Safeguarding September: How to Create a Culture of Safeguarding Within Your Organisation

What is Safeguarding?

To start us off, what is safeguarding and why are we talking to you about it?

The dictionary definition of safeguarding is “to protect something/somebody from loss, harm or damage; to keep something/somebody safe."

Whilst many people think ofsafeguarding as only being related to children and vulnerable adults (andtherefore only relevant to those working with them), the truth is thatsafeguarding is relevant to all of us and is everyone’s responsibility. This is true to day-to-day life, and within the workplace.

What is a Safeguarding Concern?

A safeguarding concern refers to any worry or suspicion about an individual’s safety and well-being. Often, people may not disclose their experience of abuse or neglect, so these concerns can arise from various signs or behaviours that indicate potential harm or risk, but remember these are not always obvious. Safeguarding concerns include but are not limited to:

• Physical abuse
• Emotional or psychological abuse
• Sexual abuse
• Neglect
• Self-neglect
• Financial or material abuse
• Discriminatory abuse
• Domestic abuse
• Modern slavery
• Radicalisation

It is important to understand that we should not be constrained to a single definition of abuse or neglect. This can take many forms and must be considered on a case-by-case basis.

Leadership Commitment

Leadership commitment is the foundation of a safeguarding culture by setting the tone from the top. Leaders must demonstrate their dedication to safeguarding through their actions and words. This includes:

• Clear Communication: Regularly communicating the importance of safeguarding to all employees.
• Policy Implementation: Developing and enforcing comprehensive safeguarding policies.
• Resource Allocation: Allocating resources to support safeguarding initiatives.

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It is also essential to appoint a Designated Safeguarding Lead. This person will oversee the implementation of safeguarding policies and act as a point of contact for any concerns or issues.

Comprehensive Policies

Effective safeguarding policies should be:

• Clear and Accessible: Easy to understand and accessible to everyone in the organisation.
• Inclusive: Covering all aspects of safeguarding, including digital safety, physical safety, and emotional well-being.
• Regularly Reviewed: Continuously updated to reflect new laws, regulations, and best practices.

Robust Systems and Procedures

Robust systems and procedures form the backbone of an effective safeguarding culture. They ensure consistency, reliability, and accountability in safeguarding practices. Key elements include:

• Clear Protocols: Defined steps for reporting, responding to, and managing safeguarding concerns.
• Documentation and Record-Keeping: Accurate and confidential records of all safeguarding issues and actions taken.
• Monitoring and Evaluation: Regular checks and reviews to ensure policies are being followed and are effective.

Training and Awareness

Training is crucial in ensuring that all employees understand their responsibilities. Regular training sessions should cover:

• Recognising Signs of Abuse: How to identify potential signs of abuse or neglect.
• Reporting Procedures: How to report concerns effectively and confidentially.
• Creating Safe Environments: Practical steps to create safe physical and online environments.

Promoting a 'Speak-Up' Culture

Encourage employees to speak up about any concerns without fear of retaliation. This can be achieved through:

• Confidential Reporting Systems: Providing anonymous reporting channels.
• Whistleblower Protection: Whistleblowers are protected by law, ensuring that those who report concerns are protected from unfair treatment.

What Should You Do Next?

Information is power! To put yourself in the best position to support yourself and your work colleagues, it’s important that you know your organisation's internal referral processes and the support they have in place to ensure all employees are effectively safeguarded.

• Locate and read your company's safeguarding policy.
• Identify the relevant people to speak to internally. Does your organisation have mental health first aiders? Access to trained counsellors? A Designated Safeguarding Lead?
• Who should you speak to initially if you have concerns about a colleague's welfare?

Focus on Safeguarding with BMS Progress

We truly believe that safeguarding should be a topic of discussion for every employer and learner.

If you’d like to find out more about our Safeguarding September, or how it forms part of our training, speak to our team today.

And feel free to reach out to your Development Coach or a member of our safeguarding team for more information or support.

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