Statement
We will strive to protect and safeguard the welfare of all children and young people who either use our service or are connected in any way to people who do. If it is disclosed to us that a child, aged 17 or under, is at risk of harm, we will work, with our service user if possible, to report this danger to the police, social services or the NSPCC Child Protection Help-line. Our organisation aims to support anyone who has experienced any form of sexual violence, we are unable to offer support to perpetrators of sexual violence.
Mission
Values
Types of abuse
As recommended by the department of health ‘Working Together under the Children Act 1989’:
The department of health in February 1998 proposed the following additional category:
If we learn that a child aged 17 or under is suffering, or is likely to suffer in any of these ways, we will work with our service user to report this danger to the police or social services in order to try and prevent further suffering.
Date Reviewed: 10.03.2020
Next Review Date: March 2021
OBJECTIVE
APPLIES TO
All RASASC NW workers, volunteers/sessional workers and Trustee’s.
FEATURES
This policy and procedure applies to all RASASC NW workers/volunteers/Sessional Worker and provides direction on the course of action to be followed in relation to concerns about children which may arise in the following circumstances:
Action to be taken: in 1 – 3 above, workers/volunteers/Sessional Worker have a responsibility to act on any concerns they may have and when necessary contact the NSPCC Child Protection Helpline and, if the child is in any immediate danger, to contact the relevant emergency services immediately. Workers/volunteers/Sessional Worker must also keep a written record of their actions, and inform the Chief Executive , Operations Manager or Lead Clinician. In their absence, contact a member of the Trustee Board.
Everyone has a responsibility to act on any information they receive about concerns about a child and must refer it on.
Date Reviewed: 10.03.2020
Next Review Date: March 2021
Role of confidentiality
Confidentiality plays a vital role in developing a trusting relationship between service users and paid workers/volunteers/volunteers. It is important that ALL people using the service feel secure in disclosing personal details. This can only be achieved if confidentiality boundaries are ensured.
Confidentiality within RASASC
It should be made clear to people using our service that confidentiality is between them and RASASC, not necessarily the individual counsellor / volunteer.
The reasons for this should be made clear:
It is essential that workers/volunteers explain the confidentiality policy immediately they are in contact with a service user.
Exceptions of confidentiality
Whenever possible all details about service users will be kept confidential between the service user and RASASC.
However, there are some circumstances where service users may be in ‘immediate danger’ or ‘at risk’. In these situations certain guidelines need to be followed.
Examples of ‘immediate danger’ are:
Examples of ‘at risk’ are:
Action for immediate danger
If possible, a worker/volunteer must consult with the Manager, Committee member, Assistant Manager, Supervisor (if you have an agreement with them that it is ok to contact them in between sessions) or their mentor if they have one.
Contacts:
All members of staff and volunteers are given contact emails and telephone numbers for the above.
However, if it is an emergency e.g. an ambulance needs to be called, then the worker should use their own discretion and respond to the situation they find themselves in first, and then make contact with RASASC when it is more appropriate.
Action for at risk
Action for Children at risk
I understand the information supplied on this form will be used for statistical purposes.
I understand minimal information is kept by the organisation relating to counselling sessions and contact made by and to the organisation.
Safeguarding
I understand there are exceptional circumstances in which a worker may be legally obliged to disclose confidential information to other agencies. These are: -
Where possible, this decision would be agreed with the manager of the centre and we will endeavour to inform you of any disclosure that might be made.
General Data Protection Regulation (GDPR)
I am aware that in accordance with GDPR, my data is held for statistical purposes and kept within the organisation to receive the service. Data will only be passed to a third party i.e. mental health team, family member, police etc. Wherever possible with my signed written consent or if alerted to a safeguarding risk as outlined above.
My rights with the GDPR are:
Rape & Sexual Abuse Support Centre North Wales regards the lawful and correct treatment of personal information as very important to successful working, and to maintaining the confidence of those with whom we deal.
Rape & Sexual Abuse Support Centre North Wales intends to ensure that personal information is treated lawfully and correctly.
To this end, Rape & Sexual Abuse Support Centre North Wales will adhere to the Principles of GDPR, as detailed in the General Data Protection Regulation 2018.
Specifically, the Principles require that personal information:
Rape & Sexual Abuse Support Centre North Wales will, through appropriate management, strict application of criteria and controls:
Informed consent
Informed consent is when
Rape & Sexual Abuse Support Centre North Wales will ensure that data is collected within the boundaries defined in this policy. This applies to data that is collected in person, or by completing a form.
When collecting data, Rape & Sexual Abuse Support Centre North Wales will ensure that the Data Subject:
Data Storage
Information and records relating to service users will be stored securely and will only be accessible to authorised staff and volunteers.
Information will be stored for only as long as it is needed or required statute and will be disposed of appropriately.
It is Rape & Sexual Abuse Support Centre North Wales’ responsibility to ensure all personal and company data is non-recoverable from any computer system previously used within the organisation, which has been passed on/sold to a third party.
Data access and accuracy
All Data Subjects have the right to access the information Rape & Sexual Abuse Support Centre North Wales holds about them. Rape & Sexual Abuse Support Centre North Wales will also take reasonable steps ensure that this information is kept up to date by asking data subjects whether there have been any changes.
In addition, Rape & Sexual Abuse Support Centre North Wales will ensure that:
This policy will be updated as necessary to reflect best practice in data management, security and control and to ensure compliance with any changes or amendments made to the General Data Protection Regulation 2018
In case of any queries or questions in relation to this policy please contact the Rape & Sexual Abuse Support Centre North Wales Data Protection Officer:
Director
Tel: 01248 670628
RASASC NW acknowledges that in our society groups and individuals have been discriminated against, both directly and/or indirectly. As an employer and service provider we are committed to implementing our equal opportunities policy.
Statement of Intent
RASASC NW is striving to be an equal opportunities organisation and is committed to ensuring that no service user, paid worker or unpaid worker is treated less favourably because of their gender, race, ethnicity, religion, sexual orientation, age, disability or mental health status, carer status or language spoken.
The committee will regularly monitor the effectiveness of its equal opportunity policy and is working to ensure that paid workers, unpaid workers, committee members and service users more accurately reflect the composition of the community it serves. The Board of Trustees will actively challenge all forms of discrimination either direct or indirect.
Equality and Diversity
RASASC NW is committed to promoting equality and valuing diversity, and non--discrimination is one of our core values.
More generally, this policy reflects the principles contained in the Equality Act 2010. http://www.legislation.gov.uk/ukpga/2010/15/contents
Objectives
Recruitment of workers/volunteers
All employment opportunities will be widely advertised in the local press and job centres.
Members of interview panels should be representative of the Board of Trustees
All workers/volunteers will be asked to affirm their commitment to the equal opportunities policy. All senior and strategic roles will be filled by women in line with the following:
Whilst RASASC NW recognise that sexual violence is a crime of violence and abuse of power, we also recognise that it is often the cause and consequence of gender inequality. Considering this inequality one of RASASC NW’s major purpose is to deliver services to women and girls. 75% of Trustees must be women, and all senior and strategic roles must be held by women.
Recruitment of volunteers
RASASC NW is committed to ensuring that volunteers are representative of the community it serves.
All volunteers will have access to the same grievance procedures as paid workers.
Volunteer recruitment campaigns will try and actively encourage all members of the community to consider volunteering for RASASC; all publicity will reflect our commitment to this.
Any oppressive or discriminatory behaviour by volunteers will be challenged
Volunteer training courses
RASASC NW recognises that many of our service users will have experienced or be experiencing direct or indirect discrimination we feel it is vitally important that all trainee volunteers should be aware of this. Therefore all our training programmes spend some time looking at discrimination and anti-oppressive practice. It is our intention to only use trainers who have experience of working in this field and are as committed to equal opportunities as we are.
Any volunteers, who act in an oppressive or discriminatory manner, after receiving training on the subject, will be challenged and may have disciplinary procedures brought against them.
Service Users
RASASC NW is committed to ensuring service users have equality of opportunity.
We will work towards ensuring that paid workers and unpaid workers accurately reflect the community that RASASC NW serve.
We recognise that certain disadvantaged groups might not access our service and our marketing campaign will specifically target those groups who do not access our service.
Service users will be made aware of our equal opportunities policy and any discriminatory or oppressive behaviour will be challenged by RASASC NW.
RASASC NW will work towards ensuring that our premises are accessible to all members of the community.
Responsibility
All paid workers, unpaid workers and committee members have a collective responsibility to ensure that RASASC NW is working towards equality of opportunity. However, direct responsibility lies with the Board of Trustees.
Monitoring
EO monitoring forms are sent with job applications and volunteer applications. It is the responsibility of the Board of Trustees to regularly review the results and to take action on any inequalities.
RASASC NW realises it is difficult to monitor helpline calls and is committed to ensuring that publicity about the service reaches all members of the community.
Legislative obligations
RASASC NW recognises the organisation legal requirements to comply with existing legislation including The Race Relations Act 1976, Disability Discrimination Act 1995, Sex Discrimination Acts and Rehabilitation of Offenders Act.
Policy
To that end, the purpose of this policy is to provide equality and fairness for all in service delivery as well as in both volunteering and employment. We will not discriminate unlawfully or unfairly because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, nationality, national origin, religion or belief and sexual orientation.
All volunteers and employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All volunteers and employees will be encouraged and supported to develop their full potential, and their talents will be fully utilised to maximise the efficiency of RASASC NW
Our commitment:
Breaches of this policy
Should any member of the organisation or a service user be concerned about a breach of this policy they should follow guidance as outlined in the Complaints Procedure and/or Harassment and Bullying Policy as appropriate.
Principles
RASASC NW encourages all paid workers/volunteers; volunteers and external paid workers/volunteers to resolve grievances informally. We believe that anyone with a grievance has a right to express it. Every grievance will be kept as confidential as possible and not discussed with anyone outside of the process.
Informal
In the first instance the grievance should be discussed with the person concerned. In most cases it is hoped that the matter can be resolved at this stage before invoking a formal procedure. The preferred procedure is that the grievance should be raised with the person concerned before going ahead with the formal process.
However we do recognise that sometimes if the grievance is against paid workers/volunteers then volunteers, especially those in training, might be more comfortable talking to another volunteer. They will discuss the issue with both parties involved and work towards achieving a solution. This meeting should take place within 7 days of the grievance being raised.
In most cases it is envisaged that the most appropriate person to talk to is the CEO who is responsible for all volunteers. In some cases it might be an organisational policy that is the grievance, so it might be more appropriate for the CEO to take the matter to the Board of Trustees before implementing the formal procedure.
Formal
If the grievance cannot be resolved informally then it will be passed onto the Board of Trustees. Two appropriate nominated members who are able to remain independent throughout the process will then arrange a meeting between both parties at the earliest opportunity. In all cases both the person making the grievance and the person the grievance is against are entitled to bring along a representative. This can be a trade union official or other member of staff. Members of the Board of Trustees will then try and resolve the grievance. A written note of the results of this meeting will be taken and agreed by all parties. If the grievance is still not resolved then a further meeting will take place within 14 days.
At this final meeting it is hoped that the grievance can be resolved. However it is at this stage after giving the matter full consideration the representatives of the committee will make their final decision on the grievance.
Additional notes
Paid Workers/volunteers
Paid workers/volunteers are subject to a disciplinary procedure, therefore if the grievance were proved against paid workers/volunteers this procedure would become operational. This could then result in disciplinary steps being taken against paid workers/volunteers. Details of this are contained in all employees contracts of employment.
Service Users
All service users are informed at the initial meeting that they have a right to make a complaint if they are unhappy with any aspect of the service. We will also ensure signs are in each counselling room explaining the complaints procedure or ensure that each service user is given a leaflet explaining how they can make a complaint if they need to.
Complaints can be a made to the CEO or the Chairperson. They will then contact the supervisor and counsellor to investigate the matter. Complaints raised informally will be discussed with the CEO, volunteer/worker, supervisor if appropriate, and service user (if requested). The same procedure as above will then be followed.
Safeguarding and Protection of Children & Adults at Risk Procedure RASASC NW
These Procedures apply to everyone working for RASASCNW, including staff/sessional worker/trainee/trustees and volunteers, for the purposes of this policy they will be referred to as ‘Practitioner’
Level of concern |
Action |
If an immediate cause for concern - an emergency. |
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If an urgent concern |
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If a non-urgent concern |
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Any other concern |
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In ALL cases the Reporting Form must be completed and e-mailed to RASASC-NW within
24 hours. The e-mailed form must be ‘password protected’ using your first name.
RASASC believes that all victims of sexual violence have a right to access support following their abusive experiences, regardless of gender. However, circumstances may arise which would compromise the safety of others i.e. staff, volunteers, service users, and could lead to a referral on to other, more appropriate, services.
RASASC recognises that some victims of sexual violence may disclose, or have been accused of, investigated for or convicted of a sexual or violent offence. For the purposes of this policy, these clients are referred to as ‘dual status’ clients.
If the person accessing the service is subject to an ongoing police investigation which involves any form of sexual violence/abuse or any other offence where staff or other service users may be at risk of harm, RASASC NW may withhold support until outcome of police investigation has been closed/ended.
Due to the nature of the therapeutic process within the context of a victim focussed organisation, we do not usually provide full therapy to convicted perpetrators of sexual violence (where offences have been committed by an adult).
In order to decide whether we are the most suitable service for someone who is dual status each person accessing either the counselling or support service will receive an initial assessment of need (IM) and a comprehensive risk assessment (undertaken by Lead Clinician and Management). The former will consider whether the person is accessing the most relevant service at the right time for them; the latter will consider whether the person poses a risk to themselves or to others.
If, during the assessment, a disclosure is made that the person has sexually abused others, or that information comes to light during the referral process, then the following investigations may take place:
If it is deemed necessary to talk to other professionals involved with the person in order to assess their suitability for our services, then consent will be sought. If consent has not been given, then RASASC has the right to refuse a service.
The person(s) carrying out the assessment must then discuss in detail the assessment process with lead clinician and/or management. If we become aware that any of the person’s victims are currently accessing our service, then the victim’s needs will be paramount and a service will be refused with a referral made to another agency due to conflict of interest.
Each case will be dealt with on an individual basis with all information being taken in to account. However, if there are any outstanding concerns about the person’s motivation for accessing support or concerns for the safety of others within RASASC, then the person will be refused a service and if possible signposted to a more appropriate service. Reasons for this will be given and can be presented in writing if requested.
Decisions on whether support will be offered will be made on a case by case basis and will be at the discretion of the centre.
All dual status clients receiving Initial Assessments and/or ongoing support will be seen at main centre (so that it can ensured that no other counselling sessions are taking place and that the office is manned) or via online counselling.
Anonymous data will be presented to the Trustee Board so that the situation can be monitored.