult has not consented, or could not consent or was pressured into consenting.
• Psychological abuse, including emotional abuse, belittling, threats of harm or abandonment, deprivation of contact, humiliation, name calling and blaming, controlling, intimidation, coercion, harassment, verbal abuse, isolation or withdrawal from services or supportive networks.
• Financial or material abuse, including theft, fraud, exploitation, pressure in connection with wills, property or inheritance or financial transactions, or the misuse or misappropriation of property.
• Neglect and acts of omission, including ignoring medical or physical care needs, failure to provide access to appropriate health, social care or educational services, the withholding of the necessities of life, such as medication, adequate nutrition and heating and leaving in soiled clothes.
• Discriminatory abuse, including racist and sexist abuse based on a person’s disability and other forms of harassment.
• Institutional, which usually relates to practices adopted in care settings, including poor care standards, inadequately trained staff, under resourced facilities, unsupervised staff, where staff work in isolation or have little support from managers, rigid routines and lack of positive responses to complex care needs.
• Domestic Violence/ Domestic Abuse – Including psychological, physical, sexual, financial, emotional abuse; so called ‘honour’ based violence.
• Exploitation- Including sexual and/or criminal exploitation.
• Modern slavery – Encompasses slavery, human trafficking, forced labour and domestic servitude. Traffickers and those who coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment.
• Neglect and acts of omission – Including ignoring medical, emotional or physical care needs, failure to provide access to appropriate health, care and support or educational services, the withholding of the necessities of life, such as medication, adequate nutrition and heating.
• Self-neglect – This covers a wide range of behaviour neglecting to care for one’s personal hygiene, health or surroundings and includes behaviour such as hoarding.
• Female genital mutilation (FGM) Female Genital Mutilation Act 2003 (as amended by the Serious Crime Act 2015) stipulates the mandatory reporting of FGM to NHS Digital for all cases. Safeguarding accountability and assurance framework legislation requires regulated health and social care professionals and teachers in England and Wales to make a report to the Police where, in the course of their professional duties, they either: • are informed by a girl under 18 that an act of FGM has been carried out on her • observe physical signs which appear to show that an act of FGM has been carried out on a girl under 18 and they have no reason to believe that the act was necessary for the girl’s physical or mental health or for purposes connected with labour or birth.

Abuse may be carried out deliberately or unknowingly and may be a single act or repeated acts. People who behave abusively come from all backgrounds and walks of life. They may be doctors, nurses, social workers, advocates, staff members, volunteers or others in a position of trust. They may also be relatives, friends, neighbours or people who use the same services as the person experiencing abuse.

Who May Potential Abusers Be?

Vulnerable adult(s) may be abused by a wide range of people including relatives and family members, professional staff, paid care workers, volunteers, other services users, neighbours, friends and associates, people who deliberately exploit vulnerable people and strangers.

In What Circumstances Can Abuse Occur?

Abuse can take place in any context. It may occur when a vulnerable adult lives alone or with a relative; it may also occur within nursing, residential or day care settings, in hospitals, custodial situations, support services into people’s own homes, and other places previously assumed safe, or in public places.

Patterns of Abuse

Patterns of abuse and abusing vary and reflect very different dynamics. These include:

• Serial abusing in which the perpetrator seeks out and ‘grooms’ vulnerable individuals. Sexual abuse usually falls into this pattern as do some forms of financial abuse.
• Long term abuse in the context of an ongoing family relationship such as domestic violence between spouses or generations.
• Opportunistic abuse such as theft occurring because money has been left around.
• Situational abuse which arises because pressures have been built up and/or because of difficult or challenging behaviour.
• Neglect of a person’s needs because those around him or her are not able to be responsible for their care, for example if the carrer has difficulties attributable to such issues as debt, alcohol, or mental health problems.
• Unacceptable ‘treatments’ or programmes which include sanctions or punishment such as withholding of food and drink, seclusion, unnecessary and unauthorised use of control and restraint.
• Failure of agencies to ensure staff receive appropriate guidance on anti-racist and anti-discriminatory practice.
• Failure to access key services such as health care, dentistry, prostheses.
• Misappropriation of benefits and/or use of the persons money by other members of the household.
• Fraud or intimidation in connection with wills, property or other assets.

Managing the Disclosure of Abuse and Making a Referral

The Warren of Hull Ltd recognises that we have a duty to act on reports, or suspicions of abuse/neglect, including allegations made against paid staff or volunteers. This will be done in conjunction with and guidance from, the relevant Safeguarding Adults Board.

This section sets out and offers guidance on how to manage a disclosure and how to make a referral. It presents information on referral routes as provided by the relevant Safeguarding Adult Board and offers up to date information. This will enable The Warren of Hull Ltd through the process of dealing with allegations, when receiving a disclosure of abuse, gaining consent and making a referral.

Receiving a Disclosure

If organisations working with The Warren of Hull Ltd are in a position where adults may disclose abuse has occurred or raise concerns that abuse might happen, it is important that they understand the basic principles of managing such a situation. The following procedure is taken from Appendix 1: Hull and East Riding of Yorkshire Safeguarding Hubs, which as well as offering guidance, acts as an example to those staff members who operate outside of the Hull and East Riding of Yorkshire area. Details of precise referral procedures for each distinct area can be found by contacting your local Safeguarding Children Board.

If a disclosure is made, the person receiving the disclosure should:

Step 1:

• Remain calm and non-judgemental.
• Take whatever action is required to ensure the immediate safety or medical welfare of the adult.
• Do not discourage from disclosure.
• Use active listening.
• Remain sympathetic and attentive.
• Give reassurance but do not press for more detail or make promises that cannot be kept.

Step 2:

• Clarify main facts, summarising what has been disclosed to you.
• Explain that you cannot keep information about alleged or suspected abuse confidential.
• Remain sensitive.
• Explain that a named safeguarding adults’ officer must be informed.
• Seek the person’s consent to share this information.
• Offer future support from yourself or others.

Step 3:

• Take all reasonable steps to ensure that the adult is in no immediate danger of further harm.
• Make a complete and accurate record of events as soon as possible.
• Record facts not opinions, use person’s own words, record date, time and sign.
• Preserve evidence.
• Named safeguarding adults’ officer or another appropriate manager must be informed as soon as possible.

Step 4:

• Relatives of the victim should not automatically be informed if the victim is able to consent unless they so wish.
• If the victim lacks capacity the decision to share information with family, friends or significant others should be made by relevant manager following consultation with the lead agency i.e. Social Services or Police.
• Informed consent should be obtained but it may be necessary to override this if there are other vulnerable adults at risk i.e. in a residential setting/hospital ward.
• Information must always be shared on a need to know basis.
• It is appropriate for agencies to give assurances of confidentiality where there are concerns of alleged or suspected abuse.
• If the alleged abuser is a family member or friend they should not be contacted at this stage.

Step 5:

The named Designated Safeguarding Lead must, upon receiving information regarding an allegation or suspicions of abuse, check that:

• The adult’s immediate needs are being met, and that there is no risk of further harm.
• If necessary, medical assistance has been sought.
• The facts and circumstances are clear, but avoid unnecessary discussion with the victim.
• A report has been made to the Police if a criminal offence is selected or alleged.

Relevant concern forms can be accessed by contact the local Safeguarding Adults Board.

Mental Capacity:

The Mental Capacity Act defines someone is lacking capacity, because of an illness or disability such as a mental health problem, dementia or a learning disability, who cannot do one or more of the following four things:

• Understand information given to them about a particular decision.
• Retain that information long enough to be able to make the decision.
• Weigh up the information available to make the decision.
• Communicate their decision.

Support and guidance will be sought by The Warren of Hull Ltd should anyone have concerns regarding an adult’s capacity.

The Referral Process

Action to be taken if someone reports/discloses abuse of a vulnerable adult:

• Ensure the person’s immediate safety and medical welfare.
• Listen, be attentive and sympathetic but do not discourage or press for more detail.
• Clarify and summarise.
• Remain sensitive – don’t make promises that cannot be kept.
• Explain that a Named Designated Safeguarding Lead must be informed – unless they are the alleged abuser.
• Make a complete, factual and accurate record of what you have been told.
• Record time, date and then sign.
• Pass to Named Designated Safeguarding Lead immediately or as soon as possible.

Named Designated Safeguarding Lead will:

• Ensure the safety and welfare of the person who has disclosed the alleged abuse.
• Report the alleged abuse to the police or Safeguarding Hub (within 24 hours) or emergency duty team if out of hours.
• Send concern form to the relevant Safeguarding Hub and discuss with them the intention to implement the agencies disciplinary process if appropriate.
• Consider a referral to POVA list.
• Complete accident record if appropriate.
• Liaise with family/other agencies etc as appropriate.
• Consider Issues of consent.

The Warren of Hull Ltd recognises that it is important to act swiftly and to avoid delay in making a referral. Information on who to contact can be found via the Local Safeguarding Adults Teams/Board websites in Appendix A.

Allegations Against Staff Members/Volunteers

If there are concerns or allegations against a staff member or volunteer the Designated Officer must be informed. If the allegation is made against one of the Designated Officers, the second Officer must be informed and in turn they must inform either the Safeguarding Lead or the Chair of the Board of Trustees.

Consent and Capacity

The Warren of Hull Ltd recognises the importance of gaining consent within its vulnerable adult policies and procedures. The types of consent within vulnerable adult’s procedures may include consent to an investigation and to information being shared. If a disclosure of alleged abuse is received The Warren of Hull Ltd will ensure that consent is gained to refer or report the incident. If an individual agrees to share information about them to others, they have given consent. However, if individuals do not consent, then on occasions this has to be accepted. Equally The Warren of Hull Ltd agrees that there will be occasions where decisions not to consent can be overridden. It may be that sometimes an individual is not able to give informed consent because they lack capacity.

Support and guidance on consent and capacity can be accessed by contacting the local Safeguarding Adults Board.

The Warren of Hull Ltd – Code of Practice

Due to the nature of The Warren of Hull Ltd’s work with vulnerable adults, the following people are nominated as Designated Safeguarding Leads:

• Designated Safeguarding Lead: Janet Leonard
  (janet@thewarren.org) Contact Tel: 01482 218115
• Designated Deputy Safeguarding Lead: JJ Tatten
  (jjtatten@thewarren.org ) Contact Tel: 01482 218115

All staff have the mobile telephone numbers of both Designated Officers.

The Warren of Hull Ltd staff and trustees should be aware of new areas of knowledge concerning safeguarding practices dedicated to vulnerable adults and ensure they have received at least introductory/awareness raising training in safeguarding adults.

The Warren of Hull Ltd is committed to minimising and preventing abuse and recognises the importance of safe recruitment policies and practices for paid staff, volunteers and trustees.

It is important when recruiting paid staff and volunteers to adhere to The Warren of Hull Ltd Recruitment Policy.

It is important to be robust in emphasizing appropriate safeguarding measures when screening potential staff and volunteers to work with vulnerable adults. These include:

• All paid staff and volunteers with access to vulnerable adults or with access to sensitive information will be required to undertake an enhanced DBS check with potential barred list check dependent upon role.
• Staff and volunteers working with vulnerable adults will undertake Basic Awareness Safeguarding Adult training.
• All staff to read and understand the Safeguarding Adult Policy and for this to be reviewed to ensure up-to-date knowledge.
• Application forms for employment and for volunteer work to include details of previous employment, any convictions for criminal offences (including spent convictions), agreement for enhanced DBS checks, permission to contact two referees, including their current or most recent employer (which should be taken up).
• The potential staff member/volunteer will be interviewed for their suitability for any vacant post.
• Staff and volunteers will be subject to a probationary period (6 months) during which they will be supervised and overseen by a manager.
• Staff and volunteers will have a period of induction where they will gain an understanding of their roles and responsibilities and read all policies to ensure that they have a clear understanding of the processes to ensure the safety of all staff and service users.

Managing and Reviewing the Policy

The Warren of Hull Ltd will ensure that the Safeguarding Adults Policy and Procedures are reviewed annually.

The named Safeguarding Adults Officers will be involved in this process and can recommend any changes. The named Safeguarding Adults Officers will also ensure that any changes are clearly communicated to staff, volunteers and service users.

Disclosure and Barring Service

The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions and prevent unsuitable people from working with vulnerable groups, including children. It replaces the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA).

DBS are responsible for:

• processing requests for criminal records checks
• deciding whether it is appropriate for a person to be placed on or removed from a barred list
• placing or removing people from the DBS children’s barred list and adults’ barred list for England, Wales and Northern Ireland

DBS (formerly CRB) Checks

DBS search police records and, in relevant cases, barred list information, and then issue a DBS certificate to the applicant.

DBS recognise that information released on DBS certificates can be extremely sensitive and personal. Therefore, a code of practice for recipients of criminal record information has been developed to ensure that any information they get is handled fairly and used properly.

Safeguarding Adults Boards

Each Safeguarding Adults Board aims to:

• Co‐ordinate local work to safeguard and promote welfare of adults
• Develop policies and procedures for safeguarding and promoting the welfare of adults
• Participate in the planning of services
• Communicate the need to safeguard and promote the welfare of adults
• Focus on the core protection agenda of ‘working together on the prevention, identification, investigation and treatment of the abuse of vulnerable adults’.

Additionally, they monitor the effectiveness of what is done to safeguard and promote the welfare of adults.

Each Safeguarding Adults Board agrees to carry out its work in such a way as to improve the outcomes agreed in the White Paper (Our Health, Our Care, Our Say), particularly:

• Outcome 5: Freedom from discrimination and harassment: equal access to services without hindrance from discrimination or prejudice; they feel safe and are safeguarded from harm.
• Outcome 7: Personal Dignity and Respect: not being subject to abuse. Keeping clean and comfortable, enjoying a clean and orderly environment. Availability of appropriate personal care.

Each Safeguarding Adult Board supports the principles in the ‘Multi‐agency policy for each locality’ which includes:

• Work toward meeting the standards in Safeguarding Adults (ADASS guidance 2005).
• Implement recommendations in ‘No Secrets’(DOH 2000).
• Develop an outcomes framework based on these principles.

Prevent Duty

From July 1st, 2015, and as part of the Safeguarding and Prevent Duty all staff, contract providers and colleagues have a duty to demonstrate and help develop values which underpin an awareness of social and moral responsibility in modern Britain.

The Prevent Strategy published by the Government in 2011, as part of the overall counter-terrorism strategy, CONTEST, places a duty on certain bodies to give “due regard to reduce the threat to the UK by preventing people from being drawn into terrorism”.

The Prevent Strategy has three specific objectives:

• Respond to the ideological challenge of terrorism.
• Prevent people from being drawn into terrorism by ensuring they are giving appropriate advice and support.
• Work in partnership where there are risks of radicalisation and extremism that need to be addressed.

The inclusion of sector-specific guidance sets out three themes:

• Leadership – ensure staff and contract delivery partners implement the duty effectively.
• Working in partnership- prevent depends of effective collaboration of all concerned parties to demonstrate effective compliance.
• Capabilities- ensure staff are provided with appropriate training for the implementation of the duty to exemplify British values in their general behaviours, supporting opportunities to learn, educate and challenge extremist ideas.

What is extremism?

Extremism is defined as “vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and beliefs.”

British values – therefore are defined as “democracy” and refer to everyone being expected to encourage respect to other people, taking particular regard to the protected characteristics set out in the Equality Act 2010.

Further details can be found here

Risk Assessment

Robust policies and procedures to identify risk must be in place to ensure that all sub-contractors are made aware of the Prevent Duty and are not inadvertently funding extremist organisations.

“Channel” and the Referral Guidance

Compliance with the duty requires all the concerned parties to undertake Prevent awareness training and any other training to be able to recognise vulnerability of those being potentially drawn into terrorism and be aware of what action to take in response. This will include an understanding of when to make referrals to the “Channel” programme and where to access additional advice and support.

Appendix A

The Warren of Hull Ltd Designated Safeguarding Leads are –

• Designated Safeguarding Lead: Janet Leonard
  (janet@thewarren.org) Contact Tel: 01482 218115
• Designated Deputy Safeguarding Lead: JJ Tatten
  (jjtatten@thewarren.org ) Contact Tel: 01482 218115

All staff have the mobile telephone numbers of both Designated Officers

It is important that all people responsible for Safeguarding Adults within their voluntary sector group or organisation, is aware of who to contact in case of making a referral or any other matter relating to keeping vulnerable adults safe.

A wide range of information, including useful contacts, is available via the following websites, therefore all Voluntary Sector Designated Safeguarding Lead’s should familiarise themselves with their local Safeguarding Adults teams/boards by visiting the websites and keeping copies of useful information to hand.

Local safeguarding Adults Teams Contact Details

The Safeguarding Adults Teams provide information and advice to the general public and health and social care professionals about abuse of vulnerable adults. It also provides a central team which receives referrals/concerns about suspected abuse and coordinates any investigation.

Hull Multi Agency Safeguarding Hub

• Tel: 01482 300 300/616092
• Out of hours: Tel 01482 300304
• Hull Safeguarding Adults Partnership Board – Website

East Riding of Yorkshire Safeguarding Adult Team

• Telephone – 01377241273
• E-mail: safeguardingadultsteam@eastriding.gov.uk
• East Riding of Yorkshire Safeguarding Adult Team – Website
• East Riding Safeguarding Adults Board – Website