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IS HAVING A POLICY ENOUGH?
Absolutely not! There is no point in having a wonderfully drafted safeguarding policy that no one knows about or understands! Part of creating a safeguarding culture within your organisation is ensuring that everyone is aware of both their own individual responsibilities and what is considered best practice within the organisation. This means everyone taking part in awareness raising, training (appropriate to the nature of each individual’s role) and creating an open culture where people feel able to raise concerns. Training can take the form of in- house or external sessions, training for the whole organisation or more speci c training for individuals in certain roles.
WHAT IS MEANT BY “SAFER RECRUITMENT”?
“Safer Recruitment” is about demonstrating a clear and rm commitment to safeguarding in the way you recruit staff.
Website
Featuring your organisation’s commitment to safeguarding on your website is an important rst step in the safeguarding process. An up to date statement of your commitment to safeguarding and a link to an up-to-date safeguarding policy sends a strong message to individuals looking to target organisations with poor governance or little commitment to safeguarding.
Job advert
Again, include a statement con rming your commitment to safeguarding vulnerable groups and state that a DBS check (with barred list check) will be required, where the role is eligible for such a check.
Role description
An important and often overlooked rst step in any effective safeguarding approach. Being clear about what a role involves helps a would-be employee or volunteer to understand what will be expected of them. It should clearly state skills, experience and time commitment required. It is also an ideal opportunity to outline the responsibilities that the organisation has for safeguarding and to
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