Introduction

Trans Pride Hastings is committed to protecting the health and safety of all its employees including freelancers, volunteers, participants, audiences and all others with whom our work brings us into contact. The company’s policy is to provide and maintain safe systems of work for all those working for or on behalf of the company, and to provide staff with such information, training and supervision as they need in order to maintain these safe systems. The company recognises its responsibilities under the Health and Safety at Work Act and other related legislation and seeks to satisfy its obligations by adopting this Health and Safety policy. This Policy will be reviewed annually or more frequently if there are significant changes to the company’s practice – including any material changes to sites, venues or buildings, the operation of services within a building or the introduction of a new service or service user group. Trans Pride Hastings believes that cooperation and consultation with all staff members is essential and all staff members are made aware of their responsibilities. A copy of this Policy is given to all employees and volunteers along with a tour of the facilities to ensure the health and safety of all employees, volunteers and patrons. Action may be taken under the company’s disciplinary procedure for failure to comply with health and safety procedure.

Section 1: Company Structure and Responsibilities

The Company directors

The Company Directors shall be responsible for the effective implementation of the Company Health and Safety Policy and will:

• Be kept informed of all incidents or accidents occurring on the any premises from which the company operates from

• Keep under review the necessity for further safety measures, instruction and training to ensure the health, safety and welfare of all employees and public whilst on the premises

• Make themselves available to receive safety delegates and attend Health and Safety meetings if requested

• Lead the annual review of the Health and Safety policy

• Keep a record of such review meetings and inform the full Board of Directors of their outcome.

• Liaise with the local authority over all health and safety issues and report any accidents under the conditions of RIDDOR

Project Leader and Production Managers

Each Project Leader shall be responsible for the effective implementation of the Company Health and Safety Policy and:

• Will be kept informed of all incidents or accidents relating to this policy and take action to prevent reoccurrence

• Regularly inspect the premises from which they operate from to check that health and safety measures are being maintained and health and safety practices are being followed

• Liaise with venue managements and bring to their attention any shortcomings in general premises health and safety

• Instruct staff precisely and clearly on their duties with regard to health and safety

• Be readily available to discuss health and safety issues with any member of staff

• Be responsible for ensuring that freelance staff/contractors are aware of this policy and produce suitable risk assessments for their work – if required

All other employees including Managers, Technical Staff and Volunteers

All staff must make themselves fully aware of the company’s Health and Safety Policy, and to this end:

• Shall observe and promote all safety rules at all times

• Familiarise themselves with the evacuation procedure and nearest emergency exits

• Familiarise themselves with the safe operating procedures and instructions applying to their jobs

• Report any defect or health hazard to the Project Lead/Production Manager

• Report any accident or dangerous occurrence to the Project Lead/Production Manager

• Shall not enter any part of the premises which is unfamiliar to them, without first finding out the risks involved

• Shall not make any repairs or carry out maintenance work of any description unless authorised to do so

• Shall comply with all hazard warning signs and notices displayed on the premises

• Must not obstruct any fire escape route, fire equipment or fire doors

• Must report to one Project Lead/Production Manager any medical condition, which could affect the safety of themselves or others

All Other Persons on Company Premises

Any staff member who brings in any other person or company to work on any premises that the company may operate from must ensure that those persons:

• Must observe all aspects of the Health and Safety policy

• Shall not work on the premises until all relevant rules are read understood and accepted

• Provide risk assessments to the relevant head of department covering the area of their activity (if necessary)

• Must not work until covered by insurance

Section 2: General Arrangements

Fire Safety/Evacuation

In the event of any emergency, all members of staff should follow the procedure detailed on the procedure notices around the premises from which they operate out of. All members of staff should make themselves aware of this procedure. Members of staff with specific duties during evacuations are given further detailed instruction in their duties and they are expected to remain familiar with these duties. The company will run a minimum of one full fire drill from each premise that it operates out of on a regular basis. For premises that are used for one-day/evening only events, guidance will be sort from the premises own management regarding evacuation procedures. All Project Leads/Production Managers must check that all fire escape routes in their area remain free of obstruction at all times and that thorough fire safety checks are completed before an event is opened to the public.

All other staff and volunteers should make themselves familiar with the escape routes.

First Aid

At least one member of permanent staff will be trained in First Aid, as well as all those who are appointed Project Lead/Production Manager. Whenever first aid is given an accident report will be completed and given to one of the Producers. Accident report books are kept with the first aid kits. A Producer is responsible for RIDDOR reports when required.

All first aid boxes will be monitored to be sure the correct amount of contents is available, listing the contents in each box. The Project Lead/Production Manager should identify where these are located and maintained within the premise that they operate out of, and where necessary will be responsible for maintaining any provisions required.

General Workplace Safety and Training

Trans Pride Hastings recognises that suitable training plays an important role in reducing risk and maintaining a safe workplace. Training employees in the correct usage of equipment may avoid accidents. Training falls into three distinct areas:

• Fire and Safety (including risk assessment)

• First Aid

• Technical Skills

Trans Pride Hastings ensures that all employees and volunteers will be thoroughly trained in all areas to ensure the safety of the employees, volunteers, and patrons.

Drug and Alcohol Policy

Trans Pride Hastings operates a no tolerance approach to the use of illegal drugs. If an employee, contractor, freelancer or casual worker is found to be in the possession of illegal substances, or suspected to be under the influence of either drugs or alcohol whilst working with Trans Pride Hastings, they will be asked to leave immediately and an investigation will commence, in line with the company’s Disciplinary procedure.

Smoke Free Policy

This policy has been developed to protect all employees, service users, customers and visitors from exposure to second hand smoke and to assist compliance with the Health Act 2006. Exposure to second hand smoke increases the risk of lung cancer, heart disease and other serious illnesses. Ventilation or separating smokers and non-smokers within the same airspace does not completely stop potentially dangerous exposure.

It is company policy that all our workplaces are smoke free and that all employees have a right to work in a smoke free environment. Smoking is prohibited in all enclosed and substantially enclosed premises in the workplace.

This policy applies to all employees, freelancers, volunteers, visitors or patrons.

An exception may be made for smoking on stage in performance. According to current legislation, ‘where the artistic integrity of a performance makes it appropriate for a person who is taking part in that performance to smoke, the part of the premises in which that person performs is not smoke-free in relation to that person during his/her performance.’ Requests to smoke on stage for reasons of artistic integrity will be considered by the senior management on a case by case basis. When requests are granted, rehearsals must remain smoke free at all times. Overall responsibility for policy implementation rests with the Producers. However, all staff are obliged to adhere to, and support the implementation of the policy. Disciplinary action may follow if a member of staff does not comply with this policy.

Those who do not comply with the smoke free law may also be liable to a fixed penalty fine and possible criminal prosecution. The NHS offers a range of free services to help smokers give up. Visit gosmokefree.co.uk or call the NHS Smoking Helpline on 0800 169 0 169 for details. Alternatively, you can text ‘GIVE UP’ and your full postcode to 88088 to find your local NHS Stop Smoking Service.

Work Related Stress Policy

The Health and Safety Executive defines stress as ‘the adverse reaction people have to excessive pressure or other types of demand placed on them’.

Stress can affect anyone and is not a sign of weakness. Trans Pride Hastings recognises that work-related stress can damage the mental and physical health of its employees (and anyone working with the company) and that stress is a health and safety issue which must be taken seriously by the organisation.

The Company will:

• Work to identify all workplace stressors and conduct risk assessments to eliminate or control the risks from stress. These risks will be regularly reviewed.

• Provide training for all managers and supervisory staff in good management practices.

• Provide adequate resources to enable managers to implement actions identified in risk assessments

All Project Leads will:

• Ensure good two-way communication between themselves and their staff

• Ensure that staff are consulted and provided with constructive feedback in the course of their work particularly when changes are being proposed or implemented

• Ensure that bullying and harassment is not tolerated within their area of responsibility

• Carry out risk assessments within their area of responsibility

• Implement recommendations of risk assessments carried out within their area of responsibility

• Monitor working hours to ensure that staff are not overloaded or overworking

• Monitor holidays to ensure that staff are encouraged to take their full entitlement

• Ensure staff have adequate opportunities for rest, meals and refreshments

• Attend training as requested in good practice and health and safety

• Ensure staff are fully trained to carry out their duties

• Ensure staff are provided with meaningful developmental opportunities

• Ensure that staff experiencing stress have access to appropriate sources of advice and support

• Ensure lone workers are provided with effective supervision and support

• Offer additional support to a member of staff who is experiencing stress outside work, should it be appropriate

• Encourage a culture where stress is not regarded as a weakness.

All workers will:

• Report issues of concern to their line manager so that any problems can be addressed and where possible prevented

• Give full consideration to opportunities for additional support when recommended

Policy Review

This policy and procedure will be reviewed periodically giving due consideration to any legislative changes.

15 May 26 - Zed Gregory
To be reviewed annually

Introduction

Trans Pride Hastings works with community volunteers to produce their annual events. The volunteer roles are diverse and can include event management, performance, meet & greet and accessibility assistance.

Principles

The Volunteer Policy is underpinned by the following principles;

• Trans Pride Hastings will ensure that all volunteers are made to feel welcome and are fully integrated into the organisation

● Trans Pride Hastings will expect that all staff will work positively with volunteers

● Trans Pride Hastings encourages diversity and will provide a non-judgmental and open volunteering environment

● Trans Pride Hastings accepts the definition of Volunteering as given by the National Compact Code of Volunteering

Equal Opportunities

Trans Pride Hastings operates an Equal Opportunities policy in respect of both staff and volunteers and the company is committed to making the volunteering programme accessible and attractive to as wide a range of people as possible.

Health and Safety

Volunteers are covered by Trans Pride Hastings Health and Safety Policy and a Risk Assessment will be completed on each volunteer role, to identify any risks associated with the role and action taken to mitigate any risk where appropriate. The completed Risk Assessment will be shared with volunteers so they are aware of their responsibility in reducing and controlling risk. All volunteers are covered by Trans Pride Hasting’s insurance policy whilst they are on the premises or engaged in any activities agreed with staff in advance. They are not covered by this insurance if they go beyond the agreed boundaries of their volunteering role.

Recruitment

Trans Pride Hastings’ Volunteers’ Role Descriptions and Person Specifications will have been agreed between the company and the members of staff who will be supervising the roles. The Role Description will outline the tasks that the volunteer will undertake for the role and the Person Specification will outline the skills, experience and qualities that a person will need to carry out the role. Many of Trans Pride Hasting’s volunteering roles will be suitable for a wide range of people and others will require specific skills and experience, or will be aimed at people in specific contexts (such as those employed by local businesses or students.)

Trans Pride Hastings will advertise volunteer roles on social media, its websites and through its partner networks in order to ensure that the company reaches a broad cross section of the community.

For general volunteers, the recruitment process will involve an informal discussion about why potential volunteers would like to volunteer for Trans Pride Hastings, what they would like to do, their suitability for the role and what they would like to learn or take from the experience.

When a volunteer role involves regular, substantial or unsupervised contact with vulnerable adults, the volunteer will need to complete a Disclosure and Barring Service (DBS) check. Having a criminal record will not necessarily prevent someone from volunteering. All checks will be handled in accordance with the DBS’s guidelines, Trans Pride Hasting’s DBS Code of Practice and Safeguarding Vulnerable Adults Policy.

Expenses

All volunteers will have their agreed travel expenses reimbursed on receipt of a proof of travel. Volunteering is legally defined as an unpaid activity, which is done for reasons other than financial gain, therefore only receipted amounts can be reimbursed. People receiving benefits are required to let the Department of Work and Pensions (DWP) know if they are volunteering, this should not affect their income so long as they receive only actual expenses.

Induction, Training and Development

All volunteers will receive a briefing and induction when they attend their volunteering session. This will include a basic building induction, fire exits, toilets, introduction to the team and where equipment is stored. Volunteers will be given a running order for the day, tasks that need to be completed and may be allocated a specific role as agreed.

Supervision and Support

Trans Pride Hastings aims to ensure that it provides a supportive environment for all of its volunteers. Volunteers are welcome to make arrangements to discuss any aspect of their volunteering role with a member of staff on one-to-one basis, at any time. We will provide a safe and confidential space to do this, and we will ensure that any concerns are listened to and managed appropriately.

Trans Pride Hastings aims to accommodate a wide and diverse range of people as volunteers, including those with additional needs and the company will remove as many barriers as possible to ensure that volunteering is accessible to as wide a range of people as possible. If you have any additional needs please email zed at transpridehastings@gmail.com to discuss what we can do to support you to join our volunteer community.

Confidentiality and Data Protection

Any information that we hold on volunteers will be stored and used in line with our Confidentiality and Data Protection Policy.

Involving Volunteers

Volunteers are encouraged to express their views about matters concerning Trans Pride Hastings and the company’s work and that staff will listen to these views and make changes as appropriate.

Trans Pride Hastings recognises that good communication is the key to a successful volunteering programme and that sharing information about any changes to the way that the company is run is important. Staff who line manage volunteers are responsible for ensuring information about changes and developments are communicated clearly to their volunteer teams, using the most appropriate method.

Problem Solving and Complaints Procedures

Trans Pride Hastings aims to identify and solve problems and complaints at the earliest possible stage. A procedure has been drawn up for dealing with complaints either by or about volunteers, which can be found at the end of this document.

Exiting Volunteering

A volunteering commitment at Trans Pride Hastings can be for a few hours, a single day, or an ongoing commitment that lasts for several years. The company values all of its volunteers – whether their commitment is a one-off or a long and enduring relationship. Trans Pride Hastings also recognizes that the company has a lot to learn from listening to volunteers from critical feedback, to new ideas and strongly welcomes the opportunity to hear from the volunteer community. This can be organised formally as an exit interview, through email or through another means at the volunteer’s discretion.

Other Policies

Volunteers are central to Trans Pride Hastings and all policies are written to be relevant to our volunteers. The following policies are particularly relevant to volunteers:

• Safeguarding Adults

• Health and Safety

• Bullying and Harassment

• Confidentiality and Data Protection

• Complaints and Grievances

Volunteers: Grievance Procedure for Volunteers

Trans Pride Hastings aims to create a work environment where volunteers feel appreciated and valued. This policy also recognises that there may be occasions when volunteers have concerns or grievances and this procedure should be followed to alert Trans Pride Hastings to any issues or problems that volunteers may be experiencing. The procedure provides an open and fair way for volunteers to make known their problems and aims to enable grievances to be resolved quickly.

Informal Discussions

In the first instance, if any volunteer has a grievance about their volunteering or a colleague they should discuss it informally, as soon as possible, with the Safeguarding Officer for their project or service, or if this is not appropriate, they can contact the senior staff team who will take the grievance seriously and ensure that everything is done to try and resolve the issue informally. It is hoped that the majority of concerns will be resolved at this stage. The contact details for the Safeguarding Officers for each project and the senior staff team are as follows:

Safeguarding Officers

The Safeguarding Officer is Victoria Oldman: transpridehastings@gmail.com

Staff Team

Zed Gregory can be contacted at zedgregory@gmail.com

Victoria Oldman can be contacted at mygenderrules@gmail.com

Formal Procedure

Stage 1

Volunteers should speak to the Safeguarding Officer and have an informal conversation about the problem that they have. If they feel that the matter has not been resolved through this process, they should put the complaint in writing and email it to their Safeguarding Officer. If the complaint involves the Safeguarding Officer the complaint should be put in writing to Zed as above.

A meeting will be held between the volunteer and the Safeguarding Officer, or senior staff member, to respond to the complaints raised. The meeting will be an opportunity for the volunteer to explain their complaints and share how they would like them to be addressed. The volunteer has a right to be accompanied to this meeting.

Following the meeting, the Safeguarding Officer or senior staff member will give a written response within 5 working days of the meeting outlining how the complaint(s) will be responded to. If the complaint is against another member of staff or volunteer or requires further investigation, the Safeguarding Officer or senior staff member will need to carry out further meetings or investigations. In this case, the 5 working days limit above, may need to be extended This will be passed to the Board of Trustees who will review the complaint at the next appropriate meeting and advise any further action.

Policy Review

This policy and procedure will be reviewed periodically giving due consideration to any legislative changes.

15 May 26 - Zed Gregory
To be reviewed annually

1. AIMS

1.1. Trans Pride Hastings is committed to creating and maintaining a safe and positive environment and accepts our responsibility to safeguard the welfare of all adults in accordance with the Care Act 2014.

1.2. The purpose of this policy is to outline the duty and responsibility of staff and volunteers working on behalf of Trans Pride Hastings in relation to safeguarding adults.

1.3. All adults have the right to be safe from harm and must be able to live free from fear of abuse, neglect and exploitation.

2. PRINCIPLES

2.1.The guidance given in the policy and procedures is based on the following six principles of adult safeguarding set out in the Care Act 2014:

2.1.1. Empowerment - People being supported and encouraged to make their own decisions and informed consent. “I am asked what I want as the outcomes from the safeguarding process and these directly inform what happens.”

2.1.2. Prevention – It is better to take action before harm occurs. “I receive clear and simple information about what abuse is, how to recognise the signs and what I can do to seek help.”

2.1.3. Proportionality – The least intrusive response appropriate to the risk presented. “I am sure that the professionals will work in my interest, as I see them and they will only get involved as much as needed.”

2.1.4. Protection – Support and representation for those in greatest need. “I get help and support to report abuse and neglect. I get help so that I am able to take part in the safeguarding process to the extent to which I want.”

2.1.5. Partnership – Local solutions through service working with their communities. Communities have a part to play in preventing, detecting and reporting neglect and abuse. “I know that staff treat any personal and sensitive information in confidence, only sharing what is helpful and necessary. I am confident that professionals will work together and with me to get the best result for me.”

2.1.6. Accountability – Accountability and transparency in delivering safeguarding. “I understand the role of everyone involved in my life and so do they.”

2.2. All adults, regardless of age, ability or disability, gender, race, religion, ethnic origin, sexual orientation have the right to be protected from abuse and poor practice and to participate in an enjoyable and safe environment.

2.3. Trans Pride Hastings will seek to ensure that our organisation is inclusive and make reasonable adjustments for any ability, disability or impairment, we will also commit to continuous development, monitoring and review.

2.4. The rights, dignity and worth of all adults will always be respected.

2.5. We recognise that ability and disability can change over time, such that some adults may be additionally vulnerable to abuse, for example those who have a dependency on others or have different communication needs.

2.6. We recognise that a disabled adult may or may not identify themselves or be identified as an adult ‘at risk’.

2.7. We all have a shared responsibility to ensure the safety and well-being of all adults and will act appropriately and report concerns whether these concerns arise at Trans Pride Hastings events, or in the wider community.

2.8. All allegations will be taken seriously and responded to quickly in line with the Trans Pride Hastings Safeguarding Adults Policy and Procedures.

2.9. Trans Pride Hastings recognises the role and responsibilities of the statutory agencies in safeguarding adults and is committed to complying with the procedures of the Local Safeguarding Adults Boards.

3. LEGAL FRAMEWORK

3.1. This Safeguarding Policy has been written on the basis of law and guidance that seeks to protect adults at risk, including the following:

The Care Act 2014

This Act legislates the provision of Safeguarding Adults Boards in each local authority. Safeguarding concerns within health and social care organisations can be reported to the Board, and the Board must work in partnership with these organisations to protect adults at risk. The main principle of the Act are: to empower the adult at risk in their choices, prevent harm from happening where possible, only do what is necessary to protect, yet offer protection when it is needed, work alongside other people and agencies, and be accountable and transparent in your decisions.

The Safeguarding Vulnerable Groups Act 2006

This Act introduced the Vetting and Barring Scheme and the role of the Independent Safeguarding Authority. The Act places a statutory duty on all those working with vulnerable groups to register and undergo an advanced vetting process with criminal sanctions for noncompliance. This Act was reformed in part under the Protection of Freedoms Act 2012 (see below).

The Protection of Freedoms Act 2021

Under this Act, the powers of the Independent Safeguarding Authority were transferred to a purposely created Disclosure and Barring Service. The vetting system has been amended.

The Mental Capacity Act 2005

This Act sets out that adults have the right to make their own decisions. Only in extreme situations where an individual is considered to lack capacity will the law intervene to protect them. The guiding principles of the Mental Capacity Act are that everybody has capacity unless it is proved otherwise, that they should be supported to make their own decisions, that people have the right to make unwise decisions, that anything done for or on behalf of people without capacity must be in their best interests and that any decision made on people’s behalf should be the least restrictive intervention.

The Equality Act 2010

Under the Equality Act, there are nine protected characteristics. These are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. When assessing whether a person is at risk, it is important that there is no discrimination based around these characteristics.

Domestic Violence, Crime and Victims (Amendment) Act 2012

The Domestic Violence, Crime and Victims Act 2004 states that legal protection and assistance be provided to victims of crime, particularly domestic violence. This was amended in 2012 to further support children or vulnerable adults at risk of, or victims of, serious harm.

Sexual Offenses Act 2003

The Sexual Offences Act introduced a number of new offences concerning vulnerable adults and children.

The Human Rights Act 1998

This law has 13 articles outlining people’s basic legal rights. These include Article 2, the right to life, Article 3, freedom from degrading and inhumane treatment, Article 5, the right to liberty and security, and Article 8, the right to a private life, family life and home life. A person is able to use the law to protect them if these rights are violated.

Public Interest Disclosure Act 1998

Workers in the public and private sector can disclose usually private information to protect the public interest – this is known as “whistleblowing” and anyone who does this is protected from victimisation and discrimination in their workplace. This allows people who work with adults at risk to inform the relevant authorities if people are not being safeguarded properly.

The Data Protection Act 2018

The Data Protection Act (DPA) was introduced in 1998 but it has since been superseded by the 2018 Act, which outlines how and when you are allowed to process, or use, data you hold about a person. There are also rules about when you can share data. With regard to adults at risk, there may be times that you need to withhold that you have information to be able to protect a person. Similarly, you may have to share information with other agencies so you can seek protection for an adult at risk. The law allows for this if your actions will prevent harm, allow for an effective response, or is in the public interest, among other reasons.

4. CONTEXT AND DEFINITIONS

4.1. What do we mean by ‘adult’?

4.1.1. For the purpose of this policy ‘adult’ means a person aged 18 years or over.

4.2. What do we mean by ‘adult at risk’?

4.2.1. An ‘adult at risk’ is a person aged 18 or over who is in need of care and support, regardless of whether they are receiving them, and who because of those needs is unable to protect themselves against abuse or neglect.

4.3. What do we mean by abuse?

4.3.1. Abuse is a violation of an individual’s human and civil rights by another person or persons.

4.3.2. Abuse may consist of a single act or repeated acts. It may be physical, verbal or psychological, it may be an act of neglect or an omission to act, or it may occur when a person is persuaded to enter into a financial or sexual transaction to which they have not consented, or cannot consent.

4.3.3. Abuse can occur in any relationship and it may result in significant harm to, or exploitation of, the person subjected to it.

4.4 .Types of Abuse and Neglect - Definitions from the Care Act 2014.

This is not intended to be an exhaustive list but an illustrative guide as to the sort of behaviour or issue which could give rise to a safeguarding concern.

4.4.1. Self-neglect – this covers a wide range of behaviour: neglecting to care for one’s personal hygiene, health or surroundings.

4.4.2. Modern slavery – encompasses slavery, human trafficking, forced labour and domestic servitude. Traffickers and slave masters use whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment.

4.4.3. Domestic abuse – including psychological, physical, sexual, financial and emotional abuse. It also includes so called 'honour' based violence.

4.4.4. Discriminatory abuse – discrimination is abuse which centres on a difference or perceived difference particularly with respect to race, gender or disability or any of the protected characteristics of the Equality Act.

4.4.5. Organisational Abuse – including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one’s own home. This may range from one off incidents to on-going ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

4.4.6. Physical Abuse – includes hitting, slapping, pushing, kicking, misuse of medication, restraint or inappropriate sanctions.

4.4.7. Sexual Abuse – including rape, indecent exposure, sexual harassment, inappropriate looking or touching, sexual teasing or innuendo, sexual photography, subjection to pornography or witnessing sexual acts, indecent exposure and sexual assault or sexual acts to which the adult has not consented or was pressured into consenting.

4.4.8. Financial or Material Abuse – including theft, fraud, internet scamming, coercion in relation to an adult’s financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions, or the misuse or misappropriation of property, possessions or benefits.

4.4.9. Neglect – including ignoring medical or physical care needs, failure to provide access to appropriate health social care or educational services, the withholding of the necessities of life, such as medication, adequate nutrition and heating.

4.4.10. Emotional or Psychological Abuse – this includes threats of harm or abandonment, deprivation of contact, humiliation, blaming, controlling,

intimidation, coercion, harassment, verbal abuse, isolation or withdrawal from services or supportive networks.

4.5. Not included in the Care Act 2014 but also relevant:

4.5.1. Cyber Bullying - cyber bullying occurs when someone repeatedly makes fun of another person online or repeatedly picks on another person through emails or text messages, or uses online forums with the intention of harming, damaging,

humiliating or isolating another person. It can be used to carry out many different types of bullying (such as racist bullying, homophobic bullying, or bullying related to special educational needs and disabilities) but instead of the perpetrator carrying out the bullying face-to-face, they use technology as a means to do it.

5. THE ROLE OF STAFF, VOLUNTEERS AND TRUSTEES

5.1. Trans Pride Hastings is committed to having the following in place:

5.1.1. A Safeguarding/Welfare Officer to produce and disseminate guidance and resources to support the policy and procedures.

5.1.2. A clear line of accountability within the organisation for work on promoting the welfare of all adults.

5.1.3. Procedures for dealing with allegations of abuse or poor practice against members of staff and volunteers.

5.1.4. Arrangements are in place to work effectively with other organisations to safeguard and promote the welfare of adults, including arrangements for sharing information.

5.1.5. Appropriate whistle blowing procedures and an open and inclusive culture that enables safeguarding and equality and diversity issues to be addressed.

5.2. Staff, volunteers and trustees may receive disclosures of abuse and observe adults who are at risk. This policy will enable staff/volunteers to make informed and confident responses to specific adult protection issues.

5.3. What to do if you have a concern or someone raises concerns with you.

5.3.1. You may become aware that abuse or poor practice is taking place, suspect abuse or poor practice may be occurring or be told about something that may be abuse or poor practice and you must report this to the Safeguarding Officer (Victoria Oldman transpridehastings@gmail.com) within 48 hours.

5.3.2. If you are concerned someone is in immediate danger, contact 999 immediately.

5.3.3. It is important when considering your concern that you also consider the needs and wishes of the person at risk, taking into account the nature of the alert.

5.4. How to Record a Disclosure

5.4.1. Make a note of what the person has said using their own words as soon as practicable. Complete an incident form and submit to the Safeguarding Officer.

5.4.2. As long as it does not increase the risk to the individual, you should explain to them that it is your duty to share your concern with your Safeguarding Officer.

5.4.3. Describe the circumstances in which the disclosure came about.

5.4.4. Take care to distinguish between fact, observation, allegation and opinion. It is important that the information you have is accurate.

5.4.5. Be mindful of the need to be confidential at all times, this information must only be shared with your Safeguarding Officer and others on a need to know basis.

5.4.6. If the matter is urgent and relates to the immediate safety of an adult at risk then contact emergency services immediately.

6. ROLE OF DESIGNATED SAFEGUARDING OFFICER

6.1. The role of the designated Safeguarding Officer is to deal with all instances involving adult safeguarding that arise within the organisation. They will respond to all adult at risk protection concerns and enquiries.

6.2. The designated Safeguarding Officer for Trans Pride Hastings is Victoria Oldman transpridehastings@gmail.com.

6.3. When responding to an incident, it is up to the Safeguarding Officer to determine if professional adult protection services need to be contacted.

7. RESPONDING APPROPRIATELY TO AN ALLEGATION OF ABUSE

7.1. In the event of an incident or disclosure:

DO

• Make sure the individual is safe
• Assess whether emergency services are required and if needed call them
• Listen
• Offer support and reassurance
• Ascertain and establish the basic facts
• Make careful notes and obtain agreement on them
• Ensure notation of dates, time and persons present are correct and agreed
• Take all necessary precautions to preserve forensic evidence
• Follow correct procedure
• Explain areas of confidentiality
• Explain the procedure to the individual making the allegation
• Provide your written notes to the Safeguarding Officer
• Remember the need for ongoing support.

DON’T

• Confront the alleged abuser
• Be judgmental or voice your own opinion
• Be dismissive of the concern
• Investigate or interview beyond that which is necessary to establish the basic facts
• Disturb or destroy possible forensic evidence
• Consult with persons not directly involved with the situation
• Ask leading questions
• Assume information
• Make promises to keep the incident entirely confidential
• Ignore the allegation
• Elaborate in your notes
• Panic

7.2. It is important to remember that the person who first encounters a case of alleged abuse is not responsible for deciding whether abuse has occurred. This is a task for the professional adult protection agencies, following a referral from the designated Safeguarding Officer.

30 May 2025 - Victoria Oldman
To be reviewed annually

The purpose of this policy statement is:

• to protect children and young people who attend Trans Pride Hastings events from harm. This includes the children of adults who attend our events.

• to provide staff and volunteers, as well as children and young people and their families, with the overarching principles that guide our approach to child protection.

· This policy applies to anyone working on behalf of Trans Pride Hastings, including senior managers, volunteers and agency staff.

· Legal framework This policy has been drawn up on the basis of legislation, policy and guidance that seeks to protect children in England. A summary of the key legislation and guidance is available from nspcc.org.uk/childprotection.

We recognise that:

• the welfare of children is paramount in all the work we do and in all the decisions we take

• working in partnership with children, young people, their parents, carers and other agencies is essential in promoting young people’s welfare

• all children, regardless of age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation have an equal right to protection from all types of harm or abuse

• some children are additionally vulnerable because of the impact of previous experiences, their level of dependency, communication needs or other issues

We will seek to keep children and young people safe by:

• valuing, listening to and respecting them

• appointing a nominated child protection lead for children and young people, Victoria Oldman

• adopting child protection and safeguarding best practice through our policies, procedures and code of conduct for staff and volunteers

• developing and implementing an effective online safety policy and related procedures competently

· recruiting and selecting staff and volunteers safely, ensuring all necessary checks are made

• recording and storing and using information professionally and securely, in line with data protection legislation and guidance [more information about this is available from the Information Commissioner’s Office: ico.org.uk/fororganisations]

• making sure that children, young people and their families know where to go for help if they have a concern

• using our safeguarding and child protection procedures to share concerns and relevant information with agencies who need to know, and involving children, young people, parents, families and carers appropriately

• using our procedures to manage any allegations against staff and volunteers appropriately

• creating and maintaining an anti-bullying environment and ensuring that we have a policy and procedure to help us deal effectively with any bullying that does arise

• ensuring that we have effective complaints and whistleblowing measures in place

• ensuring that we provide a safe physical environment for our children, young people, staff and volunteers, by applying health and safety measures in accordance with the law and regulatory guidance

• building a safeguarding culture where staff and volunteers, children, young people and their families, treat each other with respect and are comfortable about sharing concerns.

Confidentiality

Timely information sharing is essential to effective safeguarding and all staff have a responsibility to share relevant information about the protection of children with other specified professionals, particularly investigative agencies (Children’s Social Care and the Police).

Information must be shared on a ‘need-to-know’ basis and consent is not required if a child is suffering, or at risk of, serious harm. If a child confides in a member of staff and requests that the information is kept secret, it is important to tell the child (in a sensitive manner and appropriately to their development) that this cannot be promised. Staff will explain what will happen next and that information will be shared only with those who need to know in order to help.

Staff/volunteers who receive sensitive information about children and their families should therefore only share information with professionals from statutory services such as health and social care and the criminal justice system as deemed appropriate and/or necessary and only with authorisation from our DSL.

Parents and carers are made aware of the organisation’s Safeguarding and Child Protection Policy and Procedures and that these are available on our website.

Staff, parents and carers also have access to resources relating to safeguarding and child protection on the website. Parents and carers should be informed prior to referrals being made to other agencies, unless to do so might place the child at further risk or cause evidence to be removed or destroyed. The DSL will ensure that our organisation’s information sharing arrangements comply with the information sharing protocol.

Recognising abuse and taking action

Staff, volunteers and trustees must follow the procedures set out below in the event of a safeguarding issue.

If a child is in immediate danger

o Make a referral to children’s social care and/or the police immediately if a child is in immediate danger or at risk of harm.

o The referral to children’s social care needs to be made to the Borough or Local Authority where the child lives. Each borough or Local Authority has a Local Safeguarding Children Board (LSCB) with a day-time number and an out-of-hours number. It is not possible to list every LSCB here but seeing as most of our youth work takes place in either Islington or Leeds, here are the details for them. To find details for the relevant area to a young person, google ‘Safeguarding Children Board’ followed by the area they live in.

Police 101 (and ask for the borough/ area where the alleged incident happened) or for immediate emergency: 999 https://www.gov.uk/report-child-abuse-to-local-council.

If a child makes a disclosure to you

If a child discloses a safeguarding issue to you, you should:

· Listen to and accept what they are saying. Allow them time to talk freely and do not ask leading questions

· Stay calm and do not show that you are shocked or upset

· Tell the child they have done the right thing in telling you. Do not tell them they should have told you sooner

· Explain what will happen next and that you will have to pass this information on. Do not promise to keep it a secret

· Write up your conversation as soon as possible in the child’s own words. Stick to the facts, and do not put your own interpretation or judgement on it

· Complete a Record of Concern form as soon as possible. This can be done with or by the Director of Youth & Communities or Head of Youth Service. Alternatively, if appropriate, make a referral to children’s social care and/or the police directly, and tell the DSL as soon as possible that you have done so.

If you have concerns about a child (as opposed to a child being in immediate danger)

If you have concerns about a child’s welfare and the child is not in immediate danger, where possible, speak to the DSL first to agree a course of action. Alternatively, make a referral to local authority children’s social care directly (see ‘Referral’ below). You can also contact the charity NSPCC on 0808 800 5000 if you need advice on the appropriate action. If early help is appropriate, the DSL will support you in liaising with other agencies and setting up an interagency assessment as appropriate. The DSL will keep the case under regular and frequent review and will consider a referral to local authority children’s social care if the situation does not seem to be improving. Timelines of interventions will be monitored and reviewed.

Referral

If it is appropriate to refer the case to local authority children’s social care or the police the DSL will usually make the referral. The DSL will use the Local Safeguarding Board Thresholds Guidance to decide upon the appropriate course of action. If you make a referral directly, you must tell the DSL as soon as possible. The local authority will make a decision within 1 working day of a referral about what course of action to take and will let the person who made the referral know the outcome. The DSL or person who made the referral must follow up with the local authority if this information is not made available, and ensure outcomes are properly recorded. If the child’s situation does not seem to be improving after the referral, the DSL or person who made the referral must contact the local authority and make sure the case is reconsidered to ensure the concerns have been addressed and the child’s situation improves.

Allegations of abuse made against other children

We recognise that children are capable of abusing their peers. Abuse will never be tolerated. Abuse will not be passed off as “banter” or “part of growing up”.

Most cases of young people hurting other young people will be dealt with under our code of conduct, but this child protection and safeguarding policy will apply to any allegations that raise safeguarding concerns. This might include where the alleged behaviour:

· Is serious, and potentially a criminal offence

· Could put children at risk

· Is violent

· Involves children being forced to use drugs or alcohol

· Involves sexual exploitation or sexual abuse, such as indecent exposure, sexual assault, or sexually inappropriate pictures or videos (including sexting)

· Involves financial abuse, blackmailing and other acts of coercion If a child makes an allegation of abuse against another child you must tell the DSL and record the allegation, but do not investigate it. Let the child know that you will seek advice and support from the DSL. The DSL will contact the local authority children’s social care team and follow its advice, as well as the police if the allegation involves a potential criminal offence. The DSL will consider any measures that can be put into place for all children involved – both the victim(s) and the child(ren) against whom the allegation has been made – with a named person they can talk to if needed. The DSL will contact the children and adolescent mental health services (CAMHS), if appropriate.

We will minimise the risk of peer-on-peer abuse by:

· Challenging any form of derogatory or sexualised language or behaviour

· Being vigilant to issues such as sexualised or aggressive touching or grabbing, and initiation or hazing type violence

· Ensuring our activities help to educate children about appropriate behaviour and consent

· Ensuring that children know they can talk to staff confidentially

· Understand that a child/ young person harming a peer could be a sign that the child is being abused themselves, and that this would fall under the scope of this policy.

Notifying parents and carer’s

Where appropriate, we will discuss any concerns about a child with the child’s parents or legal carers. The DSL will normally do this in the event of a suspicion or disclosure. If we believe that notifying the parents / carers would increase the risk to the child, we will discuss this with the local authority children’s social care team before doing so. In the case of allegations of abuse made against other children, we will normally notify the parents and carers of all the children involved.

All safeguarding issues and concerns should be immediately reported to the safeguarding lead Victoria Oldman. If this is not possible for any reason then report to Safeguarding deputy Zed Gregory.

30 May 2025 - Victoria Oldman
Revised annually