Our policy’s purpose:

In the UK, safeguarding means protecting peoples' health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect. GTB understand it to mean protecting people and managing risk of harm, which may arise from coming into contact with GTB.
Grow, Transform, Belong is a specialist organisation that provides a range of services for Prison staff, Prison residents, children, young people, parents and carers/guardians. Our mission is to promote social good and reduce social harm for all within our work, including projects, collaborations and research. GTB recognises that it must have the appropriate safeguarding arrangements in place in the same way as organisations in the public sector and work effectively with Local
Safeguarding Children Boards. The purpose of this policy is to articulate how GTB protects people from harm and manages risk in all GTB activities.

This includes harm arising from:

• The conduct of all staff or personnel associated with GTB
• The design and implementation of GTB’s programmes and activities
• Disclosed harm which takes place with those we work with
  The policy lays out the commitments made by GTB, and informs staff and associated personnel of their  responsibilities in relation to safeguarding.

Who is this policy for?

This policy is relevant to all staff contracted by GTB including associated personnel whilst engaged with work or visits related to GTB, including but not limited to the following: core staff, freelance consultants, contractors, and interns.

Policy Statement

GTB believes that everyone we come into contact with, regardless of age, gender identity, disability, sexual orientation or ethnic origin has the right to be protected from all forms of harm, abuse, neglect and exploitation. GTB will not tolerate abuse and exploitation by staff or associated personnel. GTB are committed to safeguarding practices and promoting the welfare of people by ensuring staff are trained and supported in meeting their safeguarding responsibilities and have easy access to procedures and guidance to support them. This includes managing staff’s expectations and GTB making it clear where responsibility lies and the process by which we remain professional and transformative in nature. This policy will address the following areas of safeguarding [as appropriate]: child safeguarding, adult safeguarding, and protection from sexual exploitation and abuse.

GTB commits to addressing safeguarding throughout its work, through the three pillars of;

• prevention,
• reporting and
• response

Prevention

GTB responsibilities are to;

• Ensure all staff have access to, are familiar with their responsibilities within this policy. Safeguarding issues will also feature in each Growth Supervision to ensure staff remain focused on safeguarding and wellbeing issues.
• Design and undertake all its programmes and activities in a way that protects people from risk of harm that may arise from their coming into contact with GTB.
• This includes the way in which information about individuals in our programmes is gathered, stored and communicated.
• Implement clear and accessible safeguarding procedures when recruiting and managing staff.
• Identify within supervision any training needs in relation to safeguarding and enable appropriate training to take place for employees who work with children, young people and adults.
• Follow up on reports of safeguarding concerns promptly and according to due processes

Procedural guidance is based on Working Together to Safeguard Children (2006) and What To Do If You’re Worried a Child Is Being Abused (2003)

Staff Responsibilities

GTB staff and associated personnel must:

• Report any disclosures or issues linked to sexual, physical, emotional or psychological abuse or neglect immediately to either the Safeguarding Lead or the Director.
• Not commit any acts to others that are linked to sexual, physical, emotional or psychological abuse or neglect and if this does take place, to inform the Safeguarding Lead or the Director immediately. This will lead to immediate suspension of any frontline.
• Be willing to engage in training and supervision related to Safeguarding and Wellbeing of Others (and self).
• Be willing to be DBS checked if their role includes regulated activities.
• To disclose at the point of recruitment any licence conditions, barring restrictions or issues linked to safeguarding.
• To contribute to creating and maintaining an environment that reduces the likelihood of safeguarding violations and promotes the implementation of the Safeguarding Policy. This involves showing acceptance, respect and honesty in the workplace.
• To report any concerns regarding safeguarding violations by a GTB staff member or associated personnel to the appropriate safeguarding lead.

Reporting

The concerns for a person’s welfare may become apparent in a variety of ways or settings and GTB staff cannot assume that the information is known by the
Authorities. GTB staff may find themselves discussing or hearing information that alerts them to the possibility of abuse, even when the disclosure was not an intended
focus or without the person realising the implications of what is being said. Staff members who have a complaint or concern relating to safeguarding issues, should check back what is being said and make it clear that they will need to discuss the situation with their line manager as to what happens next. Prior to discussions of a sensitive nature (for example prior to research or a Growth activity) GTB staff must inform the participants that there are limits to confidentiality in the event that
something is disclosed that may pose themselves or others at risk. Within the context of research this will form part of the informed consent form which will be agreed verbally (and recorded) or through a signature.
If a service user/client asks GTB staff to keep actual or potential abuse secret, it must be explained that information cannot be kept secret ad must be discussed with their senior/line manager. It is advised that no further questioning is pursued and information is shared at the earliest opportunity.
If the staff member does not feel comfortable reporting to their Safeguarding Lead or line manager (for example if they feel that the report will not be taken seriously, or if that person is implicated in the concern) they may report to any other appropriate senior staff member.
Senior Management are not responsible for conducting a Child Protection Investigation. They will however liaise with reporting staff, listen and offer reassurance to next steps. The Safeguarding lead/SMT will record findings within 24 hrs. They will also liaise with the Local Authority and if necessary ask for a ‘no names’ discussion.

Response

If a referral is made an agreement should be sought as to who and when relevant persons (e.g. parents) are informed but GTB are not responsible for this process as this will be allocated to specialists.
If a referral to Social Services is made via telephone it needs to be confirmed in writing by SSD within 48 hrs and followed up if not received within 3 days.
Informed GTB staff will then follow up safeguarding reports with the Safeguarding Lead and concerns according to legal and statutory obligations.
GTB will apply appropriate disciplinary measures to staff found in breach of this policy.

Confidentiality

It is essential that confidentiality is maintained at all stages of the process when dealing with safeguarding concerns. Information relating to the concern and
subsequent case management should be shared on a need to know basis only, and should be kept secure at all times.
Records of shared information will be kept confidentially by GTB and each case has to be considered independently. In general the law will not prevent staff from sharing
information with other practitioners if; 

-Public Interest in safeguarding overrides the need to keep the information confidential
-Disclosure is required under a court order or other legal obligation, especially with regards to the child’s protection.
-Where the outcome is evident that the child or at risk adult is, or maybe at risk of significant harm a referral to the local authority must be made.

Information Sharing

The decision to share information can be uncomfortable for some staff, as there may be concerns about the consequences of sharing concerns. Staff must be prepared to exercise their professional judgement and failure to do so, that could prevent a tragedy may expose GTB to criticism in the same way as an unjustified disclosure. It is often helpful to discuss such concerns with a colleague, designated or named professional.

The law s17 of The Children Act 1989 instruct information sharing for assessment
purposes or for an enquiry s47 of the Act or in respect of court proceedings. Main
restrictions are;
·Common Law duty of confidence
·Human Rights Act 1998
·GDPR 2018
However, the Law will not prevent information sharing with other practitioners if;

• Consent by those affected has been given
• The public interest in safeguarding the child’s welfare overrides the need to keep the information confidential
• Disclosure is required under a court order or other legal obligation.

We are committed to upholding the highest standards of ethical business conduct and respect for human rights throughout our operations. Our comprehensive policies
reflect our dedication to compliance with human rights principles and the prohibition of forced labour, modern slavery, and child labour. These policies are aligned with
internationally recognised frameworks such as the International Bill of Human Rights, the International Labour Organisation’s Declaration on Fundamental
Principles and Rights at Work, the United Nations Global Compact, and the United Nations Guiding Principles on Business and Human Rights.
Through our policies, we actively demonstrate our unwavering commitment to promoting a work environment that safeguards the rights and dignity of all individuals.
We strictly prohibit any form of forced labour, modern slavery, and child labour within our organisation and supply chains. Our policies emphasise transparency,
accountability, and continuous improvement as we work to eliminate any potential risks associated with these unethical practices.
Furthermore, our commitment extends to fostering an environment of awareness and responsibility, ensuring that all employees, partners, and stakeholders
understand our ethical standards and their role in upholding them. We regularly review and update our policies to align with evolving international standards and best
practices.
By adhering to these policies, we aim to contribute to a just and equitable global business landscape, where human rights are protected, and ethical practices prevail.
Our dedication to compliance and the well-being of all individuals remains unwavering as we work together to create a positive impact in the communities we serve.

Contact: info@growtransformbelong.com

Charity Number:
Last Reviewed: 4 th Jan 2024