We have recently been approached for advice on raising safeguarding concerns about individuals. The best way to raise concerns is always by following procedures. Presently there are a lot of concerns about frameworks failing & concerns being ignored, resulting in #whistleblowing
Obviously it is best if concerns about individuals & policies are raised direct with their organisation & are immediately dealt with. Widespread failures to deal with concerns have resulted in people taking to social media. We are preparing a new guide to assist, until then…
This is a good read. It is aimed at schools but there are lessons here for all individuals & organisations on raising, dealing with & recording concerns. Everybody must be free to raise concerns, no matter how small. Those concerns must be taken seriously & recorded.
https://twitter.com/grays_ink/status/1468567398789885954
Remember you don’t need to be certain before you speak up. If you have a concern then you pass it up the line. It is not for individuals to decide whether or not a suspicion or claim is true; especially based on personal relationships; all instances must be taken seriously.
Organisations also have a duty of care to those that concerns have been raised about. Concerns must be recorded, but the confidentiality of all must be respected. Both of those raising concerns & those that the concerns are about.
If someone raises a concern that you are unsure how to respond to, seek help from outside agencies, again respecting the confidentiality of those raising concerns & sharing who the concerns are about on a need to know basis. This is useful. bit.ly/2AOCxLb @NCVO
Ultimately the best way to safeguard against having concerns raised about individuals within your organisation is to apply safer recruitment principles. It is easier to prevent unsuitable individuals from entering your organisation, than to remove once they are there.
The best way to prevent unsuitable individuals entering your organisation is obtaining up to date references; values based interviewing & being incredibly clear that inappropriate behaviour will not be tolerated in your organisation & that concerns will always be taken seriously
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