Supporting visually impaired young people to thrive
Supporting visually impaired young people to thrive
The purpose and scope of this policy statement
LOOK UK works with children and families as part of its activities. These include providing support to children, young people and families who are living a visual impairment. We do this through a variety of different services including Peer to Peer mentoring, Look Events, a Youth Forum and School’s Workshops. We work throughout the UK, encouraging young people to develop their knowledge, tools and self-confidence to overcome barriers they face in life.
The purpose of this policy statement is:
This policy has been drawn up on the basis of legislation, policy and guidance that seeks to protect children in England/Northern Ireland/Scotland/Wales. A summary of the key legislation and guidance is available from nspcc.org.uk/child protection.
This policy statement should be read alongside our (LOOK’s) organisational policies and procedures, including:
More information about what these policies and procedures should include is available from nspcc.org.uk/safeguarding
Name: Charlotte Carson
Phone/email: 07939 508485 and ceo@look-uk.org
Name(s): Ruth Hay
Phone/email: 07407890410 and hay@look-uk.org
Name(s): Ruth Storey
Phone/email: 07826 795033 and ruth@look-uk.org
Name: Simon Morris
Phone/email: S.D.Morris@leeds.ac.uk
Signed: SD Morris
To take the lead in ensuring that appropriate arrangements for keeping children and young people safe are in place at LOOK UK. To promote the safety and welfare of children and young people involved in LOOK UK’s activities at all times.
Make sure that all safeguarding and child protection issues concerning children and young people who take part in LOOK UK’s activities are responded to appropriately through policies, procedures and administrative systems.
Make sure that everyone working or volunteering with or for children and young people at LOOK UK, understands the child protection procedures and knows what to do if they have concerns about a child’s welfare.
Make sure children and young people who are involved in activities at LOOK UK and their parents know who they can talk to if they have a welfare concern and understand what action the organisation will take in response.
Receive and record information from anyone who has concerns about a child who takes part in LOOK UK’s activities.
Take the lead on responding to information that may constitute a child protection concern. This includes:
LOOK UK will do our utmost to recognise and respond appropriately to any signs of abuse including:
We will ensure that all staff and volunteers are familiar with these terms for different kinds of abuse and what they mean. We will also make sure this information is available to all our service users. We will ensure all staff are trained in recognising the symptoms of abuse as part of their safeguarding training.
• Ensure child feels safe and comfortable
• Where age appropriate, we will encourage the child to speak, but remind child that we cannot keep secrets and have a duty of care
• Give the child time and space to speak and say as much as they want to
• Do not dig for further detail / investigate
• Take notes at the time if appropriate, or as soon afterwards as possible
• Store notes securely
• Report as soon as possible to LOOK safeguarding leads (CC, RS, JR)
• Note down the concern and reasons for that concern, ensuring notes are stored securely
• Immediately report to Look safeguarding lead (CC, RS, JR)
• Seek advice from senior safeguarding lead, Simon Morris
• Seek advice from NSPCC
• Refer on immediately to relevant body: police / local child protection service / other agencies in child’s life / parents / persons in loco- parentis
• Detailed notes will be kept of all actions and advice sought.
In a situation in which an allegation of abuse is made against a child or young person, or a self-confession from a child about their own abusive behaviour towards another child, we will:
• Remove the children concerned from the situation and explain why
• Make detailed notes, stored securely
• Take advice from safeguarding senior lead
• Take advice from NSPCC
• Communicate with other professionals with a duty of care for the child where appropriate
• Respond according to advice given
If an allegation is made, we will:
● Respond immediately
● Keep detailed notes and store securely
● Remove the accused from contact with children whilst investigation is conducted
● Consult with senior LOOK safeguarding lead and NSPCC helpline
● Consult with the police and local child protection service if appropriate
● If the accused is removed from contact with children as a result of any investigation, we will inform the relevant disclosure and barring agency, in compliance with the law.
LOOK exists in order to support VI young people with their emotional, physical, social and educational needs. We are therefore committed to ensuring that our recruitment process supports these aims. We will only employ suitable candidates to work with or volunteer with our children and young people. Our safe recruitment policy links with our safeguarding policy and equality and diversity policy in protecting all our children and young people.
Recruitment
● All job advertisements make it clear that safeguarding is central to the ethos of LOOK and is taken very seriously
● All candidates are assessed on their suitability and experience of working young people (particularly young people with disabilities), at interview
● All shortlists and interviews are carried out and agreed by at least two Look staff
● All interviews will be noted in detail and all notes will be stored securely
● An offer of employment will not be made without references
Successful applicants
● Volunteers who have attended a weekend residential training with Look (during which suitability to volunteer with children is assessed), may be recruited without references to mentor on the highly monitored and secure online platform, at the discretion of the safeguarding lead
● All volunteers working in personal contact with young people must provide references
● All volunteers will be given an induction and training in safeguarding by the Look safeguarding lead or deputy safeguarding lead, which is regularly refreshed
● All staff are to undergo professional safeguarding training, which is regularly refreshed
● All recruits – both staff and volunteers – will be subject to enhanced DBS checks before working with our Young People
● All recruits are given easy access to the safeguarding policy and procedures
● All recruits are made aware that safeguarding is central to the ethos and culture at Look
● All recruits are given an agreed probation period
Equality
LOOK is committed to ensuring that all adults, children and young people have the same protection regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity. We are committed to anti-discriminatory practice and actively strive to seek and create opportunities for VI young people who may face barriers and challenges.
Scope
The LOOK safer recruitment policy applies to all staff and volunteers at LOOK, regardless of whether they have close contact with children. Temporary or agency staff employed by Look will also be subject to this policy and will require a current enhanced DBS check.
Prior to each LOOK event we will gather as much information as we can about the needs of the individuals attending, in whatever capacity (as staff, volunteers or delegates)
The adult to child ratios at Look events will be assessed on a case-by-case basis, dependent on the information we collect about the ages, physical, emotional and social needs of the young people attending.
We will always ensure that:
● every child is sufficiently supported by parents, staff and volunteers at our events.
● there is enough sighted support for our visually impaired members, whatever their age.
Again, ratios of sighted to VI people will vary on a case-by-case basis, dependent on the information we have about the confidence, mobility, emotional needs and any additional needs of the VI person in question.
All Look volunteers are required to agree to the basic code of conduct shown below. They are also asked to sign a volunteer agreement, shown below.
In addition, at the beginning of each Look event, an active code of conduct, specific to that event and that group, is made between everyone present. This agreement is recorded and kept on hand throughout the event. We make it clear to all participants that failure to comply with this agreement could result in expulsion from the event and from LOOK.
Purpose
This behaviour code outlines the conduct LOOK expects from all our staff and volunteers. This includes agency staff, students on work placement and anyone who is undertaking specific duties for the organisation, whether paid or unpaid. The behaviour code aims to help us protect children and young people from abuse and reduce the possibility of unfounded allegations being made. We must make sure that everyone taking part in our services has seen, understood and agreed to follow the code of behaviour, and that they understand the consequences of inappropriate behaviour.
When working with or for children and young people, you are acting in a position of trust. You are likely to be seen as a role model and must act appropriately.
Responsibility
You are responsible for:
This includes having good awareness of issues to do with safeguarding and child protection and taking action when appropriate
Rights
You should:
Relationships
You should:
If a child specifically asks for or needs some private time with you, ensure other staff or volunteers know where you and the child are.
This is unless you are working under specific circumstances where it has been agreed that the provision of personal care is part of your role and you have been trained to do this safely.
Respect
You should:
In some cases it may be necessary to break confidentiality in order to follow child protection procedures; if this is the case it is important to explain this to the child or young person at the earliest opportunity
Unacceptable behaviour
When working with children and young people, you must not:
● allow concerns or allegations to go unreported
● break the rules of the specific LOOK event you are attending
● take unnecessary risks
● smoke, consume alcohol or use illegal substances
● develop inappropriate relationships with children and young people
● make inappropriate promises to children and young people
● engage in behaviour that is in any way abusive
● have any form of sexual contact with a child or young person.
● let children and young people have your personal contact details (mobile number, email or address) or have contact with them via a personal social media account
● act in a way that can be perceived as threatening or intrusive
● patronise or belittle children and young people
● make sarcastic, insensitive, derogatory or sexually suggestive comments or gestures to or in front of children and young people.
Upholding this code of behaviour
You should always follow this code of behaviour and never rely on your reputation or that of our organisation to protect you. If you have behaved inappropriately, you will be subject to our disciplinary procedures. Depending on the seriousness of the situation, you may be asked to leave LOOK. We may also make a referral to statutory agencies such as the police and/or the local authority child protection services. If you become aware of any breaches of this code, you must report them to Charlotte Carson, safeguarding lead and CEO of LOOK. If necessary, you should follow the whistle-blowing procedure and child protection/safeguarding procedures.
(to be seen as part of volunteer policy)
LOOK UK values the importance of the role of volunteers to our organisation. We want you to feel a valued member of the team and to enjoy your volunteering experience with us. This agreement tells you what you should expect from us and what we hope from you.
As a Volunteer for LOOK you can expect:
● To be involved with an organisation dedicated to championing the cause for children and young people with visual impairment.
● To introduce you to how the organisation works, your role in it and to provide induction training programme and any ongoing training that you may need.
● That you have a named contact for support and receive regular meetings and supervision so that you can tell us if you are happy with your tasks and to get feedback from us.
● To receive recognition and thanks for the role you perform.
● To be reimbursed for any reasonable out of pocket expenses incurred in the course of our volunteering.
● To be treated fairly and that we will apply our equal opportunities policy to your role.
● To have adequate public liability insurance cover to support you in your role.
● To respect your right to privacy and that of your contacts.
● To keep you up to date with information and information to any possible changes.
● LOOK to follow its complaints procedure where necessary
In return, we ask from you:
● That you support our aims and objectives and to remember that you are a representative of LOOK.
● To work reliably and to the best of your ability.
● To be open and honest with us in your dealings with us.
● To give adequate warning if unable to attend as expected.
● Reach a shared understanding with us summarising your role and commitment.
● To let us know if you wish to change the nature of your contribution.
● To let us know if we can improve the service and support you receive.
At LOOK we want to make sure that all children are safe and feel safe. We want all children to understand how to protect themselves; and feel protected and are protected from significant harm including neglect, abuse, hate crime and other incidents of bullying and intimidation.
Policy
LOOK UK is committed to providing a caring, friendly and safe environment for everyone. All children, young people, staff and volunteers, have the right to be treated with respect and not to be bullied or harassed at any time. All persons who work for LOOK in any capacity, are required to conduct themselves in a manner that is entirely consistent with this general principle.
If bullying or harassment does occur, children/young person should be able to tell someone, in confidence and know that the incident will be dealt with promptly and effectively. Children/young people must also know how the matter is to be dealt with, from that point on, and have confidence that planned actions will not make matters worse.
All LOOK UK staff and volunteers as well as children, young people and parents, will be given both verbal and written guidance as to the acceptable standards of behaviour expected at all times, what conduct constitutes bullying and harassment, (unacceptable behaviour) and given instruction on the existence of this policy, and the procedures to be followed. An employee or volunteer whose wilful and deliberate conduct is in contravention of this policy may be issued with a formal warning, or be dismissed, as merited by the facts of the case. Other children and young people who after appropriate investigation are found to have conducted themselves in violation of this policy may be warned as to their future conduct or may be required to leave the LOOK projects in which they are involved.
LOOK UK aims to ensure that no child or young person suffers bullying or harassment related to LOOK projects. Or any act, omission or conduct, which causes him/her to be alarmed or distressed including, but not limited to the following: –
● Subjected to behaviour which is offensive, abusive, malicious, insulting or intimidating;
● Given unjustified criticism;
● Made to suffer a punishment out of proportion to the offence or without reasonable justification.
● Emotional – being unfriendly, exclusion, tormenting, setting unattainable targets, reducing someone’s effectiveness by withholding information, ostracism, not giving credit where it is due, belittling someone’s opinion, imposing unfair sanctions;
● Disability – taunting, mocking, making fun of someone’s disability or other wise making them feel second best.
● Physical – pushing, kicking, hitting, punching or any use of violence;
● Racist – racial taunts, graffiti, gestures;
● Sexual – unwanted physical contact or sexually abusive comments;
● Homophobic – because of, or focussing on the issue of sexuality;
● Verbal – name – calling, sarcasm, spreading rumours, humiliating someone in front of others, including teasing and taunting, persistent negative comments and criticism, offensive or abusive personal remarks’ making false allegations;
● Cyber – All areas of the internet, such as internet chat rooms, email misuse etc;
● Mobile phones – threats by text messaging and calls;
● Technology – misuse of camera and video facilities
Other types of bullying/harassment and intimidating behaviour that people can be subject to can be on the grounds of race, ethnic origin, nationality and skin colour, but can also encompass sexual orientation, disability, age, health or physical characteristics. There is no one checklist as harassment is often specific to the person, relating to his or her feelings of respect and dignity. It is essential to remember that it is not the intention of the perpetrator that is the key in deciding whether harassment has occurred, but whether the behaviour is unacceptable by normal standards and is disadvantageous. It is also important to distinguish harassment from sexual relationships freely entered into and acceptable to those involved.
Where bullying/harassment is suspected, then the matter will be discussed, sensitively and in confidence, with the child.
● Children/young people will be recommended to report any bullying they encounter either to a staff member
● All reports of bullying or harassment will be taken seriously;
● All reports of bullying will be recorded, together with actions taken and outcomes;
● All instances will be thoroughly investigated, and interviews will take place with the alleged victim(s), the alleged perpetrator(s) and any others (e.g. witnesses) as is necessary to determine the facts. Direct discussion between the alleged victim(s) and the alleged perpetrator(s) will take place where it is warranted and helpful.
The parents of children (or those with parental responsibility) involved in allegations of bullying (as victims or perpetrators) will be informed in all but the mildest of cases and involved in the investigation and outcomes as appropriate.
Where bullying or harassment is shown to have taken place, then the bully (or bullies) will be asked to apologise in a genuine fashion and to agree to work with and commit to the anti – bullying contract and not to repeat the unacceptable behaviour. Every attempt will also be made to try to determine the cause of the bullying, and to solve that problem, thus avoiding repetitive cases.
In extreme situations or where such unacceptable behaviour is repeated, after warnings, the child (ren) or young person(s) may be removed from LOOK projects.
If, after proper investigation and disciplinary action, staff employed with LOOK UK are found to have bullied a child or a number of children, then action may include: –
a) In minor cases, a written warning (which may be final, even for a first offence) with the consequences of future transgressions clearly stated, or
b) Dismissal, either summary or with notice.
c) In all cases of employees found bullying children and young people all relevant professionals will be informed of the investigations and the outcome of the investigations.
d) A&B may not follow in order.
It is possible that bullying may occur outside of LOOK, e.g. at school. In such situations LOOK UK will follow our safeguarding procedure and refer the matter to other relevant bodies / authorities.
Policy
LOOK UK takes allegations of wrongdoing, or malpractice (in any form) very seriously and therefore seeks to ensure that employees, acting in good faith, who genuinely believe that wrongdoing is evident, are able to disclose the information without fear of detriment or victimisation, and in confidence. All employees are encouraged to be open about their concerns, and to express them at the earliest opportunity.
Procedure
No employee acting in good faith will suffer any detriment as a result of making a general disclosure about something of real concern to them.
The Public Interest Disclosure Act 1998 (The “Act”) deals with the protection of employees who make a disclosure about a wrongdoing which they believe needs to be rectified. Such actions are usually referred to as “Whistle blowing”. The Act first of all deals with defining a disclosure which qualifies for protection, and then goes on to deal with the conditions which must be in place for the employee to have protection from either unfair dismissal or being made to suffer a detriment as a result of the disclosure, or “Whistle blowing”. Qualifying disclosures are disclosures of information which the worker reasonably believes (see note below) tend to show one or more of the following matters is either happening now, took place in the past, or is likely to happen in the future:
A criminal offence;
Failure to comply with legal obligations;
A miscarriage of justice;
A danger to the health & safety of individuals;
Damage to the environment;
Deliberate concealment of any of these matters.
It is important that the employee must have reasonable grounds for believing that some form of wrongdoing is evident, and therefore disclosing such allegations. LOOK UK reserves the right to impose penalties (up to and including dismissal) through the Disciplinary Policy for any malicious or false allegations made with the intent of causing harm or disrepute to LOOK UK, its employees or associates.
Circumstances in which disclosures are “protected”:
There are six ways contemplated by the Act for making a protected disclosure:
In addition, one or more of the following conditions must be met:
● The worker reasonably believed that he would be subjected to a detriment by his employer if disclosure were to be made to the employer, or to a prescribed person;
● In the absence of an appropriate prescribed person, the worker reasonably believed that disclosure to the employer would result in the destruction or concealment of information about the wrongdoing;
● The worker had previously disclosed substantially the same information to his employer or to a prescribed person.
6. To other persons, but only in respect of “exceptionally serious failures”, and provided that the first conditions described in 5, (e.g. good faith etc.) are evident.
LOOK UK require that unless circumstances dictate that it would be unreasonable to do so, all disclosures are made internally, in the first instance. The disclosure may be made orally, or in writing, and should be made either to the employee’s Manager. When making a disclosure it is important that as much information as possible is given so that the reasons for concern are apparent, and that further investigation may be made.
● All disclosures will be treated in the strictest confidence;
● Anonymous disclosures will be disregarded;
● No employee acting in good faith will suffer any detriment as a result of making a general disclosure about something of real concern to them.
The person to whom the disclosure is made must take reasonable steps to: –
Establish that the disclosure is made in good faith;
Investigate the details of the allegations to establish whether or not they are substantially true;
If necessary and appropriate, refer the matter to the relevant authority, e.g. the board of trustees, the Police, external auditors, Health & Safety Executive;
Report back to the person who made the initial allegation so that they are aware of the action being taken;
Inform the reporter of the outcome of the investigation.
NSPCC Helpline – 0808 800 5000
We are committed to reviewing our policy and good practice annually.
This policy was last reviewed on: 6th December 2023
Icons made by Freepik, Geotatah, Smashicons, Eucalyp, Becris, Zlatko Najdenovski, and monkik from www.flaticon.com