Our Policies

CHILDREN AND VULNERABLE ADULTS POLICY

February 2020

1. POLICY STATEMENT 

This policy is made in accordance with ACTIV8 WELLBEING’s vision and mission, for every child to grow up safe, secure and supported and to build a better childhood for all. 

ACTIV8 WELLBEING works directly with children and young adults on a range of its projects and programmes and has a responsibility to promote the wellbeing and safety of all people it comes into contact with. ACTIV8 WELLBEING believes that it is always unacceptable for a person to experience abuse or neglect of any kind. ACTIV8 WELLBEING is committed to practice that protects children and vulnerable adults from harm and recognizes its duty to ensure that appropriate action is taken where a child or vulnerable adult is experiencing harm or is at risk of harm. 

2. PURPOSE 

• To safeguard and promote the wellbeing of the children and vulnerable adults with whom ACTIV8 WELLBEING works 

• To ensure that all employees, contractors and others covered by this policy understand the context within which checking with the Disclosure and Barring Service takes place 

• To ensure compatibility with other ACTIV8 WELLBEING policies.

3. WHO IS AFFECTED BY THIS POLICY? 

This policy applies to all paid employees, seconded staff, volunteers, mentors, students, agency workers, contract, and unpaid staff working on behalf of ACTIV8 WELLBEING in any capacity and in any setting. 

Young members, young people on work experience and any children or young adults involved in the work of ACTIV8 WELLBEING should be made aware of ACTIV8 WELLBEING’s safeguarding policies and procedures. Those with specific communication needs because of language or disability should have access to information in appropriate forms to ensure their understanding. 

This policy relates to all children from unborn up to 18 years of age and includes children with whom ACTIV8 WELLBEING has direct or indirect contact with, for example children known to adults with whom ACTIV8 WELLBEING works directly. 

4. DEFINITIONS 

As per the definitions set out in the Children Act 1989, a ‘child’ is anyone who has not yet reached their 18th birthday. It also includes unborn children. 

Adults aged 18 and over have the potential to be vulnerable (either temporarily or permanently) for a variety of reasons and in different situations. An adult may be vulnerable if he/she: 

• Has a learning or physical disability 

• Has a physical or mental illness, including an addiction to alcohol or drugs 

• Has a reduction in physical or mental capacity 

• Is in the receipt of any form of healthcare 

• Is detained in custody 

• Is receiving community services because of age, health or disability 

• Is living in sheltered or residential care home 

• Is unable, to protect himself/herself against significant harm or exploitation.

5. LEGAL FRAMEWORK 

Everyone has a right to be safeguarded from abuse or neglect. There is a legislative framework in place in place to safeguard children and vulnerable adults through The Children Act 1989 (as amended by section 53 of the Children Act 2004) and the Safeguarding Vulnerable Groups Act 2006. 

Further guidance that sets out the requirements and expectations on professionals to work together to effectively safeguard children include Working Together to Safeguard Children (2015), Safeguarding Disabled Children: Practice Guidance (2009) and What to do if you’re worried a child is being abused (2015) (Department for Education 2015). 

ACTIV8 WELLBEING does not have a statutory duty to comply with the key arrangements listed in Working Together, however it should have in place arrangements that reflect the importance of safeguarding and promoting the welfare of children, as well as vulnerable adults. 

Female Genital Mutilation (FGM) is illegal in England and Wales under the Female Genital Mutilation Act 2003. It is a form of child abuse and violence against women. While the duties under the Act are limited to regulated health & social care professional and teachers, non-regulated practitioners also have a responsibility to take appropriate safeguarding action in relation to any identified or suspected case of FGM.

Activ8 Wellbeing is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

The organisation commits to: 

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

 

• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
 

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
 

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

 

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
 

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
 

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

 

• Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

 

• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

 

• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

 

• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
 

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy are fully supported by the director of Activ8 Wellbeing – Warren Lovett

Risk Assessment:

Risk Assessments are carried out by ACTIV8 WELLBEING on all venues used by the company. However, it is always the responsibility of the coach to check the playing area prior to each session ran by ACTIV8 WELLBEING to ensure that there are no possible risks to participants. If a potential risk is identified then the coach must immediately inform the manager or head teacher of the establishment, and also complete an ACTIV8 WELLBEING incident form.

It is the responsibility of the coach, alongside the establishments manger/head teacher to decide whether or not the risk may cause harm, and make any participation on the site free of danger to those involved.

Accidents:

Should an accident occur during any of ACTIV8 WELLBEING sports sessions then it is the responsibility of the coach to respond to the situation required. The parent/guardian should be notified, (at the very latest) following the session; and immediately in situations where a young person is required to travel to hospital.

Parent/Guardians of all young people under the age of 18 MUST have completed a consent form, including 2 emergency contacts prior to taking part in any ACTIV8 WELLBEING sports session. It is the responsibility of the Parent/Guardian to ensure that details are correct and up to date prior to any session commencing. 

The coach will use this document to access contact details of any parent/guardian in an emergency.

Any accident at any of ACTIV8 WELLBEING sports sessions should be reported to:

Warren Lovett – Director - ACTIV8 WELLBEING

warren@activ8-wellbeing.co.uk

Tel: 07833544563

Emergencies:

Should an emergency occur at any of ACTIV8 WELLBEING sports sessions it is the coaches responsibility to maintain the safety of all participants and for the first aid trained coach to deal with any injured participants.

In the case of an emergency 

· Stay calm, act swiftly and ensure the safety of all

· Listen to what the injured person is saying

· Call for help

· 999 should be called and the child’s parent/guardian called immediately.