Safeguarding & Prevent Policy
1.0 Policy Principle
iungo Solutions Limited (“iungo”) is a new generation of Digital & Green Skills training provider developing and delivering employer-led immersive and experiential learning programmes for priority growth sectors. provides accredited and skills-based training courses, workshops and learning design services.
We are cognisant of our statutory obligations and responsibility to promote the welfare of children, young people, and vulnerable adults we interact with through our business activities and specifically in the provision of our Training Solutions.
The purpose of this policy is to illustrate the iungo’s approach to safeguarding children, young people and vulnerable adults, and the expectations that we hold of our employees, contractors, volunteers, and partner organisations. iungo Solutions is committed to protecting Young People and Vulnerable Adults from abuse, exploitation, bullying, neglect, radicalisation, extremism and self-harm throughout its training programs both funded and non-funded.
2.0 Scope of Policy
This scope of this policy includes all interactions with children, young people and vulnerable adults that take place during iungo business activities, whether in person or virtually, and via any method of communication.
This policy applies to iungo Solutions, its employees, contractors, volunteers, and individuals from partner organisations who are in direct contact with children, young people, and vulnerable adults.
3.0 Legislative framework
Our policy abides by the Social Services and Well-being (Wales) Act and Keeping Learners Safe (2015) and seeks to actively prevent any form of abuse or other harmful behaviour. Furthermore, our policy seeks to promote the positive treatment and empowerment of children, young people, and vulnerable adults in enabling them to achieve their full potential.
This Policy has been developed with consideration of guidance issued by Welsh Government and UK Government including:
- The Counter-Terrorism Act 2015
- The Protection of Freedom Acts (2012)
- All Wales Child Protection
- The Prevent Strategy (2011)
- Safeguarding Vulnerable Groups Act 2006
- Respecting others: anti-bullying guidance 2003
With reference to our Equality, Diversity and Inclusion Policy, our practices seek to promote fairness and social justice in all workplace and learning scenarios irrespective of the bearing of this legislative framework. This includes recognising the needs of children, young people and vulnerable adults with additional needs, including those induced by communication barriers, disability, neurodiversity, cultural predispositions or discrimination.
4.0 Policy Commitments
With respect to our commitment to safeguarding children, young people and vulnerable adults we will:
- Listen to and show respect for children, young people, and vulnerable adults
- Appoint a nominated Safeguarding Officer to hold the organisation to account for safeguarding arrangements.
Safeguarding Officer: Tom de Vall, Executive Chair, email@example.com
- Maintain detailed safeguarding and child protection procedures.
- Ensure all employees, contractors, and volunteers understand and follow the safeguarding and child protection procedures.
- Ensure children, young people and their families, and vulnerable adults know about the organisation’s Safeguarding Policy and what to do if they have a concern.
- Build a safeguarding culture where employees, contractors, and volunteers know how they are expected to behave and feel comfortable about sharing concerns.
5.0 Assessing Risk
We will assess the risk to children, young people, and vulnerable adults by conducting the following:
- Conduct due diligence and regular audits on partners and clients with specific reference to governance arrangements, equal opportunities, modern slavery and safeguarding policies.
- Conduct pre-event surveys that identify vulnerable groups, additional needs, and safeguarding concerns.
- Carry out a pre-event site visit and health and safety assessment when conducting activities on client or partner property.
- Request full disclosure from the client or partner with respect to safeguarding concerns for individuals referred to iungo.
- Uphold our obligations in our Data Protection Policy and seek permission from individuals to capture or utilise media that may reveal their identity.
6.0 Suitability of Representatives
We, as the Directors of iungo Solutions Limited, will ensure the suitability of iungo representatives to interact with children, young people, and vulnerable adults by undertaking the following actions:
- Conduct thorough background checks on individual representatives and thorough due diligence for partner organisations and representatives
- Conduct and maintain DBS checks for individuals.
- Upholding our Complaints Procedure which includes a confidential helpline for reporting safeguarding issues.
- Provide training to key employees and all employees who interact with children, young people, and vulnerable adults on at least an annual basis.
7.0 Safeguarding Champions Responsibility
The Safeguarding Champion will Investigate, improve, monitor and review company policies and procedures.
- Take action on referrals from both internal and external sources.
- Make decisions about referrals to the Social Services Child Protection Team.
- Endeavour to keep up to date with all Child/Vulnerable Adult Protection legislation.
- Chair case discussions if appropriate.
- Collect all necessary data and ensure it is kept strictly confidential and protected by password access, stored under lock and key.
- Determine if an internal investigation is required and liaise with Social Services and the Police to avoid compromising any official investigation.
- Liaise with the Directors and or senior manager of the delivery partner to ensure all necessary support and guidance is available as appropriate.
8.0 Extremism and radicalisation
The Prevent Duty identifies that young people pose a risk and as a result,we recognise that our learners may be at risk of radicalisation. Employees have a responsibility to recognise this potential risk and to identify learners that may be at risk of harm from radicalisation. We have a Prevent Strategy in line with the requirements placed upon us under the Counter-Terrorism and Security Act (2015). Our designated Prevent Officers are the Designated Safeguarding Officers
9.0 Recruitment and Selection
iungo Solutions have established policies and procedures for the recruitment and selection of employees and the vetting of applicants to learning programmes.
Whistleblowing is an important aspect of safeguarding. Working with vulnerable persons gives employees a position of power. To gain trust and respect it is essential that all reasonable steps are taken to ensure this power is exercised responsibly. There may be situations when employees have genuine concerns about the conduct or wrongdoing of someone within the organisation. Everyone within the organisation has the right and the responsibility to raise concerns about the behaviour of employees, representatives or learners, which may be harmful to those in their care and will receive appropriate support when doing so. Employees, representatives, learners and vulnerable persons alike are encouraged to share any concerns they may have so that problems can be identified, dealt with and resolved quickly without prejudice to their own position.
11.0 Handling of Safeguarding Concerns
We will ensure that we appropriately and sensitively handle all safeguarding concerns by enacting the following.
- Maintain a written procedure for accepting, handling, investigating, and reporting safeguarding concerns raised by any party in the course of iungo’s work.
- Appoint a Senior Safeguarding Officer to investigate safeguarding and prevent concerns.
- Raising awareness of safeguarding issues amongst staff, signs of abuse and required responses by giving appropriate training.
- Recognise and respond to institutional safeguarding concerns that may be apparent within our own organisation or that of our partners and clients.
12.0 Review and Sign-off
This Policy is subject to 12-month review. The next review is due on 01 November 2024.
|Name:||Jessica Leigh Jones MBE|
|Position:||Chief Executive Officer|
|Signature:||J. L. Jones|
|Date:||01 November 2023|