Safeguarding & Prevent Procedure
At iungo Solutions, we believe that safeguarding must be the informed responsibility of iungo representatives and employees. This procedure executes the commitments under the Safeguarding & Prevent Policy and underpins a culture of safety and positive wellbeing at iungo Solutions.
All employees, partners and employers have a responsibility and duty of care to actively make the learning environment safe and secure for all and take appropriate action where necessary in order to achieve this effectively.
In order to ensure appropriate action is taken in such circumstances iungo Solutions has adopted and utilised the principles of the 5 R’s Model that should be implemented and followed across all operational activities. Further information on this model and supporting flowcharts can be found below.
Recognition of safeguarding risks and issues is the responsibility of all representatives involved in learner facing roles. Recognition involves the ability to recognise behaviour that may indicate abuse as this is of fundamental importance. Whether the abuse may occur on Company related premises, in the home or in any other setting in which the learner may find themselves, all those playing a role in meeting the learners’ needs should be aware and informed so that possible abuse can be recognised, investigated and acted on effectively.
Signs and indicators of abuse in young people and/or vulnerable adults may include direct disclosure. This isn’t always easy to recognise as such, as it may be that the learner is struggling to find the words, is using language the abuser uses for particular actions and body parts, or the disclosure is wrapped in analogy or euphemism which is difficult to identify. A learner may choose anyone in the organisation to disclose to or any member of staff may be the ones to spot concerning signs or behaviour in the learner or staff member. This is why all employees are trained in how to recognise and respond to this situation, and how to report a concern. To achieve this recognition it is vital that all employees complete their Safeguarding training, are able to spot signs, are not encouraged to overreact and assume abuse is occurring, and know when to pass on concerns to the appropriate person.
This is the primary responsibility of the employee that has been approached by the learner. Appropriate response is vital. No report about possible abuse or neglect should ever be ignored. In order to determine the most appropriate response, find out if you are dealing with an allegation from a learner against an employee, another learner or client or another person outside the organisation. Is the disclosure from an individual alleging abuse to themselves or another? Is this the reporting of a concern or suspicion? What is alleged to have happened? Your role in the moment when you respond is to ascertain what you are dealing with and to listen. The learner may be very scared and emotional in telling you this information, so you must stay calm, use effective empathic listening skills, and not let them know if you are feeling panicked, shocked or outraged at what you are hearing, as this may shut them down.
You need to ask open questions (not leading or suggestive ones) and gather just enough information to know that it is a disclosure of abuse that needs to be passed on, and how immediate the danger or harm is to the individual.
Do not lead or probe with questions – ask only completely open questions. Demonstrate interest and concern, and take it seriously, even if you are finding it difficult to believe because it is so shocking, or perhaps it is an allegation being made against someone known to you. Finally reassure that they have done the right thing by telling you, as you will do what you can to help.
Reassure the learner that they have done the right thing in reporting their concerns and that you will do everything you possibly can to help. Do not make unrealistic promises by agreeing to ‘keep it quiet’ but ensure that they are aware of who you have to tell and what might happen next, and that this is for their safety. It is not your role to investigate the situation; you just need to be clear that it will be treated in confidence but recorded and passed on to the appropriate people/person. Ensure that testimony is recorded and reported, and that the complainant and subject of the complaint are treated in line with policy and guidance.
The recording of the testimony should be undertaken via the Safeguarding Disclosure Form and must be completed by the employee that has taken the testimony and been approached by the learner.
You should record precisely what has been alleged, using key phrases and words the individual used. You are not expected to remember every detail of the conversation, and therefore it is not recommended that notes or any other recording is made during the conversation, but immediately afterwards. You should also record your observations of the individual, as well as your interpretation of the facts as long as you clearly identify when you are doing so. This record should be passed on, and reported as below to the appropriate person, who should store it securely and separately to learners’ individual files. It should only be accessible to those who have responsibility over safeguarding matters.
Once the employee has recorded the testimony as detailed above on the Safeguarding Disclosure Form this must be reported and forwarded as soon as possible to the Safeguarding Officer.
If however the matter involves an allegation against an employee this should be brought to the immediate attention of the Employee Experience Executive and or the Safeguarding officer as a priority without delay.
5.1 Designated Safeguarding Officer
The Designated Safeguarding Office is Tom de Vall, Executive Chair.
- 01656 880915
- 07818 036961
Once you have reported concerns about abuse to the Safeguarding officer, the responsibility for taking action may revert back to the original employee reporting the concern in cases where further information is required, where the matter is reviewed and confirmed not to be a safeguarding issue, or is more of a signposting or support need
The reporting employee will continue to deal with this in these cases. However, where the case is confirmed as a safeguarding issue requiring a formal referral to an appropriate agency e.g. The Police, Child Services, Adult Services, the responsibility for making this referral will sit with the Safeguarding Officer.
Where a formal referral is required by the Safeguarding Officer you are within your rights to check that appropriate action has been taken, but it may not be necessary for the officer to share the details of this with you due to the confidentiality of the individual concerned.
6.0 Employee Referrals
Where it is identified that an employee poses a risk, has abused their position of trust or caused some form of harm to a child, young person or vulnerable adult whether through an act or omission, the
Company is legally required to make an appropriate
referral to the Disclosure and Barring service. Employee
DBS referrals must only be made by the Employee Experience Executive following consultation with the Chief Executive and the Safeguarding officer. Prior to a formal referral, advice and clarification must be sought from the Disclosure
and Barring Service to assess whether the situation requires such a referral and once referred it will be their decision whether or not to take any further action.
7.0 Storage of Documentation
All safeguarding documentation including, safeguarding report forms; supporting emails; referral information and statements must be sent as soon as reasonably practicable to the Safeguarding officer to secure storage, monitoring and logging. Once documentation has been forwarded centrally and receipt of the documentation has been confirmed by the officer all local records must be destroyed securely.
iungo solutions is committed to providing access to all learners, parents, carers, employees to ensure we are providing timely and effective support to maintain a safe and secure environment for all.
9.0 Related Documents
|Document Ref||Document Name|
|TEM-0062||Safeguarding Disclosure Form|
10.0 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|