Child Protection Policy

Footpath Films Limited has a duty of care to safeguard all children involved in Footpath Films Limited projects from harm. All children have a right to protection, and the needs of disabled children and others who may be particularly vulnerable must be taken into account.

Footpath Films Limited will ensure the safety and protection of all children involved in Footpath Films Limited projects through adherence to the Child Protection guidelines adopted by Footpath Films Limited. A child is defined as a person under the age of 18 (The Children Act 1989).

 

Policy aims

The aim of the Footpath Films Limited Child Protection Policy is to promote good practice:

• Providing children and young people with appropriate safety and protection whilst in the care of Footpath Films Limited

• Allow all staff/volunteers to make informed and confident responses to specific child protection issues.

Promoting good practice

Child abuse, particularly sexual abuse, can arouse strong emotions in those facing such a situation. It is important to understand these feelings and not allow them to interfere with your judgement about the appropriate action to take.

Abuse can occur within many situations including the home, school and the workshop environment. Some individuals will actively seek employment or voluntary work with young people in order to harm them. A workshop leader, teacher or volunteer will have regular contact with young people and be an important link in identifying cases where they need protection. All suspicious cases of poor practice should be reported following the guidelines in this document.

When a child takes part in a workshop, having been subjected to child abuse outside the workshop environment, the project can play a crucial role in improving the child’s self-esteem. In such instances the workshop leader(s) and workers must work with the appropriate agencies to ensure the child receives the required support.

 

Good practice guidelines

All personnel should be encouraged to demonstrate exemplary behaviour in order to protect themselves from false allegations. The following are common sense examples of how to create a positive culture and climate.

 

Good practice means:

• Always working in an open environment avoiding private or unobserved situations and encouraging open communication.

• Treating all young people/disabled adults equally with respect and dignity.

• Always putting the welfare of each young person first.

• Maintaining a safe and appropriate distance with participants (eg it is not appropriate for staff or volunteers to have an intimate relationship with a child or to share a room with them).

• Building balanced relationships based on mutual trust and empowering children to share in decision making.

• Making the project fun, enjoyable and promoting teamwork.

• Ensuring that if any form of manual/physical support is required, it should be provided openly and once the young person has been consulted and their agreement gained. Some parents are becoming increasingly sensitive about manual support and their views should always be carefully considered.

• Keeping up to date with technical skills, qualifications and insurance.

• Involving parents/carers wherever possible.

• Being an excellent role model – this includes not smoking or drinking alcohol in the company of young people.

• Giving enthusiastic and constructive feedback rather than negative criticism.

• Recognising the developmental needs and capacity of young people and disabled adults – creating a creative and supportive working environment, and not pushing them against their will.

• Securing parental consent in writing to act in loco parentis, if the need arises to administer emergency first aid and/or other medical treatment.

• Keeping a written record of any injury that occurs, along with the details of any treatment given.

• Requesting written parental consent if workshop leaders or workers are required to transport young people in their cars.

Practices to be avoided:

The following should be avoided except in emergencies. If a case arises where these situations are unavoidable (eg the child sustains an injury and needs to go to hospital, or a parent fails to arrive to pick a child up at the end of a session), it should be with the full knowledge and consent of someone in charge in the company or the child’s parents.

 

Otherwise, avoid:

• Spending excessive amounts of time alone with children away from others.

• Taking or dropping off a child to an event.

Practices never to be sanctioned:

The following should never be sanctioned. You should never:

• Engage in rough physical or sexually provocative games, including horseplay.

• Share a room with a child.

• Allow or engage in any form of inappropriate touching.

• Allow children to use inappropriate language unchallenged.

• Make sexually suggestive comments to a child, even in fun.

• Reduce a child to tears as a form of control.

• Allow allegations made by a child to go unchallenged, unrecorded or not acted upon.

• Do things of a personal nature for children or disabled adults that they can do for themselves.

• Invite or allow children to stay with you at your home unsupervised.

NB It may sometimes be necessary for staff or volunteers to do things of a personal nature for children, particularly if they are young or are disabled. These tasks should only be carried out with the full understanding and consent of parents and the young people involved. There is a need to be responsive to a person’s reactions. If a person is fully dependent on you, talk with him/her about what you are doing and give choices where possible. This is particularly so if you are involved in any dressing or undressing of outer clothing, or where there is physical contact, lifting or assisting a child to carry out particular activities. Avoid taking on the responsibility for tasks for which you are not appropriately trained.

 

Incidents that must be reported/recorded:

If any of the following occur you should report this immediately to another colleague and record the incident. You should also ensure the parents of the child are informed:

• if you accidentally hurt a young person

• If he/she seems distressed in any manner

• if a young person appears to be sexually aroused by your actions

• if a young person misunderstands or misinterprets something you have done.

Use of photographic/filming equipment

All filmed material of young and disabled people created during the workshops will be safely stored and written permission sought from parents/carers of the young people before any public showing. Where filmed material is to be made available via the Footpath Films Limited website it will be made available only to the young people and other authorised persons by use of a password protected area.

There is evidence that some people have used projects and workshops as an opportunity to take inappropriate photographs or film footage of young and disabled people in vulnerable positions. All workers should be vigilant and any concerns should to be reported to the Company Directors.

 

Recruitment and training of staff and volunteers

Footpath Films Limited recognises that anyone may have the potential to abuse children in some way and that all reasonable steps are taken to ensure unsuitable people are prevented from working with children.

 

Pre-selection checks must included the following:

• All volunteers/staff should complete an application form. The application form will elicit information about an applicant's past and a self-disclosure about any criminal record.

• Consent should be obtained from an applicant to seek information from the Criminal Records Bureau.

• Two confidential references, including one regarding previous work with children. These references must be taken up and confirmed through telephone contact.

• Evidence of identity should be provided (eg passport or driving licence with photo).

Interview and induction

All employees (and volunteers) will be required to undergo an interview carried out to acceptable protocol and recommendations. All employees and volunteers should receive formal or informal induction, during which:

• A check should be made that the application form has been completed in full (including sections on criminal records and self-disclosures).

• Their qualifications should be substantiated.

• The job requirements and responsibilities should be clarified.

• Child protection procedures are explained and training needs are identified.

Training

In addition to pre-selection checks, the safeguarding process includes training after recruitment to help staff and volunteers to:

• Analyse their own practice against established good practice, and to ensure their practice is likely to protect them from false allegations.

• Recognise their responsibilities and report any concerns about suspected poor practice or possible abuse.

• Respond to concerns expressed by a child or young person.

• Work safely and effectively with children.

Responding to allegations or suspicions

It is not the responsibility of anyone working in Footpath Films Limited, in a paid or unpaid capacity, to decide whether or not child abuse has taken place. However, there is a responsibility to act on any concerns through contact with the appropriate authorities.

Footpath Films Limited will assure all staff/volunteers that it will fully support and protect anyone who in good faith reports his/her concern that a colleague is, or may be, abusing a child. Where there is a complaint against a member of staff there may be three types of investigation:

• a criminal investigation

• a child protection investigation

• a disciplinary or misconduct investigation.

The results of the police and child protection investigation may well influence the disciplinary investigation, but not necessarily.

 

Action

1. Concerns about poor practice:

• If, following consideration, the allegation is clearly about poor practice, the Company Directors will deal with it as a misconduct issue.

• If the allegation is about poor practice by a Company Director, or if the matter has been handled inadequately and concerns remain, it should be reported to another relevant member of staff who will decide how to deal with the allegation and whether or not to initiate disciplinary proceedings.

2. Concerns about suspected abuse:

• Any suspicion that a child has been abused by either a member of staff or a volunteer should be reported to the Company Directors, who will take such steps as considered necessary to ensure the safety of the child in question and any other child who may be at risk.

• The Company Directors will refer the allegation to the social services department which may involve the police, or go directly to the police if out-of-hours.

• The parents or carers of the child will be contacted as soon as possible following advice from the social services department.

• The Company Directors should also notify the relevant Footpath Films Limited member of staff who in turn will inform the Footpath Films Limited Company Directors who will deal with any media enquiries.

• If the Company Directors is the subject of the suspicion/allegation, the report must be made to the appropriate Manager or in his/her absence the Footpath Films Limited Company Directors who will refer the allegation to social services.

Confidentiality

Every effort should be made to ensure that confidentiality is maintained for all concerned. Information should be handled and disseminated on a need to know basis only. This includes the following people:

• the Company Directors

• the parents of the person who is alleged to have been abused

• The person making the allegation

• social services/police

• the alleged abuser (and parents if the alleged abuser is a child).

Seek social services advice on who should approach the alleged abuser.

Information should be stored in a secure place with limited access to designated people, in line with data protection laws (eg that information is accurate, regularly updated, relevant and secure).

 

Internal enquiries and suspension

• The Footpath Films Limited Company Directors will make an immediate decision about whether any individual accused of abuse should be temporarily suspended pending further police and social services inquiries.

• Irrespective of the findings of the social services or police inquiries the Footpath Films Limited Company Directors will assess all individual cases to decide whether a member of staff or volunteer can be reinstated and how this can be sensitively handled. This may be a difficult decision, particularly where there is insufficient evidence to uphold any action by the police. In such cases, the Footpath Films Limited Company Directors must reach a decision based upon the available information, which could suggest that on a balance of probability, it is more likely than not that the allegation is true. The welfare of the child should remain of paramount importance throughout.

Support to deal with the aftermath of abuse

• Consideration should be given to the kind of support that children, parents and members of staff may need. Use of helplines, support groups and open meetings will maintain an open culture and help the healing process. The British Association for Counselling Directory is available from The British Association for Counselling, 1 Regent Place, Rugby CV21 2PJ, Tel: 01788 550899, Fax: 01788 562189, Email: bac@bacp.co.uk, Internet: www.bacp.co.uk

• Consideration should be given to what kind of support may be appropriate for the alleged perpetrator.

Allegations of previous abuse

Allegations of abuse may be made some time after the event (eg by an adult who was abused as a child or by a member of staff who is still currently working with children).

Where such an allegation is made, the club should follow the procedures as detailed above and report the matter to the social services or the police. This is because other children may be at risk from this person. Anyone who has a previous criminal conviction for offences related to abuse is automatically excluded from working with children. This is reinforced by the details of the Protection of Children Act 1999.

 

Action if bullying is suspected

If bullying is suspected, the same procedure should be followed as set out in 'Responding to suspicions or allegations' above.

 

Action to help the victim and prevent bullying:

• Take all signs of bullying very seriously.

• Encourage all children to speak and share their concerns (It is believed that up to 12 children per year commit suicide as a result of bullying, so if anyone talks about or threatens suicide, seek professional help immediately). Help the victim to speak out and tell the person in charge or someone in authority.

• Investigate all allegations and take action to ensure the victim is safe. Speak with the victim and the bully(ies) separately.

• Reassure the victim that you can be trusted and will help them, although you cannot promise to tell no one else.

• Keep records of what is said (what happened, by whom, when).

• Report any concerns to the Company Directors or those in charge wherever the bullying is occurring.

Action towards the bully(ies):

• Talk with the bully(ies), explain the situation, and try to get the bully(ies) to understand the consequences of their behaviour. Seek an apology to the victim(s).

• Inform the bully(ies)’s parents.

• Insist on the return of 'borrowed' items and that the bully(ies) compensate the victim.

• Impose sanctions as necessary.

• Encourage and support the bully(ies) to change behaviour.

• Hold meetings with the families to report on progress.

• Inform all organisation members of action taken.

• Keep a written record of action taken.

3. Concerns outside the immediate workshop environment (eg a parent or carer):

• Report your concerns to the Company Directors, who should contact social services or the police as soon as possible.

• See 4. below for the information social services or the police will need.

• If a Company Director is not available, the person being told of or discovering the abuse should contact social services or the police immediately.

• Social services and the Company Directors will decide how to involve the parents/carers.

• Maintain confidentiality on a need to know basis only.

• See 4. below regarding information needed for social services.

4. Information for social services or the police about suspected abuse:
To ensure that this information is as helpful as possible, a detailed record should always be made at the time of the disclosure/concern, which should include the following:

• The child's name, age and date of birth of the child.

• The child's home address and telephone number.

• Whether or not the person making the report is expressing their own concerns or those of someone else.

• The nature of the allegation. Include dates, times, any special factors and other relevant information.

• Make a clear distinction between what is fact, opinion or hearsay.

• A description of any visible bruising or other injuries. Also any indirect signs, such as behavioural changes.

• Details of witnesses to the incidents.

• The child’s account, if it can be given, of what has happened and how any bruising or other injuries occurred.

• Have the parents been contacted?

• If so, what has been said?

• Has anyone else been consulted? If so, record details.

• If the child was not the person who reported the incident, has the child been spoken to? If so, what was said?

• Has anyone been alleged to be the abuser? Record details.

• Where possible referral to the police or social services should be confirmed in writing within 24 hours and the name of the contact who took the referral should be recorded.

If you are worried about sharing concerns about abuse with a senior colleague, you can contact social services or the police direct, or the NSPCC Child Protection Helpline on 0808 800 5000, or Childline on 0800 1111.

Equal Opportunities Policy

Principles

Footpath Films Limited wholeheartedly supports the principle of equal opportunities in employment. We aim to encourage, value and manage diversity and we recognise that talent and potential are distributed across the population. Not only are there moral and social reasons for promoting equality of opportunity, it is in the best interest of this organisation to recruit and develop the bet people for our jobs from as wide and diverse a pool of talent as possible. That diversity adds value.

Footpath Films Limited recognises that many people in our society experience discrimination. Discrimination is acting unfairly against a group or individual through for example exclusion, verbal comment, denigration, harassment, victimisation, a failure to appreciate needs or the assumption of such needs without consultation.

Discrimination can be direct or indirect (where there is a requirement or condition on all, but which has an adverse impact on a particular group and cannot be justified).

All forms of discrimination are unacceptable, regardless of whether there was any intention to discriminate or not. Employees have a duty to co-operate with the Association to ensure that this policy is effective in ensuring equal opportunities and in preventing discrimination. Employees should draw the attention of their line manager to suspected discriminatory acts or practices or cases of bullying or harassment.

 

Statement of Intent

Footpath Films Limited aims to create a culture that respects and values each others’ differences, that promotes dignity, equality and diversity, and that encourages individuals to develop and maximise their true potential.

We aim to remove any barriers, bias or discrimination that prevent individuals or groups from realising their potential and contributing fully to our organisation’s performance and to develop an organisational culture that positively values diversity.

We are committed wherever practicable, to achieving and maintaining a workforce that broadly reflects the local community in which we operate.

Every possible step will be taken to ensure that individuals are treated fairly in all aspects of their employment at Footpath FIlms Limited.

Our aim is that the workforce will be truly representative of all sections of society. Selection for employment or promotion or any other benefit will be on the basis of merit and ability only. Selection for training will be on the basis of job requirement only. Intimidation, harassment and bullying will not be tolerated and may lead to disciplinary action

Footpath Films Limited will challenge discrimination in its own policies. It aims to provide equality and fairness for all job applicants, employees whether part-time, full-time, fixed term or temporary and volunteers irrespective of gender, marital status, race, ethnic origin, colour, nationality, national origin, religion or belief, disability, sexual orientation, gender reassignment or age.

 

Implementation

The Company Directors are responsible for the policy’s day-to-day implementation.

It is the responsibility of the Company Directiors to monitor effectiveness, and to review and develop the policy where necessary. Monitoring and review will take place annually.

Each employee, volunteer, consultant, trainer, facilitator or Company Director is responsible for their own compliance with this policy. Breaches of the Equal Opportunities Policy will be regarded as misconduct and could lead to disciplinary action against employees, appropriate action against a Company Director, termination of contracts for services of consultants or trainers, or withdrawal of volunteer agreements.

Employees who feel they have been discriminated against should raise the matter with their line manager. Initially the employee and manager should aim to resolve the matter informally. It may be that discriminatory action is unwitting and easily resolved once the problem is clear.

If they are dissatisfied with the outcome, the complaint is very serious, or their line manager is the cause of the complaint, the employee should raise the matter, in writing, to the Company Directors.

Footpath Films Limited will ensure that all new employees, volunteers, and Company Directors will receive induction on the policy and action plan and that consultants, trainers and facilitators will be fully informed.

Appropriate training and guidance will be provided to develop equality and diversity. Adequate resources will be made available to fulfil the aims of this policy. The policy will be widely promoted, and copies will be freely available and displayed on the Footpath Films Limited website.

If you have a question about any of our policies, please do not hesitate to get in touch.

 

joe@ (spamProtected) footpathfilms.com
020 3132 8642
07951 876 499