POLICY STATEMENT:

Bee Pedal Ready is a community organisation based in Manchester. We work with people of all ages to reduce social isolation and improve health and well-being through healthy and well-being activities on foot or with a bike. We are committed to ensuring the best possible standards of service, safety and inclusion:

1. SAFEGUARDING

We are committed to safeguarding the well-being of every child and vulnerable adult who uses our project. It is the responsibility of each of us to prevent the physical, sexual or emotional abuse of the people we work with, and in particular those most vulnerable.

2. HEALTH AND SAFETY

Our Health and Safety policy sets out our intentions and practicalities for the management of health and safety issues, including risk assessments. Health and Safety is a shared responsibility across all volunteer and staff roles.

3. EQUALITY AND DIVERSITY

We are committed to the principles and practice of accessible and appropriate services that meet the needs of our community including participation in service design, delivery and evaluation.

Safeguarding – Our Aims:

We are committed to safeguarding the well-being of every child and vulnerable adult who uses our projects. It is the responsibility of each of us to prevent the physical, sexual or emotional abuse of the people we work with, and in particular those most vulnerable,

including children.

It is the duty of all those who work with children and vulnerable adults to prevent harm and abuse of every kind, and to report any abuse discovered or suspected.

Definitions

A child is defined as a person aged under 18 years.

The legal definition of a vulnerable adult (summarised from the Police Act 1997 – Statutory Instrument 2002 no. 446) has now been defined as a person aged 18 or over whom;

● Is living in residential accommodation, or sheltered housing

● is receiving any form of healthcare

● is receiving domiciliary care in their own home

● is detained in any form of lawful custody

● Is under the supervision of probation services

● Is receiving a welfare service, support or advice, the purpose of which is to

develop/support their capacity to live independently

● is an expectant or nursing mother living in residential care

● is an adult receiving direct payments from a local authority in lieu of social care services

Legislation and Government Policy

● The Children Act 1989 (as amended).

● The Children and Social Work Act 2017.

● Keeping Children Safe in Education 2019.

● Working Together to Safeguard Children 2018.

● The Education Act 2002.

● The United Nations convention on the Rights of the Child 1992.

● The Equality Act 2010.

● The Children and Families Act 2014.

● The Human Rights Act 1998.

● Working Together to Safeguard Children 2018

Criminal record checks are referred to as DBS checks, they are conducted by Disclosure and Barring Service (DBS).

Jobs that involve caring for, supervising or being in sole charge of vulnerable adults may require an enhanced DBS check with a check of the barred lists. This includes volunteers and paid workers and these are the rules for regulated activities for adults.

This will check whether someone’s included in the 2 DBS ‘barred lists’ (previously called ISA barred lists) of individuals who are unsuitable for working with:

● children

● vulnerable adults

People on the barred lists can’t do certain types of work.

Refer someone to DBS

Contact the barring helpline for help referring someone to DBS.

DBS barring helpline

Telephone: 01325 953795

Employers must refer someone to DBS if they:

● sacked them because they harmed someone

● sacked them or removed them from working in regulated activity because they might have harmed someone

● were planning to sack them for either of these reasons, but they resigned first

Application and review of this policy

The Chair will act as the ‘Nominated Person’ for the organisation, this role will include monitoring the effectiveness of this Safeguarding Policy.

Safe working practices for all paid staff and volunteers

It is now a criminal offence for individuals barred by the Disclosure and Barring Service to work or apply to work (paid or unpaid) with vulnerable adults in a wide range of posts.

Once recruited, it is everyone’s responsibility to follow the guidance laid out in this policy:

● To promote safe practices by being an excellent role model.

● Encourage open communication by treating all people equally with respect and dignity.

● Provide access to learning opportunities/signposting, and empower others to share in decision making.

● Positively involve people in developing safe practices wherever possible.

● When planning any public event ensure that risk assessments take account of the safety of vulnerable adults.

● Always working in an open environment, avoiding private or unobserved situations.

● Maintain a safe and appropriate distance with service users.

● Share information appropriately with others, and recognise that there are times when confidentiality is essential – verbal or written.

● Keep up to date with training, qualifications and insurance.

● Report concerns about poor practice and abuse as laid out in this policy.

Safe selection and recruitment

It is the responsibility of the organisation to:

● Assess whether the role is a regulated or controlled activity – these definitions only apply when considering work with vulnerable adults.

● To ensure that the core competencies required for this role are taken into consideration.

● To ensure appropriate safeguarding checks, including DBS checks as defined below, are considered when the role description is agreed.

● Undertake open and transparent selection and recruitment processes for all paid staff/volunteers.

● Check necessary identification – address, qualifications, criminal convictions.

● Take up two references which request information regarding safe practices.

● Recruit all paid staff and volunteers to adopt and abide by the appropriate practices and procedures outlined within this document.

● Ensure all staff have access to related policies and procedures.

● Not knowingly employ or recruit a volunteer into regulated / controlled activity someone who has been barred and is on a DBS list.

Safe management

It is the responsibility of managers to:

● Ensure paid staff/volunteers are clear about their responsibilities and your responsibilities with regard to safe practices and procedures. All staff and Board members will have access to at least a Level 1 Safeguarding course.

● To support staff/volunteers to apply safe working practices, particularly when this is difficult. Protection from abuse is a sensitive subject for everyone and difficult decisions have to be made.

● Ensure that they have the necessary skills and knowledge required to be effective in their roles, through induction and ongoing development.

● Ensure that their probationary review assesses their competent application of safe practices.

● Ensure that staff/volunteers have access to other related procedures- grievance and disciplinary procedures, whistle blowing.

● Provide appropriate guidance and learning opportunities, throughout induction and continued employment.

● Ensure that all paid staff/volunteers have access to regular support/supervision.

● Review the role, with regard to safe practices, should there be any changes to the level of contact that the paid staff/volunteer has with vulnerable adults and children.

Responding to concerns about poor practice

Employers, local authorities, professional regulators and other bodies now have a duty to refer to the DBS, information about individuals working with vulnerable adults where they consider them to have caused harm or pose a risk of harm.

Recognising and Reporting Abuse

Any paid and unpaid staff members that have a safeguarding concern about a vulnerable adult or child should use the reporting framework (appendix 1)

Preventing Abuse

Volunteers who support sessions with young people and/or vulnerable adults are required to have DBS checks

This policy is to be reviewed on a regular basis and is subject to legislation changes

Appendices:

1. Reporting Concerns policy and procedure – including dealing with internal allegations

2. Body Map Template

3. Working with vulnerable adult's procedures

4. Screening Policy

APPENDIX 1

Reporting Concerns Procedures

This information is provided to support front line workers/volunteers in reporting concerns.

In all cases staff and volunteers are encouraged to raise issues of concern with their line manager initially or Designated Person. In most cases, except emergencies, the Designated Person would be responsible for reporting concerns to social services.

If a vulnerable adult is in immediate danger, dial 999 and ask for the police.

A report should be made by the designated person but if that person is not available then to report suspected abuse or neglect, contact Manchester City Council:

Telephone: 0161 234 5001

email: mcsreply@manchester.gov.uk

See Flowchart – Reporting Concerns

The following list (although not exhaustive is a reminder of some of the key issues):

Abuse may take many forms and may include criminal activity. It may take the form of:

● Physical abuse

● Neglect

● Emotional abuse

● Sexual abuse

● Financial abuse

● Institutional abuse

It may involve any combination of the above.

Possible Indicators of Physical Abuse

● Multiple bruising

● Fractures

● Burns

● Bed sores

● Fear

● Depression

● Unexplained weight loss

● Assault (can be intentional or reckless)

Possible Indicators of Neglect

● Malnutrition

● Untreated medical problems

● Bed sores

● Confusion

● Over-sedation

● Deprivation of meals may constitute “wilful neglect”

Possible Indicators of Emotional Abuse

● Fear

● Depression

● Confusion

● Loss of sleep

● Unexpected or unexplained change in behaviour

● Deprivation of liberty could be false imprisonment. Aggressive shouting causing fear of violence in a public place may be an offence against Public Order Act 1986, or harassment under the Protection from Harassment Act 1997

Possible Indicators of Sexual Abuse

● Loss of sleep

● Unexpected or unexplained change in behaviour

● Bruising

● Soreness around the genitals

● Torn, stained or bloody underwear

● A preoccupation with anything sexual

● Sexually transmitted diseases

● Pregnancy

● Rape Indecent Assault

Possible Indicators of Financial Abuse

● Unexplained withdrawals from the bank

● Unusual activity in the bank accounts

● Unpaid bills

● Unexplained shortage of money

● Reluctance on the part of the person with responsibility for the funds to provide basic food and clothes etc.

● Fraud

● Theft

Possible Indicators of Institutional Abuse

● Inflexible and non-negotiable systems and routines

● Lack of consideration of dietary requirements

● Name calling; inappropriate ways of addressing people

● Lack of adequate physical care – an unkempt appearance

APPENDIX 2 – BODY MAP TEMPLATE

Name of client_______________________________________

Name of person completing this form____________________________

These diagrams are designed for the recording of any observable bodily injuries that may appear on the person. Where bruises, burns, cuts, or other injuries occur, shade and label them clearly on the diagram. Label any internal injuries that have been identified through medical examination. Visible injuries apparent in soft-tissue parts of the body, including the neck, under-arms, stomach, genitals or inner thighs, are unlikely to manifest as a result of a fall or other accidents of this nature.

Date and time: ___________________________________________

Signature: ___________________________________________

APPENDIX 3

Working with Vulnerable Adult Procedures

IF IN DOUBT SEEK GUIDANCE FROM A BOARD MEMBER – AND RISK ASSESS

Our work with vulnerable adults can take many forms and we may not know that an adult is vulnerable.

Safeguarding Adults Principles

Empowerment – presumption of person led decisions and informed consent

Prevention – it is better to take action before harm occurs

Proportionality – proportionate and least intrusive response appropriate to the risk presented

Protection – support and representation for those in greatest need

Partnership – local solutions through services working with their communities. Communities have a part to play in preventing, detecting and reporting neglect and abuse.

Accountability – accountability and transparency in delivering safeguarding

(from statement of Government Policy on Adult Safeguarding 2013)

All services and activities must be risk assessed – when working with adults we need to consider:

● Whether or not a staff member or volunteer may be lone working

● Ratio of staff/volunteers to client’s dependant on activity, location and client(s) needs

● Transport

● Emergency contact details for the client

Staff and volunteers should behave in a polite and professional manner, e.g. not swearing or shouting, not being under the influence of alcohol or drugs, dressing appropriately, and appearing reasonably clean and tidy. No smoking (including electronic cigarettes) is permitted during session times.

All volunteers should receive an induction prior to working with vulnerable adults and follow guidance in the volunteer policy.

APPENDIX 4

SCREENING POLICY

Whilst recognising that the screening a prospective employee or volunteer can often discourage a person from becoming an employee/volunteer the policy of the organisations is to screen everyone who works in the organisation whether paid or unpaid.

The key facts:

● We comply with the statutory regulations that anyone working with young people or vulnerable adults must undergo enhanced DBS clearance, provide references and complete a disclosure form on household members.

● We accept that if someone has a criminal record (or a member of their household) it does not automatically mean that he/she will not be able to become an employee/volunteer.

● We advise any prospective employee/volunteer (or a member of their household) who has a criminal record to speak to us about it before the DBS check is made.

● We comply with the statutory regulations concerning crimes of abuse related to children and young people and a history of such crimes which would automatically prevent a person with such a record from working as employee/volunteer with children and young people and could mean that we might not be able to find him/her suitable work. (These types of offences are often referred to as Schedule One offences).

● We have serious concerns about violent crimes or crimes related to drugs and will discuss any findings of such crimes as a result of enhanced DBS clearance with the prospective

employee/volunteer.

● We will make a decision as to whether someone can or cannot be an employee/volunteer as soon as we receive the results of the DBS check which will be dependent on the details of any crime(s)/circumstance(s) and when committed and what sort of volunteering/employment he/she wanted to do.

● We accept that enhanced DBS clearance can take some time but recognises that this may not necessarily prevent individuals from becoming a volunteer with us although it could mean that he/she might not be able to undertake the type of work he/she would like to do straight away or work alongside a particular volunteer or member of staff.

● On receipt of a DBS check which identifies any conviction or caution the Chair will review the circumstances of the post/task applied for, history of instances, spent period and, where necessary discuss this with the potential employee or volunteer. The Chief Executive may then;

1. Deem the conviction / caution irrelevant (or the caution/conviction of a member of

their household) and appoint the staff member or volunteer as appropriate

2. Request changes to the task / work activities as appropriate

3. Deny the application on the basis of unsuitability (for volunteers this could lead to signposting / guidance to alternative options outside of the organisation)

Please note there is no right of appeal against the decision of the Chair but the formal complaint policy may be invoked by the applicant.

Safeguarding Policy

Reviewed March 2025