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AIFC Safeguarding and Prevent Policy

  • Introduction

All Inclusive Football Coaching CIC (AIFC) makes a positive contribution to a strong and safe community and recognises the right of every individual to stay safe.

AIFC comes into contact with vulnerable adults / adults at risk through the delivery of its training programme.

The types of contact with vulnerable adults / adults at risk will be regulated.

Designated Safeguarding Contacts

All Inclusive Football Coaching CIC (AIFC) has appointed the following safeguarding leads:

Designated Safeguarding Lead (DSL): Matthew Gill – Director | matt@allinclusivefc.org.uk

Child Welfare Officer: Justine Clark | safeguarding@allinclusivefc.org.uk | 07984 452154

Safeguarding Support: Ian Brasher – Director

All safeguarding concerns should be reported immediately to one of the above individuals.

This policy seeks to ensure that AIFC undertakes its responsibilities with regard to protection of vulnerable adults / adults at risk and will respond to concerns appropriately. The policy establishes a framework to support paid and unpaid staff in their practices and clarifies the organisation’s expectations.

This policy seeks to ensure that AIFC undertakes its responsibilities with regard to protection against radicalisation and extremism – Prevent duty.

  • Confirmation of reading

I confirm that I have been made fully aware of, and understand the contents of, the Safeguarding Policy and Procedures, including Prevent, for AIFC.

Please complete the details below and return this completed form to Matthew Gill or Ian Brasher.

Employee Name:  ______________________________________

Employee Signature: ____________________________________

Date: _________________________________

  • Legislation

The principal legislation governing this policy are:

  • Working Together to Safeguard Children 2023
  • The Children Act 1989
  • Safeguarding Vulnerable Groups Act 2006
  • Public Interest Disclosure Act 1998
  • The Police Act – DBS 1997
  • Prevent – Counter Terrorism and Security Act 2015

  • Definitions

Safeguarding is about embedding practices throughout the organisation to ensure the protection of vulnerable adults / adults at risk wherever possible. In contrast, child and adult protection is about responding to circumstances that arise.

Abuse is a selfish act of oppression and injustice, exploitation and manipulation of power by those in a position of authority. This can be caused by those inflicting harm or those who fail to act to prevent harm. Abuse is not restricted to any socio-economic group, gender or culture.

It can take a number of forms, including the following:

  • Physical abuse
  • Sexual abuse
  • Emotional abuse
  • Bullying
  • Neglect
  • Financial (or material) abuse

Definition of Vulnerable Adults / Adults at Risk

A vulnerable adult / adult at risk is a person aged 18 years or over who may be unable to take care of themselves or protect themselves from harm or from being exploited. 

This may include a person who:

  • Is elderly and frail
  • Has a mental illness including dementia 
  • Has a physical or sensory disability
  • Has a learning disability
  • Has a severe physical illness
  • Is a substance misuser
  • Is homeless

What is Prevent Duty?

The duty of the Counter Terrorism and Security Act 2015, to have due regard to the need to prevent people from being drawn into terrorism or extremism. 

  • Responsibilities

All staff (paid or unpaid) have a responsibility to follow the guidance laid out in this policy and related policies, and to pass on any concerns using the required procedures. 

We expect all staff (paid or unpaid) to promote good practice by being an excellent role model, contribute to discussions about safeguarding, Prevent and to positively involve people in developing safe practices.

  • Implementation stages

The scope of this Safeguarding and Prevent Policy is broad ranging and in practice, it will be implemented via a range of policies and procedures within the organisation. These include: 

  • Whistleblowing –ability to inform on other staff / practices within the organisation
  • Grievance and disciplinary procedures – to address breaches of procedures/ policies
  • Health and Safety policy, including lone working procedures, mitigating risk to staff and clients
  • Equal Opportunities policy– ensuring safeguarding procedures are in line with this policy, in particular around discriminatory abuse and ensuring that the safeguarding policy and procedures are not discriminatory
  • Counter Terrorism and Security Act 2015, to have due regard to the need to prevent people from being drawn into terrorism.
  • Data protection (how records are stored and access to those records)
  • Confidentiality (or limited confidentiality policy) ensuring that service users (co-workers) are aware of your duty to disclose
  • Staff induction
  • Staff training

Safe recruitment

AIFC ensures safe recruitment through following processes: 

Enhanced Criminal Record Certificate (DBS)

The organisation commits resources to providing enhanced DBS checks on staff (paid or unpaid) whose roles involve contact with vulnerable adults / adults at risk. 

Gaining two references from all new employees.

All new recruits are required to supply two references, one to include previous employer, prior to starting employment.

  • Communications, training and support for staff

AIFC commits resources for induction, training of staff (paid and unpaid), effective communications and support mechanisms in relation to Safeguarding and Prevent.

  • Professional boundaries

Professional boundaries are what define the limits of a relationship between a member of staff and a co-worker. They are a set of standards we agree to uphold that allows this necessary and often close relationship to exist while ensuring the correct detachment is kept in place.

AIFC expects staff to protect the professional integrity of themselves and the organisation.

If the professional boundaries and/or policies are breached this could result in disciplinary procedures or enactment of the allegation management procedures

  • Reporting

Any safeguarding concerns must be reported immediately to Matthew Gill (Designated Safeguarding Lead), Justine Clark (Child Welfare Officer), or Ian Brasher (Director).

  • Allegations management

AIFC recognises its duty to report concerns or allegations against its staff (paid or unpaid) within the organisation or by a professional from another organisation.

The process for raising and dealing with allegations is as follows:

First step: Any member of staff (paid or unpaid) from AIFC is required to report any concerns in the first instance to their line manager.  If deemed necessary a written record detailing the concern will be completed and submitted to Matthew Gill or Ian Brasher.

Second step – Independent Safeguarding Authority 

Third step – follow the advice provided.

AIFC recognises its legal duty to report any concerns about unsafe practice by any of its paid or unpaid staff to the Independent Safeguarding Authority (ISA), according to the ISA referral guidance document.

  • Monitoring

The organisation will monitor the following Safeguarding aspects

  • Safe recruitment practices 
  • DBS checks undertaken for all staff
  • References applied for new staff
  • Records made and kept of co-worker training sessions 
  • Training – register/ record of staff training on vulnerable adult / adult at risk protection
  • Training of staff on Prevent
  • Monitoring whether concerns are being reported and actioned.
  • Checking that policies are up to date and relevant.
  • Reviewing the current reporting procedure in place
  • Presence and action of designated person responsible for Safeguarding 
  • All co-workers to understand, agree to and sign publicity consent form before any material is used

  • Managing information

Information will be gathered, recorded and stored in accordance with the necessary procedures. 

All staff must be aware that they have a professional duty to share information with other agencies in order to safeguard vulnerable adults / adults at risk. The public interest in safeguarding vulnerable adults / adults at risk may override confidentiality interests. However, information will be shared on a need to know basis only, as judged by the directors of AIFC.

All staff must be aware that they cannot promise co-workers or their families/ carers that they will keep secrets.

  • Conflict, resolution and complaints

Conflicts in respect of safety of vulnerable adults / adults at risk will be taken forward by Matthew Gill.

  • Communicating and reviewing the policy

AIFC will make co-workers and staff (paid / unpaid) aware of their Safeguarding Policy, including Prevent through their induction procedure.

This policy will be reviewed by Matthew Gill every year and when there are changes in legislation.