Handcrafted Policy - User contributions [en]

Trauma-Informed Practice Quick Guide

2026-05-08T12:12:20Z

Seymour Jacklin: /* Remeber */ typo correction

''This page gives you a quick, practical overview of trauma-informed practice at Handcrafted — what it means, why we do it, and how it shapes your day-to-day work. You don't need a clinical background to understand or apply it.''

== What does "trauma-informed" actually mean? ==

Being trauma-informed simply means being aware that many of the people we support have had difficult or harmful experiences in their lives and that those experiences shape how they think, feel and behave, often in ways that aren't immediately obvious.

It doesn't mean you need to know someone's full history, ask probing questions, or provide therapy. It means you approach every interaction with the understanding that there might be more going on beneath the surface, and how you show up (your tone, your consistency, your patience) is important.

At Handcrafted, we work in community support, not clinical care. Our job isn't to process or treat trauma. It's to create the kind of safe, trusting environment where people can begin to feel stable and where, over time, real change becomes possible.

=== Remember ===

'''All behaviour is communication.'''

When someone is difficult, withdrawn, angry, or inconsistent, try asking yourself: ''what might this be telling me about how they're feeling, rather than what kind of person they are?''

== How trauma affects people ==

Trauma, whether from childhood, relationships, or life events, affects how people feel emotionally, but it also shapes the brain and nervous system in lasting ways. This means that:

* Reactions that seem disproportionate or hard to understand often make complete sense in light of someone's past
* Behaviours that look like "bad attitude", stubbornness, or lack of motivation are frequently coping mechanisms — ways of staying safe that developed for good reasons
* People may find it hard to trust, to regulate their emotions, or to believe that things can be different

Adverse Childhood Experiences (ACEs) — things like abuse, neglect, domestic violence, or parental substance use during childhood — are one well-known source of this kind of lasting impact. But trauma can come from many places, and its effects vary enormously from person to person. We never assume we know exactly how someone's history affects them.

== Trauma informed models ==

Handcrafted's approach draws on a few different frameworks. You don't need to memorise these, but it helps to know where our thinking comes from.

=== We focus on the foundations first ===

A model called the '''Therapeutic Needs Hierarchy''' (Golden, 2015<ref>https://kimsgolding.co.uk/resources/models/meeting-the-therapeutic-needs-of-traumatized-children/</ref>) describes what people need in order to recover from trauma — and it works like a pyramid. The base layers have to be in place before anything else is possible:

# Feeling safe
# Being able to regulate emotions (calm down, not feel overwhelmed)
# Experiencing consistent, supportive relationships
# Building resilience and connection to a community

Only once those foundations are in place can deeper work of processing trauma begin. That deeper work is for specialist therapists, not us. But we work on the foundations by helping individuals feel safe, seen, and steady.

=== How we relate to people: PACE ===

The '''PACE model,''' developed by psychologist Dan Hughes<ref>Hughes, D. A. (2009). ''Attachment-Focused Parenting: Effective Strategies to Care for Children.'' New York: W. W. Norton & Company.</ref>, gives us a useful way to think about the qualities we bring to every interaction:

* '''Playfulness''' — keeping things light where appropriate; humour and warmth build connection
* '''Acceptance''' — accepting the person as they are, without judgement, even when you don't accept a specific behaviour
* '''Curiosity''' — being genuinely interested in someone's inner world; wondering about them rather than making assumptions
* '''Empathy''' — trying to understand what things feel like from their point of view

PACE was originally developed for children with developmental trauma, but it applies to anyone. It's helpful to think of this as an attitude more than a technique.

=== We focus on strengths, not problems ===

Rather than focusing on what's wrong with someone's life or what they've failed at, we try to identify what's already working, what they're good at, and where they want to go. This is influenced by '''Solution-Focused Brief Therapy (SFBT)'''<ref>Iveson, C., George, E., & Ratner, H. (2012). ''Brief Coaching: A Solution Focused Approach.'' London: Routledge.</ref>'''.''' This is founded on the idea that people have more resources than they realise, and that our job is to help them find and use those.

In practice this means:
* Asking "what's been going better?" rather than always digging into problems
* Helping people notice their own strengths and progress
* Keeping conversations forward-looking where possible — what do you want things to look like?

=== We work through experience, not just words ===

There are broadly three ways people recover from trauma:

{| class="wikitable"
! Type !! What it involves !! Our role?
|-
| '''Top-down''' || Talking therapies — understanding and reprocessing experiences through conversation || This is specialist work, not ours
|-
| '''Tools-based''' || Techniques like breathing exercises, mindfulness, or body-based approaches to calm the nervous system || We can support this, but don't lead it
|-
| '''Bottom-up''' || Having new, positive experiences that gradually rewire how someone sees themselves and the world || '''This is where we work'''
|}

"Bottom-up" means that what people actually '''do and experience''' in our programmes, whether it's the activities, the relationships, or the sense of belonging, can genuinely change things, even without formal therapy. The brain is more adaptable than we used to think (this is called '''neuroplasticity'''). New experiences create new patterns, which means the environment you create matters.

== How it looks in practice ==

=== Don't make things worse ===

The most fundamental rule. Some things that feel routine — like someone feeling pressured, embarrassed in front of others, or like they have no say — can be genuinely harmful for people with trauma histories. Always ask yourself: could the way I'm doing this cause harm?

=== Remember that behaviour has reasons ===

When someone's behaviour is frustrating or confusing, try to stay curious rather than judgemental. They're communicating something. What might it be?

=== Ask "what happened?" not "what's wrong?" ===

This is a real mindset shift. Instead of approaching someone as a problem to be solved, approach them as a person with a history. That history explains a lot. You don't need to know the details — just hold the possibility that there's more to the picture than what you can see.

=== Pay attention to how things feel, not just what you're doing ===

Someone might be receiving the right support on paper but still feel unsafe, judged, or not in control. How the support is delivered — your manner, tone, consistency, and respect — is just as important as the support itself.

=== Work with people, not on them ===

People who've experienced trauma have often had very little control over what happens to them. Giving people genuine choices — about what they do, how they do it, what they need — is itself part of the healing. We aim to be collaborative partners, not people who "fix" others.

== What trauma-informed practice is NOT ==

It's easy to over-complicate this, so it's worth being clear about what we're not asking you to do:

; You don't need to be a therapist
: This isn't about providing counselling or clinical support. If someone needs that, we help connect them to the right services. Your role is to create a safe, consistent, supportive environment rather than to process their trauma with them.

; There's no single script or checklist
: Being trauma-informed isn't a protocol you follow step by step. It's a way of thinking and relating that you apply using your judgement in each situation. People are different, and what feels safe or supportive varies.

== Things you can do from day one ==

* '''Make your space feel welcoming''' — think about how the environment looks and feels, not just what you're doing in it
* '''Ask before you act''' — consent and choice matter; always offer options where you can
* '''Be consistent''' — showing up the same way, being reliable, doing what you say you'll do; this builds trust more than almost anything else
* '''Watch your language''' — avoid anything that sounds blaming, shaming, or like you're judging someone's character; focus on behaviour and circumstances instead
* '''Be patient with yourself too''' — this is a way of working that deepens over time; you don't need to have it all figured out immediately

Trauma-Informed Practice Quick Guide

2026-04-10T08:26:05Z

Seymour Jacklin: /* What our approach looks like in practice */

''This page gives you a quick, practical overview of trauma-informed practice at Handcrafted — what it means, why we do it, and how it shapes your day-to-day work. You don't need a clinical background to understand or apply it.''

== What does "trauma-informed" actually mean? ==

Being trauma-informed simply means being aware that many of the people we support have had difficult or harmful experiences in their lives and that those experiences shape how they think, feel and behave, often in ways that aren't immediately obvious.

It doesn't mean you need to know someone's full history, ask probing questions, or provide therapy. It means you approach every interaction with the understanding that there might be more going on beneath the surface, and how you show up (your tone, your consistency, your patience) is important.

At Handcrafted, we work in community support, not clinical care. Our job isn't to process or treat trauma. It's to create the kind of safe, trusting environment where people can begin to feel stable and where, over time, real change becomes possible.

=== Remeber ===

'''All behaviour is communication.'''

When someone is difficult, withdrawn, angry, or inconsistent, try asking yourself: ''what might this be telling me about how they're feeling, rather than what kind of person they are?''

== How trauma affects people ==

Trauma, whether from childhood, relationships, or life events, affects how people feel emotionally, but it also shapes the brain and nervous system in lasting ways. This means that:

* Reactions that seem disproportionate or hard to understand often make complete sense in light of someone's past
* Behaviours that look like "bad attitude", stubbornness, or lack of motivation are frequently coping mechanisms — ways of staying safe that developed for good reasons
* People may find it hard to trust, to regulate their emotions, or to believe that things can be different

Adverse Childhood Experiences (ACEs) — things like abuse, neglect, domestic violence, or parental substance use during childhood — are one well-known source of this kind of lasting impact. But trauma can come from many places, and its effects vary enormously from person to person. We never assume we know exactly how someone's history affects them.

== Trauma informed models ==

Handcrafted's approach draws on a few different frameworks. You don't need to memorise these, but it helps to know where our thinking comes from.

=== We focus on the foundations first ===

A model called the '''Therapeutic Needs Hierarchy''' (Golden, 2015<ref>https://kimsgolding.co.uk/resources/models/meeting-the-therapeutic-needs-of-traumatized-children/</ref>) describes what people need in order to recover from trauma — and it works like a pyramid. The base layers have to be in place before anything else is possible:

# Feeling safe
# Being able to regulate emotions (calm down, not feel overwhelmed)
# Experiencing consistent, supportive relationships
# Building resilience and connection to a community

Only once those foundations are in place can deeper work of processing trauma begin. That deeper work is for specialist therapists, not us. But we work on the foundations by helping individuals feel safe, seen, and steady.

=== How we relate to people: PACE ===

The '''PACE model,''' developed by psychologist Dan Hughes<ref>Hughes, D. A. (2009). ''Attachment-Focused Parenting: Effective Strategies to Care for Children.'' New York: W. W. Norton & Company.</ref>, gives us a useful way to think about the qualities we bring to every interaction:

* '''Playfulness''' — keeping things light where appropriate; humour and warmth build connection
* '''Acceptance''' — accepting the person as they are, without judgement, even when you don't accept a specific behaviour
* '''Curiosity''' — being genuinely interested in someone's inner world; wondering about them rather than making assumptions
* '''Empathy''' — trying to understand what things feel like from their point of view

PACE was originally developed for children with developmental trauma, but it applies to anyone. It's helpful to think of this as an attitude more than a technique.

=== We focus on strengths, not problems ===

Rather than focusing on what's wrong with someone's life or what they've failed at, we try to identify what's already working, what they're good at, and where they want to go. This is influenced by '''Solution-Focused Brief Therapy (SFBT)'''<ref>Iveson, C., George, E., & Ratner, H. (2012). ''Brief Coaching: A Solution Focused Approach.'' London: Routledge.</ref>'''.''' This is founded on the idea that people have more resources than they realise, and that our job is to help them find and use those.

In practice this means:
* Asking "what's been going better?" rather than always digging into problems
* Helping people notice their own strengths and progress
* Keeping conversations forward-looking where possible — what do you want things to look like?

=== We work through experience, not just words ===

There are broadly three ways people recover from trauma:

{| class="wikitable"
! Type !! What it involves !! Our role?
|-
| '''Top-down''' || Talking therapies — understanding and reprocessing experiences through conversation || This is specialist work, not ours
|-
| '''Tools-based''' || Techniques like breathing exercises, mindfulness, or body-based approaches to calm the nervous system || We can support this, but don't lead it
|-
| '''Bottom-up''' || Having new, positive experiences that gradually rewire how someone sees themselves and the world || '''This is where we work'''
|}

"Bottom-up" means that what people actually '''do and experience''' in our programmes, whether it's the activities, the relationships, or the sense of belonging, can genuinely change things, even without formal therapy. The brain is more adaptable than we used to think (this is called '''neuroplasticity'''). New experiences create new patterns, which means the environment you create matters.

== How it looks in practice ==

=== Don't make things worse ===

The most fundamental rule. Some things that feel routine — like someone feeling pressured, embarrassed in front of others, or like they have no say — can be genuinely harmful for people with trauma histories. Always ask yourself: could the way I'm doing this cause harm?

=== Remember that behaviour has reasons ===

When someone's behaviour is frustrating or confusing, try to stay curious rather than judgemental. They're communicating something. What might it be?

=== Ask "what happened?" not "what's wrong?" ===

This is a real mindset shift. Instead of approaching someone as a problem to be solved, approach them as a person with a history. That history explains a lot. You don't need to know the details — just hold the possibility that there's more to the picture than what you can see.

=== Pay attention to how things feel, not just what you're doing ===

Someone might be receiving the right support on paper but still feel unsafe, judged, or not in control. How the support is delivered — your manner, tone, consistency, and respect — is just as important as the support itself.

=== Work with people, not on them ===

People who've experienced trauma have often had very little control over what happens to them. Giving people genuine choices — about what they do, how they do it, what they need — is itself part of the healing. We aim to be collaborative partners, not people who "fix" others.

== What trauma-informed practice is NOT ==

It's easy to over-complicate this, so it's worth being clear about what we're not asking you to do:

; You don't need to be a therapist
: This isn't about providing counselling or clinical support. If someone needs that, we help connect them to the right services. Your role is to create a safe, consistent, supportive environment rather than to process their trauma with them.

; There's no single script or checklist
: Being trauma-informed isn't a protocol you follow step by step. It's a way of thinking and relating that you apply using your judgement in each situation. People are different, and what feels safe or supportive varies.

== Things you can do from day one ==

* '''Make your space feel welcoming''' — think about how the environment looks and feels, not just what you're doing in it
* '''Ask before you act''' — consent and choice matter; always offer options where you can
* '''Be consistent''' — showing up the same way, being reliable, doing what you say you'll do; this builds trust more than almost anything else
* '''Watch your language''' — avoid anything that sounds blaming, shaming, or like you're judging someone's character; focus on behaviour and circumstances instead
* '''Be patient with yourself too''' — this is a way of working that deepens over time; you don't need to have it all figured out immediately

Trauma-Informed Practice Quick Guide

2026-04-10T08:24:11Z

Seymour Jacklin: edits for flow and readability

''This page gives you a quick, practical overview of trauma-informed practice at Handcrafted — what it means, why we do it, and how it shapes your day-to-day work. You don't need a clinical background to understand or apply it.''

== What does "trauma-informed" actually mean? ==

Being trauma-informed simply means being aware that many of the people we support have had difficult or harmful experiences in their lives and that those experiences shape how they think, feel and behave, often in ways that aren't immediately obvious.

It doesn't mean you need to know someone's full history, ask probing questions, or provide therapy. It means you approach every interaction with the understanding that there might be more going on beneath the surface, and how you show up (your tone, your consistency, your patience) is important.

At Handcrafted, we work in community support, not clinical care. Our job isn't to process or treat trauma. It's to create the kind of safe, trusting environment where people can begin to feel stable and where, over time, real change becomes possible.

=== Remeber ===

'''All behaviour is communication.'''

When someone is difficult, withdrawn, angry, or inconsistent, try asking yourself: ''what might this be telling me about how they're feeling, rather than what kind of person they are?''

== Why this matters: how trauma affects people ==

Trauma, whether from childhood, relationships, or life events, affects how people feel emotionally, but it also shapes the brain and nervous system in lasting ways. This means that:

* Reactions that seem disproportionate or hard to understand often make complete sense in light of someone's past
* Behaviours that look like "bad attitude", stubbornness, or lack of motivation are frequently coping mechanisms — ways of staying safe that developed for good reasons
* People may find it hard to trust, to regulate their emotions, or to believe that things can be different

Adverse Childhood Experiences (ACEs) — things like abuse, neglect, domestic violence, or parental substance use during childhood — are one well-known source of this kind of lasting impact. But trauma can come from many places, and its effects vary enormously from person to person. We never assume we know exactly how someone's history affects them.

== What our approach looks like in practice ==

Handcrafted's approach draws on a few different frameworks. You don't need to memorise these, but it helps to know where our thinking comes from.

=== We focus on the foundations first ===

A model called the '''Therapeutic Needs Hierarchy''' (Golden, 2015<ref>https://kimsgolding.co.uk/resources/models/meeting-the-therapeutic-needs-of-traumatized-children/</ref>) describes what people need in order to recover from trauma — and it works like a pyramid. The base layers have to be in place before anything else is possible:

# Feeling safe
# Being able to regulate emotions (calm down, not feel overwhelmed)
# Experiencing consistent, supportive relationships
# Building resilience and connection to a community

Only once those foundations are in place can deeper work of processing trauma begin. That deeper work is for specialist therapists, not us. But we work on the foundations by helping individuals feel safe, seen, and steady.

=== How we relate to people: PACE ===

The '''PACE model,''' developed by psychologist Dan Hughes<ref>Hughes, D. A. (2009). ''Attachment-Focused Parenting: Effective Strategies to Care for Children.'' New York: W. W. Norton & Company.</ref>, gives us a useful way to think about the qualities we bring to every interaction:

* '''Playfulness''' — keeping things light where appropriate; humour and warmth build connection
* '''Acceptance''' — accepting the person as they are, without judgement, even when you don't accept a specific behaviour
* '''Curiosity''' — being genuinely interested in someone's inner world; wondering about them rather than making assumptions
* '''Empathy''' — trying to understand what things feel like from their point of view

PACE was originally developed for children with developmental trauma, but it applies to anyone. It's helpful to think of this as an attitude more than a technique.

=== We focus on strengths, not problems ===

Rather than focusing on what's wrong with someone's life or what they've failed at, we try to identify what's already working, what they're good at, and where they want to go. This is influenced by '''Solution-Focused Brief Therapy (SFBT)'''<ref>Iveson, C., George, E., & Ratner, H. (2012). ''Brief Coaching: A Solution Focused Approach.'' London: Routledge.</ref>'''.''' This is founded on the idea that people have more resources than they realise, and that our job is to help them find and use those.

In practice this means:
* Asking "what's been going better?" rather than always digging into problems
* Helping people notice their own strengths and progress
* Keeping conversations forward-looking where possible — what do you want things to look like?

=== We work through experience, not just words ===

There are broadly three ways people recover from trauma:

{| class="wikitable"
! Type !! What it involves !! Our role?
|-
| '''Top-down''' || Talking therapies — understanding and reprocessing experiences through conversation || This is specialist work, not ours
|-
| '''Tools-based''' || Techniques like breathing exercises, mindfulness, or body-based approaches to calm the nervous system || We can support this, but don't lead it
|-
| '''Bottom-up''' || Having new, positive experiences that gradually rewire how someone sees themselves and the world || '''This is where we work'''
|}

"Bottom-up" means that what people actually '''do and experience''' in our programmes, whether it's the activities, the relationships, or the sense of belonging, can genuinely change things, even without formal therapy. The brain is more adaptable than we used to think (this is called '''neuroplasticity'''). New experiences create new patterns, which means the environment you create matters.

== How it looks in practice ==

=== Don't make things worse ===

The most fundamental rule. Some things that feel routine — like someone feeling pressured, embarrassed in front of others, or like they have no say — can be genuinely harmful for people with trauma histories. Always ask yourself: could the way I'm doing this cause harm?

=== Remember that behaviour has reasons ===

When someone's behaviour is frustrating or confusing, try to stay curious rather than judgemental. They're communicating something. What might it be?

=== Ask "what happened?" not "what's wrong?" ===

This is a real mindset shift. Instead of approaching someone as a problem to be solved, approach them as a person with a history. That history explains a lot. You don't need to know the details — just hold the possibility that there's more to the picture than what you can see.

=== Pay attention to how things feel, not just what you're doing ===

Someone might be receiving the right support on paper but still feel unsafe, judged, or not in control. How the support is delivered — your manner, tone, consistency, and respect — is just as important as the support itself.

=== Work with people, not on them ===

People who've experienced trauma have often had very little control over what happens to them. Giving people genuine choices — about what they do, how they do it, what they need — is itself part of the healing. We aim to be collaborative partners, not people who "fix" others.

== What trauma-informed practice is NOT ==

It's easy to over-complicate this, so it's worth being clear about what we're not asking you to do:

; You don't need to be a therapist
: This isn't about providing counselling or clinical support. If someone needs that, we help connect them to the right services. Your role is to create a safe, consistent, supportive environment rather than to process their trauma with them.

; There's no single script or checklist
: Being trauma-informed isn't a protocol you follow step by step. It's a way of thinking and relating that you apply using your judgement in each situation. People are different, and what feels safe or supportive varies.

== Things you can do from day one ==

* '''Make your space feel welcoming''' — think about how the environment looks and feels, not just what you're doing in it
* '''Ask before you act''' — consent and choice matter; always offer options where you can
* '''Be consistent''' — showing up the same way, being reliable, doing what you say you'll do; this builds trust more than almost anything else
* '''Watch your language''' — avoid anything that sounds blaming, shaming, or like you're judging someone's character; focus on behaviour and circumstances instead
* '''Be patient with yourself too''' — this is a way of working that deepens over time; you don't need to have it all figured out immediately

Trauma-Informed Practice Quick Guide

2026-04-10T08:07:53Z

Seymour Jacklin: New revised guide uploaded with more detail

''This page gives you a quick, practical overview of trauma-informed practice at Handcrafted — what it means, why we do it, and how it shapes your day-to-day work. You don't need a clinical background to understand or apply it.''

== What does "trauma-informed" actually mean? ==

Being trauma-informed simply means being aware that many of the people we support have had difficult or harmful experiences in their lives — and that those experiences shape how they think, feel and behave, often in ways that aren't immediately obvious.

It doesn't mean you need to know someone's full history, ask probing questions, or provide therapy. It means you approach every interaction with the understanding that there might be more going on beneath the surface, and that the way you show up — your tone, your consistency, your patience — really matters.

At Handcrafted, we work in community support, not clinical care. Our job isn't to process or treat trauma. It's to create the kind of safe, trusting environment where people can begin to feel stable — and where, over time, real change becomes possible.

=== One big idea to hold onto ===

'''All behaviour is communication.'''

When someone is difficult, withdrawn, angry, or inconsistent, try asking yourself: ''what might this be telling me about how they're feeling, rather than what kind of person they are?'' That shift in perspective is at the heart of everything we do.

== Why this matters: how trauma affects people ==

Trauma — whether from childhood, relationships, or life events — doesn't just affect how people feel emotionally. It shapes the brain and nervous system in lasting ways. This means that:

* Reactions that seem disproportionate or hard to understand often make complete sense in light of someone's past
* Behaviours that look like "bad attitude", stubbornness, or lack of motivation are frequently coping mechanisms — ways of staying safe that developed for good reasons
* People may find it hard to trust, to regulate their emotions, or to believe that things can be different

Adverse Childhood Experiences (ACEs) — things like abuse, neglect, domestic violence, or parental substance use during childhood — are one well-known source of this kind of lasting impact. But trauma can come from many places, and its effects vary enormously from person to person. We never assume we know exactly how someone's history affects them.

== What our approach looks like in practice ==

Handcrafted's approach draws on a few different frameworks. You don't need to memorise these, but it helps to know where our thinking comes from.

=== We focus on the foundations first ===

A model called the '''Therapeutic Needs Hierarchy''' (Golden, 2015) describes what people need in order to recover from trauma — and it works like a pyramid. The base layers have to be in place before anything else is possible:

# Feeling safe
# Being able to regulate emotions (calm down, not feel overwhelmed)
# Experiencing consistent, supportive relationships
# Building resilience and connection to a community

Only once those foundations are solid can deeper work — actually processing trauma — begin. That deeper work is for specialist therapists, not us. But '''we are responsible for the foundations'''. When you help someone feel safe, seen, and steady, you're doing something genuinely important.

=== How we relate to people: PACE ===

The '''PACE model''' — developed by psychologist Dan Hughes — gives us a useful way to think about the qualities we bring to every interaction:

* '''Playfulness''' — keeping things light where appropriate; humour and warmth build connection
* '''Acceptance''' — accepting the person as they are, without judgement, even when you don't accept a specific behaviour
* '''Curiosity''' — being genuinely interested in someone's inner world; wondering about them rather than making assumptions
* '''Empathy''' — trying to understand what things feel like from their point of view

PACE was originally developed for children with developmental trauma, but it applies to anyone. Think of it less as a technique and more as an attitude.

=== We focus on strengths, not problems ===

Rather than focusing on what's wrong with someone's life or what they've failed at, we try to identify what's already working, what they're good at, and where they want to go. This is influenced by '''Solution-Focused Brief Therapy (SFBT)''' — the idea that people have more resources than they realise, and that our job is to help them find and use those.

In practice this means:
* Asking "what's been going better?" rather than always digging into problems
* Helping people notice their own strengths and progress
* Keeping conversations forward-looking where possible — what do you want things to look like?

=== We work through experience, not just words ===

There are broadly three ways people recover from trauma:

{| class="wikitable"
! Type !! What it involves !! Our role?
|-
| '''Top-down''' || Talking therapies — understanding and reprocessing experiences through conversation || This is specialist work, not ours
|-
| '''Tools-based''' || Techniques like breathing exercises, mindfulness, or body-based approaches to calm the nervous system || We can support this, but don't lead it
|-
| '''Bottom-up''' || Having new, positive experiences that gradually rewire how someone sees themselves and the world || '''This is where we work'''
|}

"Bottom-up" means that what people actually '''do and experience''' in our programmes — the activities, the relationships, the sense of belonging — can genuinely change things, even without formal therapy. The brain is more adaptable than we used to think (this is called '''neuroplasticity'''). New experiences create new patterns. That's powerful, and it means the environment you create matters enormously.

== The key principles — what this looks like every day ==

=== Don't make things worse ===

The most fundamental rule. Some things that feel routine — like someone feeling pressured, embarrassed in front of others, or like they have no say — can be genuinely harmful for people with trauma histories. Always ask yourself: could the way I'm doing this cause harm?

=== Remember that behaviour has reasons ===

When someone's behaviour is frustrating or confusing, try to stay curious rather than judgemental. They're communicating something. What might it be?

=== Ask "what happened?" not "what's wrong?" ===

This is a real mindset shift. Instead of approaching someone as a problem to be solved, approach them as a person with a history. That history explains a lot. You don't need to know the details — just hold the possibility that there's more to the picture than what you can see.

=== Pay attention to how things feel, not just what you're doing ===

Someone might be receiving the right support on paper but still feel unsafe, judged, or not in control. How the support is delivered — your manner, tone, consistency, and respect — is just as important as the support itself.

=== Work with people, not on them ===

People who've experienced trauma have often had very little control over what happens to them. Giving people genuine choices — about what they do, how they do it, what they need — is itself part of the healing. We aim to be collaborative partners, not people who "fix" others.

== What trauma-informed practice is NOT ==

It's easy to over-complicate this, so it's worth being clear about what we're not asking you to do:

; You don't need to be a therapist
: This isn't about providing counselling or clinical support. If someone needs that, we help connect them to the right services. Your role is to create a safe, consistent, supportive environment — not to process their trauma with them.

; There's no single script or checklist
: Being trauma-informed isn't a protocol you follow step by step. It's a way of thinking and relating that you apply using your judgement in each situation. People are different, and what feels safe or supportive varies.

== Things you can do from day one ==

* '''Make your space feel welcoming''' — think about how the environment looks and feels, not just what you're doing in it
* '''Ask before you act''' — consent and choice matter; always offer options where you can
* '''Be consistent''' — showing up the same way, being reliable, doing what you say you'll do; this builds trust more than almost anything else
* '''Watch your language''' — avoid anything that sounds blaming, shaming, or like you're judging someone's character; focus on behaviour and circumstances instead
* '''Be patient with yourself too''' — this is a way of working that deepens over time; you don't need to have it all figured out immediately

== Want to know more? ==

* [[Trauma-Informed_Practice|Trauma-Informed Practice (full policy)]]
* [[Safeguarding_Policy|Safeguarding Policy]]

Template:Policies List

2026-04-07T08:17:47Z

Seymour Jacklin:

* [[Leave & Absence Policy]]
* [[Behaviour Management Plan]]
* [[CCTV Review Policy]]
* [[Complaints Policy]]
* [[Confidentiality Policy]]
* [[Conflict of Interest Policy]]
* [[Cyber Policy]]
* [[Data Privacy Notice]]
* [[Equal Opportunities Policy]]
* [[Finance Policy]]
* [[Health and Safety Policy]]
* [[HR Policy]]
* [[Information Advice and Guidance (IAG) Policy]]
* [[Lone Working Policy]]
* [[Missing Child Policy]]
* [[Missing Persons Policy]]
* [[Modern Day Slavery Statement]]
* [[On Call Working Policy]]
* [[Recruitment Policy]]
* [[Safeguarding Children Policy]]
* [[Safeguarding Vulnerable Adults Policy]]
* [[Staff Wellbeing Policy]]
* [[Statement of Purpose: Engage Hub]]
* [[Supported Housing Policy]]
* [[Training Policy]]

Safeguarding Essentials

2026-03-24T14:31:47Z

Seymour Jacklin: /* Record Keeping: */ how to write a good safeguarding note section added

As an employee of Handcrafted, you must familiarise yourself with the safeguarding policies for adults, children and young people. When you join Handcrafted, you will be given training on safeguarding and you will also receive an annual update of your training.

The following brief guide is for quick reference; however, full details are in the [[Safeguarding Children Policy]] and [[Safeguarding Vulnerable Adults Policy]]. Please refer to the original policies for full guidance and you should speak to your line manager or the Safeguarding Officer (Dan Northover) when in doubt about what to do.

== What is Safeguarding? ==

Safeguarding is the process of protecting children, young people, and vulnerable adults from abuse, neglect, and exploitation. At Handcrafted, safeguarding is everyone's responsibility, and all workers are expected to collaborate with statutory authorities and multidisciplinary agencies to ensure the safety and well-being of those we support.
== Key Safeguarding Responsibilities: ==

* '''Duty of Care:''' Every worker at Handcrafted has a duty of care to act if they suspect or become aware of any safeguarding issues. Never assume that someone else will handle it.
* '''Reporting:''' If you suspect abuse or neglect, report it immediately to the Safeguarding Officer, Dan Northover, or the Deputy Safeguarding Officer if Dan is unavailable or involved.
* '''Confidentiality:''' Safeguarding concerns should only be discussed with those directly involved in the response, such as the Safeguarding Officer. Make a written record of your concerns and keep it secure.
== Who is Vulnerable? ==

* '''Children and Young People:''' Anyone under 18 years of age.
* '''Vulnerable Adults:''' Adults over 18 who may be at risk of abuse or neglect due to their circumstances.
== Recognising Safeguarding Issues: ==

* '''Children:''' Signs of abuse or neglect in children can include unexplained injuries, changes in behaviour, withdrawal, or inappropriate relationships.
* '''Adults:''' Vulnerable adults may show signs of physical, sexual, emotional, financial, or institutional abuse. Be aware of indicators such as unexplained injuries, financial discrepancies, or sudden behavioural changes.

=== Types of Abuse: ===
* '''Physical Abuse:''' Injuries that don’t match explanations, or repeated medical issues like infections or fractures.
* '''Emotional Abuse:''' Signs include withdrawal, anxiety, or changes in behaviour.
* '''Sexual Abuse:''' This can involve inappropriate touching, explicit behaviour, or STDs in adults who cannot consent.
* '''Neglect:''' Look for signs of poor hygiene, malnutrition, or lack of access to medical care.
* '''Financial Abuse:''' Discrepancies between financial resources and living conditions.
* '''Institutional Abuse:''' Involves poor care standards in institutions, such as lack of choice over meals or medication misuse.
* '''Exploitation:''' Be aware of issues like criminal exploitation (e.g., County Lines) or modern-day slavery.
== Responding to Safeguarding Concerns: ==

* '''Do Not Investigate:''' Never carry out your own investigation. Report your concerns immediately to the Safeguarding Officer.
* '''Document Everything:''' Record your concerns as soon as possible, including any actions taken, decisions made, and the rationale behind them. Use AirTable to document safeguarding alerts and ensure that the safeguarding lead reviews them. When you are making a contact note, you have the option of flagging a safeguarding concern. This will make sure your note is quickly reviewed by the safeguarding team to see if there is a need for further action. However, it is also your responsibility to make sure the concern is registered at the appropriate level and resolved and you have done what you can to make sure someone is safe.
* '''Seek Support:''' If the Safeguarding Officer is unavailable, contact Social Services or the police directly.
== Important Contacts: ==

{{Safeguarding contacts}}
== Working with Offenders: ==

If someone attending Handcrafted is known to have abused children, appropriate boundaries will be set in consultation with the police to ensure safety. Offenders must adhere to these boundaries, especially during public events hosted by Handcrafted.
== Record Keeping: ==

Personal information, including full name, date of birth, contact details, and medical conditions, should be collected from new service users within an hour of their arrival. Ensure this information is recorded and handled in line with confidentiality policies.
=== Questions to Ask Yourself When Assessing a Situation: ===

* Is a child involved?
* Are there signs of physical, emotional, or sexual abuse, neglect, or exploitation?
* Is there a risk of harm or neglect?
* Has the individual’s vulnerability increased due to recent events?
* Is this part of an ongoing safeguarding concern?
=== What to Include in Your Report: ===

* The nature of the concern and the associated risks.
* Who you discussed it with and the actions taken.
* Update risk assessments as needed and cross-reference with previous notes.
* Attach any supporting evidence.

=== How to make a good safeguarding note ===
A good safeguarding note doesn't need to be long. It needs to be precise, factual, and clear. Here are the key things to get right:

'''Use precise, factual language.''' Avoid euphemisms and vague descriptions. If you need to record something uncomfortable or crude, record it. Saying "they reported a violent incident" is much less useful than "they said someone hit them in the head." Precision matters, and we are pretty unshockable.

'''Quote directly where it matters.''' If there is specific wording that is particularly significant, quote it verbatim. You don't need to reproduce a whole conversation, but accurate direct speech is more reliable and more useful than a paraphrase.

'''Name the relevant people.''' If a social worker, police officer, or other professional is involved, give their name and any relevant details — collar numbers, for instance. If another resident or trainee is involved, initials are fine. For people with no connection to Handcrafted, naming them is appropriate and helpful. If something needs removing, Dan will deal with it — but it's better to include the detail and have it taken out than to omit it.

'''Record what you actually did.''' It's easy to focus entirely on what was disclosed and forget to note your own response. What did you do? What did you say? How did you leave things?

'''Describe how the situation closed.''' By the time you're writing a note, the immediate situation will have resolved in some way. Record how — whether that was calling emergency services, making a plan together, agreeing to meet tomorrow, or something else.

'''State what the risk is.''' Don't just record what happened — articulate what you're concerned might happen. "I'm concerned that they will return to that partner" is far more useful than leaving the risk implicit.

'''Highlight the concern within a longer note.''' If the safeguarding concern sits within a longer contact note, put it in bold so that whoever is reviewing can find it quickly.

'''Be prompt.''' Don't leave it two days. Record the concern in a timely way — especially where a vulnerable person or child has missed an appointment or failed to make contact.

'''Keep it concise.''' Length doesn't equal seriousness. A precise, focused note is more useful than a lengthy one. Zoom in on the relevant facts.

==== Ongoing concerns: ====
if a safeguarding concern is already known and being managed, your note should reflect that. Explain how you've closed off this particular instance — for example, "I am following up on the concern raised last week; no new risks were identified; I will check in again on Thursday." Tick the safeguarding box each time while the concern is active — it links the notes together and makes the ongoing picture visible.

Staff Wellbeing Policy

2026-03-24T14:21:03Z

Seymour Jacklin:

At Handcrafted, we are dedicated to supporting our staff and trainees in line with our Christian ethos and values. We recognise that your mental well-being is especially important given the emotionally demanding and sometimes chaotic nature of our work.

This policy sets out the resources, practices, and support systems in place to help you take care of yourself while continuing to make a difference in the lives of others.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:
{| class="wikitable"
|'''Group or individual responsible for review'''
|'''[[The Human Resources and Welfare Steering Group]]'''
|-
|'''Last review and approval'''
|DRAFT pending Review 24/3/26
|}
----

== 1. Purpose ==
This policy is intended to support the mental health and wellbeing of all paid workers and volunteers at Handcrafted Projects. It sets out the support available, the responsibilities of managers and staff, and the practices we encourage to protect mental health and prevent burnout.

== 2. Scope ==
This policy applies to:

* All paid workers, volunteers, and trustees.
* All areas of Handcrafted's work, including front-line support roles, administrative roles, and leadership.

== 3. Roles and Responsibilities ==
'''3.1 Trustees and Senior Management'''

* Ensure appropriate measures, resources, and support systems are in place to support staff wellbeing.
* Model healthy work-life balance, including the use of annual leave.

'''3.2 Managers'''

* Managers are trained to listen, be accessible, and spot signs of mental health issues in their teams.
* We expect managers to proactively support the well-being of their staff and respond to any concerns that arise.
* Managers are responsible for arranging one or more debriefing meetings after a distressing incident involving members of their team.

'''3.3 All Paid Workers and Volunteers'''

* Take responsibility for their own wellbeing and make use of the support available.
* Support colleagues by maintaining open communication and a culture of trust within teams.
* Report concerns about their own or a colleague's wellbeing to their line manager or a member of the Human Resources and Welfare Steering Group.

'''3.4 The Human Resources and Welfare Steering Group'''

* Monitor staff welfare continuously.
* Identify areas causing stress and collaborate to resolve issues that arise.
* Review the results of the annual staff survey and make adjustments to support systems as needed.
* Act as a point of contact for staff with concerns about their own or a colleague's wellbeing.

== 4. Mental Health Resources ==

=== 4.1 Peer Support Groups ===
* Peer support is one of our main strengths when it comes mental health resources. You will be part of a group specific to your role that meets regularly so that you can share the challenges you are facing. For example, support workers meet monthly to share experiences, discuss challenges, and offer each other advice.
* Open communication and trust within teams are emphasised. We encourage you to lean on one another for support.

=== 4.2 Staff Training ===
* You will be invited to participate in training sessions held throughout the year covering topics such as stress management, time management, and burnout awareness. These sessions aim to equip you with the tools to manage stress proactively and recognise early signs of burnout. Recorded versions are also made available online if you need a refresher.
* De-escalation and aggression management training are also part of regular training at Handcrafted. They are designed to help you handle potentially threatening situations with confidence and reduce the emotional toll they cause.

=== 4.3 Counselling and Debriefing ===
* If you experience a traumatic event at work, you can request a referral for counselling through our operational director, John Hinton. We partner with organisations like Red Kite to provide professional mental health support.
* We also conduct debriefs following particularly challenging incidents to ensure everyone involved receives the support they need. This is the responsibility of area managers: to arrange one or more debriefing meetings after a distressing incident.

=== 4.4 Workplace Health Plans ===
* Every employee has the option to create a personalised Workplace Health Plan. This plan can address ongoing issues, such as mental health diagnoses or specific work preferences, and can include adjustments to work schedules or conditions to better support your well-being. Just ask your line manager if you would like to find out more.

=== 4.5 The Human Resources and Welfare Steering Group ===
* Our [[Human Resources and Welfare Steering Group]] monitors staff welfare continuously. They work to identify areas causing stress and collaborate to resolve any issues that arise.
* You can reach out to any member of this group if you have a concern about your own or a colleague's wellbeing at work and they will be able to suggest options or take any concerns forward if it would be helpful to do so.

== 5. Seeking Help When Overwhelmed ==

'''5.1 Contacting Your Line Manager'''

* If you feel overwhelmed or stressed, your first point of contact should be your line manager. We strive to ensure that all managers are approachable and that any conversations regarding mental health are treated with complete confidentiality.
* If the issue involves your line manager, you can escalate your concerns to their supervisor or reach out to higher levels of management for support.

'''5.2 Sickness and Leave'''

* If stress or burnout becomes unmanageable, we encourage you to see your GP and follow our normal sickness procedure.

== 6. Preventative Measures and Daily Practices ==

'''6.1 Downtime and Team Time'''

* We recognise the importance of downtime. Every Wednesday morning is designated as a time for team bonding, catch-up, and training. This break in the workweek acts as a "pressure valve" where you can grow connections with colleagues and recharge.

'''6.2 Work-Life Balance and Boundary Setting'''

* Maintaining boundaries between work and personal life is essential, especially in emotionally demanding roles. As part of your induction, you will receive guidance on setting boundaries with clients and managing your workload.
* We give you the option of having a separate work phone to ensure you can disconnect from work during off-hours. Additionally, we have an on-call system to manage crises, so you shouldn't be disturbed outside of your designated hours.

'''6.3 Using Annual Leave'''

* We strongly encourage you to use your annual leave and completely disconnect from work during that time. This practice is modelled by our leadership team and is essential for your mental health and effectiveness at work.

== 7. Continuous Improvement and Feedback ==

'''7.1 Annual Staff Survey'''

* We take your feedback seriously. Our annual staff survey, which includes a burnout questionnaire, helps us assess the overall well-being of our team. The results are reviewed by the Human Resources and Welfare Steering Group, and we make adjustments as needed to improve our support systems.

----

Staff Wellbeing Policy

2026-03-24T14:10:09Z

Seymour Jacklin: New policy draft

At Handcrafted, we are dedicated to supporting our staff and trainees in line with our Christian ethos and values. We recognise that your mental well-being is especially important given the emotionally demanding and sometimes chaotic nature of our work. Your well-being is crucial for your health and the effectiveness of the work we do with those in need.

This policy sets out the resources, practices, and support systems in place to help you take care of yourself while continuing to make a difference in the lives of others.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:
{| class="wikitable"
|'''Group or individual responsible for review'''
|'''[[The Human Resources and Welfare Steering Group]]'''
|-
|'''Last review and approval'''
|DRAFT pending Review 24/3/26
|}
----

== 1. Purpose ==
This policy is intended to support the mental health and wellbeing of all paid workers and volunteers at Handcrafted Projects. It sets out the support available, the responsibilities of managers and staff, and the practices we encourage to protect mental health and prevent burnout.

== 2. Scope ==
This policy applies to:

* All paid workers, volunteers, and trustees.
* All areas of Handcrafted's work, including front-line support roles, administrative roles, and leadership.

== 3. Roles and Responsibilities ==
'''3.1 Trustees and Senior Management'''

* Ensure appropriate measures, resources, and support systems are in place to support staff wellbeing.
* Model healthy work-life balance, including the use of annual leave.

'''3.2 Managers'''

* Managers are trained to listen, be accessible, and spot signs of mental health issues in their teams.
* We expect managers to proactively support the well-being of their staff and respond to any concerns that arise.
* Managers are responsible for arranging one or more debriefing meetings after a distressing incident involving members of their team.

'''3.3 All Paid Workers and Volunteers'''

* Take responsibility for their own wellbeing and make use of the support available.
* Support colleagues by maintaining open communication and a culture of trust within teams.
* Report concerns about their own or a colleague's wellbeing to their line manager or a member of the Human Resources and Welfare Steering Group.

'''3.4 The Human Resources and Welfare Steering Group'''

* Monitor staff welfare continuously.
* Identify areas causing stress and collaborate to resolve issues that arise.
* Review the results of the annual staff survey and make adjustments to support systems as needed.
* Act as a point of contact for staff with concerns about their own or a colleague's wellbeing.

== 4. Mental Health Resources ==

=== 4.1 Peer Support Groups ===
* Peer support is a cornerstone of our mental health resources. You will be part of a group specific to your role that meets regularly so that you can share the challenges you are facing. For example, support workers meet monthly to share experiences, discuss challenges, and offer each other advice.
* Open communication and trust within teams are emphasised. We encourage you to lean on one another for support.

=== 4.2 Staff Training ===
* You will participate in training sessions held throughout the year covering topics such as stress management, time management, and burnout awareness. These sessions aim to equip you with the tools to manage stress proactively and recognise early signs of burnout. Recorded versions are also made available online if you need a refresher.
* De-escalation and aggression management training are also part of regular training at Handcrafted. This is designed to help you handle potentially threatening situations with confidence and reduce the emotional toll of such situations.

=== 4.3 Counselling and Debriefing ===
* If you experience a traumatic event at work, you can request a referral for counselling through our operational director, John Hinton. We partner with organisations like Red Kite to provide professional mental health support.
* We also conduct debriefs following particularly challenging incidents to ensure everyone involved receives the support they need. This is the responsibility of area managers: to arrange one or more debriefing meetings after a distressing incident.

=== 4.4 Workplace Health Plans ===
* Every employee has the option to create a personalised Workplace Health Plan. This plan can address ongoing issues, such as mental health diagnoses or specific work preferences, and can include adjustments to work schedules or conditions to better support your well-being. Just ask your line manager if you would like to find out more.

=== 4.5 The Human Resources and Welfare Steering Group ===
* Our Human Resources and Welfare Steering Group monitors staff welfare continuously. They work to identify areas causing stress and collaborate to resolve any issues that arise.
* You can reach out to any member of this group if you have a concern about your own or a colleague's wellbeing at work and they will be able to suggest options or take any concerns forward if it would be helpful to do so.

== 5. Seeking Help When Overwhelmed ==

'''5.1 Contacting Your Line Manager'''

* If you feel overwhelmed or stressed, your first point of contact should be your line manager. We strive to ensure that all managers are approachable and that any conversations regarding mental health are treated with complete confidentiality.
* If the issue involves your line manager, you can escalate your concerns to their supervisor. We maintain a flat hierarchy, making it easier for you to reach out to higher levels of management for support.

'''5.2 Sickness and Leave'''

* If stress or burnout becomes unmanageable, we encourage you to see your GP and follow our normal sickness procedure.

== 6. Preventative Measures and Daily Practices ==

'''6.1 Downtime and Team Time'''

* We recognise the importance of downtime. Every Wednesday morning is designated as a time for team bonding, catch-up, and training. This break in the workweek acts as a "pressure valve" where you can grow connections with colleagues and recharge.

'''6.2 Work-Life Balance and Boundary Setting'''

* Maintaining boundaries between work and personal life is essential, especially in emotionally demanding roles. As part of your induction, you will receive guidance on setting boundaries with clients and managing your workload.
* We give you the option of having a separate work phone to ensure you can disconnect from work during off-hours. Additionally, we have an on-call system to manage crises, so you shouldn't be disturbed outside of your designated hours.

'''6.3 Using Annual Leave'''

* We strongly encourage you to use your annual leave and completely disconnect from work during that time. This practice is modelled by our leadership team and is essential for your mental health and effectiveness at work.

== 7. Continuous Improvement and Feedback ==

'''7.1 Annual Staff Survey'''

* We take your feedback seriously. Our annual staff survey, which includes a burnout questionnaire, helps us assess the overall well-being of our team. The results are reviewed by the Human Resources and Welfare Steering Group, and we make adjustments as needed to improve our support systems.

----

Staff Wellbeing Policy

2026-03-24T14:06:08Z

Seymour Jacklin: Created page with "At Handcrafted, we are dedicated to supporting our staff and trainees in line with our Christian ethos and values. We recognise that your mental well-being is especially important given the emotionally demanding and sometimes chaotic nature of our work. Your well-being is crucial for your health and the effectiveness of the work we do with those in need. This policy sets out the resources, practices, and support systems in place to help you take care of yourself while c..."

At Handcrafted, we are dedicated to supporting our staff and trainees in line with our Christian ethos and values. We recognise that your mental well-being is especially important given the emotionally demanding and sometimes chaotic nature of our work. Your well-being is crucial for your health and the effectiveness of the work we do with those in need.

This policy sets out the resources, practices, and support systems in place to help you take care of yourself while continuing to make a difference in the lives of others.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:
{| class="wikitable"
|'''Group or individual responsible for review'''
|'''The Human Resources and Welfare Steering Group'''
|-
|'''Last review and approval'''
|DRAFT pending Review 24/3/26
|}
----

> '''Remember: You can't pour from an empty cup. Taking time for yourself will ultimately make you a better, more effective worker. Don't hesitate to reach out for help—it's a sign of strength, not weakness.'''

== 1. Purpose ==
This policy is intended to support the mental health and wellbeing of all paid workers and volunteers at Handcrafted Projects. It sets out the support available, the responsibilities of managers and staff, and the practices we encourage to protect mental health and prevent burnout.

== 2. Scope ==
This policy applies to:

* All paid workers, volunteers, and trustees.
* All areas of Handcrafted Projects' work, including front-line support roles, administrative roles, and leadership.

== 3. Roles and Responsibilities ==
'''3.1 Trustees and Senior Management'''

* Ensure appropriate measures, resources, and support systems are in place to support staff wellbeing.
* Model healthy work-life balance, including the use of annual leave.

'''3.2 Managers'''

* Managers are trained to listen, be accessible, and spot signs of mental health issues in their teams.
* We expect managers to proactively support the well-being of their staff and respond to any concerns that arise.
* Managers are responsible for arranging one or more debriefing meetings after a distressing incident involving members of their team.

'''3.3 All Paid Workers and Volunteers'''

* Take responsibility for their own wellbeing and make use of the support available.
* Support colleagues by maintaining open communication and a culture of trust within teams.
* Report concerns about their own or a colleague's wellbeing to their line manager or a member of the Human Resources and Welfare Steering Group.

'''3.4 The Human Resources and Welfare Steering Group'''

* Monitor staff welfare continuously.
* Identify areas causing stress and collaborate to resolve issues that arise.
* Review the results of the annual staff survey and make adjustments to support systems as needed.
* Act as a point of contact for staff with concerns about their own or a colleague's wellbeing.

== 4. Mental Health Resources ==

=== 4.1 Peer Support Groups ===
* Peer support is a cornerstone of our mental health resources. You will be part of a group specific to your role that meets regularly so that you can share the challenges you are facing. For example, support workers meet monthly to share experiences, discuss challenges, and offer each other advice.
* Open communication and trust within teams are emphasised. We encourage you to lean on one another for support.

=== 4.2 Staff Training ===
* You will participate in training sessions held throughout the year covering topics such as stress management, time management, and burnout awareness. These sessions aim to equip you with the tools to manage stress proactively and recognise early signs of burnout. Recorded versions are also made available online if you need a refresher.
* De-escalation and aggression management training are also part of regular training at Handcrafted. This is designed to help you handle potentially threatening situations with confidence and reduce the emotional toll of such situations.

=== 4.3 Counselling and Debriefing ===
* If you experience a traumatic event at work, you can request a referral for counselling through our operational director, John Hinton. We partner with organisations like Red Kite to provide professional mental health support.
* We also conduct debriefs following particularly challenging incidents to ensure everyone involved receives the support they need. This is the responsibility of area managers: to arrange one or more debriefing meetings after a distressing incident.

=== 4.4 Workplace Health Plans ===
* Every employee has the option to create a personalised Workplace Health Plan. This plan can address ongoing issues, such as mental health diagnoses or specific work preferences, and can include adjustments to work schedules or conditions to better support your well-being. Just ask your line manager if you would like to find out more.

=== 4.5 The Human Resources and Welfare Steering Group ===
* Our Human Resources and Welfare Steering Group monitors staff welfare continuously. They work to identify areas causing stress and collaborate to resolve any issues that arise.
* You can reach out to any member of this group if you have a concern about your own or a colleague's wellbeing at work and they will be able to suggest options or take any concerns forward if it would be helpful to do so.

== 5. Seeking Help When Overwhelmed ==

'''5.1 Contacting Your Line Manager'''

* If you feel overwhelmed or stressed, your first point of contact should be your line manager. We strive to ensure that all managers are approachable and that any conversations regarding mental health are treated with complete confidentiality.
* If the issue involves your line manager, you can escalate your concerns to their supervisor. We maintain a flat hierarchy, making it easier for you to reach out to higher levels of management for support.

'''5.2 Sickness and Leave'''

* If stress or burnout becomes unmanageable, we encourage you to see your GP and follow our normal sickness procedure.

== 6. Preventative Measures and Daily Practices ==

'''6.1 Downtime and Team Time'''

* We recognise the importance of downtime. Every Wednesday morning is designated as a time for team bonding, catch-up, and training. This break in the workweek acts as a "pressure valve" where you can grow connections with colleagues and recharge.

'''6.2 Work-Life Balance and Boundary Setting'''

* Maintaining boundaries between work and personal life is essential, especially in emotionally demanding roles. As part of your induction, you will receive guidance on setting boundaries with clients and managing your workload.
* We give you the option of having a separate work phone to ensure you can disconnect from work during off-hours. Additionally, we have an on-call system to manage crises, so you shouldn't be disturbed outside of your designated hours.

'''6.3 Using Annual Leave'''

* We strongly encourage you to use your annual leave and completely disconnect from work during that time. This practice is modelled by our leadership team and is essential for your mental health and effectiveness at work.

== 7. Continuous Improvement and Feedback ==

'''7.1 Annual Staff Survey'''

* We take your feedback seriously. Our annual staff survey, which includes a burnout questionnaire, helps us assess the overall well-being of our team. The results are reviewed by the Human Resources and Welfare Steering Group, and we make adjustments as needed to improve our support systems.

----
> '''Taking care of your mental health is not just important—it's essential for you to continue the vital work you do. It's easy to become overwhelmed by the endless demands of our work, but remember you are finite, and if you burn out, you won't be able to help others effectively. Prioritise self-care, set boundaries, and seek support when needed. Take care of yourself and you can then continue to make a positive impact in the lives of those we serve.'''

----
> '''Celebrate the small victories in your work. Even small progress can have a significant impact on the lives of those you help, and acknowledging these moments can sustain your motivation.'''

HR Policy

2026-03-24T13:56:16Z

Seymour Jacklin: formatting

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.
This policy should be read in conjunction with the following associated policies and guides:

* [[Absence Management Policy]]
* [[Cyber Policy]]
* [[Recruitment Policy]]
* [[On Call Working Policy]]

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Absence management''' ==
Please refer to the [[Absence Management Policy]].

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

Template:Policies List

2026-03-24T13:54:27Z

Seymour Jacklin:

* [[Absence Management Policy]]
* [[Behaviour Management Plan]]
* [[CCTV Review Policy]]
* [[Complaints Policy]]
* [[Confidentiality Policy]]
* [[Conflict of Interest Policy]]
* [[Cyber Policy]]
* [[Data Privacy Notice]]
* [[Equal Opportunities Policy]]
* [[Finance Policy]]
* [[Health and Safety Policy]]
* [[HR Policy]]
* [[Information Advice and Guidance (IAG) Policy]]
* [[Lone Working Policy]]
* [[Missing Child Policy]]
* [[Missing Persons Policy]]
* [[Modern Day Slavery Statement]]
* [[On Call Working Policy]]
* [[Recruitment Policy]]
* [[Safeguarding Children Policy]]
* [[Safeguarding Vulnerable Adults Policy]]
* [[Staff Wellbeing Policy]]
* [[Statement of Purpose: Engage Hub]]
* [[Supported Housing Policy]]
* [[Training Policy]]

HR & Wellbeing Policy

2026-03-24T13:52:28Z

Seymour Jacklin:

=== '''Please note this poilcy has been superseded and split out into [[HR Policy]] and [[Staff Wellbeing Policy]]''' ===
{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.
This policy should be read in conjunction with the following associated policies and guides:

[[Absence Management Policy]]

[[Cyber Policy]]

[[Recruitment Policy]]

[[On Call Working Policy]]

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Absence management''' ==
Please refer to the [[Absence Management Policy]].

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

HR & Wellbeing Policy

2026-03-24T13:52:03Z

Seymour Jacklin: policy superseded and removed

Please note this poilcy has been superseded and split out into [[HR Policy]] and [[Staff Wellbeing Policy]]
{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.
This policy should be read in conjunction with the following associated policies and guides:

[[Absence Management Policy]]

[[Cyber Policy]]

[[Recruitment Policy]]

[[On Call Working Policy]]

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Absence management''' ==
Please refer to the [[Absence Management Policy]].

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

HR Policy

2026-03-24T13:50:32Z

Seymour Jacklin: split out from HR and Wellbeing Policy

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.
This policy should be read in conjunction with the following associated policies and guides:

[[Absence Management Policy]]

[[Cyber Policy]]

[[Recruitment Policy]]

[[On Call Working Policy]]

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Absence management''' ==
Please refer to the [[Absence Management Policy]].

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

HR & Wellbeing Policy

2026-03-24T13:48:20Z

Seymour Jacklin: /* Overview */

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.
This policy should be read in conjunction with the following associated policies and guides:

[[Absence Management Policy]]

[[Cyber Policy]]

[[Recruitment Policy]]

[[On Call Working Policy]]

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Absence management''' ==
Please refer to the [[Absence Management Policy]].

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

Template:Policies List

2026-03-24T13:16:26Z

Seymour Jacklin:

* [[Absence Management Policy]]
* [[Behaviour Management Plan]]
* [[CCTV Review Policy]]
* [[Complaints Policy]]
* [[Confidentiality Policy]]
* [[Conflict of Interest Policy]]
* [[Cyber Policy]]
* [[Data Privacy Notice]]
* [[Equal Opportunities Policy]]
* [[Finance Policy]]
* [[Health and Safety Policy]]
* [[HR & Wellbeing Policy]]
* [[Information Advice and Guidance (IAG) Policy]]
* [[Lone Working Policy]]
* [[Missing Child Policy]]
* [[Missing Persons Policy]]
* [[Modern Day Slavery Statement]]
* [[On Call Working Policy]]
* [[Recruitment Policy]]
* [[Safeguarding Children Policy]]
* [[Safeguarding Vulnerable Adults Policy]]
* [[Statement of Purpose: Engage Hub]]
* [[Supported Housing Policy]]
* [[Training Policy]]

Capability Policy

2026-03-24T13:15:21Z

Seymour Jacklin:

=== '''Note this standalone version of the policy is retired as it has been assimilated into the HR policy''' ===
Visit [[HR Policy]]

At Handcrafted, we recognise that staff development, clear expectations, and fair support for performance management are essential to delivering high-quality services.

This policy sets out how Handcrafted addresses and supports staff performance, promotes professional development, and ensures that concerns about capability are managed fairly and in line with best practice guidelines.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Deputy Director of Operations: Engage Hub|'''Deputy Director of Operations: Engage Hub''']]
|-
|'''Last review and approval'''
|28/11/2024
|}

= Capability Policy =

This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

== Principles ==

=== Early Intervention ===

Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

=== Supportive Approach ===

Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

=== Fair and Objective Assessment ===

Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

=== Training and Development ===

Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

=== Performance Improvement Plan (PIP) ===

If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

=== Review and Monitoring ===

Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

=== Dismissal as a Last Resort ===

Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

== Procedure ==

=== Informal Stage ===

The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

=== Formal Stage (Performance Improvement Plan - PIP) ===

If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

=== Review Meetings ===

Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

=== Consideration of Further Actions ===

If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

=== Confidentiality ===

All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

=== Appeals ===

Employees have the right to appeal decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

Capability Policy

2026-03-24T13:13:25Z

Seymour Jacklin: Policy removed due to duplication with the HR policy

=== '''Note this standalone version of the policy is retired as it has been assimilated into the HR policy''' ===
At Handcrafted, we recognise that staff development, clear expectations, and fair support for performance management are essential to delivering high-quality services.

This policy sets out how Handcrafted addresses and supports staff performance, promotes professional development, and ensures that concerns about capability are managed fairly and in line with best practice guidelines.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Deputy Director of Operations: Engage Hub|'''Deputy Director of Operations: Engage Hub''']]
|-
|'''Last review and approval'''
|28/11/2024
|}

= Capability Policy =

This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

== Principles ==

=== Early Intervention ===

Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

=== Supportive Approach ===

Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

=== Fair and Objective Assessment ===

Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

=== Training and Development ===

Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

=== Performance Improvement Plan (PIP) ===

If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

=== Review and Monitoring ===

Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

=== Dismissal as a Last Resort ===

Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

== Procedure ==

=== Informal Stage ===

The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

=== Formal Stage (Performance Improvement Plan - PIP) ===

If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

=== Review Meetings ===

Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

=== Consideration of Further Actions ===

If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

=== Confidentiality ===

All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

=== Appeals ===

Employees have the right to appeal decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

HR & Wellbeing Policy

2026-03-24T12:55:29Z

Seymour Jacklin: /* Absence management */ section removed - superseded by the absence management policy.

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Absence management''' ==
Please refer to the [[Absence Management Policy]].

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

HR & Wellbeing Policy

2026-03-24T11:30:35Z

Seymour Jacklin: /* Social media */ section removed to Cyber Policy

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Absence management''' ==
Handcrafted seeks to be a good employer, in line with our Christian ethos and values, and to provide support for our staff when they are sick, insofar as we able to as a small charity with limited finance and resources.

In the same way, we look to you as a member of staff to act responsibly by taking responsibility for your own health and safety inside and outside work, and so to have a good attendance record.

==== '''Purposes of the policy''' ====
The purposes of the policy are:

* To promote staff health and wellbeing (including supporting staff in recovering swiftly from sickness whilst encouraging them not to attend work when it would be detrimental to them or to other staff).
* To promote good attendance at work from all staff; and
* To ensure the charity can run cost-effectively. As a small charity, any absence member of staff can cost the charity money as other staff may have to cover the absence; this can result in less income- or grant-generating work or, in longer absence, the need for temporary staff.

==== '''Responsibilities of members of staff''' ====
All members of staff are required to be familiar with, and adhere to, this policy and procedure and must comply with their contractual obligations and ensure regular attendance at work.

As a member of staff, if you are unable to attend work because of sickness, or any other unplanned reason, you must telephone your line manager (or in his/her absence the Managing Director) to notify of your absence an hour before you are required to start work. Messages must not be left with unauthorised persons. Text or email messages are not an acceptable form for the employee – you or someone phoning on your behalf must make direct contact.

You will need to give the following information:

* The nature of your illness
* The date on which you expect to be fit to return. If the date is unknown, you are required to ring in each day, unless advised otherwise by your line manager.
* Whether you intend to visit your GP.

You must:

* Keep your line manager informed of your condition when absent through regular contact, the frequency of which is to be agreed with your line manager.
* Ensure that appropriate certification documents are submitted on time, e.g., a first ‘Fit Note’ must be provided on the 8th calendar day of any absence, and subsequent Notes on the next day after the previous Note expires. (NB A fit note is a document issued by your Healthcare professional to provide evidence of the advice they have given about your fitness for work)
* Attend all Absence Review Meetings requested by your line manager.
* Obtain permission from your line manager to carry out any outside occupation (including unpaid occupations and voluntary work) when you are on sick leave. Failure to do so may be considered a disciplinary matter.

==== '''Absence of up to seven calendar days''' ====
If you have been absent for seven days or less, you must complete a self-certification as soon as you get back to work. If the absence included a Saturday and/or Sunday or non-working days, these days should be recorded for statutory sick pay purposes even if you would not normally work on these days.

==== '''Absences of more than seven calendar days''' ====
For illness of more than 7 calendar days (including weekends or any other non-working days), a doctor's certificate is required (a ‘Fit Note’). In the interest of health and safety, you can return to work before the end of the certificated period, but this can only be done with your line manager’s agreement. Each ‘Fit Note’ should provide continued certification of the absence, otherwise your entitlement to Statutory Sick Pay may be withheld.

For guidance on fit notes, see <nowiki>https://www.gov.uk/government/publications/the-fit-note-a-guide-for-patients-and-employees/the-fit-note-guidance-for-patients-and-employees</nowiki>.

==== '''Absence review meetings''' ====
If you have been absent from work for more than 5 days in any 12-month period, you will be asked to attend an Absence Review Meeting.

Subsequent Absence Review Meetings will be held after each further 5 days of absence within a 12-month period.

The purpose of the Attendance Review is to:

* Provide you with the opportunity to discuss reasons for the attendance problems you are having, e.g., problems at home or at work.
* Identify the likelihood of further absence.
* Agree solutions to address causes of absence from work.
* Explore whether part-time or reduced/different duties could help overcome the issues causing your absence, and so expedite a return to work.
* Agree targets and timescales for improvement as appropriate, in the context of the health issue(s) at hand.
* At the Review Meeting after 10 days absence in a year (and at subsequent meetings), make you aware that, where no specific health or disability related issues have been identified, then a lack of improvement in your attendance could result in a capability or disciplinary procedure which might ultimately lead to dismissal.

==== '''Sick pay''' ====
During the probationary period SSP only will be paid. Your line manager has some discretion regarding this if they feel circumstances merit.

Following the probationary period, you will receive your normal remuneration during sickness absence for a maximum of 4 weeks in any twelve-month rolling period, provided that you provide your line manager with a fit note in the case of absence of more than seven consecutive days (see above). Statutory Sick Pay (SSP) will be triggered to make up full pay.

Beyond the 4 weeks of full pay, if long term sickness continues with medical certification, you will be entitled to:

* up to a further 8 weeks on 50% pay (SSP will be included in the 50% pay, not in addition to).
* a further 16 weeks of SSP alone.

==== '''Statutory sick pay (SSP) guidance''' ====
This policy is to be interpreted in the light of the Government’s SSP Guidance:

* <nowiki>https://www.gov.uk/statutory-sick-pay/overview</nowiki>
* <nowiki>https://www.gov.uk/employers-sick-pay/overview</nowiki>

and form SSP1:

* <nowiki>https://www.gov.uk/government/publications/statutory-sick-pay-employee-not-entitled-form-for-employers</nowiki>

If there is any discrepancy between this policy and the SSP Guidance, then SSP Guidance takes precedence.

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

Cyber Policy

2026-03-24T11:26:18Z

Seymour Jacklin: /* 12. Social Media */ front of section edited to integrate with the flow of the policy

At Handcrafted, we are dedicated to supporting our staff and trainees in line with our Christian ethos and values. We recognise that safe and responsible use of electronic devices is essential to protecting both personal data and organisational integrity.

This policy sets out how electronic devices and passwords should be used to protect Handcrafted Projects' systems and data, including guidance for personal and organisational devices, password creation and protection, and offboarding procedures.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:
{| class="wikitable"
|'''Group or individual responsible for review'''
|[[The Support Systems Officer|'''The Support Systems Officer''']]
|-
|'''Last review and approval'''
|31/12/2025
|}
----

== 1. Purpose ==
This policy is intended to protect the security and integrity of Handcrafted Projects' data, including the personal data of trainees in accordance with General Data Processing Regulations (GDPR).

It applies to mobile phones, tablets, laptops and any device that is used to access or store Handcrafted Projects' data, as well as any cloud services and accounts used on those devices which access organisational data.

== 2. Scope ==
This policy applies to:

* All paid workers, volunteers, trustees.
* All information held by the charity, whether:
** Digital or paper
** Stored, processed, or shared internally or externally
* All devices used for charity work (including personal devices where permitted)

== 3. Information Classification ==
Information must be handled according to its sensitivity:

=== 3.1 Public ===
Information intended for public release (e.g. website content).

=== 3.2 Internal ===
Operational information not intended for the public (e.g. internal procedures).

=== 3.3 Confidential ===
Information that could cause harm if disclosed, for example:

* Trainee records containing sensitive information such as health and offending history
* Contact notes
* Safeguarding records

Confidential information requires the highest level of protection.

== 4. Roles and Responsibilities ==
'''4.1 Trustees and Senior Management'''

* Ensure appropriate measures are in place to mitigate security risks

'''4.2 CEO'''

* Approve changes to this policy

'''4.3 All Paid Workers and Volunteers'''

* Follow this policy at all times
* Complete required data protection and security training
* Report security incidents immediately

'''4.4 Support Systems Officer'''

* Oversee information security and data protection compliance
* Act as the point of contact for incidents and advice
* Review this policy at least annually

== 5. Acceptable Use ==
'''5.1 Internet Safety'''

Users are expected to:

* Act respectfully and ethically in all online activities.
* Use the internet primarily for approved professional and organisational purposes.
* Comply with all applicable laws and regulations.
* Protect login credentials and not share passwords with others.

Users must not:

* Access, create, download or distribute inappropriate, offensive or illegal content.
* Engage in cyberbullying, harassment, hate speech or threats.
* Attempt to bypass security controls and monitoring systems.
* Share confidential, personal, or sensitive information without authorisation.
* Engage in activities that could compromise network security, including malware distribution or hacking.

'''5.2 Electronic Devices'''

* Paid workers and volunteers may use electronic devices to access the following company-owned resources: email, calendars, contacts, documents and cloud services used by the organisation such as Google Workspace and Airtable.
* Handcrafted has a zero-tolerance policy for texting or emailing while driving and only hands-free talking while driving is permitted.

== 6. IT Security ==
'''6.1 Electronic Devices'''

* In order to prevent unauthorised access, devices must be password or pass-code protected using the features of the device and in accordance with the Passwords section of this policy.
* Users should lock devices if leaving them unattended for any amount of time.
* Contact details of trainees stored on a device must not be personally identifiable to the trainee. i.e. Use first names only, nicknames or initials.
* Laptops/computers/desktops should have antivirus and firewall installed and switched on at all times.
* Devices must run on operating systems/software supported by the manufacturer.
* All day-to-day work on laptops should be done using standard user accounts, with administrator accounts and passwords only being used for tasks where this is strictly necessary.
* Users should make sure that any organisation-owned devices only have necessary apps and software installed on them and uninstall any software or apps they are not using. Unnecessary apps will be uninstalled during initial set up.
* The use of USB drives should be avoided.
* Users should make sure that autoplay settings are turned off for their devices.
* Users should keep automatic device updates switched on, and install any updates as soon as is practicable, and within 14 days of their release.
* Users should remain aware of their surroundings and be cautious when accessing sensitive data when in public places.
* Handcrafted currently uses the Active Protect/Cybersmart app to monitor secure configuration on all electronic devices accessing organisational data. Before using any electronic device to access organisational data, users should make sure that this app has been installed on the device.
* Users should make any other reasonable updates to maintain device security, as directed to do so by the organisation.

'''6.2 Accounts, Apps and Software'''

* Cloud services such as Airtable, Google Workspace and MS 365, should have MFA/2FA set up. This will be enforced via the service's admin settings where possible. It is recommended that users install an authenticator app such as Google Authenticator for logging in, rather than SMS.
* Users should only install software that is supported by the manufacturer. This can usually be ensured by only downloading apps from official sources like device app stores.
* Users should ensure that they install any app updates made available by the app provider as soon as is practicable, and within 14 days. Auto updates for software should be enabled where possible.
* Administrative users for all accounts including cloud services should be approved first by contacting the Support Systems Officer. Administrative users should only be set up for users where this is strictly necessary.
* Account access will be reviewed whenever a user's job role changes, to ensure that account access is appropriate to the user's role.
* Phone apps should only be downloaded from official apps stores (e.g. Play Store on Android devices and App Store on Apple devices).

'''6.3 Routers'''

* Routers should have firewall turned on at all times.
* Router admin passwords must be changed from the default password immediately upon setup.
* The Support Systems Officer has responsibility for ensuring Handcrafted's routers are compliant with this policy.

'''6.4 Bring Your Own Devices (BYOD)/Use of Personal Devices'''

Handcrafted provides electronic devices to paid workers and volunteers to carry out their day-to-day work, and maintains an inventory of devices to ensure that these are repaired and replaced in a timely manner. However, any paid workers and volunteers wishing to use their own devices for work purposes should do the following:

* Seek prior approval for use of the device with the Support Systems Officer
* Ensure the device fully complies with the sections on Securing Devices and Passwords (including installation of the Cybersmart app to monitor secure device configuration)
* Access organisational data via cloud services where possible, and make sure that any files that do need to be downloaded to the device are deleted after use.
* Stop using the device for work purposes when the OS is no longer supported by the manufacturer.
* Stop using the device for work purposes if directed to do so by Handcrafted.

'''6.5 Procurement and Setup of Devices'''

* Purchase of new organisational devices should be approved via the normal finance process, with the model approved beforehand by the Support Systems Officer to make sure it is in line with any requirements for the job role for which it will be used.
* The Support Systems Officer should log any new devices purchased in the IT inventory so that the organisation is able to keep track of devices.
* The Support Systems Officer is responsible for initial setup and configuration of the device before it is used, and ensuring that setup is done in a timely manner.

'''6.6 Patch Management/Antivirus Procedures'''

* Handcrafted uses the Cybersmart/Active Protect app installed on all user devices to monitor device security.
* The Support Systems Officer should monitor software security using Active Protect to alerts users to any software patches and updates that need to be installed. Users must install updates within 14 days of release, in line with this policy.
* The Support Systems Officer should ensure all devices have antivirus software installed as part of device setup and onboarding.
* The Support Systems Officer should monitor antivirus software using Active Protect to alerts users to any updates that need to be installed. Users must install updates within 14 days of release, in line with this policy.
* Noncompliance with the policy will result in device access to organisational data being revoked, or may result in disciplinary action for the user.

== 7. Email and Communication ==

* Personal and sensitive information must only be shared when necessary
* Email recipients must be checked carefully before sending
* Personal email accounts should not be used for handling confidential information.

== 8. Passwords ==
Users must access a variety of IT resources, including computers and other hardware devices, data storage systems, and other accounts. Passwords are an important part of our strategy to make sure only authorized people can access those resources and data.

An individual who has access to any of those resources is responsible for choosing strong passwords and protecting his or her login information from unauthorized use.

'''8.1 Password creation'''

* Passwords should be reasonably complex and difficult for unauthorised people to guess.
* Passwords should be at least twelve characters long and contain a combination of upper- and lower-case letters, and numbers.
* Users should use common sense when choosing passwords to avoid using basic combinations that are easy to crack, such as passwords which use common phrases (e.g. "password," "1password" and "Pa$$w0rd"). Further guidance on avoiding common passwords is available in the Further Resources section at the end of the policy.
* It is recommended that users use methods to create strong passwords such as:
** Pick a phrase, take its initials, replace some of those letters with numbers and other characters, and mix up the capitalization. For example, the phrase "This may be one way to remember" can become "TmB0WTr!".
** Combining three random words and a number (e.g. 'HeartTorchBrick538')
* Users must choose unique passwords for all Handcrafted accounts and may not use a password that they are already using for a personal account.
* Default passwords — such as those created for new users when they start or those that protect new systems when they're initially set up — must be changed as quickly as possible.
* These requirements will be enforced with software where possible.

'''8.2 Protecting passwords'''

* Users may never share their passwords with anyone else in the charity, including co-workers, managers or administrative assistants. Everyone who needs access to a system must create his or her own unique password.
* Users may never share their passwords with any outside parties, including those claiming to be representatives of an organisation with a legitimate need to access a system.
* Users should take steps to avoid phishing scams and other attempts by hackers to steal passwords and other sensitive information. All users will receive guidance on how to recognize these attacks.
* Users must refrain from writing passwords down and keeping them at their workstations. See above for advice on creating memorable but secure passwords.
* Shared accounts should be avoided where possible. If a shared email account is needed, this should be set up by the Support Systems Officer using Gmail's delegated access function, so that the login credentials can still be owned by a single user and not shared.
* If the security of a password is in doubt – for example, if it appears that an unauthorized person has logged in to the account – the password must be changed immediately.

== 9. Paper Records ==
Paper records containing confidential information must be:

* Stored securely (e.g. in locked filing cabinets)
* Accessed only by authorised individuals

* Confidential records must not be left unattended in public or shared spaces
* Confidential waste must be shredded securely

== 10. Incident Management ==
Users should be vigilant for any possible compromise of their devices or accounts. This could include:

* A device that accesses organisational data has been lost or stolen.
* Emails not being sent or received correctly
* A staff member gets notifications that someone has attempted to change one of their passwords
* An account/device appears to have been hacked
* A device has a virus or malware
* Any other suspicious activity

* Loss or theft of devices or files
* Suspected cyber attacks or phishing

All incidents must be reported immediately to the Support Systems Officer.

Incidents will be:

* Logged in the internal IT Incidents Log
* Managed in line with safeguarding and data protection obligations
* Reported to the ICO where legally required

== 11. Offboarding ==
Users must surrender any Handcrafted-owned devices and account access to the organisation when they stop working for Handcrafted.

The Support Systems Officer will ensure that access to all accounts (e.g. Airtable, Gmail) has been revoked on the user's leaving date, and then delete accounts in a timely manner. Users should make sure that they have copies of important documents such as payslips before their leaving date, and that they have set up email forwarding where appropriate.

== 12. Social Media ==
This section of the policy covers all forms of social media, including Facebook, LinkedIn, Twitter, Google+, Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to both Handcrafted and personal use, during working hours and in your own time to the extent that it may affect the business of the organisation.

Whilst we recognise the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims.

To minimise these risks, this section is to be followed by all staff (and others including consultants, contractors, casual staff and volunteers). Breach of this policy may result in disciplinary action up to and including dismissal.

Any questions or misuse of social media should be reported to Dan Northover. This policy is not contractual, and we may amend it at any time if it considers it appropriate to do so.

=== 12.1 Personal Use of Social Media at Work ===
We allow staff and trainees to make occasional personal use of social media so long as it does not involve unprofessional or inappropriate content and does not adversely affect your productivity or otherwise interfere with your duties to us. Please note that we may monitor your use of our systems, including use of social media sites.

=== 12.2 Use of Social Media ===
If you are required to use social media sites in the course of your work for or on behalf of Handcrafted, you should ensure that you have appropriate authorisation, and that usage complies with this policy.

Use of social media must comply with:

* Safeguarding and Harassment and Bullying Policies;
* rules of any relevant regulatory bodies;
* contractual confidentiality requirements;
* open, honest, ethical and professional communication requirements;
* other key policies/requirements.

In your use of social media, you must not:

* make disparaging or defamatory statements about us, our staff, trainees, customers, or suppliers;
* share any personal information or images of any member of staff or trainee without prior permission from your line manager;
* harass, bully or unlawfully discriminate in any way;
* use data obtained in the course of your employment in any way which breaches the provisions of the Data Protection Act 1998;
* breach copyright belonging to us;
* disclose any intellectual property, confidential or commercially sensitive information relating to our organisation;
* make statements which cause, or may cause, harm to our reputation or otherwise be prejudicial to our interests.

You should avoid using social media communications that might be misconstrued in a way that could damage our reputation and make it clear in personal postings that you are speaking on your own behalf, writing in the first person and using a personal email address.

If you disclose that you are an employee of Handcrafted, you must state that your views do not represent those of the organisation. For example, you could state, "the views in this posting do not represent the views of my employer".

Remember that you are personally responsible for what you communicate on social media. Often materials published will be widely accessible by the public and will remain accessible for a long time. If you are uncertain or concerned about the appropriateness of any statement or posting, you should discuss it with your line manager before making the post.

Contact details of contacts made during the course of your employment are regarded as confidential information belonging to Handcrafted Projects. On termination of your employment, you must provide us with a copy of all such information, delete all such details from your personal social networking accounts and destroy any further copies of such information that you may have.

Any misuse of social media, whether by a member of staff, trainee, contractor or supplier, must be reported promptly to Dan Northover.

== 13. Training and Awareness ==
All users must receive:

* Information security training
* Data protection and safeguarding awareness

Refresher training should take place regularly.

== 14. Risks and Liabilities ==
Handcrafted Projects provides work devices (e.g. laptops, phones, tablets) to users for business use. Users are expected to:

* Use work devices responsibly and only for appropriate, work-related purposes;
* Take reasonable care to prevent loss, theft, or damage;
* Immediately report any loss, theft, malfunction, or suspected security breach to their line manager and the Support Systems Officer.

Devices remain the property of Handcrafted Projects at all times and must be returned upon termination of employment or volunteering, or on request.

Users will not be held personally liable for accidental damage or loss incurred in the normal course of work, provided they have complied with this policy and have not acted negligently or recklessly.

Where there is evidence of negligence, wilful damage, or failure to follow security protocols (e.g. leaving devices unattended in an unsecured vehicle), the organisation reserves the right to investigate and may seek to recover the cost of repair or replacement. Disciplinary action may also be taken in line with the organisation's disciplinary procedures.

== 15. Compliance and Breaches ==
Failure to follow this policy may result in:

* Disciplinary action
* Termination of volunteer or staff roles

Cyber Policy

2026-03-24T11:22:20Z

Seymour Jacklin: Social Media section moved from the HR policy and integrated into this policy - text content has not been changed

At Handcrafted, we are dedicated to supporting our staff and trainees in line with our Christian ethos and values. We recognise that safe and responsible use of electronic devices is essential to protecting both personal data and organisational integrity.

This policy sets out how electronic devices and passwords should be used to protect Handcrafted Projects' systems and data, including guidance for personal and organisational devices, password creation and protection, and offboarding procedures.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:
{| class="wikitable"
|'''Group or individual responsible for review'''
|[[The Support Systems Officer|'''The Support Systems Officer''']]
|-
|'''Last review and approval'''
|31/12/2025
|}
----

== 1. Purpose ==
This policy is intended to protect the security and integrity of Handcrafted Projects' data, including the personal data of trainees in accordance with General Data Processing Regulations (GDPR).

It applies to mobile phones, tablets, laptops and any device that is used to access or store Handcrafted Projects' data, as well as any cloud services and accounts used on those devices which access organisational data.

== 2. Scope ==
This policy applies to:

* All paid workers, volunteers, trustees.
* All information held by the charity, whether:
** Digital or paper
** Stored, processed, or shared internally or externally
* All devices used for charity work (including personal devices where permitted)

== 3. Information Classification ==
Information must be handled according to its sensitivity:

=== 3.1 Public ===
Information intended for public release (e.g. website content).

=== 3.2 Internal ===
Operational information not intended for the public (e.g. internal procedures).

=== 3.3 Confidential ===
Information that could cause harm if disclosed, for example:

* Trainee records containing sensitive information such as health and offending history
* Contact notes
* Safeguarding records

Confidential information requires the highest level of protection.

== 4. Roles and Responsibilities ==
'''4.1 Trustees and Senior Management'''

* Ensure appropriate measures are in place to mitigate security risks

'''4.2 CEO'''

* Approve changes to this policy

'''4.3 All Paid Workers and Volunteers'''

* Follow this policy at all times
* Complete required data protection and security training
* Report security incidents immediately

'''4.4 Support Systems Officer'''

* Oversee information security and data protection compliance
* Act as the point of contact for incidents and advice
* Review this policy at least annually

== 5. Acceptable Use ==
'''5.1 Internet Safety'''

Users are expected to:

* Act respectfully and ethically in all online activities.
* Use the internet primarily for approved professional and organisational purposes.
* Comply with all applicable laws and regulations.
* Protect login credentials and not share passwords with others.

Users must not:

* Access, create, download or distribute inappropriate, offensive or illegal content.
* Engage in cyberbullying, harassment, hate speech or threats.
* Attempt to bypass security controls and monitoring systems.
* Share confidential, personal, or sensitive information without authorisation.
* Engage in activities that could compromise network security, including malware distribution or hacking.

'''5.2 Electronic Devices'''

* Paid workers and volunteers may use electronic devices to access the following company-owned resources: email, calendars, contacts, documents and cloud services used by the organisation such as Google Workspace and Airtable.
* Handcrafted has a zero-tolerance policy for texting or emailing while driving and only hands-free talking while driving is permitted.

== 6. IT Security ==
'''6.1 Electronic Devices'''

* In order to prevent unauthorised access, devices must be password or pass-code protected using the features of the device and in accordance with the Passwords section of this policy.
* Users should lock devices if leaving them unattended for any amount of time.
* Contact details of trainees stored on a device must not be personally identifiable to the trainee. i.e. Use first names only, nicknames or initials.
* Laptops/computers/desktops should have antivirus and firewall installed and switched on at all times.
* Devices must run on operating systems/software supported by the manufacturer.
* All day-to-day work on laptops should be done using standard user accounts, with administrator accounts and passwords only being used for tasks where this is strictly necessary.
* Users should make sure that any organisation-owned devices only have necessary apps and software installed on them and uninstall any software or apps they are not using. Unnecessary apps will be uninstalled during initial set up.
* The use of USB drives should be avoided.
* Users should make sure that autoplay settings are turned off for their devices.
* Users should keep automatic device updates switched on, and install any updates as soon as is practicable, and within 14 days of their release.
* Users should remain aware of their surroundings and be cautious when accessing sensitive data when in public places.
* Handcrafted currently uses the Active Protect/Cybersmart app to monitor secure configuration on all electronic devices accessing organisational data. Before using any electronic device to access organisational data, users should make sure that this app has been installed on the device.
* Users should make any other reasonable updates to maintain device security, as directed to do so by the organisation.

'''6.2 Accounts, Apps and Software'''

* Cloud services such as Airtable, Google Workspace and MS 365, should have MFA/2FA set up. This will be enforced via the service's admin settings where possible. It is recommended that users install an authenticator app such as Google Authenticator for logging in, rather than SMS.
* Users should only install software that is supported by the manufacturer. This can usually be ensured by only downloading apps from official sources like device app stores.
* Users should ensure that they install any app updates made available by the app provider as soon as is practicable, and within 14 days. Auto updates for software should be enabled where possible.
* Administrative users for all accounts including cloud services should be approved first by contacting the Support Systems Officer. Administrative users should only be set up for users where this is strictly necessary.
* Account access will be reviewed whenever a user's job role changes, to ensure that account access is appropriate to the user's role.
* Phone apps should only be downloaded from official apps stores (e.g. Play Store on Android devices and App Store on Apple devices).

'''6.3 Routers'''

* Routers should have firewall turned on at all times.
* Router admin passwords must be changed from the default password immediately upon setup.
* The Support Systems Officer has responsibility for ensuring Handcrafted's routers are compliant with this policy.

'''6.4 Bring Your Own Devices (BYOD)/Use of Personal Devices'''

Handcrafted provides electronic devices to paid workers and volunteers to carry out their day-to-day work, and maintains an inventory of devices to ensure that these are repaired and replaced in a timely manner. However, any paid workers and volunteers wishing to use their own devices for work purposes should do the following:

* Seek prior approval for use of the device with the Support Systems Officer
* Ensure the device fully complies with the sections on Securing Devices and Passwords (including installation of the Cybersmart app to monitor secure device configuration)
* Access organisational data via cloud services where possible, and make sure that any files that do need to be downloaded to the device are deleted after use.
* Stop using the device for work purposes when the OS is no longer supported by the manufacturer.
* Stop using the device for work purposes if directed to do so by Handcrafted.

'''6.5 Procurement and Setup of Devices'''

* Purchase of new organisational devices should be approved via the normal finance process, with the model approved beforehand by the Support Systems Officer to make sure it is in line with any requirements for the job role for which it will be used.
* The Support Systems Officer should log any new devices purchased in the IT inventory so that the organisation is able to keep track of devices.
* The Support Systems Officer is responsible for initial setup and configuration of the device before it is used, and ensuring that setup is done in a timely manner.

'''6.6 Patch Management/Antivirus Procedures'''

* Handcrafted uses the Cybersmart/Active Protect app installed on all user devices to monitor device security.
* The Support Systems Officer should monitor software security using Active Protect to alerts users to any software patches and updates that need to be installed. Users must install updates within 14 days of release, in line with this policy.
* The Support Systems Officer should ensure all devices have antivirus software installed as part of device setup and onboarding.
* The Support Systems Officer should monitor antivirus software using Active Protect to alerts users to any updates that need to be installed. Users must install updates within 14 days of release, in line with this policy.
* Noncompliance with the policy will result in device access to organisational data being revoked, or may result in disciplinary action for the user.

== 7. Email and Communication ==

* Personal and sensitive information must only be shared when necessary
* Email recipients must be checked carefully before sending
* Personal email accounts should not be used for handling confidential information.

== 8. Passwords ==
Users must access a variety of IT resources, including computers and other hardware devices, data storage systems, and other accounts. Passwords are an important part of our strategy to make sure only authorized people can access those resources and data.

An individual who has access to any of those resources is responsible for choosing strong passwords and protecting his or her login information from unauthorized use.

'''8.1 Password creation'''

* Passwords should be reasonably complex and difficult for unauthorised people to guess.
* Passwords should be at least twelve characters long and contain a combination of upper- and lower-case letters, and numbers.
* Users should use common sense when choosing passwords to avoid using basic combinations that are easy to crack, such as passwords which use common phrases (e.g. "password," "1password" and "Pa$$w0rd"). Further guidance on avoiding common passwords is available in the Further Resources section at the end of the policy.
* It is recommended that users use methods to create strong passwords such as:
** Pick a phrase, take its initials, replace some of those letters with numbers and other characters, and mix up the capitalization. For example, the phrase "This may be one way to remember" can become "TmB0WTr!".
** Combining three random words and a number (e.g. 'HeartTorchBrick538')
* Users must choose unique passwords for all Handcrafted accounts and may not use a password that they are already using for a personal account.
* Default passwords — such as those created for new users when they start or those that protect new systems when they're initially set up — must be changed as quickly as possible.
* These requirements will be enforced with software where possible.

'''8.2 Protecting passwords'''

* Users may never share their passwords with anyone else in the charity, including co-workers, managers or administrative assistants. Everyone who needs access to a system must create his or her own unique password.
* Users may never share their passwords with any outside parties, including those claiming to be representatives of an organisation with a legitimate need to access a system.
* Users should take steps to avoid phishing scams and other attempts by hackers to steal passwords and other sensitive information. All users will receive guidance on how to recognize these attacks.
* Users must refrain from writing passwords down and keeping them at their workstations. See above for advice on creating memorable but secure passwords.
* Shared accounts should be avoided where possible. If a shared email account is needed, this should be set up by the Support Systems Officer using Gmail's delegated access function, so that the login credentials can still be owned by a single user and not shared.
* If the security of a password is in doubt – for example, if it appears that an unauthorized person has logged in to the account – the password must be changed immediately.

== 9. Paper Records ==
Paper records containing confidential information must be:

* Stored securely (e.g. in locked filing cabinets)
* Accessed only by authorised individuals

* Confidential records must not be left unattended in public or shared spaces
* Confidential waste must be shredded securely

== 10. Incident Management ==
Users should be vigilant for any possible compromise of their devices or accounts. This could include:

* A device that accesses organisational data has been lost or stolen.
* Emails not being sent or received correctly
* A staff member gets notifications that someone has attempted to change one of their passwords
* An account/device appears to have been hacked
* A device has a virus or malware
* Any other suspicious activity

* Loss or theft of devices or files
* Suspected cyber attacks or phishing

All incidents must be reported immediately to the Support Systems Officer.

Incidents will be:

* Logged in the internal IT Incidents Log
* Managed in line with safeguarding and data protection obligations
* Reported to the ICO where legally required

== 11. Offboarding ==
Users must surrender any Handcrafted-owned devices and account access to the organisation when they stop working for Handcrafted.

The Support Systems Officer will ensure that access to all accounts (e.g. Airtable, Gmail) has been revoked on the user's leaving date, and then delete accounts in a timely manner. Users should make sure that they have copies of important documents such as payslips before their leaving date, and that they have set up email forwarding where appropriate.

== 12. Social Media ==
This policy is to provide practical assistance on the use of social media by Handcrafted staff and trainees. Use of this policy will help staff and trainees ensure that their social media is appropriate and in the interests of the organisation.

=== 12.1 Purpose and Scope ===
This policy covers all forms of social media, including Facebook, LinkedIn, Twitter, Google+, Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to both Handcrafted and personal use, during working hours and in your own time to the extent that it may affect the business of the organisation.

Whilst we recognise the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims.

This policy aims to minimise these risks and covers all staff and trainees (and others including consultants, contractors, and casual and agency staff). Breach of this policy may result in disciplinary action up to and including dismissal.

Any questions or misuse of social media should be reported to Dan Northover. This policy is not contractual, and we may amend it at any time if it considers it appropriate to do so.

=== 12.2 Personal Use of Social Media at Work ===
We allow staff and trainees to make occasional personal use of social media so long as it does not involve unprofessional or inappropriate content and does not adversely affect your productivity or otherwise interfere with your duties to us. Please note that we may monitor your use of our systems, including use of social media sites.

=== 12.3 Use of Social Media ===
If you are required to use social media sites in the course of your work for or on behalf of Handcrafted, you should ensure that you have appropriate authorisation, and that usage complies with this policy.

Use of social media must comply with:

* Safeguarding and Harassment and Bullying Policies;
* rules of any relevant regulatory bodies;
* contractual confidentiality requirements;
* open, honest, ethical and professional communication requirements;
* other key policies/requirements.

In your use of social media, you must not:

* make disparaging or defamatory statements about us, our staff, trainees, customers, or suppliers;
* share any personal information or images of any member of staff or trainee without prior permission from your line manager;
* harass, bully or unlawfully discriminate in any way;
* use data obtained in the course of your employment in any way which breaches the provisions of the Data Protection Act 1998;
* breach copyright belonging to us;
* disclose any intellectual property, confidential or commercially sensitive information relating to our organisation;
* make statements which cause, or may cause, harm to our reputation or otherwise be prejudicial to our interests.

You should avoid using social media communications that might be misconstrued in a way that could damage our reputation and make it clear in personal postings that you are speaking on your own behalf, writing in the first person and using a personal email address.

If you disclose that you are an employee of Handcrafted, you must state that your views do not represent those of the organisation. For example, you could state, "the views in this posting do not represent the views of my employer".

Remember that you are personally responsible for what you communicate on social media. Often materials published will be widely accessible by the public and will remain accessible for a long time. If you are uncertain or concerned about the appropriateness of any statement or posting, you should discuss it with your line manager before making the post.

Contact details of contacts made during the course of your employment are regarded as confidential information belonging to Handcrafted Projects. On termination of your employment, you must provide us with a copy of all such information, delete all such details from your personal social networking accounts and destroy any further copies of such information that you may have.

Any misuse of social media, whether by a member of staff, trainee, contractor or supplier, must be reported promptly to Dan Northover.

== 13. Training and Awareness ==
All users must receive:

* Information security training
* Data protection and safeguarding awareness

Refresher training should take place regularly.

== 14. Risks and Liabilities ==
Handcrafted Projects provides work devices (e.g. laptops, phones, tablets) to users for business use. Users are expected to:

* Use work devices responsibly and only for appropriate, work-related purposes;
* Take reasonable care to prevent loss, theft, or damage;
* Immediately report any loss, theft, malfunction, or suspected security breach to their line manager and the Support Systems Officer.

Devices remain the property of Handcrafted Projects at all times and must be returned upon termination of employment or volunteering, or on request.

Users will not be held personally liable for accidental damage or loss incurred in the normal course of work, provided they have complied with this policy and have not acted negligently or recklessly.

Where there is evidence of negligence, wilful damage, or failure to follow security protocols (e.g. leaving devices unattended in an unsecured vehicle), the organisation reserves the right to investigate and may seek to recover the cost of repair or replacement. Disciplinary action may also be taken in line with the organisation's disciplinary procedures.

== 15. Compliance and Breaches ==
Failure to follow this policy may result in:

* Disciplinary action
* Termination of volunteer or staff roles

Lone Working Policy

2026-03-24T11:12:09Z

Seymour Jacklin: Updated the review date to correspond to the approval date for the combined policy from which this was extracted.

At Handcrafted, we recognise that some staff and volunteers may be required to work alone as part of their roles. We are committed to ensuring their safety and well-being by identifying potential risks and implementing appropriate measures to reduce them.

This policy outlines the procedures for managing lone working, including risk assessment, communication protocols, and support measures.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

== What is lone working? ==
As an employee of Handcrafted, there may be times when you are required to work away from your base, without the direct supervision and support of your colleagues. You may be working outside of normal hours, doing a home visit at one of our properties or supervising a renovation.

Lone working can present a variety of risks from accidental injury to a risk of harm from violence. This policy outlines how we manage that risk at Handcrafted

=== Who is responsible? ===
As an employer, Handcrafted is required by law to protect the health and safety of lone workers. We must provide adequate training, support, and equipment to enable you to do your job safely. However, as a lone worker, you also have a responsibility to:

* Take reasonable care to look after your own safety and health
* Safeguard the safety and health of other people affected by your work
* Follow Handcrafted safety and health procedures
* Use equipment in accordance with any relevant safety instructions and training you have been given
* Report all accidents, injuries, near-misses and other dangerous occurrences

== The Risks ==
Before working alone, you should assess the risks and take steps to minimise them. This policy identifies the following risks associated with the kind of work we do at Handcrafted.

* risk of threat, intimidation or violence from members of the public, trainees and residents
* risk of wrongful allegations being made by members of the public, trainees and residents
* risk of personal injury while moving loads and using tools

== Lone Working Risk Assessments ==
Before working by yourself with a resident, you must familiarise yourself with the contents of their Safety Plan on AirTable. At the top of the Safety Plan, any known risks to lone workers will be outlined along with management measures. You must also check the "Safeguarding" indicator on their record, which will tell you if there is "No Lone Working", "No Female Lone Working (NFL)" or "No Male Loneworking (NML)".

We have a collective responsibility for keeping the Safety Plans up to date with any changes to an individual's risk to lone workers, so make sure you are also communicating with the hub team about any emerging issues.

== Managing Risk ==

=== General principles ===
If at any time you are working alone, make sure:

* You have a working mobile phone with sufficient charge on the battery
* Your phone is switched on
* Your supervisor (or colleagues if they are unavailable) know where you are going and for how long you are likely to be working alone

Inform your supervisor if you have a medical condition or there are any circumstances that make you more vulnerable when working alone (e.g. if you are pregnant or taking medication that makes you drowsy).

Sign out from your base when if you leave, and sign back in when you return. Let your supervisor know when you have returned.

Report and record if you feel that a risk has changed (for example if you notice a trainee is drinking more heavily than usual or you are aware that they have made verbal threats).

=== One-to-one contacts including home visits ===
The first line of defence against the risks associated with lone working is not to do it. This is one of the reasons why, in many Handcrafted working contexts, you will be working alongside another member of staff. However, home visits are often carried out by single workers and can be a time of heightened risk as well as other occasions when you may need to be by yourself with a resident or trainee (e.g. giving a lift to an appointment).

Particular care must be taken in certain situations:

* If you are likely to be alone with a vulnerable adult or a minor of the opposite sex
* If you are likely to be alone with an individual who has a history of assault or sexual offences

'''''Certain individuals are designated in their client record under “Safeguarding” as M (potential risk to minors), NFL (no female lone working), and NFL&M (No female lone working and potential risk to minors). Make sure you know if this is the case by checking their record.'''''

Do not proceed with lone working where a dynamic risk assessment identifies a risk of harm that cannot be reduced to an acceptable level using agreed controls. For instance, you are not expected to enter a property if the resident is under the influence of drugs or alcohol or is threatening violence. However, feeling uneasy or finding an aspect of work unpleasant is not, by itself, a reason to cancel.

When risk is uncertain or elevated: (1) apply control measures, (2) seek advice or support from a supervisor/colleague, and (3) if needed, convert the activity to a paired visit or alternative arrangement such as meeting in a public setting. Make sure your decisions and control measures are recorded.

=== Planning and safety on home visits ===

* It's a good idea to use an agreed code word if you get into difficulties and need to alert colleagues by phone without alarming someone you are with.
* Avoid entering a property alone without the resident present unless this is definitely necessary to carry out your duties.
* Stick to a time limit for a visit and make this explicit to the person you are visiting (e.g., say "I have just an hour, and then I will need to leave.")
* If you're visiting a Handcrafted property, make sure you have a key to the property.

There is no system suggested in this policy for getting people to check in or calling them after, say, half an hour, because if you're going into a situation where you might need to be called in half an hour, you shouldn't be going alone.

If you are in doubt, speak to your supervisor or seek the support of colleagues. Use your judgement and take responsibility for feeling safe.

=== Giving lifts ===
Don't give a lift by yourself to a person identified as higher risk.

If you are doing multiple pickups or dropoffs make sure you do them in an order that means you will not end up with a higher risk person travelling with you alone

Avoid taking a person in your car who is not known to Handcrafted (i.e. if we have no referrers risk assessment for them or have not had the opportunity to assess and record any risks.)

=== Supervising trainees ===
If you are supervising trainees by yourself (in the workshop, out on renovations or in other training settings), you must have a current certification in basic first aid.

=== Physical work ===
Handcrafted employees work with construction materials, tools and machinery, including off-site and alone. Some tasks may be too difficult or dangerous for you to do by yourself.

* Make sure you use appropriate personal protective equipment for the task you are doing. If it is not available, inform your line manager and do not put yourself at risk of injury.
* Follow correct manual handling procedures according to the training provided by Handcrafted.
* Don't move loads or operate machinery without the proper training.
* Lone workers must have access to a first aid kit at all times

HR & Wellbeing Policy

2026-03-24T10:53:06Z

Seymour Jacklin: /* Lone Working */ section removed as duplicated in the Lone working policy

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|29/09/2025
|}

=== '''Overview''' ===
Our mission at Handcrafted is to connect with the excluded people in society and empower them to turn their lives around. Our staff work at the forefront of this mission. Our policy for Human Resources and Staff Wellbeing is built on the following principles and commitments:

# The trustees and senior management will build the capability of our team and give them the framework they need to work effectively.
# Our staff are key to our mission to connect with excluded people in society and empower them to turn their lives around.
# Our belief is that everyone is created with value and purpose; have something to contribute; live better together; should be treated with compassion and empathy; are unconditionally loved; and should have the opportunity to make a fresh start. This is true for our staff, as well as trainees. We are committed to treating our staff in this way and expect them to do likewise to other staff and trainees.
# The trustees and senior management want to see our values of creativity, empathy, empowerment and community to be present in our staff team. We want them to be able to work creatively and walk shoulder to shoulder with each other and our trainees. We want them to be empowered in their lives and empower others. And we want our staff to be part of an accepting, supporting community.

== '''Equal Opportunities''' ==
Handcrafted is committed to creating an inclusive and diverse workplace. We strive to create an environment where all individuals are respected and valued regardless of age, culture, gender, race, ability, sexual orientation, or any other form of identity. We are committed to fostering a culture of inclusivity, respect, and acceptance, and to creating a safe and diverse workspace for everyone.

We encourage everyone to be open and honest about their experiences and to share their perspectives with others. We want everyone to feel included and welcomed.

Our diversity and inclusion policy outlines our commitment to creating a safe and inclusive environment for all.

==== '''Our Policy''' ====
This policy sets out the commitment of Handcrafted Projects, its Board of Directors and senior management to promote equality of opportunity and work to eliminate unlawful and unfair practice in the workplace.

This policy defines our commitment to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions, of all who work to provide and those who use our services, are recognised and valued.

We value our staff and trainees and recognise the contribution they make to our organisation, and we are committed to providing equality for all irrespective of:

* Age
* Disability
* Race including colour, nationality, ethnic or national origin.
* Gender
* Religion or belief
* Sexual orientation
* Gender reassignment
* Civil partnership or marital status
* Pregnancy and maternity
* Criminal record

Our staff and trainees will also be protected from discrimination if:

* They are associated with someone who has a protected characteristic, for example a family member or friend.
* They’ve complained about discrimination or supported someone else’s claim.

We will work to ensure that all our staff and trainees, as well as those who apply or seek to apply to work with us, will be treated fairly and will not be subjected to discrimination on any of these grounds and will feel respected and able to give their best.

==== '''Our commitments''' ====
We will:

* Not tolerate any discrimination or harassment based on an individual's identity.
* Strive to create an environment where everyone feels respected and valued.
* Provide equal opportunity and access to resources and opportunities regardless of identity.
* Ensure that all individuals have the same chance to succeed and advance.
* Accommodate individuals with disabilities or needs to the best of our ability.
* Strive to create a workplace that reflects the diversity of our community.
* Provide training and resources to foster an understanding of diversity and inclusion.
* Actively seek to recruit and retain a diverse group of individuals.
* Celebrate the contributions of a diverse group of individuals.
* Hold ourselves and others accountable for creating a culture of inclusivity and respect.
* Promote a productive and harmonious workplace where there is mutual respect and where harassment and bullying are not tolerated.
* Prevent unlawful discrimination, direct and indirect and victimisation.
* Comply with our legal obligations.
* Oppose and avoid all forms of unlawful discrimination. This includes in:
** pay and benefits.
** terms and conditions of employment
** dealing with grievances and discipline
** dismissal
** redundancy
** leave for parents.
** requests for flexible working
** selection for employment, promotion, training or other developmental opportunities
* Take seriously and address any breaches of this policy.

==== '''How we will implement this in our workforce''' ====
Dan Northover has overall responsibility for the implementation of this policy. Line Managers, Project Managers and Training Supervisors are accountable for delivering the equality commitments in their areas of responsibility and all staff and trainees are expected to promote and abide by the policy.

To implement this policy, we will:

* Include appropriate equality objectives and responsibilities in each job description.
* Provide our staff with the necessary knowledge and skills to help ensure that our workplaces are free from discrimination and harassment.
* Train all those who are responsible for recruitment and selection, whether for vacant posts, promotions or training opportunities
* Regularly review our employment policies and procedures to ensure they do not unlawfully or unfairly discriminate.
* Gather equality information on our workforce and those who use our service.
* Make all necessary reasonable adjustments and consider options for flexible working.
* Work to make our workforce more representative and where possible, undertake lawful, positive action.
* Seek commitments from our suppliers that they are taking steps to promote equality and eliminate discrimination.
* Make whatever reasonable adjustments are required to provide disabled people with a fair chance to access our employment opportunities, activities, training and support.
* Make whatever reasonable adjustments are required to correctly safeguard trainees with convictions and other vulnerable individuals who access our workshops, live in our houses or work at our hubs.
* Make sure that there are sufficient resources in place to implement this policy effectively.

==== '''Inclusive access to our services''' ====
As part of providing services in line with our charitable aims and commitments, we may offer activities that are restricted to groups with particular needs. People who generally meet the criteria of these groups will only be excluded on an individual basis for specific reasons, not for any shared characteristic.

We will ensure to the best of our ability that the activities provided within restricted groups are also available to all our trainees where possible while managing risk.

==== '''Policy review''' ====
We will keep this policy under review and will regularly assess the progress we are making toward achieving our equality commitments. We will report on our progress in meeting this policy at Board meetings and take action when we identify areas where inequality or discrimination may exist. This policy will be reviewed and updated in response to emerging challenges and formally reviewed every three years.

==== '''Complaints of discrimination''' ====
If you are a member of staff and believe that you have suffered any form of discrimination, harassment or victimisation, you can raise this matter through the grievance procedure, (or other procedure if appropriate) a copy of which is available from Dan Northover. All grievances will be dealt with promptly and in accordance with the agreed procedures.

As a member of staff of Handcrafted, you also have the right to make a complaint to an Employment Tribunal. However, you normally must raise your grievance under our internal procedures first. For more information, speak to Dan Northover or, for guidance on statutory disciplinary and grievance procedures, see www.acas.org.uk.

If you are a trainee or service user and believe that suffered any form of discrimination, harassment or victimisation, please refer to the Handcrafted Complaints Policy: Handcrafted Complaints Policy.docx

Anyone who makes a complaint of discrimination must not be victimised. We will make every effort to ensure victimisation does not occur and any complaints will be taken seriously and dealt with promptly.

== '''Social media''' ==
This policy is to provide practical assistance on the use of social media by Handcrafted staff and trainees. Use of this policy will help staff and trainees ensure that their social media is appropriate and in the interests of the organisation.

==== '''Purpose and scope of policy''' ====
This policy covers all forms of social media, including Facebook, LinkedIn, Twitter, Google+, Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to both Handcrafted and personal use, during working hours and in your own time to the extent that it may affect the business of the organisation.

Whilst we recognise the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims.

This policy aims to minimise these risks and covers all staff and trainees (and others including consultants, contractors, and casual and agency staff). Breach of this policy may result in disciplinary action up to and including dismissal.

Any questions or misuse of social media should be reported to Dan Northover. This policy is not contractual, and we may amend it at any time if it considers it appropriate to do so.

===== '''Personal use of social media at work''' =====
We allow staff and trainees to make occasional personal use of social media so long as it does not involve unprofessional or inappropriate content and does not adversely affect your productivity or otherwise interfere with your duties to us. Please note that we may monitor your use of our systems, including use of social media sites.

===== '''Use of social media''' =====
If you are required to use social media sites in the course of your work for or on behalf of Handcrafted, you should ensure that you have appropriate authorisation, and that usage complies with this policy.

Use of social media must comply with:

* Safeguarding and Harassment and Bullying Policies;
* rules of any relevant regulatory bodies;
* contractual confidentiality requirements;
* open, honest, ethical and professional communication requirements;
* other key policies/requirements.

In your use of social media, you must not:

* make disparaging or defamatory statements about us, our staff, trainees, customers, or suppliers;
* share any personal information or images of any member of staff or trainee without prior permission from your line manager;
* harass, bully or unlawfully discriminate in any way;
* use data obtained in the course of your employment in any way which breaches the provisions of the Data Protection Act 1998;
* breach copyright belonging to us;
* disclose any intellectual property, confidential or commercially sensitive information relating to our organisation;
* make statements which cause, or may cause, harm to our reputation or otherwise be prejudicial to our interests.

You should avoid using social media communications that might be misconstrued in a way that could damage our reputation and make it clear in personal postings that you are speaking on your own behalf, writing in the first person and using a personal email address.

If you disclose that you are an employee of Handcrafted, you must state that your views do not represent those of the organisation. For example, you could state, “the views in this posting do not represent the views of my employer”.

Remember that you are personally responsible for what you communicate on social media. Often materials published will be widely accessible by the public and will remain accessible for a long time. If you are uncertain or concerned about the appropriateness of any statement or posting, you should discuss it with your line manager before making the post.

Contact details of contacts made during the course of your employment are regarded as confidential information belonging to Handcrafted Projects. On termination of your employment, you must provide us with a copy of all such information, delete all such details from your personal social networking accounts and destroy any further copies of such information that you may have.

Any misuse of social media, whether by a member of staff, trainee, contractor or supplier, must be reported promptly to Dan Northover.

== '''Absence management''' ==
Handcrafted seeks to be a good employer, in line with our Christian ethos and values, and to provide support for our staff when they are sick, insofar as we able to as a small charity with limited finance and resources.

In the same way, we look to you as a member of staff to act responsibly by taking responsibility for your own health and safety inside and outside work, and so to have a good attendance record.

==== '''Purposes of the policy''' ====
The purposes of the policy are:

* To promote staff health and wellbeing (including supporting staff in recovering swiftly from sickness whilst encouraging them not to attend work when it would be detrimental to them or to other staff).
* To promote good attendance at work from all staff; and
* To ensure the charity can run cost-effectively. As a small charity, any absence member of staff can cost the charity money as other staff may have to cover the absence; this can result in less income- or grant-generating work or, in longer absence, the need for temporary staff.

==== '''Responsibilities of members of staff''' ====
All members of staff are required to be familiar with, and adhere to, this policy and procedure and must comply with their contractual obligations and ensure regular attendance at work.

As a member of staff, if you are unable to attend work because of sickness, or any other unplanned reason, you must telephone your line manager (or in his/her absence the Managing Director) to notify of your absence an hour before you are required to start work. Messages must not be left with unauthorised persons. Text or email messages are not an acceptable form for the employee – you or someone phoning on your behalf must make direct contact.

You will need to give the following information:

* The nature of your illness
* The date on which you expect to be fit to return. If the date is unknown, you are required to ring in each day, unless advised otherwise by your line manager.
* Whether you intend to visit your GP.

You must:

* Keep your line manager informed of your condition when absent through regular contact, the frequency of which is to be agreed with your line manager.
* Ensure that appropriate certification documents are submitted on time, e.g., a first ‘Fit Note’ must be provided on the 8th calendar day of any absence, and subsequent Notes on the next day after the previous Note expires. (NB A fit note is a document issued by your Healthcare professional to provide evidence of the advice they have given about your fitness for work)
* Attend all Absence Review Meetings requested by your line manager.
* Obtain permission from your line manager to carry out any outside occupation (including unpaid occupations and voluntary work) when you are on sick leave. Failure to do so may be considered a disciplinary matter.

==== '''Absence of up to seven calendar days''' ====
If you have been absent for seven days or less, you must complete a self-certification as soon as you get back to work. If the absence included a Saturday and/or Sunday or non-working days, these days should be recorded for statutory sick pay purposes even if you would not normally work on these days.

==== '''Absences of more than seven calendar days''' ====
For illness of more than 7 calendar days (including weekends or any other non-working days), a doctor's certificate is required (a ‘Fit Note’). In the interest of health and safety, you can return to work before the end of the certificated period, but this can only be done with your line manager’s agreement. Each ‘Fit Note’ should provide continued certification of the absence, otherwise your entitlement to Statutory Sick Pay may be withheld.

For guidance on fit notes, see <nowiki>https://www.gov.uk/government/publications/the-fit-note-a-guide-for-patients-and-employees/the-fit-note-guidance-for-patients-and-employees</nowiki>.

==== '''Absence review meetings''' ====
If you have been absent from work for more than 5 days in any 12-month period, you will be asked to attend an Absence Review Meeting.

Subsequent Absence Review Meetings will be held after each further 5 days of absence within a 12-month period.

The purpose of the Attendance Review is to:

* Provide you with the opportunity to discuss reasons for the attendance problems you are having, e.g., problems at home or at work.
* Identify the likelihood of further absence.
* Agree solutions to address causes of absence from work.
* Explore whether part-time or reduced/different duties could help overcome the issues causing your absence, and so expedite a return to work.
* Agree targets and timescales for improvement as appropriate, in the context of the health issue(s) at hand.
* At the Review Meeting after 10 days absence in a year (and at subsequent meetings), make you aware that, where no specific health or disability related issues have been identified, then a lack of improvement in your attendance could result in a capability or disciplinary procedure which might ultimately lead to dismissal.

==== '''Sick pay''' ====
During the probationary period SSP only will be paid. Your line manager has some discretion regarding this if they feel circumstances merit.

Following the probationary period, you will receive your normal remuneration during sickness absence for a maximum of 4 weeks in any twelve-month rolling period, provided that you provide your line manager with a fit note in the case of absence of more than seven consecutive days (see above). Statutory Sick Pay (SSP) will be triggered to make up full pay.

Beyond the 4 weeks of full pay, if long term sickness continues with medical certification, you will be entitled to:

* up to a further 8 weeks on 50% pay (SSP will be included in the 50% pay, not in addition to).
* a further 16 weeks of SSP alone.

==== '''Statutory sick pay (SSP) guidance''' ====
This policy is to be interpreted in the light of the Government’s SSP Guidance:

* <nowiki>https://www.gov.uk/statutory-sick-pay/overview</nowiki>
* <nowiki>https://www.gov.uk/employers-sick-pay/overview</nowiki>

and form SSP1:

* <nowiki>https://www.gov.uk/government/publications/statutory-sick-pay-employee-not-entitled-form-for-employers</nowiki>

If there is any discrepancy between this policy and the SSP Guidance, then SSP Guidance takes precedence.

== '''Infectious diseases''' ==
Handcrafted has a legal responsibility under the general duties of the Health and Safety at Work etc, Act 1974, to as far as is reasonably practicable, safeguard members of staff against risks to their health, including those risks posed by infectious diseases.

In addition, there are specific regulations relevant to the control of infection including the Management of Health and Safety at Work Regulations 1999 and the Control of Substances Hazardous to Health Regulations 2002 (as amended). These regulations require employers to carry out risk assessments, record any significant findings and provide staff with adequate information, instruction and training on any risks to their health which they may face at work.

Due to the nature of the services that we provide staff may be exposed to infectious diseases or blood borne viruses (BBVs). Handcrafted will fulfil its duty as an employer to protect its members of staff and will ensure they are provided with information and training as appropriate on the potential risks posed by infectious diseases and BBVs. This policy is to be read in conjunction with risk assessments in place at Handcrafted places of work which identify who may be exposed to the risk of infection and describes management procedures to control this risk.

In particular, staff need to be aware of the risk of infection in the following areas:

* Use of sharp objects in the workshop
* Risk of sharps injury while cleaning properties and disposing of rubbish on Handcrafted premises (especially drug paraphernalia)
* Airborne viruses during pandemics such as COVID-19
* The preparation of food

It is therefore important that strict hygiene precautions are observed at all times by Handcrafted staff and trainees are prompted to maintain safe practices.

=== '''General''' ===

==== '''Designated leads''' ====
The designated lead for infection prevention and control at each Handcrafted hub is the Hub Manager. Their responsibility includes activities within the properties associated with their hub.

The designated lead will ensure:

* systems are in place that assess the risk of and prevent, detect and control the risk of infection.
* sufficient resources are available to secure effective prevention and control of infection.
* staff, trainees, contractors and other persons who directly or indirectly provide work are provided with appropriate information, instruction, training and supervision in the precautions to follow.
* policies and procedures are being implemented.
* a suitable and sufficient risk assessment is carried out with respect to prevention and control of infection.
* an appropriate standard of cleanliness and hygiene is maintained throughout the premises at all times and that the premises are maintained in good physical repair and condition.
* appropriate standards of cleanliness and hygiene are maintained in relation to equipment at all times and that the equipment is maintained in good physical repair and condition.
* that a suitable cleaning schedule is in place and followed
* there are suitable and sufficient hand washing facilities and antimicrobial hand rubs where appropriate.
* suitable information on infections is provided to visitors and contractors, including the importance of hand washing.
* information regarding infection is passed on to any other person, as necessary.
* individuals who develop an infection are identified promptly and that they receive the appropriate treatment and care.
* the local health protection unit is informed of any outbreaks or serious incidents relating to infection within (the relevant timeframe)
* all eligible groups are enabled and supported to take up the offer of immunisation programmes.
* all staff are fully trained in and co-operate with our control of infection procedures.

Accordingly, it may at times be necessary to

* stagger start and finish times so that fewer people are together at once.
* cancel non-essential travel.
* cancel non-essential training sessions.
* support working from home for staff where possible.
* ensure that facilities are suitable to minimise the spread of infection, e.g., allowing a distance of more than two metres between attendees, and
* keep a record of relevant immunisations.

==== '''Training''' ====
Handcrafted will

* provide suitable training, including
** induction training to all staff on the prevention and control of infection
** safe handling and disposal of sharps
** prevention of occupational exposure to blood-borne viruses (BBVs), including prevention of sharps injuries
** disinfection
** food hygiene
** safe handling and disposal of waste
* keep a record of all training and updates to staff.

=== '''Infection outbreak procedure''' ===
Handcrafted insists that its staff follow any Government guidance published on self-isolation/quarantine.

Staff and trainees must report symptoms of infectious diseases and staff who have infectious disease symptoms must not come to work and, in the case of diarrhoea and vomiting, stay away for at least 48 hours after the symptoms have stopped.

Where required, notifiable outbreaks will be reported to the relevant authority e.g., HSE by Operations Director.

Handcrafted and its staff and trainees will cooperate with any investigation by a relevant authority and comply with any investigation findings.

In case of an outbreak, procedures will be put in place to keep the number of staff or trainees in contact with affected persons to a minimum and ensure they are not involved with food handling.

Staff must pay strict attention to infection control procedures, in particular to the washing of hands and the wearing of protective clothing if required.

== '''Substance misuse''' ==
This Policy will explain the responsibilities and principle behind the Handcrafted’s approach to managing the misuse of illegal drugs, alcohol and other substances by employees. Handcrafted aims to ensure that it provides a safe and productive work environment that promotes the health, safety and wellbeing of its staff.

Handcrafted has a responsibility to provide its trainees with the best possible service and ensure that all services are delivered effectively and without compromise, at the same time maintaining and promoting our reputation and integrity.

We have a duty under the Health & Safety at Work Act 1974 to ensure, as far as is reasonably practicable, the health, safety and welfare of our staff and others. This includes taking all reasonable steps to resolve drug (illegal, prescription or recreational), alcohol and other substance misuse-related problems within the workplace. Staff also have a duty of care to trainees and colleagues and are therefore expected to co-operate with and implement this policy.

=== '''Our stance''' ===
Our position is one of not allowing the use, possession or supply of drugs, alcohol or substances by staff whilst at work or allowing staff to continue working if they are found, or if there is reason to suspect that they are, under the influence of any substance or if they smell of alcohol.

This policy should be seen in the context of a desire to promote the general wellbeing of all members of staff and the safety for trainees, colleagues and others. Handcrafted is committed to providing confidential support and specialist help where necessary to any member of staff making a disclosure regarding their misuse of substances and their intention to manage the situation more effectively.

==== '''Scope''' ====
This policy applies to all members of staff and anyone else working in our premises. Any breach of this Policy may lead to disciplinary action, up to and including summary dismissal.

=== '''The Policy''' ===
You must not come into work if you’re under the influence of alcohol, drugs (including prescription medication) or Novel Psychoactive Substances (NPS) including those formerly known as legal highs to the extent that your judgment, behaviour or ability to carry out your job is affected. This includes when you are working from home or any other premises.

If you need to drive for work reasons, of course you must also be within the relevant legal drink drive limit.

If you’ve been prescribed medication that you think might affect your ability to do your job safely and efficiently or have a medical condition that may replicate the signs of drug or alcohol intoxication, you must talk to your line manager about this as soon as you can, and before you start work.

===== '''During work''' =====
You must not consume alcohol or illegal drugs or abuse any substances (including NPS’s and solvents) while you’re working on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes if you are working at home or remotely.

===== '''Illegal drugs''' =====
You must never be in possession of, sell, or purchase illegal drugs or other substances whilst you’re working, whether on Handcrafted premises or directly outside, or in any vehicle being used for Handcrafted business. This includes when you are working from home or remotely.

If you’re found in possession of illegal drugs whilst at work, or a work-related event or activity, we may report this to the police.

=== '''The Procedure''' ===
If your manager, or any other Handcrafted manager, director or Trustee has reasonable grounds to think you’re under the influence of drugs or alcohol whilst at work, they will speak to you about the situation. If they think that you are not in an appropriate condition to work, you will usually be suspended from work and invited to an investigatory meeting at a later date. This may lead to disciplinary action, up to and including summary dismissal.

==== '''Work-related events''' ====
Handcrafted policies still apply to you at events or activities that you’re attending. If you’re at a work-related event, such as a team social activity or party, whether held or not held at a Handcrafted location, and you choose to drink alcohol, we trust you will behave respectfully and appropriately at all times. You should consume alcohol only in moderation.

You must never be in possession of, sell, or purchase illegal drugs or other substances (including NPS’s and solvents) while you are at a work-related event or activity.

Any inappropriate behaviour or activity will be investigated under our Disciplinary Procedure and may lead to disciplinary action being taken against you, up to and including summary dismissal.

==== '''Drug or alcohol misuse/dependency''' ====
If you think you’ve got a problem with drug and/or alcohol misuse or dependency, we want you to know that you can talk to us before it becomes an issue at work. Your manager might talk to you if they notice any signs that suggest you could have a problem.

If you talk to your manager, they will offer support and will keep things confidential, unless they have concerns about your safety or that of other people. They will offer appropriate support, such as encouraging you to see your GP, referring you to occupational health, or for alcohol/drug misuse-focused counselling.

If you’re having treatment for a drug/alcohol problem and you need time off for appointments, we will work with you to ensure that the time is made available.

== '''Capability''' ==
This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

=== '''Principles''' ===

==== '''Early Intervention''' ====
Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

==== '''Supportive Approach''' ====
Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

==== '''Fair and Objective Assessment''' ====
Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

==== '''Training and Development''' ====
Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

==== '''Performance Improvement Plan (PIP)''' ====
If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

==== '''Review and Monitoring''' ====
Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

==== '''Dismissal as a Last Resort''' ====
Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

=== '''Procedure''' ===

==== '''Informal Stage''' ====
The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

==== '''Formal Stage (Performance Improvement Plan - PIP)''' ====
If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

==== '''Review Meetings''' ====
Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

==== '''Consideration of Further Actions''' ====
If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

==== '''Confidentiality''' ====
All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

==== '''Appeals''' ====
Employees have the right to appeal against decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.

== '''Disciplinary''' ==
This policy is designed to ensure that there are effective and equitable arrangements for handling disciplinary and related matters. The purpose of the disciplinary procedure is to set out the standards of conduct expected of all members of staff and to provide a framework within which managers can work with staff to maintain those standards and encourage improvement where necessary. The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures.

==== '''Scope''' ====
In order to ensure consistent and fair treatment, this procedure applies to all members of staff, although it may not always be followed during a probationary period. It does not apply to trainees, agency workers or self-employed contractors.

Minor conduct issues can usually be resolved informally with your manager. This procedure sets out formal steps to be taken if the matter is more serious or cannot be resolved informally.

Matters relating to poor performance are dealt with via the Handcrafted Capability Policy, and matters relating to genuine sickness absence are dealt with by via the Handcrafted Absence Management policy.

This policy and the procedure set out within it does not form part of any employee’s contract of employment and we may amend it at any time. Dependant on the particular circumstances of the case, Handcrafted reserves the right to resolve matters without recourse to this policy, or to only apply certain aspects of the disciplinary procedure.

==== '''Investigations''' ====
Before any disciplinary hearing is held, or any disciplinary action is taken, the matter will be investigated in order to establish the facts. Any meetings and discussions as part of an investigation are purely for the purpose of fact-finding and are in no way be considered to be a disciplinary hearing. No disciplinary action will be taken without a disciplinary hearing.

In some cases, we may need to suspend you from work while we carry out the investigation. Suspension is not considered to be a disciplinary action and is not indicative of any prejudgment of the matter. You will remain on full pay and benefits during any period of suspension.

==== '''Disciplinary hearing''' ====
Having investigated all the facts, the Company will decide whether:

* No action is needed, or;
* The matter should be dealt with informally, or;
* Formal disciplinary action is necessary.

==== '''Formal disciplinary action''' ====
If formal disciplinary action is the appropriate course of action, a disciplinary hearing will be arranged. You will receive written notice of the date, time and venue of the hearing, including information about the alleged misconduct and its possible consequences. You will normally be given copies of relevant documents and witness statements. You will have a reasonable period of time prior to the hearing to consider and prepare your response.

Where practicable, a different person to the one carrying out the investigation will carry out the disciplinary hearing.

A nominated member of staff will normally be present at any formal hearing or interview to take notes of the proceedings.

You should let us know as early as possible if there are any relevant witnesses you would like to attend the hearing or any documents or other evidence you wish to be considered.

At the hearing you will be presented with the allegations and evidence against you. You will be given the opportunity to respond to the allegations and put forward any mitigating circumstances which you want to be taken into account.

We may adjourn the hearing if we need to carry out any further investigations in the light of any new points you have raised.

We will inform you of the decision either at this hearing or as soon as possible after it has taken place (usually within one week). You will be provided with written reasons for the decision and advised of your right to appeal.

==== '''Your right to be accompanied''' ====
You may be accompanied at the hearing by a trade union representative or a colleague, who will be allowed reasonable paid time off to act as your companion. No-one is obliged to act as a companion if they do not wish to do so. If the Company considers your choice of companion to be unreasonable (for example if they have a conflict of interest or may prejudice the hearing), we may require you to choose someone else.

Your companion may make representations to us and ask questions but should not answer questions on your behalf. You may confer privately with your companion or ask for an adjournment at any time during the hearing.

If you or your companion cannot attend on the date proposed, you can offer an alternative time and date so long as it is reasonable and is within five working days of the date proposed by the Company.

==== '''Disciplinary penalties''' ====
The usual penalties for misconduct are set out below. No penalty should be imposed without a hearing. We aim to treat all members of staff fairly and consistently, and a penalty imposed on another member of staff for similar misconduct will usually be taken into account. However, no sanction will be treated as a precedent, and each case will be assessed on its own merits.

===== '''Stage 1: First written warning''' =====
Where there are no other active warnings on your file, you will usually receive a first written warning. This will usually remain active for six months, if the disciplinary procedure is not invoked again during that time. This written warning (and any subsequent written warnings) will state:

* The misconduct or other matters complained of.
* The action necessary to remedy the situation.
* Any review period which may be agreed.
* The consequences of failure to comply with the warning (either a final written warning, or dismissal with notice).

===== '''Stage 2: Final written warning''' =====
For more serious matters, or in case of further misconduct where there is an active first written warning on your record, you will usually receive a final written warning. This warning will usually remain active for twelve months, if the disciplinary procedure is not invoked again during that time.

===== '''Dismissal or other action''' =====
In instances of gross misconduct, or where your conduct has continued to fall below our standards after due warnings have been given, you may be dismissed. Examples of gross misconduct are given below. In cases of gross misconduct, the dismissal will usually be summary (i.e., without notice).

We may consider other sanctions short of dismissal, including demotion, redeployment to another role or a period of suspension without pay (where permitted by your contract), and/or an extension of a final written warning with a further review period.

Any decision will be confirmed in writing.

==== '''Appeals''' ====
If you are not satisfied with a disciplinary decision, you may appeal within one week of being told of the decision. Your appeal should be made in writing and should indicate the full grounds upon which your appeal is made.

The appeal hearing will, where possible, be held by someone senior to the person who held the original disciplinary hearing. You may bring a colleague or trade union representative with you.

On appeal, a decision may be to confirm the previous decision, or to impose a lesser or greater penalty, or no penalty at all. We will inform you in writing of our final decision as soon as possible, usually within one week of the appeal hearing. There will be no further right to appeal.

If you are appealing against dismissal, the date on which the dismissal takes effect will not be delayed pending the outcome of the appeal. However, if your appeal is successful, you will be reinstated with no loss of continuity or pay.

=== '''Confidentiality''' ===
We aim to deal with disciplinary matters sensitively and with due respect for the privacy of any individuals involved. All members of staff must treat as confidential any information communicated to them in connection with an investigation or disciplinary matter.

Any documentation (such as witness statements, letters, warnings and meeting summaries) will be stored securely, and only shared on a ‘need to know basis’.

=== '''Examples of misconduct''' ===
Examples of misconduct which could lead to disciplinary action include, but are not limited to:

* Unauthorised absence, or failure to comply with any aspect of the sickness absence policy.
* Poor time keeping and/or time wasting.
* Failure to comply with a specific instruction.
* Excessive use of personal email or internet usage.
* Impropriety, whether or not within working hours, which Handcrafted reasonably considers to be detrimental to its interests.
* Failure to disclose any personal interest which represents a conflict of interest with the organisation or its stakeholders.
* Breach of confidentiality.
* Failure to maintain health and safety standards.
* Impaired work due to the consumption of alcohol and/or drugs.
* Persistent or regular unavailability for work due to illness, injury or otherwise.
* Abusive or unacceptable behaviour.
* Bullying and harassment of another staff member.
* Minor breaches of your contract.
* Any review period which may be agreed.

=== '''Examples of gross misconduct''' ===
We regard certain issues as so serious as to warrant dismissal without notice (known as Summary Dismissal). Such matters include, but are not limited to:

* Physical and verbal violence / assault.
* Theft.
* Serious bullying, harassment or victimisation, particularly of a discriminatory nature.
* Making untrue allegations in bad faith against a colleague.
* Deliberate and serious damage to property.
* Fraud or deliberate falsification of records (e.g., in job applications, documents relating to sickness absence, or expense claims).
* Undertaking unauthorised paid or unpaid employment during your working hours.
* Accepting or offering a bribe or other secret payment.
* Serious negligence which causes or might cause unacceptable loss, damage or injury.
* Serious incapacity at work caused by being under the influence of alcohol or drugs.
* A serious breach of confidence.
* Deliberately accessing internet sites containing pornographic, offensive or obscene material.
* Disclosure of any confidential information relating to the organisation
* Serious insubordination or rudeness to managers, colleagues, trainees, contractors, suppliers or professional contacts.
* Bringing Handcrafted into serious disrepute.
* A serious breach of health and safety rules.
* Conviction on a criminal charge relevant to your employment or damaging to Handcrafted’s interests.

== '''Harassment & Bullying''' ==
Handcrafted is committed to providing a working environment that is free of harassment and bullying, and where everyone is treated, and treats others, with dignity and respect. We will not permit or condone any form of bullying or harassment.

==== '''Scope''' ====
This policy covers bullying or harassment of or by anyone engaged to work at Handcrafted Projects, and also by third parties such as contractors or suppliers. The policy encompasses bullying or harassment that occurs in the workplace, and also out of the workplace, such as on external trips or at work-related social events.

This policy does not form part of your contract of employment, and we may amend it at any time.

=== '''Introduction''' ===

==== '''What is harassment?''' ====
Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. A single incident of this nature can amount to harassment if sufficiently serious.

Unlawful harassment may involve sexual harassment, or it may be related to any other of the Protected Characteristics detailed in our Equal Opportunities policy, which includes age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. The Handcrafted stance is that harassment is unacceptable, whether or not it is targeted at any of these categories.

Examples of harassment may include (but are not limited to) the following:

* Displays or circulation of sexually suggestive material or material with racial overtones.
* Use of slang names for racial groups, or age groups, or for disabled persons.
* Professional or social exclusion.
* Unwanted physical conduct, such as touching, pinching, pushing and grabbing.
* Unwelcome sexual advances or suggestive behaviour.
* Offensive emails, text messages or social media content.

It is important to note that harassment occurs even if the harasser perceives his/her behaviour as being harmless and without malice, or ‘just a bit of fun’. What matters is how the behaviour makes the recipient feel, and not what the perpetrator’s intentions were. Also, a person may be harassed even if they were not the intended ‘target’ of the behaviour. For example, a man may be harassed by sexist jokes about women if the jokes create an environment that is offensive to him.

==== '''What is bullying?''' ====
Bullying is a sustained form of psychological abuse. It is defined as offensive, intimidating, malicious or insulting behaviour, involving the abuse or misuse of power, which has the purpose or effect of belittling, humiliating or threatening the recipient.

Workplace bullying usually takes one of three forms: physical, verbal or indirect. It can range from extreme forms such as violence and intimidation, to less obvious actions, such as professional or social exclusion.

Examples of bullying may include (but are not limited to) the following:

* Shouting or swearing at people in public or private.
* Spreading malicious rumours.
* Inappropriate derogatory remarks about someone’s performance.
* Physical or psychological threats.
* Constantly undervaluing effort.
* Rages, often over trivial matters.
* Ignoring or deliberately excluding people.
* Overbearing and intimidating levels of supervision.
* Deliberately sabotaging or impeding work performance.

Please note that managers are duty-bound to give their team members feedback and to generally manage their performance. Legitimate, reasonable and constructive criticism of a team member’s performance or behaviour, or reasonable instructions given to an employee in the course of their employment, will not amount to bullying on their own.

=== '''Procedure''' ===

==== '''What to do if you are being harassed or bullied''' ====

===== '''Informal approach''' =====
You may be able to sort out matters informally. The person may not know that their behaviour is unwelcome or upsetting, so an informal discussion may help them to understand the effects of their behaviour and agree to change it.

If you feel able to, tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You should keep a note of the date and what was said and done. This will be useful if the unacceptable behaviour continues and you wish to make a formal complaint.

If this is too difficult for you, then please talk to your line manager, or a trusted colleague, for advice and assistance. They may for example speak to the person concerned on your behalf or accompany you when you speak to them.

If the informal approach is not appropriate, or has not been successful, you should raise a formal grievance through the Grievance Policy.

===== '''Formal procedure''' =====
If you feel that you need to deal with an issue of harassment or bullying formally, you should do so by following to the Handcrafted Grievance Policy.

We will investigate the issue in a timely, confidential and sensitive manner. The investigation will be conducted where possible by someone with appropriate seniority and experience, and no prior involvement in the issue. Details of the investigation, and the names of the people involved, will only be disclosed on a ‘need to know’ basis. We will consider whether any steps are necessary to manage the ongoing working relationship between you and the person accused during the investigation.

Once the investigation is complete, we will inform both parties (separately) of our decision. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

==== '''Consequence of a breach of this policy''' ====
If after due investigation, we consider that a member of staff has been harassed or bullied by another remember of staff or trainee, the matter will be dealt with under the Handcrafted Disciplinary Policy as a case of possible misconduct or gross misconduct. The person concerned may be suspended on full pay during the disciplinary investigation until any eventual disciplinary proceedings have been concluded. If the complaint of bullying or harassment is upheld, a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence and all relevant circumstances.

Some bullying or harassment will constitute unlawful discrimination if it relates to any of the Protected Characteristics as detailed above and in the Equal Opportunities policy. Such behaviour could constitute a criminal offence, punishable by a fine and/or imprisonment.

Where it is found that a member of staff has been harassed by a third party, such as a customer, supplier or independent contractor, Handcrafted will take such steps as are reasonably practicable to prevent any recurrence.

If you make a complaint which is not upheld, and Handcrafted has good grounds for believing that the complaint was not made in good faith, we will take disciplinary action against you.

==== '''Protection and support for those involved''' ====
If you raise an issue in good faith, or if you participate in any investigation, you must not suffer any form of retaliation or victimisation as a result. Any member of staff found engaging in retaliation will be subject to disciplinary action.

==== '''Record-keeping''' ====
Information about an issue made by or about a member of staff may be placed on either party’s personnel file, along with a record of the outcome and any other notes or documents compiled during the process. These will be processed in accordance with our Data Protection policy.

==== '''How we can all help to stop bullying and harassment''' ====
We all have a shared responsibility to help create and maintain a working environment free of bullying and harassment. For your part, you can do this by:

* Considering how your own behaviour may affect others and changing it.
* Being receptive, rather than defensive, if asked to change your behaviour.
* Treating your colleagues with dignity and respect.
* Taking a stand if you think inappropriate jokes or comments are being made.
* Making it clear to others when you find their behaviour unacceptable.
* Intervening, if possible, to stop harassment or bullying, and giving support to victims.
* Reporting harassment or bullying to your line manager or another appropriate person.
* Being open, honest and objective in any investigation of complaints.

Managers have a particular responsibility to:

* Set a good example by their own behaviour.
* Ensure that there is a supportive working environment in their team.
* Communicate to team members what standards of behaviour are expected from them.
* Intervene to stop bullying or harassment.
* Report promptly to senior management any complaint of bullying or harassment.

== '''Grievance''' ==
From time to time, you may have a query or grievance relating to your employment with Handcrafted Projects. This policy is intended to encourage communication between you and your line manager to ensure that questions can be answered, and problems arising can, where possible, be fairly and quickly resolved.

==== '''Scope''' ====
The policy complies with the Acas Code of Practice on Disciplinary and Grievance Procedures. It applies to all Handcrafted members of staff, regardless of length of service. It does not form part of your contract of employment. We may amend it at any time, and we may depart from it depending on the circumstances of any case.

==== '''What is a grievance?''' ====

===== '''Examples of issues that may give rise to a grievance''' =====
The following is a list of the types of issues that may give rise to a grievance, although this list is not exhaustive, and other issues may amount to a grievance:

* Terms and conditions of employment.
* Health and safety.
* Relationships at work.
* Working practices.
* Organisational change.
* Discrimination.
* Bullying and harassment.
* Working environment.

This grievance procedure should not be used to complain about dismissal or disciplinary action, or if your performance is being managed through the formal capability procedure. In this event you should submit an appeal under the appropriate policy.

If you feel you have either witnessed or been the victim of bullying or harassment, please refer to our Bullying and Harassment policy for further guidance and information.

==== '''The Grievance procedure''' ====

===== '''Informal resolution''' =====
If you have a grievance arising from your employment it is often best to try to resolve the matter informally by discussing it with your line manager. If this is not appropriate, you should speak to Dan Northover (CEO) or Richard Alty (Trustee).

If this does not resolve the issue, you should follow the formal procedure detailed below.

===== '''Formal resolution''' =====
If your grievance can not be resolved informally, you should set out it out in writing. You should address this letter to your line manager, unless your grievance is about your manager, in which case it should be submitted to Dan Northover (CEO) or Richard Alty (Trustee). Your written grievance should include:

* An indication that it is a formal grievance.
* A brief description of the nature of your complaint.
* Any relevant facts, dates and names of individuals involved.

On receiving this notice, we will acknowledge receipt and give you a realistic timeframe within which a response will be forthcoming.

In some situations, we may ask you to provide us with formal information before we can progress the matter.

Written grievances will be placed on your personnel file, along with a record of any decisions taken and any notes or other documentation compiled during the grievance process. These will be processed in accordance with our Data Protection policy.

==== '''Grievance investigation''' ====
It may be necessary for us to carry out an investigation into your grievance. This may involve interviewing and taking statements from you and any witnesses, and/or reviewing any relevant documentation.

You must cooperate fully and promptly in any investigation. We may ask you for names of witnesses for example, or to disclose any documentation to us.

When investigating a matter, we will bear in mind any concerns to raise relating to confidentiality, but you should be aware that a full investigation may not be possible without certain disclosures being made, and that, without a full investigation, it may not be possible or appropriate for Handcrafted to reach the decision on your grievance that you wish for.

If any evidence is gathered in the course of the investigation, you will be given a copy in advance of the hearing. However, in exceptional circumstances such evidence given by individuals may have to remain anonymous and/or confidential - in this eventuality you will be given an appropriate summary of the evidence.

We may initiate an investigation before holding a grievance meeting, but on other occasions we may hold a grievance meeting before deciding what investigation (if any) to carry out. In those cases, we will hold a further grievance meeting with you after our investigation and before we reach a decision.

==== '''Grievance meeting''' ====
We will arrange a grievance meeting, normally within one week of receiving your written grievance or of completing any necessary preliminary investigation.

You will be notified of the date, time and location of the meeting (which should be reasonable for you and the organisation). You should make every effort to attend grievance meetings. If you are unable to attend a meeting at the specified time, please let us know immediately, and we will try, within reason, to agree an alternative time.

If you have any difficulty with the grievance meeting, or at any other stage of the procedure, because of a disability or because English is not your first language, please let us know so that we can try to help you. We may for example invite you to bring a friend or a member of your family to the meeting, if this may help.

During the meeting your grievance will be discussed, and both parties will have an opportunity to explain their views. A third party may also be present to keep a note of proceedings. You should take the opportunity to explain your grievance, and how you believe it should be resolved. Any evidence will be taken into full consideration.

If, in the course of the meeting, we feel that further investigation is merited, we will consider adjourning the meeting, and then reconvening it at a later date, once the necessary investigations have been carried out.

We will write to you, usually within one week of the final grievance meeting, to inform you of the outcome and of any further action that we intend to take to resolve the grievance, if applicable. We will also set out your right of appeal.

==== '''Your right to be accompanied''' ====
You may bring a companion (either trade union representative or a work colleague) to any grievance meeting or appeal meeting under this procedure. Please tell us who your chosen companion is in good time before the meeting. If your chosen companion is unavailable at the time a meeting is scheduled and will not be available for more than five working days afterwards, we may ask you to choose someone else. If Handcrafted does not consider your choice of companion to be a reasonable one, we may require you to choose an alternative. Your companion will be allowed reasonable paid time off to act as your companion. He/she is under no obligation to agree to be your companion.

If you choose to be accompanied, your companion may address the meeting and you will be allowed to confer privately with each other, but he/she should not answer questions on your behalf.

==== '''Appeal''' ====
If you are not satisfied with a grievance decision, you may appeal within one week of being told of the decision. When appealing you should set out in writing which aspects of the decision you are challenging and why.

We will hold an appeal meeting, usually within one week of receiving your written appeal, unless you have raised further evidence which requires investigation. This will be dealt with impartially, and the appeal meeting will be held, if possible, by a more senior manager who has not previously been involved in the case (although they may ask anyone previously involved to be present). You have the right to be accompanied by a companion, as set out above.

We will confirm our final decision in writing, usually within one week of the appeal hearing, unless any subsequent investigation has been necessary. Where appropriate we may hold a meeting to give you this information in person. This is the final stage of the grievance procedure, and there is no further right of appeal.

== '''Whistleblowing & Confidential Disclosures''' ==
This document is the Handcrafted Projects Whistleblowing Policy as defined under Public Interest Disclosure Act 1998. The Act protects workers who disclose information about malpractice at their current or former workplace, provided certain conditions are met.

==== '''Scope''' ====
The policy applies to all staff and trainees. Personal grievances (e.g., bullying, harassment, discrimination) are not normally covered by this policy, these are covered by the Handcrafted Projects Grievance Policy.

=== '''Introduction''' ===
Handcrafted Projects staff and trainees in any capacity, at one time or another may have concerns about what is happening. It is your duty to speak up about genuine concerns. These concerns are usually best resolved by having a conversation with your line manager.

When disclosing a concern, you must reasonably believe two things:

# That you are acting in the public interest; and
# that the disclosure may fall under one or more of the following headings of malpractice (the list is not exclusive):

* a criminal offence e.g., fraud.
* betting, corrupt conduct, inside-information.
* someone’s health and safety is in danger.
* risk or actual damage to the environment.
* a miscarriage of justice.
* an organisation is breaking the law or
* covering up wrong-doing.

You may be worried about raising such issues or may want to keep the concerns to yourself, perhaps feeling that it is none of your business or that it is only a suspicion. You may feel that raising the matter would be disloyal to colleagues, managers or to Handcrafted Projects. You may decide to say something but find that you have spoken to the wrong person or raised the issue in the wrong way and are not sure what to do next.

Handcrafted Projects takes any form of misconduct seriously and has introduced this policy to enable staff and trainees to raise concerns early and in the right way. We encourage all individuals, where appropriate, to raise the matter as a concern rather than wait for proof.

==== '''Assurances by Handcrafted Projects''' ====

===== '''Commitment''' =====
The Handcrafted Projects Trustees are committed to this policy. If a genuine concern is disclosed under it, Handcrafted will use all reasonable endeavours to protect you, provided you are acting in good faith. This assurance does not apply to someone who maliciously raises a concern that they know is untrue.

The daily environment for a Handcrafted Projects employee or trainee may be challenging following a whistleblowing disclosure, both whilst the disclosure is being investigated and following the conclusion of the process. If you feel that your environment is not tolerable, discussions should take place with Dan Northover. We will seek to either redeploy you, suitably change your environment, or ensure that you are not disadvantaged as a result of making the disclosure.

===== '''Confidence''' =====
Handcrafted Projects does not tolerate the harassment or victimisation of anyone raising a genuine concern. However, we recognise that you may wish to raise a concern ‘in confidence’. If you ask us to protect your identity, we will not disclose it without your consent. If the situation develops and we are not able to resolve the concern without revealing your identity (for instance because evidence is required in court), we will consult with you on how you would like to proceed.

Handcrafted Projects recognises that if we do not know the identity of the person disclosing a concern, it may be more difficult to resolve the matter. Notwithstanding, we will always endeavour to balance this with the needs of anyone raising a concern.

===== '''Procedure''' =====
Once we have been made aware of a concern, we will make an initial assessment in order to decide what action should be taken. This may involve an internal investigation, or an external review/investigation completed by independent experts who are not involved in our organisation. You will be made aware of who is handling your concern and how they can be contacted.

We will act as quickly as possible to resolve the matter, though the time taken to come to a resolution will depend on the nature of the disclosure. If appropriate and confidentiality allows, you will be kept informed at all times, though this may not always be possible.

When raising a concern, you will be asked how you feel the matter might best be resolved. At this stage, we must be made aware if you any personal interest in the matter. If the concern is deemed to be covered more appropriately by the Grievance Procedure, we will make you aware and direct you to the policy. Records of disclosures will be kept in accordance with applicable law.

===== '''Raising a concern internally''' =====
If you have a concern about misconduct, you should raise it in the first instance with your Line Manager, alternatively with Dan Northover (CEO). This may be done orally or in writing. You will need to state whether you wish to raise the matter in confidence so the appropriate arrangements can be made.

If, after raising these concerns, you still feel the matter has not been addressed, or if you feel that the matter is so serious that you cannot discuss it with your manager or director, you should contact the CEO.

===== '''Raising a concern externally''' =====
In disclosure cases such as criminal misconduct or child or vulnerable adult abuse, you must inform the regulatory authorities without undue delay.

The disclosure process when dealt with internally by Handcrafted Projects may be duty bound to report externally to statutory bodies.

===== '''Keeping the Handcrafted Projects’ Trustees informed''' =====
The CEO will notify the Chair of the Trustees when a whistleblowing case has instigated. Details of the case will not be discussed at that stage. Once the findings are concluded, the Trustees will be fully informed, in confidence.

Template:Safeguarding contacts

2026-03-13T10:50:26Z

Seymour Jacklin:

* '''Safeguarding Officer:''' Dan Northover (07917 037479)
* '''Deputy Safeguarding Officer:''' Ruth Crichton
* '''Social Care Direct:''' 0845 26 79 79
* '''thirtyone:eight Safeguarding Helpline:''' 0303 003 11 11
* '''Crisis Team:''' Call 111 and ask for the Crisis Team if someone is in immediate danger.
* '''Emergency Services:''' Dial 999 for police, ambulance, or fire services.

Lone Working Policy

2026-02-27T10:37:16Z

Seymour Jacklin: /* Avoiding lone working */ updated with agreed wording following review by HRSG

At Handcrafted, we recognise that some staff and volunteers may be required to work alone as part of their roles. We are committed to ensuring their safety and well-being by identifying potential risks and implementing appropriate measures to reduce them.

This policy outlines the procedures for managing lone working, including risk assessment, communication protocols, and support measures.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[The Human Resources and Wellbeing Steering Group|'''The Human Resources and Wellbeing Steering Group''']]
|-
|'''Last review and approval'''
|25/06/2025
|}

== What is lone working? ==
As an employee of Handcrafted, there may be times when you are required to work away from your base, without the direct supervision and support of your colleagues. You may be working outside of normal hours, doing a home visit at one of our properties or supervising a renovation.

Lone working can present a variety of risks from accidental injury to a risk of harm from violence. This policy outlines how we manage that risk at Handcrafted

=== Who is responsible? ===
As an employer, Handcrafted is required by law to protect the health and safety of lone workers. We must provide adequate training, support, and equipment to enable you to do your job safely. However, as a lone worker, you also have a responsibility to:

* Take reasonable care to look after your own safety and health
* Safeguard the safety and health of other people affected by your work
* Follow Handcrafted safety and health procedures
* Use equipment in accordance with any relevant safety instructions and training you have been given
* Report all accidents, injuries, near-misses and other dangerous occurrences

== The Risks ==
Before working alone, you should assess the risks and take steps to minimise them. This policy identifies the following risks associated with the kind of work we do at Handcrafted.

* risk of threat, intimidation or violence from members of the public, trainees and residents
* risk of wrongful allegations being made by members of the public, trainees and residents
* risk of personal injury while moving loads and using tools

== Lone Working Risk Assessments ==
Before working by yourself with a resident, you must familiarise yourself with the contents of their Safety Plan on AirTable. At the top of the Safety Plan, any known risks to lone workers will be outlined along with management measures. You must also check the "Safeguarding" indicator on their record, which will tell you if there is "No Lone Working", "No Female Lone Working (NFL)" or "No Male Loneworking (NML)".

We have a collective responsibility for keeping the Safety Plans up to date with any changes to an individual's risk to lone workers, so make sure you are also communicating with the hub team about any emerging issues.

== Managing Risk ==

=== General principles ===
If at any time you are working alone, make sure:

* You have a working mobile phone with sufficient charge on the battery
* Your phone is switched on
* Your supervisor (or colleagues if they are unavailable) know where you are going and for how long you are likely to be working alone

Inform your supervisor if you have a medical condition or there are any circumstances that make you more vulnerable when working alone (e.g. if you are pregnant or taking medication that makes you drowsy).

Sign out from your base when if you leave, and sign back in when you return. Let your supervisor know when you have returned.

Report and record if you feel that a risk has changed (for example if you notice a trainee is drinking more heavily than usual or you are aware that they have made verbal threats).

=== One-to-one contacts including home visits ===
The first line of defence against the risks associated with lone working is not to do it. This is one of the reasons why, in many Handcrafted working contexts, you will be working alongside another member of staff. However, home visits are often carried out by single workers and can be a time of heightened risk as well as other occasions when you may need to be by yourself with a resident or trainee (e.g. giving a lift to an appointment).

Particular care must be taken in certain situations:

* If you are likely to be alone with a vulnerable adult or a minor of the opposite sex
* If you are likely to be alone with an individual who has a history of assault or sexual offences

'''''Certain individuals are designated in their client record under “Safeguarding” as M (potential risk to minors), NFL (no female lone working), and NFL&M (No female lone working and potential risk to minors). Make sure you know if this is the case by checking their record.'''''

Do not proceed with lone working where a dynamic risk assessment identifies a risk of harm that cannot be reduced to an acceptable level using agreed controls. For instance, you are not expected to enter a property if the resident is under the influence of drugs or alcohol or is threatening violence. However, feeling uneasy or finding an aspect of work unpleasant is not, by itself, a reason to cancel.

When risk is uncertain or elevated: (1) apply control measures, (2) seek advice or support from a supervisor/colleague, and (3) if needed, convert the activity to a paired visit or alternative arrangement such as meeting in a public setting. Make sure your decisions and control measures are recorded.

=== Planning and safety on home visits ===

* It's a good idea to use an agreed code word if you get into difficulties and need to alert colleagues by phone without alarming someone you are with.
* Avoid entering a property alone without the resident present unless this is definitely necessary to carry out your duties.
* Stick to a time limit for a visit and make this explicit to the person you are visiting (e.g., say "I have just an hour, and then I will need to leave.")
* If you're visiting a Handcrafted property, make sure you have a key to the property.

There is no system suggested in this policy for getting people to check in or calling them after, say, half an hour, because if you're going into a situation where you might need to be called in half an hour, you shouldn't be going alone.

If you are in doubt, speak to your supervisor or seek the support of colleagues. Use your judgement and take responsibility for feeling safe.

=== Giving lifts ===
Don't give a lift by yourself to a person identified as higher risk.

If you are doing multiple pickups or dropoffs make sure you do them in an order that means you will not end up with a higher risk person travelling with you alone

Avoid taking a person in your car who is not known to Handcrafted (i.e. if we have no referrers risk assessment for them or have not had the opportunity to assess and record any risks.)

=== Supervising trainees ===
If you are supervising trainees by yourself (in the workshop, out on renovations or in other training settings), you must have a current certification in basic first aid.

=== Physical work ===
Handcrafted employees work with construction materials, tools and machinery, including off-site and alone. Some tasks may be too difficult or dangerous for you to do by yourself.

* Make sure you use appropriate personal protective equipment for the task you are doing. If it is not available, inform your line manager and do not put yourself at risk of injury.
* Follow correct manual handling procedures according to the training provided by Handcrafted.
* Don't move loads or operate machinery without the proper training.
* Lone workers must have access to a first aid kit at all times

Supported Housing Policy

2026-02-24T16:01:52Z

Seymour Jacklin: /* Entering young people's bedrooms */

Our mission at Handcrafted is to provide more than just housing; we are dedicated to offering holistic support that empowers individuals and nurtures their growth, well-being, and independence. Our policy is built upon a foundation of key principles that guide our approach to housing provision and support services.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Dan Northover|'''Dan Northover''']]
|-
|'''Last review and approval'''
|09/09/2025
|}

== '''Principles''' ==

{{Handcrafted's Principles}}

== '''Initial Assessment''' ==
This policy outlines the procedures and guidelines for the assessment and allocation of housing services provided by Handcrafted. By adhering to this policy, Handcrafted aims to provide housing services that are accessible, fair, and responsive to people with multiple-complex needs, fostering a supportive and inclusive environment for those facing homelessness. The policy is reviewed on an annual basis to ensure its effectiveness and alignment with the needs of the community.

=== Enquiries and Applications Process ===
Enquiries and applications for housing services are received through the Supported Housing Referral Form (link).

The referral will be processed by the hub administrator and discussed at a support review meeting where the hub manager and support workers will review availability and the assessment and prioritisation criteria.

The assessment and prioritisation criteria include:

* Current housing situation
* Availability of suitable housing and suitable locations
* Potential benefits from being involved with Handcrafted.
* Referral reasons and support needs
* Risk factors

Target beneficiary groups include:

* Young care leavers with complex needs
* People affected by domestic abuse.
* Asylum seekers, refugees, and stateless people

We will aim to contact the referrer and the person they are referring, to request further information or update them on the outcome within five working days.

A decision not to allocate housing to an individual can be appealed by writing to CEO Dan Northover (dan@handcrafted.org.uk) or Project Manager John Hinton (john@handcrafted.org.uk).

=== Service Description and Promotion ===
An up-to-date and accurate description of availability is actively promoted to referrers. This description includes information on eligibility, target beneficiaries, and access methods.

The service description is available through multiple channels, such as the charity's website, printed materials, and outreach efforts.

=== Accessibility and Communication ===
Our prioritisation criteria and referral process are communicated in plain English on our website, referral form, and marketing material.

We will endeavour to ensure that beneficiaries with different communication needs have access to the information in a manner that is understandable to them.

Support is provided to residents whose first language is not English, those who are non-verbal, or those with limited understanding. This includes access to interpretation services and alternative communication methods.

Referrals who are unsuccessful in their housing applications are informed of the reasons, giving them the chance to challenge decisions resulting from assessments and prioritisation.

Where appropriate, referrals are also provided with information about alternative services or referral agencies that might better suit their needs.

=== Inclusivity and Access ===
Handcrafted pays particular attention to ensuring fair access to under-represented groups.

The eligibility criteria and application process are actively promoted to relevant agencies and the wider community to make eligible individuals aware of the service.

=== Matching and Household Compatibility ===
As part of the initial assessment process, we carefully consider the compatibility of young people with the existing household to promote safe, stable, and positive living arrangements. In addition to assessing individual needs, risks, and support requirements, we take account of the current household dynamic, including age, vulnerability, support needs, and any relevant cultural or identity considerations. This approach supports effective placements and reduces the risk of conflict or placement breakdown.

Where practicable, young people are offered the opportunity to be introduced to staff and other residents before a placement is confirmed. These introductions help young people make informed decisions, understand expectations of shared living, and feel prepared and welcomed. Young people are encouraged to ask questions and share any preferences or concerns, which are considered as part of the final placement decision.

=== House Meetings, Activities, and Managing Relationships ===
Regular house meetings are held to support positive relationships and shared responsibility within the home. These provide structured opportunities for young people to express their views, agree shared expectations, raise concerns, and contribute to decisions about communal living and activities. Meetings are facilitated by staff, recorded appropriately, and used to inform ongoing support and house management.

Staff support positive peer relationships and address any housemate-related concerns promptly and appropriately. Young people are encouraged to raise issues in a safe and supportive way, either informally or through key-work sessions. Where concerns arise, staff listen to all parties, assess risk, and take proportionate action, including mediation, revisiting house agreements, or escalating concerns in line with safeguarding and risk management procedures. All actions and outcomes are recorded and reviewed to ensure young people feel safe, heard, and supported.

=== Continuous Improvement ===
The policy and procedures are subject to regular review to identify areas for improvement in service delivery.

The policy review process incorporates feedback from beneficiaries and stakeholders to ensure their perspectives are considered and integrated into service improvements.

Handcrafted seeks to collaborate with service commissioners to identify local housing needs and adapts its services accordingly.

The aim is to ensure that Handcrafted's housing services remain responsive to the changing needs of the community.

== '''Individual Risk Assessment and Review''' ==
At Handcrafted, our priority is to provide safe and supportive housing to individuals facing homelessness. To ensure the well-being of our applicants and residents, a comprehensive needs and risk assessment is conducted prior to offering services or shortly thereafter, tailored to the needs of the individual.

=== Staff understanding and training ===
Our staff members are trained to assess risks and needs on an individual and ongoing basis. Our procedures are covered in our staff induction and training programs. At induction, staff in supportive roles are introduced to the Airtable system for record keeping and given training in how to record risks, and how to review and update resident's individualised safety plans. This is further supported by annual refresher training on the principles of risk assessment relevant to each staff member's role.

=== Appropriate and comprehensive risk assessment ===
We have developed a needs and risk assessment approach that is suitable for our residents and is fully integrated into weekly care-planning activities and ongoing monitoring.

Needs assessment begins from first engagement and, while it builds on existing information we receive from referrers, we never assume this is comprehensive and aim to build a fuller picture as quickly as possible by engaging with new residents and asking them about their needs and priorities. These are reflected in the support plans and safety plans, which are created in collaboration with individual residents.

The assessments are securely stored in our Airtable database and easily accessible to relevant staff, ensuring transparency and effective communication.

Our risk assessments (known as "safety plans") take a holistic approach to address various dimensions of risk, historical and current, including risk to self, risk to others (including staff and the wider community), and risks from others (including staff and the wider community).

=== Collaboration with Other Services ===
Our needs and risk assessments take into account the perspectives and views of other relevant services when appropriate, underpinning a collaborative and integrated approach to resident support.

=== Appropriate Use of Risk Assessment ===
Our service approaches risk constructively, avoiding inappropriate use of risk assessment to exclude people. Instead, we utilise risk assessment as a tool to enhance support planning and decision-making.

Our needs and risk assessment policy and procedures strike a balance between promoting independence and effectively managing risks, enabling residents to progress toward self-sufficiency while maintaining their safety.

Our staff harness the insight of individual residents during the assessment of needs and risks, promoting a person-centred approach.

Additionally, specialist expertise is sought when required to ensure accurate and informed assessments.

=== Ongoing Review of the Risk Assessment ===
Needs and risk assessments are subject to regular review to accommodate changing circumstances and evolving needs. Review takes place through the mechanism of the weekly support planning team meeting during which the support team checks the previous week's activities and the planned support against the support plan and safety plan, making sure that our work is aligned to the long-term agreed direction of travel for an individual as well as responsive to any emerging changes. This proactive approach ensures that our support remains relevant and effective.

Needs and risk assessments, along with support and risk management plans, are therefore reviewed consistently and systematically as well as responsively. All changes are recorded with rationale explained in the daily contact notes and the nature and frequency of contact is determined according to need, with a minimum of twice a week.

The risk assessment is presented in the support database alongside the risk management plan, support plan and contact notes, so that it can be reviewed at weekly support planning meetings and whenever a safeguarding concern has been raised. All safeguarding-related entries to the daily contact notes are flagged by the writer and reviewed within 24-hours by a member of the safeguarding team and will trigger reviews of the risk assessment.

=== Continuous Improvement of our Policy ===
We are committed to continuous improvement. We incorporate resident and stakeholder input to drive positive change.

This policy is reviewed in response to changing legislative or contractual requirements, at minimum every three years. This ensures alignment with best practices and evolving standards.

=== Internal Quality Monitoring ===
Senior members of the support team (Senior support supervisor, safeguarding officers and area managers) are responsible for monitoring needs and risk assessments along with the contact notes to ensure our processes are effective, efficient, and compliant with our policies.

{| class="wikitable"
! Who
! What
! When
|-
| Safeguarding officer
| Safety Plan (Risk Assessment), Support Plan, contact notes. Check that these are up to date and accurate. Make sure actions taken are in accordance with relevant policies.
| Any time a contact note is flagged as having relevance to safeguarding
|-
| Safeguarding Steering Group
| Safety Plan (Risk Assessment), Support Plan, contact notes. Make sure policy has been followed. Recommend adjustments to the assessments or plans where relevant.
| At monthly meeting if safeguarding concern is serious, ongoing or unresolved
|-
| Senior Support Worker
| Safety Plan (Risk Assessment), Support Plan, contact notes. Follow up on missing information or lack of clarity, and check that best practice is being followed in record keeping and delivery of support.
| Review in response to an incident or concern and as part of continuous supervision of the support teams
|-
| Hub Managers
| Safety Plan (Risk Assessment), Support Plan, contact notes. Ensure alignment of practice with Handcrafted Principles. Check if any quality issues need to be addressed with the local team or individuals. Alert to problems.
| Weekly using a dashboard on the database to keep teams accountable
|}

== '''Support Planning and Review''' ==

=== Support Planning Principles ===
At Handcrafted, we are committed to providing holistic and individually tailored support to people facing homelessness. Our support plans are designed to address the unique needs and risks identified through our assessment process, ensuring the well-being and progress of our residents.

Our support plans incorporate individual outcomes that are discussed with residents to ensure their active involvement in shaping their journey towards stability and independence.

We proactively address residents' move-on, and resettlement needs from the very beginning of their engagement with our services, promoting a holistic approach to their housing journey.

=== Stages of Empowerment and Goal setting ===
Where it is appropriate support plans will incorporate SMART objectives that are clearly understood by residents, providing tangible milestones that guide their progress toward achieving their desired outcomes.

In the majority of cases support workers are trained to observe how people’s expectations of themselves change over time and to capture the small, unplanned successes that emerge as a side-product of feeling safe, belonging, and growing in confidence.

For many people with complex needs, and volatile lifestyles, specific objectives can ‘set them up to fail’ rather than broadening a range of creative possibilities and unfolding discoveries. So, we record and monitor empowerment across four broad stages which are defined as:

* Entering – “I am open to using resources available to me with some support.”
* Engaging – “I am using my own initiative and taking hold of opportunities.”
* Applying – “I have my own ideas of what I want to do using my new skills.”
* Extending – “I am looking beyond myself, to build up my community.” OR “I am taking steps to strike out on my own without needing support.”

=== Support Planning Approach ===
We look to see people empowered in five areas:

* Living Space – A safe place to live that feels like home.
* Using Time – Something meaningful to do each day.
* Social Life – People to talk to and a good support network.
* Self Confidence – Trust in our own abilities and having something to give.
* Coping Strategies – Ways to cope and bounce back when things get tough.

These five areas arose from a consideration of where the typical needs of the people we work with intersected with the service we offer. In terms of the service we offer, the core of our work is to do two things: we provide housing (living space) and we facilitate meaningful activity (using time). But we don’t just give people a home and something to do; it’s also fundamental that there is an invitation here to also become part of a supportive community (social life). In turn, we noted from experience that gains in ‘self-confidence’ are the pivot on which sustainable change occurs - it’s an essential ingredient in enabling people to go on ultimately without our help.

Finally, the category of ‘coping strategies’ is grounded in an adaptive, behavioural model of health and wellbeing rather than a disease model. This applies in respect of addiction particularly, but also to many other areas where there are complex needs. We wanted an area that reflected our assumption that people are essentially resourceful and that unhealthy coping mechanisms can be replaced with healthy ones.

=== Support Planning Documentation and Quarterly Reviews ===
See Annex 1 for an example Support Plan covering the five areas.

This will be completed when a new resident moves into a property and updated quarterly thereafter. The review will be based on contact notes, data, and client feedback.

The support plan may also be reviewed by the Safeguarding Steering Group when a safeguarding concern is raised.

=== Weekly Support Planning ===
Support staff will meet weekly to review the support plan, risk assessment and contact notes.

This review will be used to plan support activities, and make any required changes to the support plan, personal details, or risk assessment.

The review will use the Airtable form (link) and include:

* What has been happening in the last week?
* Any issues identified?
* What do we plan to do this week and who is going to do it?
* The priority level for the resident this week
* Any updates to the safety plan in response to changes in risk or presentation

Contact notes will be categorised according to the range of support activities that Handcrafted can offer (Annex 2).

=== Accessible and Secure Documentation ===
Copies of all support and risk management plans are securely stored and accessible to relevant staff and can be made available to residents upon reasonable notice being given, promoting transparency and effective communication. The support plan is stored on the individual’s record in Airtable alongside their personal details, support notes, referral reasons, and their risk assessment.

=== Collaboration with Other Services ===
We actively collaborate with other care and support services, ensuring that our support planning takes into account the broader spectrum of residents' needs beyond what is addressed directly within our service.

When needed, we seek specialist expertise to inform the development of support plans, ensuring the highest quality of care.

Our support and risk management plans complement any statutory care plans or support plans provided by other agencies, promoting comprehensive and integrated support.

=== Informing Service Development ===
Reviews of needs, risks, and outcomes serve as valuable insights for service development and strategic planning, ensuring ongoing improvement and alignment with resident needs.

== '''Resident Involvement''' ==
At Handcrafted, we recognise that residents’ experiences, views, and outcomes drive service development and strategic planning. We are committed to actively involving residents in shaping their support and accommodation, and to regularly listening to and responding to their views and wishes as a core and routine part of our practice. Resident involvement is embedded across all aspects of assessment, planning, delivery, and review to ensure services remain safe, effective, and responsive to individual needs.

Our approach centres on empowering residents, promoting independence, and fostering meaningful participation and community engagement. By listening to residents’ views, respecting diversity, and promoting autonomy, we aim to deliver high-quality, person-centred supported accommodation that enables individuals to achieve positive outcomes.

=== Choice, Control, and Ongoing Participation ===
Residents are supported to exercise choice and control over their support at all times. They are empowered to request reviews, raise concerns, provide feedback, and suggest changes whenever they wish. This right is clearly communicated through service information, introduction meetings, and ongoing key-work sessions.

Resident involvement is integral to needs and risk assessments, support planning, and reviews. Staff ensure that residents’ views, preferences, and aspirations are central to all decision-making processes. Residents are actively involved in weekly support reviews and in more formal quarterly support-plan reviews, during which priorities are jointly agreed with their key worker for the coming period.

Support is not delivered in a fixed or prescriptive way. Instead, staff regularly listen to residents during each session and adapt plans, activities, and approaches in response to what residents say is working well, what they want more of, and what they feel needs to change.

=== Listening to Feedback and Responding to Residents’ Views ===
Handcrafted has clear systems in place to ensure that residents’ feedback is consistently listened to, accurately recorded, and used to inform practice at both an individual and service level. Feedback may be positive, raise concerns, or request changes to support, and all forms of feedback are treated with equal importance.

Positive feedback is recorded to identify strengths in accommodation, support, training, activities, and opportunities. This enables managers and staff to understand what residents value and to ensure effective practice is maintained and developed. Where appropriate, staff record short, direct quotes from residents to ensure their voice is clearly represented and preserved.

Where residents raise concerns or dissatisfaction, these are taken seriously and responded to promptly. Staff ensure concerns are clearly recorded, shared with managers, and followed up appropriately. This demonstrates that residents are listened to and that their concerns lead to action and learning. Any feedback that meets the threshold of a formal complaint is managed in line with the Complaints Policy to ensure fairness, transparency, and accountability.

Residents are also encouraged to request changes to their support or additional help at any time. These requests are recorded and reviewed through team meetings, support reviews, and individual support plans. Staff adapt support flexibly and proportionately, ensuring that plans evolve in response to residents’ changing needs, wishes, and circumstances.

=== Transparency, Recording, and Accountability ===
Residents’ views are clearly documented within assessment records, support plans, and review notes. Where a resident disagrees with an assessment, decision, or aspect of their support, this is recorded transparently to evidence their involvement and voice. Staff are trained to ensure all records reflect a person-centred approach while maintaining appropriate risk management.

Managers use recorded feedback and support requests to monitor practice, identify themes, and ensure appropriate follow-up. This oversight supports continuous improvement and helps ensure residents consistently receive support that reflects their views and promotes positive outcomes.

=== Staff Competence and Values ===
All staff involved in assessment, support planning, and key-work are trained to work in a respectful, inclusive, and empowering way. Induction and ongoing training emphasise the importance of listening to residents, involving them meaningfully in decisions, and responding flexibly to their views and wishes.

Staff are expected to embody Handcrafted’s values of empathy, respect, and empowerment and to ensure residents feel heard, valued, and involved in shaping their own support.

=== Visitors ===
Handcrafted recognises that positive and appropriate visitors can play an important role in supporting residents’ mental health, emotional wellbeing, and social development. Visitor arrangements are therefore managed in a way that balances these benefits with the need to maintain a safe, respectful, and well-managed living environment for all residents, staff, and neighbours.

* Visitors are permitted '''only with prior approval''' from Handcrafted and remain the responsibility of the resident at all times.
* '''Overnight visitors are not permitted''' unless express permission has been granted in advance by Handcrafted.
* No more than '''two visitors''' may attend at any one time without express permission.
* Residents must not provide visitors with keys or unrestricted access to the accommodation.
* Residents must not allow entry to individuals who have been '''banned from the property'''.
* Visitors must comply with all '''house rules''', including expectations relating to behaviour, noise, fire safety, and health and safety.

Residents are accountable for the conduct of their visitors and may be held responsible for '''any damage, nuisance, or breaches of policy''' arising from visitor behaviour.

=== Access Rights and Data Protection ===
Residents have access to their records and may request copies of assessments, plans, and reviews. All information is managed in accordance with the Data Protection Act to ensure confidentiality and privacy.

=== Cultural, Religious and Individual Needs ===
Support is delivered in a way that recognises and respects residents’ cultural, religious, lifestyle, and identity needs. Information and support are adapted as required to ensure accessibility and inclusion.

=== Involvement of Wider Support Networks ===
Where appropriate and with the resident’s consent, assessments and support planning involve other professionals, family members, carers, and friends. This collaborative approach strengthens outcomes and ensures support reflects the resident’s wider context and wishes.

=== Balancing Choice and Risk ===
Staff are trained to balance residents’ preferences with effective risk management. Where disagreements arise, these are handled sensitively, with clear recording of discussions and decisions, ensuring residents’ views are acknowledged and respected.

=== Pre-Acceptance Engagement ===
Prospective residents are given opportunities to visit the service and meet staff before accepting an offer, supporting informed decision-making and reducing anxiety.

=== Promoting Independence and Community Engagement ===
Residents are supported to develop independence through skills training, practical support, and access to appropriate services. Support plans reflect individual goals relating to education, employment, training, health, and social inclusion.

Residents are encouraged to participate in their local community, maintain relationships with friends and family where safe and appropriate, and engage in social, cultural, and democratic activities. Barriers to participation are identified and addressed within support planning to build confidence, skills, and self-esteem.

== '''Policy provisions for young people''' ==

=== '''Entering young people's bedrooms''' ===
A young person’s bedroom should not generally be entered without their permission or advance notice, such as for a facilities inspection where relevant. In most instances, staff should inform the young person in advance of a check or inspection and agree a time for the staff member to gain access to the bedroom. Immediate searching without permission may be necessary where there are reasonable grounds for believing that there is a safety risk to the young person or another person. If staff need to enter the young person’s bedroom without permission or advance notice, they should inform the young person that they are entering the room and explain the purposes for entering immediately. If a member of staff has entered a young person's bedroom, this should be made clear in the contact note for that visit, ensuring accurate records are kept. As part of the young person's introduction to the service, they will be informed of Handcrafted's policy on entering bedrooms in supported housing accommodation.

=== '''Managing, administering, and disposing of medication, including processes for record keeping''' ===
Young people are expected to store and self-administer their own prescribed medication, with staff offering a minimal level of practical support (such as providing a lockable medication box or helping set reminders) when needed to promote safe and independent medication management. If staff have any questions or concerns about a young person's medication, or ability to self-administer, they should initially discuss these with the young person. If a young person appears unable to manage their own medication safely even with support, this may indicate that a higher level of care is required, and staff should record concerns, follow safeguarding procedures, and liaise with relevant professionals, such as a GP or community pharmacist. Young people should dispose of their own unused or expired medication by returning it to a pharmacy. Staff may offer practical support with this where needed, ensuring medication is never placed in general waste or removed without the young person's knowledge, unless there is a safeguarding concern. Staff must ensure clear factual records are kept regarding support or concerns with medication, using contact notes on the Airtable system.

== '''Repairs and maintenance''' ==
Handcrafted aims to provide a secure and well-maintained housing environment for our residents. Through proactive maintenance, regular inspections, and resident engagement, we strive to create a place where residents can live with peace of mind and have a stable home that feels safe and helps them to thrive.

This policy should be read in conjunction with:

* The Decent Homes Standard
* Housing Health and Safety Rating System (HHSRS)
* National Standards for Supported Housing (NSE)
* The Landlord and Tenant Act (1985)
* The Homes (Fitness for Human Habitation) Act 2018
* The Building Regulations 2010 (Including Amendments)
* The Management of Health and Safety at Work Regulations 1999
* The Environmental Protection Act 1990
* Housing Act 2004

=== Reporting Procedures for Residents ===
At Handcrafted, we are committed to providing safe and well-maintained housing for our residents. To ensure this, we have established clear procedures for residents to report any issues related to building conditions, safety concerns, or equipment maintenance.

Each property has a clearly displayed QR code which can be used to access our reporting form. This can be accessed by the resident themselves at any time or with assistance from a support worker during their regular house checks.

=== Preventative Maintenance and Repair Program ===
We have a preventative maintenance and repair program aimed at minimising preventable deterioration of our buildings, accommodation, grounds, equipment, and furnishings.

Every time a new resident moves in, our housing staff inspect the property unit to ensure that it meets our safety and quality standards. Additionally, property units are inspected at least annually to identify any maintenance or safety needs.

=== Regular property safety checks ===
Our housing and property managers conduct regular physical examinations of the buildings to identify potential safety and security concerns. This proactive approach allows us to address issues promptly and maintain a secure living environment. These checks are conducted by trained staff members who use a detailed checklist based on the HHSRS guidelines to identify any emerging hazards or maintenance issues. This frequent assessment allows for the rapid detection of risks across 29 categories, including but not limited to, electrical and fire safety, structural integrity, damp, and mould growth, falling hazards, and excess cold.

Recognising the significant health risks associated with damp and mould, we have developed a specialised section within our Preventative Maintenance and Repair Program to address these concerns directly (see Annex 3)

We engage external health and safety experts to assist in the assessment and mitigation of complex hazards identified during our inspections. This collaborative approach ensures that our residents benefit from the highest standards of expertise and care in maintaining safe and healthy living environments.

Ongoing education and the provision of advanced tools enable our staff to conduct thorough and effective inspections, underpinning our commitment to a high standard of care.

=== Person-centred Approach to Repairs ===
We encourage our residents to be proactive participants in our safety culture. As part of our regular checks, feedback mechanisms are in place for residents to report any concerns or hazards they observe.

We value our residents' input and needs. Timescales for non-emergency repairs can be mutually agreed upon with residents, fostering a resident-focused approach that respects their schedules and preferences.

=== Safety Plans and Reporting Lines ===
Each property under our care has a safety plan in place, clearly outlining procedures to follow in the event of building emergencies. A reporting line for responding to such emergencies is established to ensure swift and effective action.

=== Repair Categories and Timescales ===

==== Emergency Repairs ====
Definition: Repairs that pose an immediate risk to health, safety, or security. This includes issues such as severe leaks, gas leaks, electrical hazards, and security breaches.

Timescale: Response within 6 hours, with the aim to resolve or make safe within 24 hours of the report.

==== Urgent Repairs ====
Definition: Repairs that significantly affect the comfort or convenience of residents but do not pose an immediate risk. Examples include minor leaks, heating failures in cold weather, and significant appliance malfunctions.

Timescale: Response within 3 working days, with a resolution aimed within 5 working days.

==== Routine Repairs ====
Definition: Repairs that do not immediately affect health, safety, or significant comfort. This category includes issues like minor plumbing issues, cosmetic repairs, and general wear and tear maintenance.

Timescale: Response within 5 working days, with a resolution aimed within 28 days.

==== Planned Maintenance ====
Definition: Repairs and maintenance work that is foreseeable and can be scheduled in advance. This includes regular inspections, safety checks, and upgrades.

Timescale: Planned and scheduled on a case-by-case basis, communicated well in advance to the residents.

=== Implementation and Communication ===

==== Reporting and Tracking ====
Residents are encouraged to report repairs through our established channels. Each report will be logged, categorised according to the urgency level, and assigned a unique tracking number for residents to follow up on the status of their repair.

==== Flexible Scheduling ====
For non-emergency repairs, residents will have the option to schedule repair work at a time that minimises inconvenience, respecting their personal schedules and preferences.

==== Communication Protocol ====
Residents will be informed of the expected timescale upon reporting a repair. Updates will be provided if there are any changes to the initial timescale due to unforeseen circumstances.

==== Resident Feedback ====
Residents' involvement in safety-related matters is of utmost importance to us. We engage with residents through one-to-one support, anonymous feedback opportunities and an annual feedback committee, including both residents and housing and support staff, to address safety concerns, facilitate open communication, and collaboratively enhance safety measures.

Post-repair feedback will be solicited from residents to assess the quality of work and the efficiency of the repair process. This feedback will be used to continually improve our maintenance services.

== '''Housing Complaints''' ==

=== Complaints from occupants of Handcrafted Supported Housing ===
Handcrafted encourages residents of our supported housing to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Handcrafted operates Licence Agreements by which the recipients of our supported-housing provision are granted a licence to occupy the property on certain conditions. This means that Handcrafted staff are permitted to attend properties at any time and resolve issues rapidly, while respecting the occupier's right to privacy and fairness. A complaints procedure forms part of the licence agreement (Annex 4).

Complaints can be made for several reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Failure to provide adequate support.
* Problems with the accommodation not being resolved in a timely manner.

Confidentiality will be maintained throughout the complaints procedure. Only those staff who need to know about the complaint will have access to details.

==== In the First Instance ====
Handcrafted aims to resolve issues informally in the first instance, based on the good communication, positive non-judgmental regard, and the ethos of listening first that we aspire to cultivate with all supported housing residents.

Supported housing residents are seen by support workers at least twice a week and regularly contacted, giving the opportunity for any concerns to be raised and addressed.

==== Formal Complaints ====
Complaints may take the form of a formal letter or email addressed to the Hub Lead, line manager or a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

Management support will be offered to clients from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that clients may encounter. This may be from friends, relatives, advice centers or local advocacy groups.

All complaints will initially be dealt with by the line manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be resolved quickly and to the satisfaction of the complainant at this stage, it will not be necessary to treat it as a formal complaint.

==== Appeals ====
If a complaint cannot be resolved satisfactorily or the occupant is unhappy with a decision, they can appeal further to CEO Dan Northover or Operations Director John Hinton to investigate the matter. Handcrafted staff will support occupants to appeal in writing if they wish to do so or support them by arranging an opportunity to speak to the CEO or Operations Director.

=== Complaints from Members of the Public ===
From time to time, members of the public may wish to make a complaint about one of the properties we manage or the occupants of the properties.

Complaints may include:

* Noise disturbance at a property
* Health and safety hazards posed by the state of a property.
* Concerns about criminal activity
* Other antisocial behaviour by occupants

Handcrafted operates Licence Agreements by which the recipients of our supported-housing provision are granted a licence to occupy the property on certain conditions. This means that Handcrafted staff are permitted to attend properties at any time and resolve issues rapidly, while respecting the occupier's right to privacy and fairness.

When occupying Handcrafted Supported Accommodation, licencees agree to keep the property to a certain standard and to adhere to rules of behaviour. Some complaints may therefore result from breaches of this agreement. Where this is the case, Handcrafted makes a measured, proportional response that may range from agreeing a documented management plan with clear outcomes, through to issuing verbal or written warnings, proceeding eventually to termination of the licence agreement.

==== In the First Instance ====
Handcrafted aims to resolve issues informally in the first instance, based on the good communication, positive non-judgemental regard, and the ethos of listening first that we aspire to cultivate with all residents and members of the public.

Members of the public who have concerns are invited to contact the local Hub Lead who oversees the property by phone or email to have a conversation about the concern and see if it can be quickly resolved.

If this is not satisfactory, a formal complaint can be lodged.

==== Formal Complaints ====
Complaints may take the form of a formal letter or email addressed to the Hub Lead or a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the relevant Hub Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be resolved quickly and to the satisfaction of the complainant at this stage, it will not be necessary to treat it as a formal complaint.

==== Appeals ====
If a complaint cannot be resolved satisfactorily or the member of the public is unhappy with a decision, they can appeal further by emailing or writing to CEO Dan Northover or Operations Director John Hinton to look into the matter.

== '''Move-on and Exit''' ==
Handcrafted is committed to supporting our residents in their journey towards independence, recognising the significance of stable housing in achieving personal growth and self-sufficiency. This policy outlines the procedures and support mechanisms in place to assist residents in applying for independent housing, alongside preventative strategies, and interventions to avoid eviction. By providing comprehensive support, preventative interventions, and respecting tenant rights, we aim to foster resilience, independence, and well-being.

=== Support for Independent Housing Applications ===

==== Assessment and Planning ====
Upon referral, a needs assessment will be completed for each resident, identifying support needs and risks related to eviction vulnerability. We will continuously review this assessment at weekly support team meetings and quarterly reviews, to evaluate their readiness for independent living, considering their strengths, needs, and preferences.

A personalised move-on plan will be discussed in partnership with the resident as part of their support plan reviews, detailing the steps and support required to secure independent housing.

==== Application Assistance ====
Residents will receive assistance in identifying suitable housing options, completing applications, and preparing for housing interviews. Support will be provided to ensure residents understand the various housing options available, including social housing, private renting, and supported housing schemes.

We will make it clear to residents that they always have the right to seek out tenancy advice independently from ourselves.

==== Financial Planning ====
Guidance on budgeting, benefits, and financial management will be provided to prepare residents for the financial responsibilities of independent living. Assistance and signposting to advocacy services will be offered for applying for housing benefits and other entitlements.

=== Preventative Actions and Interventions to Avoid Eviction ===

==== Early Identification of Risks ====
Prior to move-in or within the first 24 hours, residents will be informed about their rights and obligations, to help them understand their responsibilities and the support available to sustain their tenancy.

Regular assessments will be conducted to identify any potential risks that may threaten a resident's housing stability. A proactive approach will be taken to address issues such as rent arrears, behavioural concerns, or breaches of tenancy agreements. Residents experiencing financial difficulties will be provided with support to manage debt, negotiate payment plans, and access emergency funds if necessary.

All interventions will be designed to address the specific needs of the resident, incorporating elements of trauma-informed care and harm reduction.

=== Warnings, Notifications, and Resident Rights ===

==== Ending the Licence Agreement ====
The Licensee can end the Licence Agreement with us by giving us 28 days warning contained in a Notice.

We can end the Licence Agreement with you if:

# They have failed to comply with or breached any of the conditions of the Licence Agreement or,
# We have deemed that the Accommodation is no longer suitable to their needs or,
# Suitable alternative accommodation has been offered to them or,
# They have failed to pay The Charges that are due or,
# They present a serious risk to themselves, our staff or neighbours,
# We believe that they have abandoned the Accommodation.

For points 2 to 5 above we will use the following procedure unless we consider that there are grounds for immediate termination (see below):

'''Stage 1:''' Written Warning: We will issue a written warning clearly describing the breach of the Licence Agreement, or the conditions that have not been met. You will also be informed of the consequences of any further breaches. A copy will be placed on your file and will remain current for three months.

'''Stage 2:''' Final written warning: We will issue a second written warning. You will be advised that any further occurrence will result in us ending your Licence Agreement. A copy will be placed on your file and will remain current for three months.

You may not accrue more than one written warning at each stage.

'''Stage 3:''' Notice ending Licence Agreement “Notice to Quit”

a. We will write a report that clearly describes the breaches of the Licence Agreement that have taken place, quoting the relevant sections of the Licence Agreement and associated schedules, and the reason why ending it is considered appropriate.

b. We will issue Notice to Quit attaching the report, stating that the Licence Agreement will be terminated 4 weeks after service on you expiring on a Sunday and that you will then be required to vacate the Accommodation.

c. Should you fail to comply with the Notice to Quit we may start proceedings to obtain a possession order for your removal from the Accommodation unless you are deemed to have abandoned the Accommodation (see below).

==== Grounds for immediate termination ====
Actions or behaviour deemed to be grounds for immediate termination, including gross violations of House Rules, see Schedule 4, may result in immediate termination of this Licence Agreement by issuing a Stage 3 Notice to Quit without first issuing either written warning. Examples of gross misconduct include, but are not limited to, acts of harassment, violent conduct, serious threatening behaviour, wilful damage to the property or illegal activity.

In exceptional circumstances that require immediate action, we will seek an injunction to remove you from the Accommodation prior to instigating the procedure for immediate termination.

When a Notice to Quit has been issued every effort will be made to assist you to find alternative accommodation.

==== Abandonment ====
You are considered to have abandoned the Accommodation if you do not use it as your only home. Not using the Accommodation as your only home means spending less than 4 out of 7 consecutive nights there.

You can be away for longer if there is ‘an intention to return’ and it has been agreed as part of your support plan.

In considering your abandonment we will take into account:

# Whether there are personal possessions in the Accommodation
# If your mail being collected
# If you have food in the kitchen
# If you are generating rubbish
# Our attempts to contact your next of kin.
# Our attempts to trace you.

If it reasonable to assume that you have abandoned the Accommodation, we will serve you with a Notice to quit and unless we hear from you within the 4 full weeks ending on a Sunday after service of that Notice the Licence Agreement will be deemed terminated.

==== Your Personal Property ====
If reasonable efforts to trace you fail, we will dispose of your goods. This includes an entitlement to sell your goods.

Perishable goods will be disposed of immediately. Other goods will be disposed of after a period of 14 days from the end of the notice period, using the council recycling or waste disposal services.

==== Licence Charge Arrears Policy and Procedure ====
It is our policy to deal with Licence Charge arrears promptly to avoid the Licence Agreement ending due to arrears.

===== General Arrears =====
Arrears must be paid in addition to on-going Charges due.

* Stage 1: Arrears letter 1 is issued when you have 4 weeks of outstanding Charges and gives you 2 weeks to repay the arrears. This letter, where possible, should be issued in person. You should arrange a repayment plan as soon as possible.
* Stage 2: Arrears letter 2 is issued if the repayment plan has not been achieved within the 2 week period that has been granted at Stage 1. This gives you a 2 further weeks in which to make the repayment.
* Stage 3: A Notice to quit is issued stating that the Licence Agreement will be terminated 28 days after service on you and that you will then be required to vacate the Accommodation if the arrears remain outstanding after 4 weeks of arrears letter 1 being issued. This will only be withdrawn on receipt of the full amount owed being paid within 14 days. However, it can be suspended if an agreed repayment plan is being complied with and be re-activated if repayments cease. Any suspension will be in writing.

Should you fail to comply with the Notice to Quit we may start proceedings to obtain a possession order for your removal from the Accommodation unless you are deemed to have abandoned the Accommodation (see above).

All arrears letters and Notice to quit, along with any agreed repayment plans will be copied and kept in the warnings section of your file.

==== Housing Benefit ====
If you are eligible for Housing Benefit you are responsible for ensuring that effective claims are made and maintained. Staff will advise and support you to do this.

If you make applications for Housing Benefit you are required to complete an application, via staff, with all the information they require within 7 days of the date of the start date of your Licence Agreement. If you have not provided this information within 7 days you will be issued with a 7 day Notice to quit which will be withdrawn if the information is provided within the timescale.

If you do not inform us of a change of circumstances that will affect your Housing Benefit claim you will be issued with a 28 day Notice to quit. This will be withdrawn providing that your claim for Housing Benefit has been addressed within the timescale.

Arrears persist if you move.

If we choose to exercise the discretion we have retained to move you from the Accommodation this shall be without prejudice to your obligation to pay accrued Charge arrears.

==== Eviction Process and Warnings ====
A clear and fair process will address breaches of the licence agreement, with warnings issued as appropriate, in accordance with the agreement. Written notices will outline eviction risks and available support, accompanied with proactive and assertive efforts to engage the resident in solution-focussed dialogue to clarify the concerns, and offer support with addressing the issues, and changing behaviour.

Residents will be informed of the potential consequences of continued violations. We will use a trauma informed approach that ensures consequences are logical, natural, and clearly explained.

==== Exploring Alternatives to Eviction ====
Efforts will be made to explore all possible alternatives to eviction, in line with our commitment to a solution-focused approach. We will consider agreements to move to a different property with Handcrafted or an alternative provider as a means of preventing homelessness, ensuring these are voluntary decisions in the best interest of the resident.

In cases where eviction may be unavoidable, and no alternative housing has been arranged, Handcrafted will notify the local authority to ensure that residents have access to homelessness prevention services.

==== Upholding Resident Rights ====
Residents will be fully informed of their rights as licensees, including the right to appeal eviction decisions, access legal support, and access independent advice.

Handcrafted will advocate on behalf of residents to ensure their rights are respected and upheld throughout the move-on process.

==== Eviction Panel Meeting ====
Before any resident is given notice of eviction, the decision must be reviewed and approved at a panel meeting which includes at least two members of the Safeguarding Steering Group and one Operations Manager. The panel will specifically assess whether the guiding principles (section 1) and Move-on procedures (section 8) of this Supported Housing policy have been followed and advise on any further action that is needed before serving notice and any safeguarding procedures that may be required.

=== Monitoring, Review, and Continuous Improvement ===

==== Monitoring and Review ====
Evictions will be monitored and reviewed to assess the effectiveness of prevention strategies, with a commitment to continuous improvement based on feedback, legislative changes, and best practices.

==== Collaboration and Training ====
Handcrafted will work closely with local authorities and other providers to share best practices, access training resources, and ensure staff are equipped to implement this policy effectively.

==== Policy Review ====
This policy will be reviewed in line with local authority protocols and revised as necessary to reflect changes in legislation, regulation, or best practice, ensuring our commitment to preventing homelessness and supporting our residents' journey to independent living.

== Annexes ==

=== Annex 1 – Example Support Plan ===
{| class="wikitable"
!'''Area'''
!'''Needs and Opportunities'''
!'''Support from Handcrafted'''
|-
!'''Living Space'''
!
* Maintaining a tenancy with Handcrafted.
* Keeping the house in a good state of repair over time.
* Learning to keep home clean and tidy.
* Learning how to manage bills and budget for food and necessities.
* Maintaining control over visitors and negative/chaotic relationships.

!
* Monthly meeting to discuss fabric and condition of the house and any problems.
* Spot checks on house.
* Arrange access to food parcels when needed.
* Support with completing paperwork for housing benefit and benefit payments.
* Help set up budgeting plan.
* Assist with ‘shopping on a budget’ practical sessions.
* Encourage good working relationship with HC support workers to provide trusted point of contact.
|-
!'''Using Time'''
!
* Leaving the home and engaging in positive activities more than 10 hours a week
* Access to HC gathered activities.
* Support resident to access groups of interest.
!
* 1-1 weekly chats to check in how things are going.
* Access to HC community and workshops
* Investigate other community projects of interest.
|-
!'''Social Life'''
!
* Maintaining social life when mental health becomes low.
* Learning how to gauge positive and negative life influences.
* Spending time with positive peer group.
* Avoiding disruptive or chaotic visitors to home.
!
* Signpost suitable activities outside Handcrafted and support with accessing these.
* Provide an opportunity to talk through when relationships with others become difficult.
* Encourage good peer relationships within the HC community.
|-
!'''Self Confidence'''
!
* Attending activity session at least once a week.
* Create/Make an item for own home.
* Managing own healthcare appointments and finances.
!
* Empowered to access HC hub and gathered activities.
* Offer support and advocacy towards medical appointments
|-
!'''Coping Strategies'''
!
* Making time to relax and get involved in hobbies.
* Organising own medical appointments.

* Ensuring medical appointments and medication are up to date.
* Managing finances.
* Reaching out to appropriate services when experiencing low mental health or going through times of crisis
!
* 1-1 weekly chats to check in how things are going and do house visits.
* Outreach in case of isolation or social withdrawal, checking in on a weekly basis.
* Encourage good working relationships with HC support workers to provide trusted point of contact.
* Encourage healthy living and eating plan.
* Signposting to mental health services and helping access sessions and appointments
|}

=== Annex 2 – Support Activities ===
{| class="wikitable"
|'''Activity'''
|'''Description'''
|-
|'''Access'''
|All activities relating to facilitating or enabling someone to get access to a service. It includes making referrals to another service such as activity groups, housing or addictions services, debt counselling or primary healthcare or liaising with such services. It commonly may involve being on hand to provide reassurance while somebody makes a difficult phone call or assisting them to use an online service.
|-
|'''Accommodation Support'''
|Refers to all aspects of organising suitable accommodation for a trainee, including making plans with the trainee or support workers and helping the trainee to move house.
|-
|'''Addiction Support'''
|Activities aimed at supporting recovery. These include discussing relapse signatures, identifying triggers, and planning to manage impulsivity, exploring options to manage recovery, supporting rehabilitation, providing accountability and someone to talk to instead of having a drink.
|-
|'''Advocacy'''
|Where we help to complete forms and applications or make contact with other agencies on behalf of the resident or trainee.
|-
|'''Assertive Outreach'''
|When somebody drops contact with us or we don't know where they are and this has been identified as a potential risk factor or sign of deteriorating mental health, Assertive Outreach relates to our efforts to re-establish face-to-face contact. It may involve contacting known associates or going looking for them, trying other channels of communication including social media.
|-
|'''Budgeting Planning/Advice'''
|A range of activities supporting better financial planning. It may involve making a household spending plan, prompting on sticking to a plan, planning regarding bill payments or other financial commitments, or arranging cheaper gas and electricity services.
|-
|'''Completed Project'''
|This is used when a trainee finishes a project at a hub or in their own time (e.g. finished repainting a bedroom), but it doesn’t include cookery.
|-
|'''Conflict Resolution'''
|Where a worker is involved in arbitrating a dispute between residents or trainees or needs to liaise with neighbours due to a breakdown in communication, complaints, or disturbances at a property. Commonly this will be accusations made by one resident that another is not taking an equal share in housework or finances or there have been unwanted visitors to a property.
|-
|'''Cookery'''
|Refers to when an activity session is cookery but does not include when a trainee volunteers to prepare food for other trainees at a hub (see 'Helping' for this).
|-
|'''Crafts'''
|Refers to when an activity session is a craft group or if a worker is doing crafts as an activity 1-1 in somebody's home or is facilitating this (e.g. dropping off a craft kit to give them something to do over the weekend).
|-
|'''Did Not Attend Meeting'''
|Refers to when we have pre-arranged to meet with a trainee for a support meeting or appointment and they don't turn up. It doesn't apply to non-attendance at gathered activities or unanswered phone contact.
|-
|'''Emergency Services'''
|Applies when a worker has to call out any emergency service for a situation involving a trainee, resident, or property.
|-
|'''Employability'''
|All activities aimed at improving someone's employability over and above a regular activity session. For example, it may be working with them on producing a CV by providing access to a computer and giving advice, or applying for a course, completing a work journal, or writing a reference.
|-
|'''Eviction'''
|Applies for all activities relating to the termination of a resident's licence agreement due to breach of its terms and supporting the resident in leaving the Handcrafted property.
|-
|'''Food Parcel'''
|Where a worker facilitates a food parcel. This may either be collecting or assembling a food parcel for them or arranging access to a local food bank.
|-
|'''Healthy Eating/Lifestyle'''
|Any activities supporting planning or doing things to improve a healthy lifestyle. It may include menu planning, making shopping lists, providing information or recipes, going for a walk together or doing some other physical activity as well as supporting access to healthy activities.
|-
|'''Helping'''
|This is used when a trainee contributes to a session or a project by taking some responsibility such as cooking lunch for the hub, or doing machine maintenance, tidying a cupboard, or building something to improve the environment.
|-
|'''House Check'''
|This refers to when a worker enters a property and inspects the property, checking that it is secure and safe, all fittings and appliances are in order, risk assessing fire and hygiene issues as well as ensuring that residents are complying with the terms of their licence (e.g. not using naked flames, storing flammables, allowing others to stay without permission).
|-
|'''House Maintenance'''
|When we enter a property to carry out repairs or install something or to give access to somebody doing this on our behalf.
|-
|'''Induction'''
|Refers to the initial activity session where a trainee is being inducted to the procedures at a hub.
|-
|'''Meal'''
|Used whenever a trainee or a resident is given a meal. It may be at a hub during a session, or it could be a home visit where a worker takes a prepared meal out to someone or supports them to prepare a meal at home.
|-
|'''Mental Health Monitoring'''
|For residents or trainees who have identified mental health needs such as depression or anxiety, this is where workers are using contact time to observe signs of risk and possible deterioration. It involves discussing with the resident or trainee how they feel they are coping and what they are doing or can do to maintain their mental wellbeing. It can result in reassessing the level of support somebody needs at a time of crisis or prompting and supporting them to get professional help.
|-
|'''Practical Assistance'''
|This records where we have given practical assistance to somebody. Typically, it can be helping to clear out and take things to the local tip, tidying up, getting on top of the washing up, moving furniture, clearing up an accident.
|-
|'''Religious and Cultural'''
|Support and information provided to meet cultural, religious, and spiritual needs and assistance to observe religious and cultural customs. For example, accessing the businesses that fit with their values such as Halal shops or Sharia-compliant banking, celebrating religious or cultural festivals, attending places of worship, or support and activities around religious obligations such as prayer times.
|-
|'''Renovations'''
|This refers to activities sessions where a trainee is working on one of our renovation projects alongside Handcrafted staff or volunteers.
|-
|'''Safeguarding and Risk Intervention'''
|When we are acting to minimise risk due to safeguarding concerns or identified risks. For example, it may include intervening when there are unwanted guests at a property or putting plans in place with a resident to ensure they are safe. Plans may vary and may include frequent phone contact or visits to monitor a situation and escalating it to the appropriate local authorities where necessary.
|-
|'''Skills Training'''
|This is a feature of all of our activities sessions so denotes where training has been given in a particular way such as teaching a new technique or passing on life skills in a structured way (e.g. how to do an online application, barista skills, or how to use relaxation techniques to manage anxiety).
|-
|'''Slow Cooking'''
|Relates to those who are signed up to our slow-cooking course. This indicates when a worker has been to drop off ingredients or a slow cooker or facilitating someone doing the course.
|-
|'''Social'''
|This refers to pre-planned gathered activity sessions primarily focused on encouraging social life rather than skills training. It also refers to instances where trainees drop into a workshop, but not to engage with activity sessions.
|-
|'''Solution-Focused Dialogue'''
|When issues are addressed using our strengths-based approach drawing on solution-focussed brief therapy methods.
|-
|'''Support Planning Update'''
|Typically, weekly for residents and monthly for trainees, this indicates time spent reviewing and planning the support a resident or trainee is receiving from us and making sure our provision is person-centred. It defines who will take responsibility for each part of the plan. The individual must be included in this process. This also refers to time spent contacting and negotiating with people to arrange their access to our activities, and planning when and how they will receive support. Note that weekly support planning meetings also come under this category.
|-
|'''Therapeutic Activity'''
|All activity sessions are intended to have a therapeutic element: building confidence, making social connections, providing a safe environment to talk about struggles and get peer support, distracting from intrusive or persistent negative thoughts. This therefore refers to other contexts where these are taking place such as an organised social event or 1-1 session.
|-
|'''Utility Top-up/Financial Assistance'''
|Refers to when a resident is in financial difficulty and a worker arranges a grant or loan from Handcrafted to make sure they have essential services. Examples include topping up a utility card or subsidising a bus fare.
|-
|'''Welfare Check'''
|This applies to a range of activities aimed at making sure that residents or trainees are coping effectively and able to meet their needs. It may be through a phone call or a home visit and it includes such things as checking at a property to make sure they have enough food stocked to feed themselves, seeing if there is evidence of relapse or deterioration in mental health, asking about identified triggers or things we know are particularly difficult for a given client, or asking if they are getting the level of support that they need.
|-
|'''Women's Group'''
|This is used when someone attends a women's only group session.
|-
|'''Woodwork/Materials'''
|Applies when a trainee has attended a session at a hub where the main activity was woodwork. This can also be used for other non-wood materials used in woodwork workshops (e.g. plastics, screen printing).
|}

=== Annex 3 – Enhanced Damp and Mould Strategy ===
Recognising the significant health risks associated with damp and mould, we have developed a specialised section within our Preventative Maintenance and Repair Program to address these concerns directly:

'''Prevention and Early Detection:''' Weekly checks include specific assessments for signs of damp and mould, utilising moisture meters and visual inspections to catch early indications of potential problems.

'''Intervention Protocol:''' If damp or mould is observed within a property managed by Handcrafted, the following process is initiated to address and resolve the issue promptly and effectively, ensuring the health and safety of our residents:

'''1. Immediate Reporting'''

Resident Reporting: Residents are encouraged to report any signs of damp or mould immediately through our established reporting channels, including digital forms, email, phone, or in person to a support worker.

Staff Discovery: If staff members observe signs of damp or mould during their routine checks or maintenance activities, they are required to report these findings immediately to the Housing Quality Manager.

'''2. Initial Assessment'''

A member of the property management or maintenance team will conduct an initial assessment to determine the extent and severity of the damp or mould. This may involve visual inspection, moisture readings, and identifying potential sources of dampness.

'''3. Immediate Intervention Protocol'''

'''Containment''': The affected area is contained to prevent the spread of mould spores to other parts of the property.

'''Ventilation''': The area is ventilated to reduce moisture levels if weather and security conditions permit.

'''Communication''': Residents are informed about the findings, potential health risks, and the steps being taken to address the issue. Guidance is provided on how to minimise exposure and maintain air quality.

'''4. Specialised Assessment'''

If necessary, a specialised damp and mould assessment is conducted by a qualified professional. This assessment will identify the root causes of dampness and mould growth, such as leaks, condensation, or external water ingress.

'''5. Remediation Plan'''

Based on the assessment, a comprehensive remediation plan is developed. This plan includes:

'''Mould Remediation:''' Safe removal of mould using appropriate personal protective equipment (PPE) and mould removal agents.

'''Repairing Sources of Dampness:''' Addressing the root causes, such as fixing leaks, improving insulation, or installing ventilation systems.

'''Monitoring and Follow-up''': Implementing a schedule for monitoring the affected area to ensure that the remediation efforts have been successful, and that damp and mould do not recur.

'''6. Execution of Remediation Plan'''

The remediation plan is executed by trained maintenance staff or external contractors, depending on the complexity of the required work.

Residents may be temporarily relocated if the remediation work is extensive or if there is a significant health risk.

'''Resident Education and Engagement:''' We offer guidance and support to residents on maintaining an optimal indoor environment, reducing the risk of damp and mould. This includes ventilation practices, heating advice, and the importance of reporting potential issues promptly.

'''Long-Term Monitoring:''' Properties treated for damp and mould are subject to increased monitoring to ensure the effectiveness of remediation efforts and to identify any potential for reoccurrence early.

'''Documentation, Review, and Expert Collaboration'''

Our approach to maintenance and repairs, particularly for damp and mould, is underpinned by thorough documentation and regular reviews. This allows us to identify trends, improve our strategies, and ensure the healthiest living conditions for our residents. Collaboration with external experts ensures access to the latest remediation techniques and health advice, maintaining our properties to the highest standards of safety and comfort.

=== Annex 4 - Schedule 4 Handcrafted Licence Agreement ===
HANDCRAFTED encourages clients to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Complaints can be made for a number of reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Not providing adequate support

Confidentiality will be maintained throughout the complaints procedure. Only those staff that need to know about the complaint will have access to details.

Management support will be offered to clients from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that clients may encounter. This may be from friends, relatives, advice centres or local advocacy group.

Complaints may take the form of a formal letter or email addressed to the Hub Lead or a member of the Handcrafted management team, or they may be made verbally on when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be sorted out quickly and to the satisfaction of the Service User at this stage, it will not be necessary to treat it as a formal complaint.

All complaints, whether formal or informal, are always discussed through the line management structure and are logged.

Supported Housing Policy

2026-02-24T16:00:13Z

Seymour Jacklin: /* Policy on entering young people's bedrooms */

Our mission at Handcrafted is to provide more than just housing; we are dedicated to offering holistic support that empowers individuals and nurtures their growth, well-being, and independence. Our policy is built upon a foundation of key principles that guide our approach to housing provision and support services.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Dan Northover|'''Dan Northover''']]
|-
|'''Last review and approval'''
|09/09/2025
|}

== '''Principles''' ==

{{Handcrafted's Principles}}

== '''Initial Assessment''' ==
This policy outlines the procedures and guidelines for the assessment and allocation of housing services provided by Handcrafted. By adhering to this policy, Handcrafted aims to provide housing services that are accessible, fair, and responsive to people with multiple-complex needs, fostering a supportive and inclusive environment for those facing homelessness. The policy is reviewed on an annual basis to ensure its effectiveness and alignment with the needs of the community.

=== Enquiries and Applications Process ===
Enquiries and applications for housing services are received through the Supported Housing Referral Form (link).

The referral will be processed by the hub administrator and discussed at a support review meeting where the hub manager and support workers will review availability and the assessment and prioritisation criteria.

The assessment and prioritisation criteria include:

* Current housing situation
* Availability of suitable housing and suitable locations
* Potential benefits from being involved with Handcrafted.
* Referral reasons and support needs
* Risk factors

Target beneficiary groups include:

* Young care leavers with complex needs
* People affected by domestic abuse.
* Asylum seekers, refugees, and stateless people

We will aim to contact the referrer and the person they are referring, to request further information or update them on the outcome within five working days.

A decision not to allocate housing to an individual can be appealed by writing to CEO Dan Northover (dan@handcrafted.org.uk) or Project Manager John Hinton (john@handcrafted.org.uk).

=== Service Description and Promotion ===
An up-to-date and accurate description of availability is actively promoted to referrers. This description includes information on eligibility, target beneficiaries, and access methods.

The service description is available through multiple channels, such as the charity's website, printed materials, and outreach efforts.

=== Accessibility and Communication ===
Our prioritisation criteria and referral process are communicated in plain English on our website, referral form, and marketing material.

We will endeavour to ensure that beneficiaries with different communication needs have access to the information in a manner that is understandable to them.

Support is provided to residents whose first language is not English, those who are non-verbal, or those with limited understanding. This includes access to interpretation services and alternative communication methods.

Referrals who are unsuccessful in their housing applications are informed of the reasons, giving them the chance to challenge decisions resulting from assessments and prioritisation.

Where appropriate, referrals are also provided with information about alternative services or referral agencies that might better suit their needs.

=== Inclusivity and Access ===
Handcrafted pays particular attention to ensuring fair access to under-represented groups.

The eligibility criteria and application process are actively promoted to relevant agencies and the wider community to make eligible individuals aware of the service.

=== Matching and Household Compatibility ===
As part of the initial assessment process, we carefully consider the compatibility of young people with the existing household to promote safe, stable, and positive living arrangements. In addition to assessing individual needs, risks, and support requirements, we take account of the current household dynamic, including age, vulnerability, support needs, and any relevant cultural or identity considerations. This approach supports effective placements and reduces the risk of conflict or placement breakdown.

Where practicable, young people are offered the opportunity to be introduced to staff and other residents before a placement is confirmed. These introductions help young people make informed decisions, understand expectations of shared living, and feel prepared and welcomed. Young people are encouraged to ask questions and share any preferences or concerns, which are considered as part of the final placement decision.

=== House Meetings, Activities, and Managing Relationships ===
Regular house meetings are held to support positive relationships and shared responsibility within the home. These provide structured opportunities for young people to express their views, agree shared expectations, raise concerns, and contribute to decisions about communal living and activities. Meetings are facilitated by staff, recorded appropriately, and used to inform ongoing support and house management.

Staff support positive peer relationships and address any housemate-related concerns promptly and appropriately. Young people are encouraged to raise issues in a safe and supportive way, either informally or through key-work sessions. Where concerns arise, staff listen to all parties, assess risk, and take proportionate action, including mediation, revisiting house agreements, or escalating concerns in line with safeguarding and risk management procedures. All actions and outcomes are recorded and reviewed to ensure young people feel safe, heard, and supported.

=== Continuous Improvement ===
The policy and procedures are subject to regular review to identify areas for improvement in service delivery.

The policy review process incorporates feedback from beneficiaries and stakeholders to ensure their perspectives are considered and integrated into service improvements.

Handcrafted seeks to collaborate with service commissioners to identify local housing needs and adapts its services accordingly.

The aim is to ensure that Handcrafted's housing services remain responsive to the changing needs of the community.

== '''Individual Risk Assessment and Review''' ==
At Handcrafted, our priority is to provide safe and supportive housing to individuals facing homelessness. To ensure the well-being of our applicants and residents, a comprehensive needs and risk assessment is conducted prior to offering services or shortly thereafter, tailored to the needs of the individual.

=== Staff understanding and training ===
Our staff members are trained to assess risks and needs on an individual and ongoing basis. Our procedures are covered in our staff induction and training programs. At induction, staff in supportive roles are introduced to the Airtable system for record keeping and given training in how to record risks, and how to review and update resident's individualised safety plans. This is further supported by annual refresher training on the principles of risk assessment relevant to each staff member's role.

=== Appropriate and comprehensive risk assessment ===
We have developed a needs and risk assessment approach that is suitable for our residents and is fully integrated into weekly care-planning activities and ongoing monitoring.

Needs assessment begins from first engagement and, while it builds on existing information we receive from referrers, we never assume this is comprehensive and aim to build a fuller picture as quickly as possible by engaging with new residents and asking them about their needs and priorities. These are reflected in the support plans and safety plans, which are created in collaboration with individual residents.

The assessments are securely stored in our Airtable database and easily accessible to relevant staff, ensuring transparency and effective communication.

Our risk assessments (known as "safety plans") take a holistic approach to address various dimensions of risk, historical and current, including risk to self, risk to others (including staff and the wider community), and risks from others (including staff and the wider community).

=== Collaboration with Other Services ===
Our needs and risk assessments take into account the perspectives and views of other relevant services when appropriate, underpinning a collaborative and integrated approach to resident support.

=== Appropriate Use of Risk Assessment ===
Our service approaches risk constructively, avoiding inappropriate use of risk assessment to exclude people. Instead, we utilise risk assessment as a tool to enhance support planning and decision-making.

Our needs and risk assessment policy and procedures strike a balance between promoting independence and effectively managing risks, enabling residents to progress toward self-sufficiency while maintaining their safety.

Our staff harness the insight of individual residents during the assessment of needs and risks, promoting a person-centred approach.

Additionally, specialist expertise is sought when required to ensure accurate and informed assessments.

=== Ongoing Review of the Risk Assessment ===
Needs and risk assessments are subject to regular review to accommodate changing circumstances and evolving needs. Review takes place through the mechanism of the weekly support planning team meeting during which the support team checks the previous week's activities and the planned support against the support plan and safety plan, making sure that our work is aligned to the long-term agreed direction of travel for an individual as well as responsive to any emerging changes. This proactive approach ensures that our support remains relevant and effective.

Needs and risk assessments, along with support and risk management plans, are therefore reviewed consistently and systematically as well as responsively. All changes are recorded with rationale explained in the daily contact notes and the nature and frequency of contact is determined according to need, with a minimum of twice a week.

The risk assessment is presented in the support database alongside the risk management plan, support plan and contact notes, so that it can be reviewed at weekly support planning meetings and whenever a safeguarding concern has been raised. All safeguarding-related entries to the daily contact notes are flagged by the writer and reviewed within 24-hours by a member of the safeguarding team and will trigger reviews of the risk assessment.

=== Continuous Improvement of our Policy ===
We are committed to continuous improvement. We incorporate resident and stakeholder input to drive positive change.

This policy is reviewed in response to changing legislative or contractual requirements, at minimum every three years. This ensures alignment with best practices and evolving standards.

=== Internal Quality Monitoring ===
Senior members of the support team (Senior support supervisor, safeguarding officers and area managers) are responsible for monitoring needs and risk assessments along with the contact notes to ensure our processes are effective, efficient, and compliant with our policies.

{| class="wikitable"
! Who
! What
! When
|-
| Safeguarding officer
| Safety Plan (Risk Assessment), Support Plan, contact notes. Check that these are up to date and accurate. Make sure actions taken are in accordance with relevant policies.
| Any time a contact note is flagged as having relevance to safeguarding
|-
| Safeguarding Steering Group
| Safety Plan (Risk Assessment), Support Plan, contact notes. Make sure policy has been followed. Recommend adjustments to the assessments or plans where relevant.
| At monthly meeting if safeguarding concern is serious, ongoing or unresolved
|-
| Senior Support Worker
| Safety Plan (Risk Assessment), Support Plan, contact notes. Follow up on missing information or lack of clarity, and check that best practice is being followed in record keeping and delivery of support.
| Review in response to an incident or concern and as part of continuous supervision of the support teams
|-
| Hub Managers
| Safety Plan (Risk Assessment), Support Plan, contact notes. Ensure alignment of practice with Handcrafted Principles. Check if any quality issues need to be addressed with the local team or individuals. Alert to problems.
| Weekly using a dashboard on the database to keep teams accountable
|}

== '''Support Planning and Review''' ==

=== Support Planning Principles ===
At Handcrafted, we are committed to providing holistic and individually tailored support to people facing homelessness. Our support plans are designed to address the unique needs and risks identified through our assessment process, ensuring the well-being and progress of our residents.

Our support plans incorporate individual outcomes that are discussed with residents to ensure their active involvement in shaping their journey towards stability and independence.

We proactively address residents' move-on, and resettlement needs from the very beginning of their engagement with our services, promoting a holistic approach to their housing journey.

=== Stages of Empowerment and Goal setting ===
Where it is appropriate support plans will incorporate SMART objectives that are clearly understood by residents, providing tangible milestones that guide their progress toward achieving their desired outcomes.

In the majority of cases support workers are trained to observe how people’s expectations of themselves change over time and to capture the small, unplanned successes that emerge as a side-product of feeling safe, belonging, and growing in confidence.

For many people with complex needs, and volatile lifestyles, specific objectives can ‘set them up to fail’ rather than broadening a range of creative possibilities and unfolding discoveries. So, we record and monitor empowerment across four broad stages which are defined as:

* Entering – “I am open to using resources available to me with some support.”
* Engaging – “I am using my own initiative and taking hold of opportunities.”
* Applying – “I have my own ideas of what I want to do using my new skills.”
* Extending – “I am looking beyond myself, to build up my community.” OR “I am taking steps to strike out on my own without needing support.”

=== Support Planning Approach ===
We look to see people empowered in five areas:

* Living Space – A safe place to live that feels like home.
* Using Time – Something meaningful to do each day.
* Social Life – People to talk to and a good support network.
* Self Confidence – Trust in our own abilities and having something to give.
* Coping Strategies – Ways to cope and bounce back when things get tough.

These five areas arose from a consideration of where the typical needs of the people we work with intersected with the service we offer. In terms of the service we offer, the core of our work is to do two things: we provide housing (living space) and we facilitate meaningful activity (using time). But we don’t just give people a home and something to do; it’s also fundamental that there is an invitation here to also become part of a supportive community (social life). In turn, we noted from experience that gains in ‘self-confidence’ are the pivot on which sustainable change occurs - it’s an essential ingredient in enabling people to go on ultimately without our help.

Finally, the category of ‘coping strategies’ is grounded in an adaptive, behavioural model of health and wellbeing rather than a disease model. This applies in respect of addiction particularly, but also to many other areas where there are complex needs. We wanted an area that reflected our assumption that people are essentially resourceful and that unhealthy coping mechanisms can be replaced with healthy ones.

=== Support Planning Documentation and Quarterly Reviews ===
See Annex 1 for an example Support Plan covering the five areas.

This will be completed when a new resident moves into a property and updated quarterly thereafter. The review will be based on contact notes, data, and client feedback.

The support plan may also be reviewed by the Safeguarding Steering Group when a safeguarding concern is raised.

=== Weekly Support Planning ===
Support staff will meet weekly to review the support plan, risk assessment and contact notes.

This review will be used to plan support activities, and make any required changes to the support plan, personal details, or risk assessment.

The review will use the Airtable form (link) and include:

* What has been happening in the last week?
* Any issues identified?
* What do we plan to do this week and who is going to do it?
* The priority level for the resident this week
* Any updates to the safety plan in response to changes in risk or presentation

Contact notes will be categorised according to the range of support activities that Handcrafted can offer (Annex 2).

=== Accessible and Secure Documentation ===
Copies of all support and risk management plans are securely stored and accessible to relevant staff and can be made available to residents upon reasonable notice being given, promoting transparency and effective communication. The support plan is stored on the individual’s record in Airtable alongside their personal details, support notes, referral reasons, and their risk assessment.

=== Collaboration with Other Services ===
We actively collaborate with other care and support services, ensuring that our support planning takes into account the broader spectrum of residents' needs beyond what is addressed directly within our service.

When needed, we seek specialist expertise to inform the development of support plans, ensuring the highest quality of care.

Our support and risk management plans complement any statutory care plans or support plans provided by other agencies, promoting comprehensive and integrated support.

=== Informing Service Development ===
Reviews of needs, risks, and outcomes serve as valuable insights for service development and strategic planning, ensuring ongoing improvement and alignment with resident needs.

== '''Resident Involvement''' ==
At Handcrafted, we recognise that residents’ experiences, views, and outcomes drive service development and strategic planning. We are committed to actively involving residents in shaping their support and accommodation, and to regularly listening to and responding to their views and wishes as a core and routine part of our practice. Resident involvement is embedded across all aspects of assessment, planning, delivery, and review to ensure services remain safe, effective, and responsive to individual needs.

Our approach centres on empowering residents, promoting independence, and fostering meaningful participation and community engagement. By listening to residents’ views, respecting diversity, and promoting autonomy, we aim to deliver high-quality, person-centred supported accommodation that enables individuals to achieve positive outcomes.

=== Choice, Control, and Ongoing Participation ===
Residents are supported to exercise choice and control over their support at all times. They are empowered to request reviews, raise concerns, provide feedback, and suggest changes whenever they wish. This right is clearly communicated through service information, introduction meetings, and ongoing key-work sessions.

Resident involvement is integral to needs and risk assessments, support planning, and reviews. Staff ensure that residents’ views, preferences, and aspirations are central to all decision-making processes. Residents are actively involved in weekly support reviews and in more formal quarterly support-plan reviews, during which priorities are jointly agreed with their key worker for the coming period.

Support is not delivered in a fixed or prescriptive way. Instead, staff regularly listen to residents during each session and adapt plans, activities, and approaches in response to what residents say is working well, what they want more of, and what they feel needs to change.

=== Listening to Feedback and Responding to Residents’ Views ===
Handcrafted has clear systems in place to ensure that residents’ feedback is consistently listened to, accurately recorded, and used to inform practice at both an individual and service level. Feedback may be positive, raise concerns, or request changes to support, and all forms of feedback are treated with equal importance.

Positive feedback is recorded to identify strengths in accommodation, support, training, activities, and opportunities. This enables managers and staff to understand what residents value and to ensure effective practice is maintained and developed. Where appropriate, staff record short, direct quotes from residents to ensure their voice is clearly represented and preserved.

Where residents raise concerns or dissatisfaction, these are taken seriously and responded to promptly. Staff ensure concerns are clearly recorded, shared with managers, and followed up appropriately. This demonstrates that residents are listened to and that their concerns lead to action and learning. Any feedback that meets the threshold of a formal complaint is managed in line with the Complaints Policy to ensure fairness, transparency, and accountability.

Residents are also encouraged to request changes to their support or additional help at any time. These requests are recorded and reviewed through team meetings, support reviews, and individual support plans. Staff adapt support flexibly and proportionately, ensuring that plans evolve in response to residents’ changing needs, wishes, and circumstances.

=== Transparency, Recording, and Accountability ===
Residents’ views are clearly documented within assessment records, support plans, and review notes. Where a resident disagrees with an assessment, decision, or aspect of their support, this is recorded transparently to evidence their involvement and voice. Staff are trained to ensure all records reflect a person-centred approach while maintaining appropriate risk management.

Managers use recorded feedback and support requests to monitor practice, identify themes, and ensure appropriate follow-up. This oversight supports continuous improvement and helps ensure residents consistently receive support that reflects their views and promotes positive outcomes.

=== Staff Competence and Values ===
All staff involved in assessment, support planning, and key-work are trained to work in a respectful, inclusive, and empowering way. Induction and ongoing training emphasise the importance of listening to residents, involving them meaningfully in decisions, and responding flexibly to their views and wishes.

Staff are expected to embody Handcrafted’s values of empathy, respect, and empowerment and to ensure residents feel heard, valued, and involved in shaping their own support.

=== Visitors ===
Handcrafted recognises that positive and appropriate visitors can play an important role in supporting residents’ mental health, emotional wellbeing, and social development. Visitor arrangements are therefore managed in a way that balances these benefits with the need to maintain a safe, respectful, and well-managed living environment for all residents, staff, and neighbours.

* Visitors are permitted '''only with prior approval''' from Handcrafted and remain the responsibility of the resident at all times.
* '''Overnight visitors are not permitted''' unless express permission has been granted in advance by Handcrafted.
* No more than '''two visitors''' may attend at any one time without express permission.
* Residents must not provide visitors with keys or unrestricted access to the accommodation.
* Residents must not allow entry to individuals who have been '''banned from the property'''.
* Visitors must comply with all '''house rules''', including expectations relating to behaviour, noise, fire safety, and health and safety.

Residents are accountable for the conduct of their visitors and may be held responsible for '''any damage, nuisance, or breaches of policy''' arising from visitor behaviour.

=== Access Rights and Data Protection ===
Residents have access to their records and may request copies of assessments, plans, and reviews. All information is managed in accordance with the Data Protection Act to ensure confidentiality and privacy.

=== Cultural, Religious and Individual Needs ===
Support is delivered in a way that recognises and respects residents’ cultural, religious, lifestyle, and identity needs. Information and support are adapted as required to ensure accessibility and inclusion.

=== Involvement of Wider Support Networks ===
Where appropriate and with the resident’s consent, assessments and support planning involve other professionals, family members, carers, and friends. This collaborative approach strengthens outcomes and ensures support reflects the resident’s wider context and wishes.

=== Balancing Choice and Risk ===
Staff are trained to balance residents’ preferences with effective risk management. Where disagreements arise, these are handled sensitively, with clear recording of discussions and decisions, ensuring residents’ views are acknowledged and respected.

=== Pre-Acceptance Engagement ===
Prospective residents are given opportunities to visit the service and meet staff before accepting an offer, supporting informed decision-making and reducing anxiety.

=== Promoting Independence and Community Engagement ===
Residents are supported to develop independence through skills training, practical support, and access to appropriate services. Support plans reflect individual goals relating to education, employment, training, health, and social inclusion.

Residents are encouraged to participate in their local community, maintain relationships with friends and family where safe and appropriate, and engage in social, cultural, and democratic activities. Barriers to participation are identified and addressed within support planning to build confidence, skills, and self-esteem.

== '''Entering young people's bedrooms''' ==
A young person’s bedroom should not generally be entered without their permission or advance notice, such as for a facilities inspection where relevant. In most instances, staff should inform the young person in advance of a check or inspection and agree a time for the staff member to gain access to the bedroom. Immediate searching without permission may be necessary where there are reasonable grounds for believing that there is a safety risk to the young person or another person. If staff need to enter the young person’s bedroom without permission or advance notice, they should inform the young person that they are entering the room and explain the purposes for entering immediately. If a member of staff has entered a young person's bedroom, this should be made clear in the contact note for that visit, ensuring accurate records are kept. As part of the young person's introduction to the service, they will be informed of Handcrafted's policy on entering bedrooms in supported housing accommodation.

== '''Managing, administering, and disposing of medication, including processes for record keeping''' ==
Young people are expected to store and self-administer their own prescribed medication, with staff offering a minimal level of practical support (such as providing a lockable medication box or helping set reminders) when needed to promote safe and independent medication management. If staff have any questions or concerns about a young person's medication, or ability to self-administer, they should initially discuss these with the young person. If a young person appears unable to manage their own medication safely even with support, this may indicate that a higher level of care is required, and staff should record concerns, follow safeguarding procedures, and liaise with relevant professionals, such as a GP or community pharmacist. Young people should dispose of their own unused or expired medication by returning it to a pharmacy. Staff may offer practical support with this where needed, ensuring medication is never placed in general waste or removed without the young person's knowledge, unless there is a safeguarding concern. Staff must ensure clear factual records are kept regarding support or concerns with medication, using contact notes on the Airtable system.

== '''Repairs and maintenance''' ==
Handcrafted aims to provide a secure and well-maintained housing environment for our residents. Through proactive maintenance, regular inspections, and resident engagement, we strive to create a place where residents can live with peace of mind and have a stable home that feels safe and helps them to thrive.

This policy should be read in conjunction with:

* The Decent Homes Standard
* Housing Health and Safety Rating System (HHSRS)
* National Standards for Supported Housing (NSE)
* The Landlord and Tenant Act (1985)
* The Homes (Fitness for Human Habitation) Act 2018
* The Building Regulations 2010 (Including Amendments)
* The Management of Health and Safety at Work Regulations 1999
* The Environmental Protection Act 1990
* Housing Act 2004

=== Reporting Procedures for Residents ===
At Handcrafted, we are committed to providing safe and well-maintained housing for our residents. To ensure this, we have established clear procedures for residents to report any issues related to building conditions, safety concerns, or equipment maintenance.

Each property has a clearly displayed QR code which can be used to access our reporting form. This can be accessed by the resident themselves at any time or with assistance from a support worker during their regular house checks.

=== Preventative Maintenance and Repair Program ===
We have a preventative maintenance and repair program aimed at minimising preventable deterioration of our buildings, accommodation, grounds, equipment, and furnishings.

Every time a new resident moves in, our housing staff inspect the property unit to ensure that it meets our safety and quality standards. Additionally, property units are inspected at least annually to identify any maintenance or safety needs.

=== Regular property safety checks ===
Our housing and property managers conduct regular physical examinations of the buildings to identify potential safety and security concerns. This proactive approach allows us to address issues promptly and maintain a secure living environment. These checks are conducted by trained staff members who use a detailed checklist based on the HHSRS guidelines to identify any emerging hazards or maintenance issues. This frequent assessment allows for the rapid detection of risks across 29 categories, including but not limited to, electrical and fire safety, structural integrity, damp, and mould growth, falling hazards, and excess cold.

Recognising the significant health risks associated with damp and mould, we have developed a specialised section within our Preventative Maintenance and Repair Program to address these concerns directly (see Annex 3)

We engage external health and safety experts to assist in the assessment and mitigation of complex hazards identified during our inspections. This collaborative approach ensures that our residents benefit from the highest standards of expertise and care in maintaining safe and healthy living environments.

Ongoing education and the provision of advanced tools enable our staff to conduct thorough and effective inspections, underpinning our commitment to a high standard of care.

=== Person-centred Approach to Repairs ===
We encourage our residents to be proactive participants in our safety culture. As part of our regular checks, feedback mechanisms are in place for residents to report any concerns or hazards they observe.

We value our residents' input and needs. Timescales for non-emergency repairs can be mutually agreed upon with residents, fostering a resident-focused approach that respects their schedules and preferences.

=== Safety Plans and Reporting Lines ===
Each property under our care has a safety plan in place, clearly outlining procedures to follow in the event of building emergencies. A reporting line for responding to such emergencies is established to ensure swift and effective action.

=== Repair Categories and Timescales ===

==== Emergency Repairs ====
Definition: Repairs that pose an immediate risk to health, safety, or security. This includes issues such as severe leaks, gas leaks, electrical hazards, and security breaches.

Timescale: Response within 6 hours, with the aim to resolve or make safe within 24 hours of the report.

==== Urgent Repairs ====
Definition: Repairs that significantly affect the comfort or convenience of residents but do not pose an immediate risk. Examples include minor leaks, heating failures in cold weather, and significant appliance malfunctions.

Timescale: Response within 3 working days, with a resolution aimed within 5 working days.

==== Routine Repairs ====
Definition: Repairs that do not immediately affect health, safety, or significant comfort. This category includes issues like minor plumbing issues, cosmetic repairs, and general wear and tear maintenance.

Timescale: Response within 5 working days, with a resolution aimed within 28 days.

==== Planned Maintenance ====
Definition: Repairs and maintenance work that is foreseeable and can be scheduled in advance. This includes regular inspections, safety checks, and upgrades.

Timescale: Planned and scheduled on a case-by-case basis, communicated well in advance to the residents.

=== Implementation and Communication ===

==== Reporting and Tracking ====
Residents are encouraged to report repairs through our established channels. Each report will be logged, categorised according to the urgency level, and assigned a unique tracking number for residents to follow up on the status of their repair.

==== Flexible Scheduling ====
For non-emergency repairs, residents will have the option to schedule repair work at a time that minimises inconvenience, respecting their personal schedules and preferences.

==== Communication Protocol ====
Residents will be informed of the expected timescale upon reporting a repair. Updates will be provided if there are any changes to the initial timescale due to unforeseen circumstances.

==== Resident Feedback ====
Residents' involvement in safety-related matters is of utmost importance to us. We engage with residents through one-to-one support, anonymous feedback opportunities and an annual feedback committee, including both residents and housing and support staff, to address safety concerns, facilitate open communication, and collaboratively enhance safety measures.

Post-repair feedback will be solicited from residents to assess the quality of work and the efficiency of the repair process. This feedback will be used to continually improve our maintenance services.

== '''Housing Complaints''' ==

=== Complaints from occupants of Handcrafted Supported Housing ===
Handcrafted encourages residents of our supported housing to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Handcrafted operates Licence Agreements by which the recipients of our supported-housing provision are granted a licence to occupy the property on certain conditions. This means that Handcrafted staff are permitted to attend properties at any time and resolve issues rapidly, while respecting the occupier's right to privacy and fairness. A complaints procedure forms part of the licence agreement (Annex 4).

Complaints can be made for several reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Failure to provide adequate support.
* Problems with the accommodation not being resolved in a timely manner.

Confidentiality will be maintained throughout the complaints procedure. Only those staff who need to know about the complaint will have access to details.

==== In the First Instance ====
Handcrafted aims to resolve issues informally in the first instance, based on the good communication, positive non-judgmental regard, and the ethos of listening first that we aspire to cultivate with all supported housing residents.

Supported housing residents are seen by support workers at least twice a week and regularly contacted, giving the opportunity for any concerns to be raised and addressed.

==== Formal Complaints ====
Complaints may take the form of a formal letter or email addressed to the Hub Lead, line manager or a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

Management support will be offered to clients from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that clients may encounter. This may be from friends, relatives, advice centers or local advocacy groups.

All complaints will initially be dealt with by the line manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be resolved quickly and to the satisfaction of the complainant at this stage, it will not be necessary to treat it as a formal complaint.

==== Appeals ====
If a complaint cannot be resolved satisfactorily or the occupant is unhappy with a decision, they can appeal further to CEO Dan Northover or Operations Director John Hinton to investigate the matter. Handcrafted staff will support occupants to appeal in writing if they wish to do so or support them by arranging an opportunity to speak to the CEO or Operations Director.

=== Complaints from Members of the Public ===
From time to time, members of the public may wish to make a complaint about one of the properties we manage or the occupants of the properties.

Complaints may include:

* Noise disturbance at a property
* Health and safety hazards posed by the state of a property.
* Concerns about criminal activity
* Other antisocial behaviour by occupants

Handcrafted operates Licence Agreements by which the recipients of our supported-housing provision are granted a licence to occupy the property on certain conditions. This means that Handcrafted staff are permitted to attend properties at any time and resolve issues rapidly, while respecting the occupier's right to privacy and fairness.

When occupying Handcrafted Supported Accommodation, licencees agree to keep the property to a certain standard and to adhere to rules of behaviour. Some complaints may therefore result from breaches of this agreement. Where this is the case, Handcrafted makes a measured, proportional response that may range from agreeing a documented management plan with clear outcomes, through to issuing verbal or written warnings, proceeding eventually to termination of the licence agreement.

==== In the First Instance ====
Handcrafted aims to resolve issues informally in the first instance, based on the good communication, positive non-judgemental regard, and the ethos of listening first that we aspire to cultivate with all residents and members of the public.

Members of the public who have concerns are invited to contact the local Hub Lead who oversees the property by phone or email to have a conversation about the concern and see if it can be quickly resolved.

If this is not satisfactory, a formal complaint can be lodged.

==== Formal Complaints ====
Complaints may take the form of a formal letter or email addressed to the Hub Lead or a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the relevant Hub Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be resolved quickly and to the satisfaction of the complainant at this stage, it will not be necessary to treat it as a formal complaint.

==== Appeals ====
If a complaint cannot be resolved satisfactorily or the member of the public is unhappy with a decision, they can appeal further by emailing or writing to CEO Dan Northover or Operations Director John Hinton to look into the matter.

== '''Move-on and Exit''' ==
Handcrafted is committed to supporting our residents in their journey towards independence, recognising the significance of stable housing in achieving personal growth and self-sufficiency. This policy outlines the procedures and support mechanisms in place to assist residents in applying for independent housing, alongside preventative strategies, and interventions to avoid eviction. By providing comprehensive support, preventative interventions, and respecting tenant rights, we aim to foster resilience, independence, and well-being.

=== Support for Independent Housing Applications ===

==== Assessment and Planning ====
Upon referral, a needs assessment will be completed for each resident, identifying support needs and risks related to eviction vulnerability. We will continuously review this assessment at weekly support team meetings and quarterly reviews, to evaluate their readiness for independent living, considering their strengths, needs, and preferences.

A personalised move-on plan will be discussed in partnership with the resident as part of their support plan reviews, detailing the steps and support required to secure independent housing.

==== Application Assistance ====
Residents will receive assistance in identifying suitable housing options, completing applications, and preparing for housing interviews. Support will be provided to ensure residents understand the various housing options available, including social housing, private renting, and supported housing schemes.

We will make it clear to residents that they always have the right to seek out tenancy advice independently from ourselves.

==== Financial Planning ====
Guidance on budgeting, benefits, and financial management will be provided to prepare residents for the financial responsibilities of independent living. Assistance and signposting to advocacy services will be offered for applying for housing benefits and other entitlements.

=== Preventative Actions and Interventions to Avoid Eviction ===

==== Early Identification of Risks ====
Prior to move-in or within the first 24 hours, residents will be informed about their rights and obligations, to help them understand their responsibilities and the support available to sustain their tenancy.

Regular assessments will be conducted to identify any potential risks that may threaten a resident's housing stability. A proactive approach will be taken to address issues such as rent arrears, behavioural concerns, or breaches of tenancy agreements. Residents experiencing financial difficulties will be provided with support to manage debt, negotiate payment plans, and access emergency funds if necessary.

All interventions will be designed to address the specific needs of the resident, incorporating elements of trauma-informed care and harm reduction.

=== Warnings, Notifications, and Resident Rights ===

==== Ending the Licence Agreement ====
The Licensee can end the Licence Agreement with us by giving us 28 days warning contained in a Notice.

We can end the Licence Agreement with you if:

# They have failed to comply with or breached any of the conditions of the Licence Agreement or,
# We have deemed that the Accommodation is no longer suitable to their needs or,
# Suitable alternative accommodation has been offered to them or,
# They have failed to pay The Charges that are due or,
# They present a serious risk to themselves, our staff or neighbours,
# We believe that they have abandoned the Accommodation.

For points 2 to 5 above we will use the following procedure unless we consider that there are grounds for immediate termination (see below):

'''Stage 1:''' Written Warning: We will issue a written warning clearly describing the breach of the Licence Agreement, or the conditions that have not been met. You will also be informed of the consequences of any further breaches. A copy will be placed on your file and will remain current for three months.

'''Stage 2:''' Final written warning: We will issue a second written warning. You will be advised that any further occurrence will result in us ending your Licence Agreement. A copy will be placed on your file and will remain current for three months.

You may not accrue more than one written warning at each stage.

'''Stage 3:''' Notice ending Licence Agreement “Notice to Quit”

a. We will write a report that clearly describes the breaches of the Licence Agreement that have taken place, quoting the relevant sections of the Licence Agreement and associated schedules, and the reason why ending it is considered appropriate.

b. We will issue Notice to Quit attaching the report, stating that the Licence Agreement will be terminated 4 weeks after service on you expiring on a Sunday and that you will then be required to vacate the Accommodation.

c. Should you fail to comply with the Notice to Quit we may start proceedings to obtain a possession order for your removal from the Accommodation unless you are deemed to have abandoned the Accommodation (see below).

==== Grounds for immediate termination ====
Actions or behaviour deemed to be grounds for immediate termination, including gross violations of House Rules, see Schedule 4, may result in immediate termination of this Licence Agreement by issuing a Stage 3 Notice to Quit without first issuing either written warning. Examples of gross misconduct include, but are not limited to, acts of harassment, violent conduct, serious threatening behaviour, wilful damage to the property or illegal activity.

In exceptional circumstances that require immediate action, we will seek an injunction to remove you from the Accommodation prior to instigating the procedure for immediate termination.

When a Notice to Quit has been issued every effort will be made to assist you to find alternative accommodation.

==== Abandonment ====
You are considered to have abandoned the Accommodation if you do not use it as your only home. Not using the Accommodation as your only home means spending less than 4 out of 7 consecutive nights there.

You can be away for longer if there is ‘an intention to return’ and it has been agreed as part of your support plan.

In considering your abandonment we will take into account:

# Whether there are personal possessions in the Accommodation
# If your mail being collected
# If you have food in the kitchen
# If you are generating rubbish
# Our attempts to contact your next of kin.
# Our attempts to trace you.

If it reasonable to assume that you have abandoned the Accommodation, we will serve you with a Notice to quit and unless we hear from you within the 4 full weeks ending on a Sunday after service of that Notice the Licence Agreement will be deemed terminated.

==== Your Personal Property ====
If reasonable efforts to trace you fail, we will dispose of your goods. This includes an entitlement to sell your goods.

Perishable goods will be disposed of immediately. Other goods will be disposed of after a period of 14 days from the end of the notice period, using the council recycling or waste disposal services.

==== Licence Charge Arrears Policy and Procedure ====
It is our policy to deal with Licence Charge arrears promptly to avoid the Licence Agreement ending due to arrears.

===== General Arrears =====
Arrears must be paid in addition to on-going Charges due.

* Stage 1: Arrears letter 1 is issued when you have 4 weeks of outstanding Charges and gives you 2 weeks to repay the arrears. This letter, where possible, should be issued in person. You should arrange a repayment plan as soon as possible.
* Stage 2: Arrears letter 2 is issued if the repayment plan has not been achieved within the 2 week period that has been granted at Stage 1. This gives you a 2 further weeks in which to make the repayment.
* Stage 3: A Notice to quit is issued stating that the Licence Agreement will be terminated 28 days after service on you and that you will then be required to vacate the Accommodation if the arrears remain outstanding after 4 weeks of arrears letter 1 being issued. This will only be withdrawn on receipt of the full amount owed being paid within 14 days. However, it can be suspended if an agreed repayment plan is being complied with and be re-activated if repayments cease. Any suspension will be in writing.

Should you fail to comply with the Notice to Quit we may start proceedings to obtain a possession order for your removal from the Accommodation unless you are deemed to have abandoned the Accommodation (see above).

All arrears letters and Notice to quit, along with any agreed repayment plans will be copied and kept in the warnings section of your file.

==== Housing Benefit ====
If you are eligible for Housing Benefit you are responsible for ensuring that effective claims are made and maintained. Staff will advise and support you to do this.

If you make applications for Housing Benefit you are required to complete an application, via staff, with all the information they require within 7 days of the date of the start date of your Licence Agreement. If you have not provided this information within 7 days you will be issued with a 7 day Notice to quit which will be withdrawn if the information is provided within the timescale.

If you do not inform us of a change of circumstances that will affect your Housing Benefit claim you will be issued with a 28 day Notice to quit. This will be withdrawn providing that your claim for Housing Benefit has been addressed within the timescale.

Arrears persist if you move.

If we choose to exercise the discretion we have retained to move you from the Accommodation this shall be without prejudice to your obligation to pay accrued Charge arrears.

==== Eviction Process and Warnings ====
A clear and fair process will address breaches of the licence agreement, with warnings issued as appropriate, in accordance with the agreement. Written notices will outline eviction risks and available support, accompanied with proactive and assertive efforts to engage the resident in solution-focussed dialogue to clarify the concerns, and offer support with addressing the issues, and changing behaviour.

Residents will be informed of the potential consequences of continued violations. We will use a trauma informed approach that ensures consequences are logical, natural, and clearly explained.

==== Exploring Alternatives to Eviction ====
Efforts will be made to explore all possible alternatives to eviction, in line with our commitment to a solution-focused approach. We will consider agreements to move to a different property with Handcrafted or an alternative provider as a means of preventing homelessness, ensuring these are voluntary decisions in the best interest of the resident.

In cases where eviction may be unavoidable, and no alternative housing has been arranged, Handcrafted will notify the local authority to ensure that residents have access to homelessness prevention services.

==== Upholding Resident Rights ====
Residents will be fully informed of their rights as licensees, including the right to appeal eviction decisions, access legal support, and access independent advice.

Handcrafted will advocate on behalf of residents to ensure their rights are respected and upheld throughout the move-on process.

==== Eviction Panel Meeting ====
Before any resident is given notice of eviction, the decision must be reviewed and approved at a panel meeting which includes at least two members of the Safeguarding Steering Group and one Operations Manager. The panel will specifically assess whether the guiding principles (section 1) and Move-on procedures (section 8) of this Supported Housing policy have been followed and advise on any further action that is needed before serving notice and any safeguarding procedures that may be required.

=== Monitoring, Review, and Continuous Improvement ===

==== Monitoring and Review ====
Evictions will be monitored and reviewed to assess the effectiveness of prevention strategies, with a commitment to continuous improvement based on feedback, legislative changes, and best practices.

==== Collaboration and Training ====
Handcrafted will work closely with local authorities and other providers to share best practices, access training resources, and ensure staff are equipped to implement this policy effectively.

==== Policy Review ====
This policy will be reviewed in line with local authority protocols and revised as necessary to reflect changes in legislation, regulation, or best practice, ensuring our commitment to preventing homelessness and supporting our residents' journey to independent living.

== Annexes ==

=== Annex 1 – Example Support Plan ===
{| class="wikitable"
!'''Area'''
!'''Needs and Opportunities'''
!'''Support from Handcrafted'''
|-
!'''Living Space'''
!
* Maintaining a tenancy with Handcrafted.
* Keeping the house in a good state of repair over time.
* Learning to keep home clean and tidy.
* Learning how to manage bills and budget for food and necessities.
* Maintaining control over visitors and negative/chaotic relationships.

!
* Monthly meeting to discuss fabric and condition of the house and any problems.
* Spot checks on house.
* Arrange access to food parcels when needed.
* Support with completing paperwork for housing benefit and benefit payments.
* Help set up budgeting plan.
* Assist with ‘shopping on a budget’ practical sessions.
* Encourage good working relationship with HC support workers to provide trusted point of contact.
|-
!'''Using Time'''
!
* Leaving the home and engaging in positive activities more than 10 hours a week
* Access to HC gathered activities.
* Support resident to access groups of interest.
!
* 1-1 weekly chats to check in how things are going.
* Access to HC community and workshops
* Investigate other community projects of interest.
|-
!'''Social Life'''
!
* Maintaining social life when mental health becomes low.
* Learning how to gauge positive and negative life influences.
* Spending time with positive peer group.
* Avoiding disruptive or chaotic visitors to home.
!
* Signpost suitable activities outside Handcrafted and support with accessing these.
* Provide an opportunity to talk through when relationships with others become difficult.
* Encourage good peer relationships within the HC community.
|-
!'''Self Confidence'''
!
* Attending activity session at least once a week.
* Create/Make an item for own home.
* Managing own healthcare appointments and finances.
!
* Empowered to access HC hub and gathered activities.
* Offer support and advocacy towards medical appointments
|-
!'''Coping Strategies'''
!
* Making time to relax and get involved in hobbies.
* Organising own medical appointments.

* Ensuring medical appointments and medication are up to date.
* Managing finances.
* Reaching out to appropriate services when experiencing low mental health or going through times of crisis
!
* 1-1 weekly chats to check in how things are going and do house visits.
* Outreach in case of isolation or social withdrawal, checking in on a weekly basis.
* Encourage good working relationships with HC support workers to provide trusted point of contact.
* Encourage healthy living and eating plan.
* Signposting to mental health services and helping access sessions and appointments
|}

=== Annex 2 – Support Activities ===
{| class="wikitable"
|'''Activity'''
|'''Description'''
|-
|'''Access'''
|All activities relating to facilitating or enabling someone to get access to a service. It includes making referrals to another service such as activity groups, housing or addictions services, debt counselling or primary healthcare or liaising with such services. It commonly may involve being on hand to provide reassurance while somebody makes a difficult phone call or assisting them to use an online service.
|-
|'''Accommodation Support'''
|Refers to all aspects of organising suitable accommodation for a trainee, including making plans with the trainee or support workers and helping the trainee to move house.
|-
|'''Addiction Support'''
|Activities aimed at supporting recovery. These include discussing relapse signatures, identifying triggers, and planning to manage impulsivity, exploring options to manage recovery, supporting rehabilitation, providing accountability and someone to talk to instead of having a drink.
|-
|'''Advocacy'''
|Where we help to complete forms and applications or make contact with other agencies on behalf of the resident or trainee.
|-
|'''Assertive Outreach'''
|When somebody drops contact with us or we don't know where they are and this has been identified as a potential risk factor or sign of deteriorating mental health, Assertive Outreach relates to our efforts to re-establish face-to-face contact. It may involve contacting known associates or going looking for them, trying other channels of communication including social media.
|-
|'''Budgeting Planning/Advice'''
|A range of activities supporting better financial planning. It may involve making a household spending plan, prompting on sticking to a plan, planning regarding bill payments or other financial commitments, or arranging cheaper gas and electricity services.
|-
|'''Completed Project'''
|This is used when a trainee finishes a project at a hub or in their own time (e.g. finished repainting a bedroom), but it doesn’t include cookery.
|-
|'''Conflict Resolution'''
|Where a worker is involved in arbitrating a dispute between residents or trainees or needs to liaise with neighbours due to a breakdown in communication, complaints, or disturbances at a property. Commonly this will be accusations made by one resident that another is not taking an equal share in housework or finances or there have been unwanted visitors to a property.
|-
|'''Cookery'''
|Refers to when an activity session is cookery but does not include when a trainee volunteers to prepare food for other trainees at a hub (see 'Helping' for this).
|-
|'''Crafts'''
|Refers to when an activity session is a craft group or if a worker is doing crafts as an activity 1-1 in somebody's home or is facilitating this (e.g. dropping off a craft kit to give them something to do over the weekend).
|-
|'''Did Not Attend Meeting'''
|Refers to when we have pre-arranged to meet with a trainee for a support meeting or appointment and they don't turn up. It doesn't apply to non-attendance at gathered activities or unanswered phone contact.
|-
|'''Emergency Services'''
|Applies when a worker has to call out any emergency service for a situation involving a trainee, resident, or property.
|-
|'''Employability'''
|All activities aimed at improving someone's employability over and above a regular activity session. For example, it may be working with them on producing a CV by providing access to a computer and giving advice, or applying for a course, completing a work journal, or writing a reference.
|-
|'''Eviction'''
|Applies for all activities relating to the termination of a resident's licence agreement due to breach of its terms and supporting the resident in leaving the Handcrafted property.
|-
|'''Food Parcel'''
|Where a worker facilitates a food parcel. This may either be collecting or assembling a food parcel for them or arranging access to a local food bank.
|-
|'''Healthy Eating/Lifestyle'''
|Any activities supporting planning or doing things to improve a healthy lifestyle. It may include menu planning, making shopping lists, providing information or recipes, going for a walk together or doing some other physical activity as well as supporting access to healthy activities.
|-
|'''Helping'''
|This is used when a trainee contributes to a session or a project by taking some responsibility such as cooking lunch for the hub, or doing machine maintenance, tidying a cupboard, or building something to improve the environment.
|-
|'''House Check'''
|This refers to when a worker enters a property and inspects the property, checking that it is secure and safe, all fittings and appliances are in order, risk assessing fire and hygiene issues as well as ensuring that residents are complying with the terms of their licence (e.g. not using naked flames, storing flammables, allowing others to stay without permission).
|-
|'''House Maintenance'''
|When we enter a property to carry out repairs or install something or to give access to somebody doing this on our behalf.
|-
|'''Induction'''
|Refers to the initial activity session where a trainee is being inducted to the procedures at a hub.
|-
|'''Meal'''
|Used whenever a trainee or a resident is given a meal. It may be at a hub during a session, or it could be a home visit where a worker takes a prepared meal out to someone or supports them to prepare a meal at home.
|-
|'''Mental Health Monitoring'''
|For residents or trainees who have identified mental health needs such as depression or anxiety, this is where workers are using contact time to observe signs of risk and possible deterioration. It involves discussing with the resident or trainee how they feel they are coping and what they are doing or can do to maintain their mental wellbeing. It can result in reassessing the level of support somebody needs at a time of crisis or prompting and supporting them to get professional help.
|-
|'''Practical Assistance'''
|This records where we have given practical assistance to somebody. Typically, it can be helping to clear out and take things to the local tip, tidying up, getting on top of the washing up, moving furniture, clearing up an accident.
|-
|'''Religious and Cultural'''
|Support and information provided to meet cultural, religious, and spiritual needs and assistance to observe religious and cultural customs. For example, accessing the businesses that fit with their values such as Halal shops or Sharia-compliant banking, celebrating religious or cultural festivals, attending places of worship, or support and activities around religious obligations such as prayer times.
|-
|'''Renovations'''
|This refers to activities sessions where a trainee is working on one of our renovation projects alongside Handcrafted staff or volunteers.
|-
|'''Safeguarding and Risk Intervention'''
|When we are acting to minimise risk due to safeguarding concerns or identified risks. For example, it may include intervening when there are unwanted guests at a property or putting plans in place with a resident to ensure they are safe. Plans may vary and may include frequent phone contact or visits to monitor a situation and escalating it to the appropriate local authorities where necessary.
|-
|'''Skills Training'''
|This is a feature of all of our activities sessions so denotes where training has been given in a particular way such as teaching a new technique or passing on life skills in a structured way (e.g. how to do an online application, barista skills, or how to use relaxation techniques to manage anxiety).
|-
|'''Slow Cooking'''
|Relates to those who are signed up to our slow-cooking course. This indicates when a worker has been to drop off ingredients or a slow cooker or facilitating someone doing the course.
|-
|'''Social'''
|This refers to pre-planned gathered activity sessions primarily focused on encouraging social life rather than skills training. It also refers to instances where trainees drop into a workshop, but not to engage with activity sessions.
|-
|'''Solution-Focused Dialogue'''
|When issues are addressed using our strengths-based approach drawing on solution-focussed brief therapy methods.
|-
|'''Support Planning Update'''
|Typically, weekly for residents and monthly for trainees, this indicates time spent reviewing and planning the support a resident or trainee is receiving from us and making sure our provision is person-centred. It defines who will take responsibility for each part of the plan. The individual must be included in this process. This also refers to time spent contacting and negotiating with people to arrange their access to our activities, and planning when and how they will receive support. Note that weekly support planning meetings also come under this category.
|-
|'''Therapeutic Activity'''
|All activity sessions are intended to have a therapeutic element: building confidence, making social connections, providing a safe environment to talk about struggles and get peer support, distracting from intrusive or persistent negative thoughts. This therefore refers to other contexts where these are taking place such as an organised social event or 1-1 session.
|-
|'''Utility Top-up/Financial Assistance'''
|Refers to when a resident is in financial difficulty and a worker arranges a grant or loan from Handcrafted to make sure they have essential services. Examples include topping up a utility card or subsidising a bus fare.
|-
|'''Welfare Check'''
|This applies to a range of activities aimed at making sure that residents or trainees are coping effectively and able to meet their needs. It may be through a phone call or a home visit and it includes such things as checking at a property to make sure they have enough food stocked to feed themselves, seeing if there is evidence of relapse or deterioration in mental health, asking about identified triggers or things we know are particularly difficult for a given client, or asking if they are getting the level of support that they need.
|-
|'''Women's Group'''
|This is used when someone attends a women's only group session.
|-
|'''Woodwork/Materials'''
|Applies when a trainee has attended a session at a hub where the main activity was woodwork. This can also be used for other non-wood materials used in woodwork workshops (e.g. plastics, screen printing).
|}

=== Annex 3 – Enhanced Damp and Mould Strategy ===
Recognising the significant health risks associated with damp and mould, we have developed a specialised section within our Preventative Maintenance and Repair Program to address these concerns directly:

'''Prevention and Early Detection:''' Weekly checks include specific assessments for signs of damp and mould, utilising moisture meters and visual inspections to catch early indications of potential problems.

'''Intervention Protocol:''' If damp or mould is observed within a property managed by Handcrafted, the following process is initiated to address and resolve the issue promptly and effectively, ensuring the health and safety of our residents:

'''1. Immediate Reporting'''

Resident Reporting: Residents are encouraged to report any signs of damp or mould immediately through our established reporting channels, including digital forms, email, phone, or in person to a support worker.

Staff Discovery: If staff members observe signs of damp or mould during their routine checks or maintenance activities, they are required to report these findings immediately to the Housing Quality Manager.

'''2. Initial Assessment'''

A member of the property management or maintenance team will conduct an initial assessment to determine the extent and severity of the damp or mould. This may involve visual inspection, moisture readings, and identifying potential sources of dampness.

'''3. Immediate Intervention Protocol'''

'''Containment''': The affected area is contained to prevent the spread of mould spores to other parts of the property.

'''Ventilation''': The area is ventilated to reduce moisture levels if weather and security conditions permit.

'''Communication''': Residents are informed about the findings, potential health risks, and the steps being taken to address the issue. Guidance is provided on how to minimise exposure and maintain air quality.

'''4. Specialised Assessment'''

If necessary, a specialised damp and mould assessment is conducted by a qualified professional. This assessment will identify the root causes of dampness and mould growth, such as leaks, condensation, or external water ingress.

'''5. Remediation Plan'''

Based on the assessment, a comprehensive remediation plan is developed. This plan includes:

'''Mould Remediation:''' Safe removal of mould using appropriate personal protective equipment (PPE) and mould removal agents.

'''Repairing Sources of Dampness:''' Addressing the root causes, such as fixing leaks, improving insulation, or installing ventilation systems.

'''Monitoring and Follow-up''': Implementing a schedule for monitoring the affected area to ensure that the remediation efforts have been successful, and that damp and mould do not recur.

'''6. Execution of Remediation Plan'''

The remediation plan is executed by trained maintenance staff or external contractors, depending on the complexity of the required work.

Residents may be temporarily relocated if the remediation work is extensive or if there is a significant health risk.

'''Resident Education and Engagement:''' We offer guidance and support to residents on maintaining an optimal indoor environment, reducing the risk of damp and mould. This includes ventilation practices, heating advice, and the importance of reporting potential issues promptly.

'''Long-Term Monitoring:''' Properties treated for damp and mould are subject to increased monitoring to ensure the effectiveness of remediation efforts and to identify any potential for reoccurrence early.

'''Documentation, Review, and Expert Collaboration'''

Our approach to maintenance and repairs, particularly for damp and mould, is underpinned by thorough documentation and regular reviews. This allows us to identify trends, improve our strategies, and ensure the healthiest living conditions for our residents. Collaboration with external experts ensures access to the latest remediation techniques and health advice, maintaining our properties to the highest standards of safety and comfort.

=== Annex 4 - Schedule 4 Handcrafted Licence Agreement ===
HANDCRAFTED encourages clients to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Complaints can be made for a number of reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Not providing adequate support

Confidentiality will be maintained throughout the complaints procedure. Only those staff that need to know about the complaint will have access to details.

Management support will be offered to clients from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that clients may encounter. This may be from friends, relatives, advice centres or local advocacy group.

Complaints may take the form of a formal letter or email addressed to the Hub Lead or a member of the Handcrafted management team, or they may be made verbally on when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be sorted out quickly and to the satisfaction of the Service User at this stage, it will not be necessary to treat it as a formal complaint.

All complaints, whether formal or informal, are always discussed through the line management structure and are logged.

Supported Housing Policy

2026-02-24T15:59:28Z

Seymour Jacklin: /* Resident Involvement */ Policy on entering Young People's bedrooms and regarding managing medication added on advice from Rachel Baker (see Ofsted Guidance Pp. 30 and 38)

Our mission at Handcrafted is to provide more than just housing; we are dedicated to offering holistic support that empowers individuals and nurtures their growth, well-being, and independence. Our policy is built upon a foundation of key principles that guide our approach to housing provision and support services.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Dan Northover|'''Dan Northover''']]
|-
|'''Last review and approval'''
|09/09/2025
|}

== '''Principles''' ==

{{Handcrafted's Principles}}

== '''Initial Assessment''' ==
This policy outlines the procedures and guidelines for the assessment and allocation of housing services provided by Handcrafted. By adhering to this policy, Handcrafted aims to provide housing services that are accessible, fair, and responsive to people with multiple-complex needs, fostering a supportive and inclusive environment for those facing homelessness. The policy is reviewed on an annual basis to ensure its effectiveness and alignment with the needs of the community.

=== Enquiries and Applications Process ===
Enquiries and applications for housing services are received through the Supported Housing Referral Form (link).

The referral will be processed by the hub administrator and discussed at a support review meeting where the hub manager and support workers will review availability and the assessment and prioritisation criteria.

The assessment and prioritisation criteria include:

* Current housing situation
* Availability of suitable housing and suitable locations
* Potential benefits from being involved with Handcrafted.
* Referral reasons and support needs
* Risk factors

Target beneficiary groups include:

* Young care leavers with complex needs
* People affected by domestic abuse.
* Asylum seekers, refugees, and stateless people

We will aim to contact the referrer and the person they are referring, to request further information or update them on the outcome within five working days.

A decision not to allocate housing to an individual can be appealed by writing to CEO Dan Northover (dan@handcrafted.org.uk) or Project Manager John Hinton (john@handcrafted.org.uk).

=== Service Description and Promotion ===
An up-to-date and accurate description of availability is actively promoted to referrers. This description includes information on eligibility, target beneficiaries, and access methods.

The service description is available through multiple channels, such as the charity's website, printed materials, and outreach efforts.

=== Accessibility and Communication ===
Our prioritisation criteria and referral process are communicated in plain English on our website, referral form, and marketing material.

We will endeavour to ensure that beneficiaries with different communication needs have access to the information in a manner that is understandable to them.

Support is provided to residents whose first language is not English, those who are non-verbal, or those with limited understanding. This includes access to interpretation services and alternative communication methods.

Referrals who are unsuccessful in their housing applications are informed of the reasons, giving them the chance to challenge decisions resulting from assessments and prioritisation.

Where appropriate, referrals are also provided with information about alternative services or referral agencies that might better suit their needs.

=== Inclusivity and Access ===
Handcrafted pays particular attention to ensuring fair access to under-represented groups.

The eligibility criteria and application process are actively promoted to relevant agencies and the wider community to make eligible individuals aware of the service.

=== Matching and Household Compatibility ===
As part of the initial assessment process, we carefully consider the compatibility of young people with the existing household to promote safe, stable, and positive living arrangements. In addition to assessing individual needs, risks, and support requirements, we take account of the current household dynamic, including age, vulnerability, support needs, and any relevant cultural or identity considerations. This approach supports effective placements and reduces the risk of conflict or placement breakdown.

Where practicable, young people are offered the opportunity to be introduced to staff and other residents before a placement is confirmed. These introductions help young people make informed decisions, understand expectations of shared living, and feel prepared and welcomed. Young people are encouraged to ask questions and share any preferences or concerns, which are considered as part of the final placement decision.

=== House Meetings, Activities, and Managing Relationships ===
Regular house meetings are held to support positive relationships and shared responsibility within the home. These provide structured opportunities for young people to express their views, agree shared expectations, raise concerns, and contribute to decisions about communal living and activities. Meetings are facilitated by staff, recorded appropriately, and used to inform ongoing support and house management.

Staff support positive peer relationships and address any housemate-related concerns promptly and appropriately. Young people are encouraged to raise issues in a safe and supportive way, either informally or through key-work sessions. Where concerns arise, staff listen to all parties, assess risk, and take proportionate action, including mediation, revisiting house agreements, or escalating concerns in line with safeguarding and risk management procedures. All actions and outcomes are recorded and reviewed to ensure young people feel safe, heard, and supported.

=== Continuous Improvement ===
The policy and procedures are subject to regular review to identify areas for improvement in service delivery.

The policy review process incorporates feedback from beneficiaries and stakeholders to ensure their perspectives are considered and integrated into service improvements.

Handcrafted seeks to collaborate with service commissioners to identify local housing needs and adapts its services accordingly.

The aim is to ensure that Handcrafted's housing services remain responsive to the changing needs of the community.

== '''Individual Risk Assessment and Review''' ==
At Handcrafted, our priority is to provide safe and supportive housing to individuals facing homelessness. To ensure the well-being of our applicants and residents, a comprehensive needs and risk assessment is conducted prior to offering services or shortly thereafter, tailored to the needs of the individual.

=== Staff understanding and training ===
Our staff members are trained to assess risks and needs on an individual and ongoing basis. Our procedures are covered in our staff induction and training programs. At induction, staff in supportive roles are introduced to the Airtable system for record keeping and given training in how to record risks, and how to review and update resident's individualised safety plans. This is further supported by annual refresher training on the principles of risk assessment relevant to each staff member's role.

=== Appropriate and comprehensive risk assessment ===
We have developed a needs and risk assessment approach that is suitable for our residents and is fully integrated into weekly care-planning activities and ongoing monitoring.

Needs assessment begins from first engagement and, while it builds on existing information we receive from referrers, we never assume this is comprehensive and aim to build a fuller picture as quickly as possible by engaging with new residents and asking them about their needs and priorities. These are reflected in the support plans and safety plans, which are created in collaboration with individual residents.

The assessments are securely stored in our Airtable database and easily accessible to relevant staff, ensuring transparency and effective communication.

Our risk assessments (known as "safety plans") take a holistic approach to address various dimensions of risk, historical and current, including risk to self, risk to others (including staff and the wider community), and risks from others (including staff and the wider community).

=== Collaboration with Other Services ===
Our needs and risk assessments take into account the perspectives and views of other relevant services when appropriate, underpinning a collaborative and integrated approach to resident support.

=== Appropriate Use of Risk Assessment ===
Our service approaches risk constructively, avoiding inappropriate use of risk assessment to exclude people. Instead, we utilise risk assessment as a tool to enhance support planning and decision-making.

Our needs and risk assessment policy and procedures strike a balance between promoting independence and effectively managing risks, enabling residents to progress toward self-sufficiency while maintaining their safety.

Our staff harness the insight of individual residents during the assessment of needs and risks, promoting a person-centred approach.

Additionally, specialist expertise is sought when required to ensure accurate and informed assessments.

=== Ongoing Review of the Risk Assessment ===
Needs and risk assessments are subject to regular review to accommodate changing circumstances and evolving needs. Review takes place through the mechanism of the weekly support planning team meeting during which the support team checks the previous week's activities and the planned support against the support plan and safety plan, making sure that our work is aligned to the long-term agreed direction of travel for an individual as well as responsive to any emerging changes. This proactive approach ensures that our support remains relevant and effective.

Needs and risk assessments, along with support and risk management plans, are therefore reviewed consistently and systematically as well as responsively. All changes are recorded with rationale explained in the daily contact notes and the nature and frequency of contact is determined according to need, with a minimum of twice a week.

The risk assessment is presented in the support database alongside the risk management plan, support plan and contact notes, so that it can be reviewed at weekly support planning meetings and whenever a safeguarding concern has been raised. All safeguarding-related entries to the daily contact notes are flagged by the writer and reviewed within 24-hours by a member of the safeguarding team and will trigger reviews of the risk assessment.

=== Continuous Improvement of our Policy ===
We are committed to continuous improvement. We incorporate resident and stakeholder input to drive positive change.

This policy is reviewed in response to changing legislative or contractual requirements, at minimum every three years. This ensures alignment with best practices and evolving standards.

=== Internal Quality Monitoring ===
Senior members of the support team (Senior support supervisor, safeguarding officers and area managers) are responsible for monitoring needs and risk assessments along with the contact notes to ensure our processes are effective, efficient, and compliant with our policies.

{| class="wikitable"
! Who
! What
! When
|-
| Safeguarding officer
| Safety Plan (Risk Assessment), Support Plan, contact notes. Check that these are up to date and accurate. Make sure actions taken are in accordance with relevant policies.
| Any time a contact note is flagged as having relevance to safeguarding
|-
| Safeguarding Steering Group
| Safety Plan (Risk Assessment), Support Plan, contact notes. Make sure policy has been followed. Recommend adjustments to the assessments or plans where relevant.
| At monthly meeting if safeguarding concern is serious, ongoing or unresolved
|-
| Senior Support Worker
| Safety Plan (Risk Assessment), Support Plan, contact notes. Follow up on missing information or lack of clarity, and check that best practice is being followed in record keeping and delivery of support.
| Review in response to an incident or concern and as part of continuous supervision of the support teams
|-
| Hub Managers
| Safety Plan (Risk Assessment), Support Plan, contact notes. Ensure alignment of practice with Handcrafted Principles. Check if any quality issues need to be addressed with the local team or individuals. Alert to problems.
| Weekly using a dashboard on the database to keep teams accountable
|}

== '''Support Planning and Review''' ==

=== Support Planning Principles ===
At Handcrafted, we are committed to providing holistic and individually tailored support to people facing homelessness. Our support plans are designed to address the unique needs and risks identified through our assessment process, ensuring the well-being and progress of our residents.

Our support plans incorporate individual outcomes that are discussed with residents to ensure their active involvement in shaping their journey towards stability and independence.

We proactively address residents' move-on, and resettlement needs from the very beginning of their engagement with our services, promoting a holistic approach to their housing journey.

=== Stages of Empowerment and Goal setting ===
Where it is appropriate support plans will incorporate SMART objectives that are clearly understood by residents, providing tangible milestones that guide their progress toward achieving their desired outcomes.

In the majority of cases support workers are trained to observe how people’s expectations of themselves change over time and to capture the small, unplanned successes that emerge as a side-product of feeling safe, belonging, and growing in confidence.

For many people with complex needs, and volatile lifestyles, specific objectives can ‘set them up to fail’ rather than broadening a range of creative possibilities and unfolding discoveries. So, we record and monitor empowerment across four broad stages which are defined as:

* Entering – “I am open to using resources available to me with some support.”
* Engaging – “I am using my own initiative and taking hold of opportunities.”
* Applying – “I have my own ideas of what I want to do using my new skills.”
* Extending – “I am looking beyond myself, to build up my community.” OR “I am taking steps to strike out on my own without needing support.”

=== Support Planning Approach ===
We look to see people empowered in five areas:

* Living Space – A safe place to live that feels like home.
* Using Time – Something meaningful to do each day.
* Social Life – People to talk to and a good support network.
* Self Confidence – Trust in our own abilities and having something to give.
* Coping Strategies – Ways to cope and bounce back when things get tough.

These five areas arose from a consideration of where the typical needs of the people we work with intersected with the service we offer. In terms of the service we offer, the core of our work is to do two things: we provide housing (living space) and we facilitate meaningful activity (using time). But we don’t just give people a home and something to do; it’s also fundamental that there is an invitation here to also become part of a supportive community (social life). In turn, we noted from experience that gains in ‘self-confidence’ are the pivot on which sustainable change occurs - it’s an essential ingredient in enabling people to go on ultimately without our help.

Finally, the category of ‘coping strategies’ is grounded in an adaptive, behavioural model of health and wellbeing rather than a disease model. This applies in respect of addiction particularly, but also to many other areas where there are complex needs. We wanted an area that reflected our assumption that people are essentially resourceful and that unhealthy coping mechanisms can be replaced with healthy ones.

=== Support Planning Documentation and Quarterly Reviews ===
See Annex 1 for an example Support Plan covering the five areas.

This will be completed when a new resident moves into a property and updated quarterly thereafter. The review will be based on contact notes, data, and client feedback.

The support plan may also be reviewed by the Safeguarding Steering Group when a safeguarding concern is raised.

=== Weekly Support Planning ===
Support staff will meet weekly to review the support plan, risk assessment and contact notes.

This review will be used to plan support activities, and make any required changes to the support plan, personal details, or risk assessment.

The review will use the Airtable form (link) and include:

* What has been happening in the last week?
* Any issues identified?
* What do we plan to do this week and who is going to do it?
* The priority level for the resident this week
* Any updates to the safety plan in response to changes in risk or presentation

Contact notes will be categorised according to the range of support activities that Handcrafted can offer (Annex 2).

=== Accessible and Secure Documentation ===
Copies of all support and risk management plans are securely stored and accessible to relevant staff and can be made available to residents upon reasonable notice being given, promoting transparency and effective communication. The support plan is stored on the individual’s record in Airtable alongside their personal details, support notes, referral reasons, and their risk assessment.

=== Collaboration with Other Services ===
We actively collaborate with other care and support services, ensuring that our support planning takes into account the broader spectrum of residents' needs beyond what is addressed directly within our service.

When needed, we seek specialist expertise to inform the development of support plans, ensuring the highest quality of care.

Our support and risk management plans complement any statutory care plans or support plans provided by other agencies, promoting comprehensive and integrated support.

=== Informing Service Development ===
Reviews of needs, risks, and outcomes serve as valuable insights for service development and strategic planning, ensuring ongoing improvement and alignment with resident needs.

== '''Resident Involvement''' ==
At Handcrafted, we recognise that residents’ experiences, views, and outcomes drive service development and strategic planning. We are committed to actively involving residents in shaping their support and accommodation, and to regularly listening to and responding to their views and wishes as a core and routine part of our practice. Resident involvement is embedded across all aspects of assessment, planning, delivery, and review to ensure services remain safe, effective, and responsive to individual needs.

Our approach centres on empowering residents, promoting independence, and fostering meaningful participation and community engagement. By listening to residents’ views, respecting diversity, and promoting autonomy, we aim to deliver high-quality, person-centred supported accommodation that enables individuals to achieve positive outcomes.

=== Choice, Control, and Ongoing Participation ===
Residents are supported to exercise choice and control over their support at all times. They are empowered to request reviews, raise concerns, provide feedback, and suggest changes whenever they wish. This right is clearly communicated through service information, introduction meetings, and ongoing key-work sessions.

Resident involvement is integral to needs and risk assessments, support planning, and reviews. Staff ensure that residents’ views, preferences, and aspirations are central to all decision-making processes. Residents are actively involved in weekly support reviews and in more formal quarterly support-plan reviews, during which priorities are jointly agreed with their key worker for the coming period.

Support is not delivered in a fixed or prescriptive way. Instead, staff regularly listen to residents during each session and adapt plans, activities, and approaches in response to what residents say is working well, what they want more of, and what they feel needs to change.

=== Listening to Feedback and Responding to Residents’ Views ===
Handcrafted has clear systems in place to ensure that residents’ feedback is consistently listened to, accurately recorded, and used to inform practice at both an individual and service level. Feedback may be positive, raise concerns, or request changes to support, and all forms of feedback are treated with equal importance.

Positive feedback is recorded to identify strengths in accommodation, support, training, activities, and opportunities. This enables managers and staff to understand what residents value and to ensure effective practice is maintained and developed. Where appropriate, staff record short, direct quotes from residents to ensure their voice is clearly represented and preserved.

Where residents raise concerns or dissatisfaction, these are taken seriously and responded to promptly. Staff ensure concerns are clearly recorded, shared with managers, and followed up appropriately. This demonstrates that residents are listened to and that their concerns lead to action and learning. Any feedback that meets the threshold of a formal complaint is managed in line with the Complaints Policy to ensure fairness, transparency, and accountability.

Residents are also encouraged to request changes to their support or additional help at any time. These requests are recorded and reviewed through team meetings, support reviews, and individual support plans. Staff adapt support flexibly and proportionately, ensuring that plans evolve in response to residents’ changing needs, wishes, and circumstances.

=== Transparency, Recording, and Accountability ===
Residents’ views are clearly documented within assessment records, support plans, and review notes. Where a resident disagrees with an assessment, decision, or aspect of their support, this is recorded transparently to evidence their involvement and voice. Staff are trained to ensure all records reflect a person-centred approach while maintaining appropriate risk management.

Managers use recorded feedback and support requests to monitor practice, identify themes, and ensure appropriate follow-up. This oversight supports continuous improvement and helps ensure residents consistently receive support that reflects their views and promotes positive outcomes.

=== Staff Competence and Values ===
All staff involved in assessment, support planning, and key-work are trained to work in a respectful, inclusive, and empowering way. Induction and ongoing training emphasise the importance of listening to residents, involving them meaningfully in decisions, and responding flexibly to their views and wishes.

Staff are expected to embody Handcrafted’s values of empathy, respect, and empowerment and to ensure residents feel heard, valued, and involved in shaping their own support.

=== Visitors ===
Handcrafted recognises that positive and appropriate visitors can play an important role in supporting residents’ mental health, emotional wellbeing, and social development. Visitor arrangements are therefore managed in a way that balances these benefits with the need to maintain a safe, respectful, and well-managed living environment for all residents, staff, and neighbours.

* Visitors are permitted '''only with prior approval''' from Handcrafted and remain the responsibility of the resident at all times.
* '''Overnight visitors are not permitted''' unless express permission has been granted in advance by Handcrafted.
* No more than '''two visitors''' may attend at any one time without express permission.
* Residents must not provide visitors with keys or unrestricted access to the accommodation.
* Residents must not allow entry to individuals who have been '''banned from the property'''.
* Visitors must comply with all '''house rules''', including expectations relating to behaviour, noise, fire safety, and health and safety.

Residents are accountable for the conduct of their visitors and may be held responsible for '''any damage, nuisance, or breaches of policy''' arising from visitor behaviour.

=== Access Rights and Data Protection ===
Residents have access to their records and may request copies of assessments, plans, and reviews. All information is managed in accordance with the Data Protection Act to ensure confidentiality and privacy.

=== Cultural, Religious and Individual Needs ===
Support is delivered in a way that recognises and respects residents’ cultural, religious, lifestyle, and identity needs. Information and support are adapted as required to ensure accessibility and inclusion.

=== Involvement of Wider Support Networks ===
Where appropriate and with the resident’s consent, assessments and support planning involve other professionals, family members, carers, and friends. This collaborative approach strengthens outcomes and ensures support reflects the resident’s wider context and wishes.

=== Balancing Choice and Risk ===
Staff are trained to balance residents’ preferences with effective risk management. Where disagreements arise, these are handled sensitively, with clear recording of discussions and decisions, ensuring residents’ views are acknowledged and respected.

=== Pre-Acceptance Engagement ===
Prospective residents are given opportunities to visit the service and meet staff before accepting an offer, supporting informed decision-making and reducing anxiety.

=== Promoting Independence and Community Engagement ===
Residents are supported to develop independence through skills training, practical support, and access to appropriate services. Support plans reflect individual goals relating to education, employment, training, health, and social inclusion.

Residents are encouraged to participate in their local community, maintain relationships with friends and family where safe and appropriate, and engage in social, cultural, and democratic activities. Barriers to participation are identified and addressed within support planning to build confidence, skills, and self-esteem.

== '''Policy on entering young people's bedrooms''' ==
A young person’s bedroom should not generally be entered without their permission or advance notice, such as for a facilities inspection where relevant. In most instances, staff should inform the young person in advance of a check or inspection and agree a time for the staff member to gain access to the bedroom. Immediate searching without permission may be necessary where there are reasonable grounds for believing that there is a safety risk to the young person or another person. If staff need to enter the young person’s bedroom without permission or advance notice, they should inform the young person that they are entering the room and explain the purposes for entering immediately. If a member of staff has entered a young person's bedroom, this should be made clear in the contact note for that visit, ensuring accurate records are kept. As part of the young person's introduction to the service, they will be informed of Handcrafted's policy on entering bedrooms in supported housing accommodation.

== '''Policy regarding managing, administering, and disposing of medication, including processes for record keeping''' ==
Young people are expected to store and self-administer their own prescribed medication, with staff offering a minimal level of practical support (such as providing a lockable medication box or helping set reminders) when needed to promote safe and independent medication management. If staff have any questions or concerns about a young person's medication, or ability to self-administer, they should initially discuss these with the young person. If a young person appears unable to manage their own medication safely even with support, this may indicate that a higher level of care is required, and staff should record concerns, follow safeguarding procedures, and liaise with relevant professionals, such as a GP or community pharmacist. Young people should dispose of their own unused or expired medication by returning it to a pharmacy. Staff may offer practical support with this where needed, ensuring medication is never placed in general waste or removed without the young person's knowledge, unless there is a safeguarding concern. Staff must ensure clear factual records are kept regarding support or concerns with medication, using contact notes on the Airtable system.

== '''Repairs and maintenance''' ==
Handcrafted aims to provide a secure and well-maintained housing environment for our residents. Through proactive maintenance, regular inspections, and resident engagement, we strive to create a place where residents can live with peace of mind and have a stable home that feels safe and helps them to thrive.

This policy should be read in conjunction with:

* The Decent Homes Standard
* Housing Health and Safety Rating System (HHSRS)
* National Standards for Supported Housing (NSE)
* The Landlord and Tenant Act (1985)
* The Homes (Fitness for Human Habitation) Act 2018
* The Building Regulations 2010 (Including Amendments)
* The Management of Health and Safety at Work Regulations 1999
* The Environmental Protection Act 1990
* Housing Act 2004

=== Reporting Procedures for Residents ===
At Handcrafted, we are committed to providing safe and well-maintained housing for our residents. To ensure this, we have established clear procedures for residents to report any issues related to building conditions, safety concerns, or equipment maintenance.

Each property has a clearly displayed QR code which can be used to access our reporting form. This can be accessed by the resident themselves at any time or with assistance from a support worker during their regular house checks.

=== Preventative Maintenance and Repair Program ===
We have a preventative maintenance and repair program aimed at minimising preventable deterioration of our buildings, accommodation, grounds, equipment, and furnishings.

Every time a new resident moves in, our housing staff inspect the property unit to ensure that it meets our safety and quality standards. Additionally, property units are inspected at least annually to identify any maintenance or safety needs.

=== Regular property safety checks ===
Our housing and property managers conduct regular physical examinations of the buildings to identify potential safety and security concerns. This proactive approach allows us to address issues promptly and maintain a secure living environment. These checks are conducted by trained staff members who use a detailed checklist based on the HHSRS guidelines to identify any emerging hazards or maintenance issues. This frequent assessment allows for the rapid detection of risks across 29 categories, including but not limited to, electrical and fire safety, structural integrity, damp, and mould growth, falling hazards, and excess cold.

Recognising the significant health risks associated with damp and mould, we have developed a specialised section within our Preventative Maintenance and Repair Program to address these concerns directly (see Annex 3)

We engage external health and safety experts to assist in the assessment and mitigation of complex hazards identified during our inspections. This collaborative approach ensures that our residents benefit from the highest standards of expertise and care in maintaining safe and healthy living environments.

Ongoing education and the provision of advanced tools enable our staff to conduct thorough and effective inspections, underpinning our commitment to a high standard of care.

=== Person-centred Approach to Repairs ===
We encourage our residents to be proactive participants in our safety culture. As part of our regular checks, feedback mechanisms are in place for residents to report any concerns or hazards they observe.

We value our residents' input and needs. Timescales for non-emergency repairs can be mutually agreed upon with residents, fostering a resident-focused approach that respects their schedules and preferences.

=== Safety Plans and Reporting Lines ===
Each property under our care has a safety plan in place, clearly outlining procedures to follow in the event of building emergencies. A reporting line for responding to such emergencies is established to ensure swift and effective action.

=== Repair Categories and Timescales ===

==== Emergency Repairs ====
Definition: Repairs that pose an immediate risk to health, safety, or security. This includes issues such as severe leaks, gas leaks, electrical hazards, and security breaches.

Timescale: Response within 6 hours, with the aim to resolve or make safe within 24 hours of the report.

==== Urgent Repairs ====
Definition: Repairs that significantly affect the comfort or convenience of residents but do not pose an immediate risk. Examples include minor leaks, heating failures in cold weather, and significant appliance malfunctions.

Timescale: Response within 3 working days, with a resolution aimed within 5 working days.

==== Routine Repairs ====
Definition: Repairs that do not immediately affect health, safety, or significant comfort. This category includes issues like minor plumbing issues, cosmetic repairs, and general wear and tear maintenance.

Timescale: Response within 5 working days, with a resolution aimed within 28 days.

==== Planned Maintenance ====
Definition: Repairs and maintenance work that is foreseeable and can be scheduled in advance. This includes regular inspections, safety checks, and upgrades.

Timescale: Planned and scheduled on a case-by-case basis, communicated well in advance to the residents.

=== Implementation and Communication ===

==== Reporting and Tracking ====
Residents are encouraged to report repairs through our established channels. Each report will be logged, categorised according to the urgency level, and assigned a unique tracking number for residents to follow up on the status of their repair.

==== Flexible Scheduling ====
For non-emergency repairs, residents will have the option to schedule repair work at a time that minimises inconvenience, respecting their personal schedules and preferences.

==== Communication Protocol ====
Residents will be informed of the expected timescale upon reporting a repair. Updates will be provided if there are any changes to the initial timescale due to unforeseen circumstances.

==== Resident Feedback ====
Residents' involvement in safety-related matters is of utmost importance to us. We engage with residents through one-to-one support, anonymous feedback opportunities and an annual feedback committee, including both residents and housing and support staff, to address safety concerns, facilitate open communication, and collaboratively enhance safety measures.

Post-repair feedback will be solicited from residents to assess the quality of work and the efficiency of the repair process. This feedback will be used to continually improve our maintenance services.

== '''Housing Complaints''' ==

=== Complaints from occupants of Handcrafted Supported Housing ===
Handcrafted encourages residents of our supported housing to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Handcrafted operates Licence Agreements by which the recipients of our supported-housing provision are granted a licence to occupy the property on certain conditions. This means that Handcrafted staff are permitted to attend properties at any time and resolve issues rapidly, while respecting the occupier's right to privacy and fairness. A complaints procedure forms part of the licence agreement (Annex 4).

Complaints can be made for several reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Failure to provide adequate support.
* Problems with the accommodation not being resolved in a timely manner.

Confidentiality will be maintained throughout the complaints procedure. Only those staff who need to know about the complaint will have access to details.

==== In the First Instance ====
Handcrafted aims to resolve issues informally in the first instance, based on the good communication, positive non-judgmental regard, and the ethos of listening first that we aspire to cultivate with all supported housing residents.

Supported housing residents are seen by support workers at least twice a week and regularly contacted, giving the opportunity for any concerns to be raised and addressed.

==== Formal Complaints ====
Complaints may take the form of a formal letter or email addressed to the Hub Lead, line manager or a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

Management support will be offered to clients from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that clients may encounter. This may be from friends, relatives, advice centers or local advocacy groups.

All complaints will initially be dealt with by the line manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be resolved quickly and to the satisfaction of the complainant at this stage, it will not be necessary to treat it as a formal complaint.

==== Appeals ====
If a complaint cannot be resolved satisfactorily or the occupant is unhappy with a decision, they can appeal further to CEO Dan Northover or Operations Director John Hinton to investigate the matter. Handcrafted staff will support occupants to appeal in writing if they wish to do so or support them by arranging an opportunity to speak to the CEO or Operations Director.

=== Complaints from Members of the Public ===
From time to time, members of the public may wish to make a complaint about one of the properties we manage or the occupants of the properties.

Complaints may include:

* Noise disturbance at a property
* Health and safety hazards posed by the state of a property.
* Concerns about criminal activity
* Other antisocial behaviour by occupants

Handcrafted operates Licence Agreements by which the recipients of our supported-housing provision are granted a licence to occupy the property on certain conditions. This means that Handcrafted staff are permitted to attend properties at any time and resolve issues rapidly, while respecting the occupier's right to privacy and fairness.

When occupying Handcrafted Supported Accommodation, licencees agree to keep the property to a certain standard and to adhere to rules of behaviour. Some complaints may therefore result from breaches of this agreement. Where this is the case, Handcrafted makes a measured, proportional response that may range from agreeing a documented management plan with clear outcomes, through to issuing verbal or written warnings, proceeding eventually to termination of the licence agreement.

==== In the First Instance ====
Handcrafted aims to resolve issues informally in the first instance, based on the good communication, positive non-judgemental regard, and the ethos of listening first that we aspire to cultivate with all residents and members of the public.

Members of the public who have concerns are invited to contact the local Hub Lead who oversees the property by phone or email to have a conversation about the concern and see if it can be quickly resolved.

If this is not satisfactory, a formal complaint can be lodged.

==== Formal Complaints ====
Complaints may take the form of a formal letter or email addressed to the Hub Lead or a member of the Handcrafted management team, or they may be made verbally when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the relevant Hub Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be resolved quickly and to the satisfaction of the complainant at this stage, it will not be necessary to treat it as a formal complaint.

==== Appeals ====
If a complaint cannot be resolved satisfactorily or the member of the public is unhappy with a decision, they can appeal further by emailing or writing to CEO Dan Northover or Operations Director John Hinton to look into the matter.

== '''Move-on and Exit''' ==
Handcrafted is committed to supporting our residents in their journey towards independence, recognising the significance of stable housing in achieving personal growth and self-sufficiency. This policy outlines the procedures and support mechanisms in place to assist residents in applying for independent housing, alongside preventative strategies, and interventions to avoid eviction. By providing comprehensive support, preventative interventions, and respecting tenant rights, we aim to foster resilience, independence, and well-being.

=== Support for Independent Housing Applications ===

==== Assessment and Planning ====
Upon referral, a needs assessment will be completed for each resident, identifying support needs and risks related to eviction vulnerability. We will continuously review this assessment at weekly support team meetings and quarterly reviews, to evaluate their readiness for independent living, considering their strengths, needs, and preferences.

A personalised move-on plan will be discussed in partnership with the resident as part of their support plan reviews, detailing the steps and support required to secure independent housing.

==== Application Assistance ====
Residents will receive assistance in identifying suitable housing options, completing applications, and preparing for housing interviews. Support will be provided to ensure residents understand the various housing options available, including social housing, private renting, and supported housing schemes.

We will make it clear to residents that they always have the right to seek out tenancy advice independently from ourselves.

==== Financial Planning ====
Guidance on budgeting, benefits, and financial management will be provided to prepare residents for the financial responsibilities of independent living. Assistance and signposting to advocacy services will be offered for applying for housing benefits and other entitlements.

=== Preventative Actions and Interventions to Avoid Eviction ===

==== Early Identification of Risks ====
Prior to move-in or within the first 24 hours, residents will be informed about their rights and obligations, to help them understand their responsibilities and the support available to sustain their tenancy.

Regular assessments will be conducted to identify any potential risks that may threaten a resident's housing stability. A proactive approach will be taken to address issues such as rent arrears, behavioural concerns, or breaches of tenancy agreements. Residents experiencing financial difficulties will be provided with support to manage debt, negotiate payment plans, and access emergency funds if necessary.

All interventions will be designed to address the specific needs of the resident, incorporating elements of trauma-informed care and harm reduction.

=== Warnings, Notifications, and Resident Rights ===

==== Ending the Licence Agreement ====
The Licensee can end the Licence Agreement with us by giving us 28 days warning contained in a Notice.

We can end the Licence Agreement with you if:

# They have failed to comply with or breached any of the conditions of the Licence Agreement or,
# We have deemed that the Accommodation is no longer suitable to their needs or,
# Suitable alternative accommodation has been offered to them or,
# They have failed to pay The Charges that are due or,
# They present a serious risk to themselves, our staff or neighbours,
# We believe that they have abandoned the Accommodation.

For points 2 to 5 above we will use the following procedure unless we consider that there are grounds for immediate termination (see below):

'''Stage 1:''' Written Warning: We will issue a written warning clearly describing the breach of the Licence Agreement, or the conditions that have not been met. You will also be informed of the consequences of any further breaches. A copy will be placed on your file and will remain current for three months.

'''Stage 2:''' Final written warning: We will issue a second written warning. You will be advised that any further occurrence will result in us ending your Licence Agreement. A copy will be placed on your file and will remain current for three months.

You may not accrue more than one written warning at each stage.

'''Stage 3:''' Notice ending Licence Agreement “Notice to Quit”

a. We will write a report that clearly describes the breaches of the Licence Agreement that have taken place, quoting the relevant sections of the Licence Agreement and associated schedules, and the reason why ending it is considered appropriate.

b. We will issue Notice to Quit attaching the report, stating that the Licence Agreement will be terminated 4 weeks after service on you expiring on a Sunday and that you will then be required to vacate the Accommodation.

c. Should you fail to comply with the Notice to Quit we may start proceedings to obtain a possession order for your removal from the Accommodation unless you are deemed to have abandoned the Accommodation (see below).

==== Grounds for immediate termination ====
Actions or behaviour deemed to be grounds for immediate termination, including gross violations of House Rules, see Schedule 4, may result in immediate termination of this Licence Agreement by issuing a Stage 3 Notice to Quit without first issuing either written warning. Examples of gross misconduct include, but are not limited to, acts of harassment, violent conduct, serious threatening behaviour, wilful damage to the property or illegal activity.

In exceptional circumstances that require immediate action, we will seek an injunction to remove you from the Accommodation prior to instigating the procedure for immediate termination.

When a Notice to Quit has been issued every effort will be made to assist you to find alternative accommodation.

==== Abandonment ====
You are considered to have abandoned the Accommodation if you do not use it as your only home. Not using the Accommodation as your only home means spending less than 4 out of 7 consecutive nights there.

You can be away for longer if there is ‘an intention to return’ and it has been agreed as part of your support plan.

In considering your abandonment we will take into account:

# Whether there are personal possessions in the Accommodation
# If your mail being collected
# If you have food in the kitchen
# If you are generating rubbish
# Our attempts to contact your next of kin.
# Our attempts to trace you.

If it reasonable to assume that you have abandoned the Accommodation, we will serve you with a Notice to quit and unless we hear from you within the 4 full weeks ending on a Sunday after service of that Notice the Licence Agreement will be deemed terminated.

==== Your Personal Property ====
If reasonable efforts to trace you fail, we will dispose of your goods. This includes an entitlement to sell your goods.

Perishable goods will be disposed of immediately. Other goods will be disposed of after a period of 14 days from the end of the notice period, using the council recycling or waste disposal services.

==== Licence Charge Arrears Policy and Procedure ====
It is our policy to deal with Licence Charge arrears promptly to avoid the Licence Agreement ending due to arrears.

===== General Arrears =====
Arrears must be paid in addition to on-going Charges due.

* Stage 1: Arrears letter 1 is issued when you have 4 weeks of outstanding Charges and gives you 2 weeks to repay the arrears. This letter, where possible, should be issued in person. You should arrange a repayment plan as soon as possible.
* Stage 2: Arrears letter 2 is issued if the repayment plan has not been achieved within the 2 week period that has been granted at Stage 1. This gives you a 2 further weeks in which to make the repayment.
* Stage 3: A Notice to quit is issued stating that the Licence Agreement will be terminated 28 days after service on you and that you will then be required to vacate the Accommodation if the arrears remain outstanding after 4 weeks of arrears letter 1 being issued. This will only be withdrawn on receipt of the full amount owed being paid within 14 days. However, it can be suspended if an agreed repayment plan is being complied with and be re-activated if repayments cease. Any suspension will be in writing.

Should you fail to comply with the Notice to Quit we may start proceedings to obtain a possession order for your removal from the Accommodation unless you are deemed to have abandoned the Accommodation (see above).

All arrears letters and Notice to quit, along with any agreed repayment plans will be copied and kept in the warnings section of your file.

==== Housing Benefit ====
If you are eligible for Housing Benefit you are responsible for ensuring that effective claims are made and maintained. Staff will advise and support you to do this.

If you make applications for Housing Benefit you are required to complete an application, via staff, with all the information they require within 7 days of the date of the start date of your Licence Agreement. If you have not provided this information within 7 days you will be issued with a 7 day Notice to quit which will be withdrawn if the information is provided within the timescale.

If you do not inform us of a change of circumstances that will affect your Housing Benefit claim you will be issued with a 28 day Notice to quit. This will be withdrawn providing that your claim for Housing Benefit has been addressed within the timescale.

Arrears persist if you move.

If we choose to exercise the discretion we have retained to move you from the Accommodation this shall be without prejudice to your obligation to pay accrued Charge arrears.

==== Eviction Process and Warnings ====
A clear and fair process will address breaches of the licence agreement, with warnings issued as appropriate, in accordance with the agreement. Written notices will outline eviction risks and available support, accompanied with proactive and assertive efforts to engage the resident in solution-focussed dialogue to clarify the concerns, and offer support with addressing the issues, and changing behaviour.

Residents will be informed of the potential consequences of continued violations. We will use a trauma informed approach that ensures consequences are logical, natural, and clearly explained.

==== Exploring Alternatives to Eviction ====
Efforts will be made to explore all possible alternatives to eviction, in line with our commitment to a solution-focused approach. We will consider agreements to move to a different property with Handcrafted or an alternative provider as a means of preventing homelessness, ensuring these are voluntary decisions in the best interest of the resident.

In cases where eviction may be unavoidable, and no alternative housing has been arranged, Handcrafted will notify the local authority to ensure that residents have access to homelessness prevention services.

==== Upholding Resident Rights ====
Residents will be fully informed of their rights as licensees, including the right to appeal eviction decisions, access legal support, and access independent advice.

Handcrafted will advocate on behalf of residents to ensure their rights are respected and upheld throughout the move-on process.

==== Eviction Panel Meeting ====
Before any resident is given notice of eviction, the decision must be reviewed and approved at a panel meeting which includes at least two members of the Safeguarding Steering Group and one Operations Manager. The panel will specifically assess whether the guiding principles (section 1) and Move-on procedures (section 8) of this Supported Housing policy have been followed and advise on any further action that is needed before serving notice and any safeguarding procedures that may be required.

=== Monitoring, Review, and Continuous Improvement ===

==== Monitoring and Review ====
Evictions will be monitored and reviewed to assess the effectiveness of prevention strategies, with a commitment to continuous improvement based on feedback, legislative changes, and best practices.

==== Collaboration and Training ====
Handcrafted will work closely with local authorities and other providers to share best practices, access training resources, and ensure staff are equipped to implement this policy effectively.

==== Policy Review ====
This policy will be reviewed in line with local authority protocols and revised as necessary to reflect changes in legislation, regulation, or best practice, ensuring our commitment to preventing homelessness and supporting our residents' journey to independent living.

== Annexes ==

=== Annex 1 – Example Support Plan ===
{| class="wikitable"
!'''Area'''
!'''Needs and Opportunities'''
!'''Support from Handcrafted'''
|-
!'''Living Space'''
!
* Maintaining a tenancy with Handcrafted.
* Keeping the house in a good state of repair over time.
* Learning to keep home clean and tidy.
* Learning how to manage bills and budget for food and necessities.
* Maintaining control over visitors and negative/chaotic relationships.

!
* Monthly meeting to discuss fabric and condition of the house and any problems.
* Spot checks on house.
* Arrange access to food parcels when needed.
* Support with completing paperwork for housing benefit and benefit payments.
* Help set up budgeting plan.
* Assist with ‘shopping on a budget’ practical sessions.
* Encourage good working relationship with HC support workers to provide trusted point of contact.
|-
!'''Using Time'''
!
* Leaving the home and engaging in positive activities more than 10 hours a week
* Access to HC gathered activities.
* Support resident to access groups of interest.
!
* 1-1 weekly chats to check in how things are going.
* Access to HC community and workshops
* Investigate other community projects of interest.
|-
!'''Social Life'''
!
* Maintaining social life when mental health becomes low.
* Learning how to gauge positive and negative life influences.
* Spending time with positive peer group.
* Avoiding disruptive or chaotic visitors to home.
!
* Signpost suitable activities outside Handcrafted and support with accessing these.
* Provide an opportunity to talk through when relationships with others become difficult.
* Encourage good peer relationships within the HC community.
|-
!'''Self Confidence'''
!
* Attending activity session at least once a week.
* Create/Make an item for own home.
* Managing own healthcare appointments and finances.
!
* Empowered to access HC hub and gathered activities.
* Offer support and advocacy towards medical appointments
|-
!'''Coping Strategies'''
!
* Making time to relax and get involved in hobbies.
* Organising own medical appointments.

* Ensuring medical appointments and medication are up to date.
* Managing finances.
* Reaching out to appropriate services when experiencing low mental health or going through times of crisis
!
* 1-1 weekly chats to check in how things are going and do house visits.
* Outreach in case of isolation or social withdrawal, checking in on a weekly basis.
* Encourage good working relationships with HC support workers to provide trusted point of contact.
* Encourage healthy living and eating plan.
* Signposting to mental health services and helping access sessions and appointments
|}

=== Annex 2 – Support Activities ===
{| class="wikitable"
|'''Activity'''
|'''Description'''
|-
|'''Access'''
|All activities relating to facilitating or enabling someone to get access to a service. It includes making referrals to another service such as activity groups, housing or addictions services, debt counselling or primary healthcare or liaising with such services. It commonly may involve being on hand to provide reassurance while somebody makes a difficult phone call or assisting them to use an online service.
|-
|'''Accommodation Support'''
|Refers to all aspects of organising suitable accommodation for a trainee, including making plans with the trainee or support workers and helping the trainee to move house.
|-
|'''Addiction Support'''
|Activities aimed at supporting recovery. These include discussing relapse signatures, identifying triggers, and planning to manage impulsivity, exploring options to manage recovery, supporting rehabilitation, providing accountability and someone to talk to instead of having a drink.
|-
|'''Advocacy'''
|Where we help to complete forms and applications or make contact with other agencies on behalf of the resident or trainee.
|-
|'''Assertive Outreach'''
|When somebody drops contact with us or we don't know where they are and this has been identified as a potential risk factor or sign of deteriorating mental health, Assertive Outreach relates to our efforts to re-establish face-to-face contact. It may involve contacting known associates or going looking for them, trying other channels of communication including social media.
|-
|'''Budgeting Planning/Advice'''
|A range of activities supporting better financial planning. It may involve making a household spending plan, prompting on sticking to a plan, planning regarding bill payments or other financial commitments, or arranging cheaper gas and electricity services.
|-
|'''Completed Project'''
|This is used when a trainee finishes a project at a hub or in their own time (e.g. finished repainting a bedroom), but it doesn’t include cookery.
|-
|'''Conflict Resolution'''
|Where a worker is involved in arbitrating a dispute between residents or trainees or needs to liaise with neighbours due to a breakdown in communication, complaints, or disturbances at a property. Commonly this will be accusations made by one resident that another is not taking an equal share in housework or finances or there have been unwanted visitors to a property.
|-
|'''Cookery'''
|Refers to when an activity session is cookery but does not include when a trainee volunteers to prepare food for other trainees at a hub (see 'Helping' for this).
|-
|'''Crafts'''
|Refers to when an activity session is a craft group or if a worker is doing crafts as an activity 1-1 in somebody's home or is facilitating this (e.g. dropping off a craft kit to give them something to do over the weekend).
|-
|'''Did Not Attend Meeting'''
|Refers to when we have pre-arranged to meet with a trainee for a support meeting or appointment and they don't turn up. It doesn't apply to non-attendance at gathered activities or unanswered phone contact.
|-
|'''Emergency Services'''
|Applies when a worker has to call out any emergency service for a situation involving a trainee, resident, or property.
|-
|'''Employability'''
|All activities aimed at improving someone's employability over and above a regular activity session. For example, it may be working with them on producing a CV by providing access to a computer and giving advice, or applying for a course, completing a work journal, or writing a reference.
|-
|'''Eviction'''
|Applies for all activities relating to the termination of a resident's licence agreement due to breach of its terms and supporting the resident in leaving the Handcrafted property.
|-
|'''Food Parcel'''
|Where a worker facilitates a food parcel. This may either be collecting or assembling a food parcel for them or arranging access to a local food bank.
|-
|'''Healthy Eating/Lifestyle'''
|Any activities supporting planning or doing things to improve a healthy lifestyle. It may include menu planning, making shopping lists, providing information or recipes, going for a walk together or doing some other physical activity as well as supporting access to healthy activities.
|-
|'''Helping'''
|This is used when a trainee contributes to a session or a project by taking some responsibility such as cooking lunch for the hub, or doing machine maintenance, tidying a cupboard, or building something to improve the environment.
|-
|'''House Check'''
|This refers to when a worker enters a property and inspects the property, checking that it is secure and safe, all fittings and appliances are in order, risk assessing fire and hygiene issues as well as ensuring that residents are complying with the terms of their licence (e.g. not using naked flames, storing flammables, allowing others to stay without permission).
|-
|'''House Maintenance'''
|When we enter a property to carry out repairs or install something or to give access to somebody doing this on our behalf.
|-
|'''Induction'''
|Refers to the initial activity session where a trainee is being inducted to the procedures at a hub.
|-
|'''Meal'''
|Used whenever a trainee or a resident is given a meal. It may be at a hub during a session, or it could be a home visit where a worker takes a prepared meal out to someone or supports them to prepare a meal at home.
|-
|'''Mental Health Monitoring'''
|For residents or trainees who have identified mental health needs such as depression or anxiety, this is where workers are using contact time to observe signs of risk and possible deterioration. It involves discussing with the resident or trainee how they feel they are coping and what they are doing or can do to maintain their mental wellbeing. It can result in reassessing the level of support somebody needs at a time of crisis or prompting and supporting them to get professional help.
|-
|'''Practical Assistance'''
|This records where we have given practical assistance to somebody. Typically, it can be helping to clear out and take things to the local tip, tidying up, getting on top of the washing up, moving furniture, clearing up an accident.
|-
|'''Religious and Cultural'''
|Support and information provided to meet cultural, religious, and spiritual needs and assistance to observe religious and cultural customs. For example, accessing the businesses that fit with their values such as Halal shops or Sharia-compliant banking, celebrating religious or cultural festivals, attending places of worship, or support and activities around religious obligations such as prayer times.
|-
|'''Renovations'''
|This refers to activities sessions where a trainee is working on one of our renovation projects alongside Handcrafted staff or volunteers.
|-
|'''Safeguarding and Risk Intervention'''
|When we are acting to minimise risk due to safeguarding concerns or identified risks. For example, it may include intervening when there are unwanted guests at a property or putting plans in place with a resident to ensure they are safe. Plans may vary and may include frequent phone contact or visits to monitor a situation and escalating it to the appropriate local authorities where necessary.
|-
|'''Skills Training'''
|This is a feature of all of our activities sessions so denotes where training has been given in a particular way such as teaching a new technique or passing on life skills in a structured way (e.g. how to do an online application, barista skills, or how to use relaxation techniques to manage anxiety).
|-
|'''Slow Cooking'''
|Relates to those who are signed up to our slow-cooking course. This indicates when a worker has been to drop off ingredients or a slow cooker or facilitating someone doing the course.
|-
|'''Social'''
|This refers to pre-planned gathered activity sessions primarily focused on encouraging social life rather than skills training. It also refers to instances where trainees drop into a workshop, but not to engage with activity sessions.
|-
|'''Solution-Focused Dialogue'''
|When issues are addressed using our strengths-based approach drawing on solution-focussed brief therapy methods.
|-
|'''Support Planning Update'''
|Typically, weekly for residents and monthly for trainees, this indicates time spent reviewing and planning the support a resident or trainee is receiving from us and making sure our provision is person-centred. It defines who will take responsibility for each part of the plan. The individual must be included in this process. This also refers to time spent contacting and negotiating with people to arrange their access to our activities, and planning when and how they will receive support. Note that weekly support planning meetings also come under this category.
|-
|'''Therapeutic Activity'''
|All activity sessions are intended to have a therapeutic element: building confidence, making social connections, providing a safe environment to talk about struggles and get peer support, distracting from intrusive or persistent negative thoughts. This therefore refers to other contexts where these are taking place such as an organised social event or 1-1 session.
|-
|'''Utility Top-up/Financial Assistance'''
|Refers to when a resident is in financial difficulty and a worker arranges a grant or loan from Handcrafted to make sure they have essential services. Examples include topping up a utility card or subsidising a bus fare.
|-
|'''Welfare Check'''
|This applies to a range of activities aimed at making sure that residents or trainees are coping effectively and able to meet their needs. It may be through a phone call or a home visit and it includes such things as checking at a property to make sure they have enough food stocked to feed themselves, seeing if there is evidence of relapse or deterioration in mental health, asking about identified triggers or things we know are particularly difficult for a given client, or asking if they are getting the level of support that they need.
|-
|'''Women's Group'''
|This is used when someone attends a women's only group session.
|-
|'''Woodwork/Materials'''
|Applies when a trainee has attended a session at a hub where the main activity was woodwork. This can also be used for other non-wood materials used in woodwork workshops (e.g. plastics, screen printing).
|}

=== Annex 3 – Enhanced Damp and Mould Strategy ===
Recognising the significant health risks associated with damp and mould, we have developed a specialised section within our Preventative Maintenance and Repair Program to address these concerns directly:

'''Prevention and Early Detection:''' Weekly checks include specific assessments for signs of damp and mould, utilising moisture meters and visual inspections to catch early indications of potential problems.

'''Intervention Protocol:''' If damp or mould is observed within a property managed by Handcrafted, the following process is initiated to address and resolve the issue promptly and effectively, ensuring the health and safety of our residents:

'''1. Immediate Reporting'''

Resident Reporting: Residents are encouraged to report any signs of damp or mould immediately through our established reporting channels, including digital forms, email, phone, or in person to a support worker.

Staff Discovery: If staff members observe signs of damp or mould during their routine checks or maintenance activities, they are required to report these findings immediately to the Housing Quality Manager.

'''2. Initial Assessment'''

A member of the property management or maintenance team will conduct an initial assessment to determine the extent and severity of the damp or mould. This may involve visual inspection, moisture readings, and identifying potential sources of dampness.

'''3. Immediate Intervention Protocol'''

'''Containment''': The affected area is contained to prevent the spread of mould spores to other parts of the property.

'''Ventilation''': The area is ventilated to reduce moisture levels if weather and security conditions permit.

'''Communication''': Residents are informed about the findings, potential health risks, and the steps being taken to address the issue. Guidance is provided on how to minimise exposure and maintain air quality.

'''4. Specialised Assessment'''

If necessary, a specialised damp and mould assessment is conducted by a qualified professional. This assessment will identify the root causes of dampness and mould growth, such as leaks, condensation, or external water ingress.

'''5. Remediation Plan'''

Based on the assessment, a comprehensive remediation plan is developed. This plan includes:

'''Mould Remediation:''' Safe removal of mould using appropriate personal protective equipment (PPE) and mould removal agents.

'''Repairing Sources of Dampness:''' Addressing the root causes, such as fixing leaks, improving insulation, or installing ventilation systems.

'''Monitoring and Follow-up''': Implementing a schedule for monitoring the affected area to ensure that the remediation efforts have been successful, and that damp and mould do not recur.

'''6. Execution of Remediation Plan'''

The remediation plan is executed by trained maintenance staff or external contractors, depending on the complexity of the required work.

Residents may be temporarily relocated if the remediation work is extensive or if there is a significant health risk.

'''Resident Education and Engagement:''' We offer guidance and support to residents on maintaining an optimal indoor environment, reducing the risk of damp and mould. This includes ventilation practices, heating advice, and the importance of reporting potential issues promptly.

'''Long-Term Monitoring:''' Properties treated for damp and mould are subject to increased monitoring to ensure the effectiveness of remediation efforts and to identify any potential for reoccurrence early.

'''Documentation, Review, and Expert Collaboration'''

Our approach to maintenance and repairs, particularly for damp and mould, is underpinned by thorough documentation and regular reviews. This allows us to identify trends, improve our strategies, and ensure the healthiest living conditions for our residents. Collaboration with external experts ensures access to the latest remediation techniques and health advice, maintaining our properties to the highest standards of safety and comfort.

=== Annex 4 - Schedule 4 Handcrafted Licence Agreement ===
HANDCRAFTED encourages clients to comment on the standard and quality of the services received. This information can be used to improve the service and to address bad practice.

Complaints can be made for a number of reasons:

* Substandard quality of service
* Behaviour of a member of staff
* Poor attitude of a staff member
* Not providing adequate support

Confidentiality will be maintained throughout the complaints procedure. Only those staff that need to know about the complaint will have access to details.

Management support will be offered to clients from the outset of a complaint. Access to independent advice or help will assist with overcoming many of the barriers that clients may encounter. This may be from friends, relatives, advice centres or local advocacy group.

Complaints may take the form of a formal letter or email addressed to the Hub Lead or a member of the Handcrafted management team, or they may be made verbally on when an individual states that they wish to make a complaint, which will then be recorded in writing and referred to the line manager at the appropriate level.

All complaints will initially be dealt with by the Manager. The complaint will be acknowledged within 3 days of receipt and will be responded to within 10 days. If the matter can be sorted out quickly and to the satisfaction of the Service User at this stage, it will not be necessary to treat it as a formal complaint.

All complaints, whether formal or informal, are always discussed through the line management structure and are logged.

Safeguarding Vulnerable Adults Policy

2026-02-24T15:36:29Z

Seymour Jacklin: /* Reporting and record-keeping [Appendix 13] */

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

== Our objectives ==
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

== Our commitments ==

=== Safeguarding commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to adult beneficiaries of Handcrafted (hereafter 'trainees'), in accordance with our objectives, are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding vulnerable adults is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

== The purpose and scope of this policy ==
This policy should be read in conjunction with:

# The statutory guidance for the Care Act 2014.
# Advice and guidance from the Social Care Institute for Excellence.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of adults according to the Care Act 2014 and other relevant legislation (see Appendix 17 for a full list), ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people over the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

== Contextual Safeguarding Approach ==
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding vulnerable adults.

== Definitions ==
According to the statutory guidance for the Care Act 2014, paragraph 14.2: The safeguarding duties apply to an adult who:

* has needs for care and support (whether or not the local authority is meeting any of those needs)
* is experiencing, or at risk of, abuse or neglect
* as a result of those care and support needs is unable to protect themselves from either the risk of, or the experience of abuse or neglect.

According to the statutory guidance for the Care Act 2014, paragraph 14.7:

Safeguarding means protecting an adult's right to live in safety, free from abuse and neglect. It is about people and organisations working together to prevent and stop both the risks and experience of abuse or neglect, while at the same time making sure that the adult's wellbeing is promoted including, where appropriate, having regard to their views, wishes, feelings and beliefs in deciding on any action. This must recognise that adults sometimes have complex interpersonal relationships and may be ambivalent, unclear or unrealistic about their personal circumstances.

Handcrafted trainees may be vulnerable for one or more reasons, including age, mental or physical health conditions, bereavement, drug or alcohol addictions, or learning, sensory or physical disability. They may approach Handcrafted for support because they are in distress or struggling with difficult circumstances. We also work with individuals who may be under the influence of alcohol or drugs or who are more vulnerable for other reasons such as mental illness.

== Assurance ==
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

== Partnerships ==
Where multi-agency partnerships are in place [Appendix 11], partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns [Appendix 1]. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision [Appendix 2] ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns.

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Safe recruitment ====
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment [Appendix 3].

==== '''Professional Boundaries''' ====
Maintaining clear professional boundaries is an essential part of safeguarding adults at risk. Any attempt to derive personal benefit through abuse of position will be treated as a safeguarding matter. Staff are trained during induction and annual refresher sessions on conditioning, professional boundaries, gifts, and financial interactions.

=== Identifying and reporting concerns ===

==== Identifying concerns in adults ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard adults. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in adults [Appendix 9] and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The Care Act (2014) defines ten categories of abuse ([[Safeguarding Vulnerable Adults Policy#Appendix 8: Spotting safeguarding concerns in adults|Appendix 8]]):

* Physical abuse
* Domestic violence or abuse
* Sexual abuse
* Psychological or emotional abuse
* Financial or material abuse
* Modern slavery
* Discriminatory abuse
* Organisational or institutional abuse
* Neglect or acts of omission
* Self-neglect

==== Reporting and record-keeping ([[Safeguarding Vulnerable Adults Policy#Appendix 12: What to do if you have a safeguarding concern|Appendix 12]]) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services [Appendix 6].

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with the organisation's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training [Appendix 1] ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles & Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Deputy Safeguarding Officer (DSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The DSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy [3.2].

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the organisation's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy [1.2.1]. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations [Appendices 14-15] ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

Gateshead Safeguarding Adults Board (Gateshead SAB) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with Gateshead SAB's Multi-Agency Policy and Procedures. Gateshead SAB has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

Durham Safeguarding Adults Partnership is a range of public authorities, including the council, the police and health services, who share a duty to keep adults in County Durham safe from abuse, harm and neglect. Durham Safeguarding Adults Partnership has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland City Council – Adult Services ====

* 0191 520 5552 (to raise a safeguarding concern, Mon–Fri, 8.30am–5pm)
* Out of hours / Emergency Duty Team: 0191 520 5560 (at night, weekends, bank holidays)

Website: [https://www.sunderland.gov.uk/article/12495/Safeguarding-for-Adults Safeguarding for Adults – Sunderland City Council]

The Sunderland Safeguarding Adults Board (SSAB) brings together Sunderland City Council, Northumbria Police, and the NHS North East and North Cumbria Integrated Care Board as the three statutory safeguarding partners. Its role is to ensure that adults with care and support needs are protected from abuse and neglect, and that effective multi-agency arrangements are in place.

Handcrafted staff will at all times comply with SSAB’s policies and procedures. SSAB has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

NHS 111 - Available 24/7: by dialling 111, you will get to speak to a mental health professional who can listen and help you to find the right support.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =

== Appendix 1: Training staff ==

=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding vulnerable adults.

=== Regular training ===
Staff will receive regular training on a variety of topics. Training will take place on a fortnightly basis and will be mandatory for all staff. Staff who miss a training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.

== Appendix 2: Supervising staff ==
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight <nowiki>https://thirtyoneeight.org/</nowiki>.

== Appendix 3: Safe Recruitment ==

=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding suitable is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust. The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 4: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should:

* Conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.
* If a trainee presents a higher risk, you should not give them a lift by yourself.
* Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.
* You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.
* You should not visit a staff member's address while there are trainees in the vehicle with you.
* You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 5: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.

=== Public events ===
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 6: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 7: Prevent Duty ==
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.' Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021.

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

=== Partnerships ===
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.

=== Definitions ===
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 8: Spotting safeguarding concerns in adults ==

=== Physical abuse ===

==== What this could include: ====
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions

==== Signs to look out for: ====
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===

==== What this could include: ====
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence

==== Signs to look out for: ====
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===

==== What this could include: ====
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting

==== Signs to look out for: ====
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===

==== What this could include: ====
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks

==== Signs to look out for: ====
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===

==== What this could include: ====
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits

==== Signs to look out for: ====
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===

==== What this could include: ====
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment

==== Signs to look out for: ====
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===

==== What this could include: ====
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion

==== Signs to look out for: ====
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===

==== What this could include: ====
Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

==== Signs to look out for: ====
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===

==== What this could include: ====
* ignoring medical
* emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating

==== Signs to look out for: ====
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

=== Self-neglect ===

==== What this could include: ====
This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 9: Spotting safeguarding concerns in children ==

=== Child neglect ===

==== Definition: ====
Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

==== Signs to look out for: ====
Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===

==== Definition: ====
Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).

==== Signs to look out for: ====
'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

=== Child sexual exploitation ===

==== Definition: ====
Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

==== Child sexual exploitation online ====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

==== Signs to look out for: ====
'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country

'''Physical signs include:'''

* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===

==== Definition: ====
Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===

==== Definition: ====
Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

==== Signs to look out for: ====
Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===

==== Definition: ====
Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

==== Signs to look out for: ====
A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===

==== Definition: ====
Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

==== Signs to look out for: ====
Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn

multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===

==== Definition: ====
Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).

==== Signs to look out for: ====
A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===

==== Definition: ====
Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).

==== Signs to look out for: ====
Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===

==== Definition: ====
Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

==== Signs to look out for: ====
Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===

==== Definition: ====
County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

==== Signs to look out for: ====
The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.

=== Emotional abuse ===

==== Definition: ====
Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.

==== Signs to look out for: ====
Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 10: Low-level concerns ==

All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 11: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 12: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation or concern involves an under-18 resident in Ofsted registered supported accommodation, the Registered Young People's Manager is responsible for determining whether a serious incident has occurred. These may not meet the threshold for LADO but if a serious incident is identified, it must be reported to Ofsted through the appropriate channels in accordance with regulatory requirements. This reporting obligation runs parallel to, and does not replace, the standard safeguarding procedures outlined above, including LADO referrals where appropriate. The Registered Young People's Manager will ensure all relevant regulatory notifications are completed within the required timeframes.

=== Record-keeping ===

Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 13: External contacts for support and advice ==

=== Gateshead Safeguarding Adults Board ===
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

=== Gateshead Safeguarding Children Partnership ===
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

=== Durham Safeguarding Adults Partnership ===
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

=== Durham Safeguarding Children Partnership ===
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

=== NSPCC ===
<nowiki>https://nspcc.org.uk</nowiki>

=== Thirtyone:eight ===
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

== Appendix 15: External contacts for reporting incidents ==

=== Gateshead Safeguarding Adults Board ===
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

=== Gateshead Safeguarding Children Partnership ===
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

=== Durham Safeguarding Adults Partnership ===
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

=== Durham Safeguarding Children Partnership ===
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

=== Sunderland Adult Safeguarding ===

; Members of the public
: Telephone: 0191 520 5552 (to raise a safeguarding concern)
: Online referral form: [https://www.sunderland.gov.uk/article/27575/Worried-about-someone Report a safeguarding concern]

; Professionals
: Safeguarding Adults Concern referral via the Portal: [https://adultsportal.sunderland.gov.uk Safeguarding Adults Portal]
: Guidance: [https://www.sunderland.gov.uk/article/27575/Worried-about-someone Sunderland Council – Worried about someone?]

=== Police ===
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

=== Mental Health Services ===
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 16: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 17: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

Safeguarding Vulnerable Adults Policy

2026-02-24T15:32:20Z

Seymour Jacklin: /* Identifying concerns in adults */

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

== Our objectives ==
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

== Our commitments ==

=== Safeguarding commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to adult beneficiaries of Handcrafted (hereafter 'trainees'), in accordance with our objectives, are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding vulnerable adults is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

== The purpose and scope of this policy ==
This policy should be read in conjunction with:

# The statutory guidance for the Care Act 2014.
# Advice and guidance from the Social Care Institute for Excellence.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of adults according to the Care Act 2014 and other relevant legislation (see Appendix 17 for a full list), ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people over the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

== Contextual Safeguarding Approach ==
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding vulnerable adults.

== Definitions ==
According to the statutory guidance for the Care Act 2014, paragraph 14.2: The safeguarding duties apply to an adult who:

* has needs for care and support (whether or not the local authority is meeting any of those needs)
* is experiencing, or at risk of, abuse or neglect
* as a result of those care and support needs is unable to protect themselves from either the risk of, or the experience of abuse or neglect.

According to the statutory guidance for the Care Act 2014, paragraph 14.7:

Safeguarding means protecting an adult's right to live in safety, free from abuse and neglect. It is about people and organisations working together to prevent and stop both the risks and experience of abuse or neglect, while at the same time making sure that the adult's wellbeing is promoted including, where appropriate, having regard to their views, wishes, feelings and beliefs in deciding on any action. This must recognise that adults sometimes have complex interpersonal relationships and may be ambivalent, unclear or unrealistic about their personal circumstances.

Handcrafted trainees may be vulnerable for one or more reasons, including age, mental or physical health conditions, bereavement, drug or alcohol addictions, or learning, sensory or physical disability. They may approach Handcrafted for support because they are in distress or struggling with difficult circumstances. We also work with individuals who may be under the influence of alcohol or drugs or who are more vulnerable for other reasons such as mental illness.

== Assurance ==
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

== Partnerships ==
Where multi-agency partnerships are in place [Appendix 11], partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns [Appendix 1]. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision [Appendix 2] ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns.

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Safe recruitment ====
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment [Appendix 3].

==== '''Professional Boundaries''' ====
Maintaining clear professional boundaries is an essential part of safeguarding adults at risk. Any attempt to derive personal benefit through abuse of position will be treated as a safeguarding matter. Staff are trained during induction and annual refresher sessions on conditioning, professional boundaries, gifts, and financial interactions.

=== Identifying and reporting concerns ===

==== Identifying concerns in adults ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard adults. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in adults [Appendix 9] and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The Care Act (2014) defines ten categories of abuse ([[Safeguarding Vulnerable Adults Policy#Appendix 8: Spotting safeguarding concerns in adults|Appendix 8]]):

* Physical abuse
* Domestic violence or abuse
* Sexual abuse
* Psychological or emotional abuse
* Financial or material abuse
* Modern slavery
* Discriminatory abuse
* Organisational or institutional abuse
* Neglect or acts of omission
* Self-neglect

==== Reporting and record-keeping [Appendix 13] ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services [Appendix 6].

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with the organisation's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training [Appendix 1] ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles & Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Deputy Safeguarding Officer (DSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The DSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy [3.2].

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the organisation's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy [1.2.1]. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations [Appendices 14-15] ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

Gateshead Safeguarding Adults Board (Gateshead SAB) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with Gateshead SAB's Multi-Agency Policy and Procedures. Gateshead SAB has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

Durham Safeguarding Adults Partnership is a range of public authorities, including the council, the police and health services, who share a duty to keep adults in County Durham safe from abuse, harm and neglect. Durham Safeguarding Adults Partnership has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland City Council – Adult Services ====

* 0191 520 5552 (to raise a safeguarding concern, Mon–Fri, 8.30am–5pm)
* Out of hours / Emergency Duty Team: 0191 520 5560 (at night, weekends, bank holidays)

Website: [https://www.sunderland.gov.uk/article/12495/Safeguarding-for-Adults Safeguarding for Adults – Sunderland City Council]

The Sunderland Safeguarding Adults Board (SSAB) brings together Sunderland City Council, Northumbria Police, and the NHS North East and North Cumbria Integrated Care Board as the three statutory safeguarding partners. Its role is to ensure that adults with care and support needs are protected from abuse and neglect, and that effective multi-agency arrangements are in place.

Handcrafted staff will at all times comply with SSAB’s policies and procedures. SSAB has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =

== Appendix 1: Training staff ==

=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding vulnerable adults.

=== Regular training ===
Staff will receive regular training on a variety of topics. Training will take place on a fortnightly basis and will be mandatory for all staff. Staff who miss a training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.

== Appendix 2: Supervising staff ==
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight <nowiki>https://thirtyoneeight.org/</nowiki>.

== Appendix 3: Safe Recruitment ==

=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding suitable is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust. The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 4: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should:

* Conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.
* If a trainee presents a higher risk, you should not give them a lift by yourself.
* Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.
* You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.
* You should not visit a staff member's address while there are trainees in the vehicle with you.
* You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 5: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.

=== Public events ===
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 6: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 7: Prevent Duty ==
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.' Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021.

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

=== Partnerships ===
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.

=== Definitions ===
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 8: Spotting safeguarding concerns in adults ==

=== Physical abuse ===

==== What this could include: ====
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions

==== Signs to look out for: ====
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===

==== What this could include: ====
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence

==== Signs to look out for: ====
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===

==== What this could include: ====
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting

==== Signs to look out for: ====
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===

==== What this could include: ====
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks

==== Signs to look out for: ====
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===

==== What this could include: ====
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits

==== Signs to look out for: ====
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===

==== What this could include: ====
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment

==== Signs to look out for: ====
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===

==== What this could include: ====
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion

==== Signs to look out for: ====
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===

==== What this could include: ====
Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

==== Signs to look out for: ====
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===

==== What this could include: ====
* ignoring medical
* emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating

==== Signs to look out for: ====
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

=== Self-neglect ===

==== What this could include: ====
This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 9: Spotting safeguarding concerns in children ==

=== Child neglect ===

==== Definition: ====
Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

==== Signs to look out for: ====
Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===

==== Definition: ====
Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).

==== Signs to look out for: ====
'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

=== Child sexual exploitation ===

==== Definition: ====
Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

==== Child sexual exploitation online ====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

==== Signs to look out for: ====
'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country

'''Physical signs include:'''

* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===

==== Definition: ====
Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===

==== Definition: ====
Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

==== Signs to look out for: ====
Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===

==== Definition: ====
Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

==== Signs to look out for: ====
A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===

==== Definition: ====
Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

==== Signs to look out for: ====
Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn

multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===

==== Definition: ====
Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).

==== Signs to look out for: ====
A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===

==== Definition: ====
Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).

==== Signs to look out for: ====
Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===

==== Definition: ====
Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

==== Signs to look out for: ====
Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===

==== Definition: ====
County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

==== Signs to look out for: ====
The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.

=== Emotional abuse ===

==== Definition: ====
Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.

==== Signs to look out for: ====
Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 10: Low-level concerns ==

All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 11: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 12: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation or concern involves an under-18 resident in Ofsted registered supported accommodation, the Registered Young People's Manager is responsible for determining whether a serious incident has occurred. These may not meet the threshold for LADO but if a serious incident is identified, it must be reported to Ofsted through the appropriate channels in accordance with regulatory requirements. This reporting obligation runs parallel to, and does not replace, the standard safeguarding procedures outlined above, including LADO referrals where appropriate. The Registered Young People's Manager will ensure all relevant regulatory notifications are completed within the required timeframes.

=== Record-keeping ===

Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 13: External contacts for support and advice ==

=== Gateshead Safeguarding Adults Board ===
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

=== Gateshead Safeguarding Children Partnership ===
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

=== Durham Safeguarding Adults Partnership ===
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

=== Durham Safeguarding Children Partnership ===
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

=== NSPCC ===
<nowiki>https://nspcc.org.uk</nowiki>

=== Thirtyone:eight ===
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

== Appendix 15: External contacts for reporting incidents ==

=== Gateshead Safeguarding Adults Board ===
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

=== Gateshead Safeguarding Children Partnership ===
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

=== Durham Safeguarding Adults Partnership ===
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

=== Durham Safeguarding Children Partnership ===
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

=== Sunderland Adult Safeguarding ===

; Members of the public
: Telephone: 0191 520 5552 (to raise a safeguarding concern)
: Online referral form: [https://www.sunderland.gov.uk/article/27575/Worried-about-someone Report a safeguarding concern]

; Professionals
: Safeguarding Adults Concern referral via the Portal: [https://adultsportal.sunderland.gov.uk Safeguarding Adults Portal]
: Guidance: [https://www.sunderland.gov.uk/article/27575/Worried-about-someone Sunderland Council – Worried about someone?]

=== Police ===
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

=== Mental Health Services ===
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 16: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 17: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

Safeguarding Children Policy

2026-02-24T15:29:59Z

Seymour Jacklin: /* Prevent Duty */

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding children as well as adults at risk of harm.

=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns
* Appropriate training in safeguarding is provided for each volunteer

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales (2023)

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect children and adults at risk of harm from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:27:35Z

Seymour Jacklin: /* Prevent Duty */

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding children as well as adults at risk of harm.

=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns
* Appropriate training in safeguarding is provided for each volunteer

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales (2023)

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:26:23Z

Seymour Jacklin: /* Volunteers */

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding children as well as adults at risk of harm.

=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns
* Appropriate training in safeguarding is provided for each volunteer

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:25:18Z

Seymour Jacklin: /* Paid Workers */

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding children as well as adults at risk of harm.

=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:24:27Z

Seymour Jacklin: /* New staff */

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding children as well as adults at risk of harm.

=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding suitable is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:21:45Z

Seymour Jacklin: /* Nominated Trustees with Safeguarding Oversight (NOTSOs) */

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group. At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding vulnerable adults.
=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding suitable is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:20:35Z

Seymour Jacklin: /* Holistic, person-centred and empowering support */ typo correction

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding vulnerable adults.
=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding suitable is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:19:48Z

Seymour Jacklin: /* Identifying concerns in adults */ correction

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns for children ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding vulnerable adults.
=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding suitable is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

__FORCETOC__

Safeguarding Children Policy

2026-02-24T15:19:09Z

Seymour Jacklin: /* Safe recruitment */

At Handcrafted, we are committed to creating a safe and supportive environment for all children and young people who engage with our services. We recognise our responsibility to safeguard and promote their welfare, ensuring they are protected from harm, abuse, and exploitation.

This policy sets out our approach to safeguarding children, outlining the procedures staff and volunteers must follow to identify, report, and respond to concerns. It is reviewed as required and at least annually by the Safeguarding Steering Group, with final approval from the Trustees.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
!'''[[The Safeguarding Steering Group]]'''
|-
|'''Last review and approval'''
|16/07/2025.
|}

== About Handcrafted ==

{| class="wikitable"
|+ Organisation Details
| '''Name of Organisation''' || Handcrafted Projects
|-
| '''Address''' || Unit 21, Skillion Business Centre, Littleburn Industrial Estate, Langley Moor, DH7 8HG
|-
| '''Phone''' || 0191 378 1562
|-
| '''Registered Charity No.''' || 1146188
|-
| '''Registered Company No.''' || 07884740
|}

=== Our objectives ===
Handcrafted exists for the following purposes:

# To promote social inclusion for the public benefit by preventing people from becoming socially excluded, relieving the needs of those people who are socially excluded and assisting them to integrate into society. For the purpose of this clause "socially excluded" means being excluded from society, or parts of society, as a result of one of the following factors: unemployed; financial hardship; old age; substance abuse or dependency including alcohol and drugs and poor education or skills attainment.
# The relief of unemployment for the benefit of the public in such ways as may be thought fit, including assistance to find employment.
# The relief of financial hardship by providing people with goods and services which they could not otherwise afford through lack of means.
# The advancement of the Christian faith for the benefit of the public.

=== Our commitments ===
Handcrafted Projects is committed to:

# Taking all reasonable measures to ensure the risks of harm to child beneficiaries of Handcrafted, in accordance with our objectives (hereafter, 'trainees'), are minimised.
# Working with other agencies to ensure that a joined-up approach to safeguarding children is taken. This includes working to agreed local policies and procedures in partnership with other local services.
# Keeping a record of all safeguarding concerns that arise with respect to trainees' safety.
# Keeping a record of all decisions that are made to minimise risks of harm to trainees.
# Reporting safeguarding concerns when necessary, to relevant other agencies, emergency services, or local authorities.
# Having a senior member of the organisation to take lead responsibility for dealing with safeguarding issues, providing advice and support to other staff, liaising with other staff, and working with other agencies. They will be known as the Handcrafted Safeguarding Officer (HSO).
# Having at least two members of the Board of Trustees to take responsibility for liaising with and providing advice and support to the Nominated Person as they and other staff deal with safeguarding issues. These trustees will take lead responsibility for ensuring that this policy, other Handcrafted policies and statutory guidance are adhered to at all times, and for ensuring that this policy is kept up to date. They will be known as Nominated Trustees with Safeguarding Oversight (NOTSOs).
# Encouraging trainees to respect and care for others and taking action to prevent any physical, verbal or other abuse from taking place.
# Creating an environment of listening, where trainees feel able to voice their concerns about inappropriate behaviour, and where trainees are listened to and taken seriously by all staff.
# Creating an environment of accountability, where strong sanctions are provided to deter abuse, victimisation and cover-up of serious malpractice, and where these sanctions are clearly and consistently communicated to trainees and staff.
# Ensuring our policies and procedures are maintained and updated to comply with current local and national legal and statutory requirements and guidance.
# Ensuring our policies and procedures apply to all staff and trainees, whatever their gender, age, ethnicity, ability, sexuality, religion.
# Ensuring that all staff and trainees are made aware of their responsibility to ensure the wellbeing and safety of others, and ensuring that policies and procedures including this policy are clearly and consistently communicated to staff and easily accessible for reference.

=== The purpose and scope of this policy ===
This policy should be read in conjunction with:

# Statutory guidance from the Department for Education, "Working Together to Safeguard Children 2023".
# Statutory guidance from the Department for Education, "What to do if you're worried a child is being abused", 2015.
# Advice and guidance from the Social Care Institute for Excellence.
# Advice and guidance from the National Society for the Prevention of Cruelty to Children, hereafter 'NSPCC'.
# The Handcrafted Safeguarding Appendices.

This policy sets out how Handcrafted fulfils its statutory responsibilities for the safeguarding of children according to the Department for Education's statutory guidance, ensuring that all Handcrafted trainees are protected, respected, listened to, and treated with dignity and empathy. It sets out how Handcrafted ensures that its safeguarding commitments are fulfilled so that safeguarding is central to the achievement of the charity's objectives.

This policy covers the safeguarding of all people under the age of 18 who benefit from Handcrafted's work. All members of Handcrafted staff, volunteers and contractors, are expected to comply with this policy.

=== Contextual Safeguarding Approach ===
We have adopted the principles of Contextual Safeguarding in our approach to our work in safeguarding children.

=== Definitions ===
According to "Working Together to Safeguard Children 2018", the safeguarding duties apply to all children up to the age of 18 years whether living with their families, in state care, or living independently.

According to "Working Together to Safeguard Children 2018":

Safeguarding means:

* Protecting children from maltreatment
* Preventing impairment of children's mental and physical health or development
* Ensuring that children grow up in circumstances consistent with the provision of safe and effective care
* Taking action to enable all children to have the best outcomes.

=== Assurance ===
This policy is reviewed at least once a year by the Safeguarding Steering Group and subsequently approved and endorsed by the Handcrafted Board of Trustees.

=== Partnerships ===
Where multi-agency partnerships are in place, partner organisations are to be made aware of our safeguarding procedures as outlined in this policy.

== Safeguarding Measures ==
Handcrafted's safeguarding commitments will be met by taking appropriate action to ensure that:

* Handcrafted provides a safe environment for trainees and staff
* Staff are recruited safely
* Safeguarding concerns are identified and reported
* Trainees who may be affected by safeguarding concerns are supported appropriately
* Awareness is raised among trainees and staff of the importance of safeguarding and actions that they can take to ensure Handcrafted is a safe place.

=== Safe environment ===

==== Supervised environments ====
Measures will be taken to ensure that all environments in which an activity organised by Handcrafted takes place are safe for Handcrafted trainees.

* Staff will adhere to the Handcrafted Health & Safety Policy at all times.
* Staff will adhere to the Handcrafted Lone Working Policy at all times.
* Staff will adhere to the Handcrafted Equal Opportunities Policy at all times.
* Environments where a gathered activity is taking place with more than one trainee in attendance will, at all times, be supervised by more than one member of Handcrafted staff.

==== Trained & identifiable staff ====
All Handcrafted staff will be appropriately trained to recognise and report any safeguarding concerns. In particular, the Handcrafted Safeguarding Officer (HSO), Nominated Trustees with Safeguarding Oversight (NOTSOs) and Training Supervisors will be trained externally by thirtyone:eight on a regular basis.

Staff who have evidence of valid up-to-date safeguarding training will be issued with Handcrafted uniform. This is bright blue and bears the Handcrafted logo so that staff can be easily identified by trainees and other staff. Trainees will never be permitted to wear a Handcrafted uniform.

==== Staff supervision ====
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. (See [[Safeguarding Children Policy#Supervising staff|Appendix 1]])

The chair of Trustees will be responsible for supervising the actions of the HSO.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by thirtyone:eight.

==== Professional Boundaries ====
Breaches of professional boundaries, including any attempt to gain personal benefit from a position of trust, are considered safeguarding concerns. Staff receive training at induction and annually on conditioning, professional boundaries, gifts, and financial interactions to help prevent and identify risks of exploitation.

=== Safe recruitment ===
Measures will be taken to ensure that all Handcrafted paid staff and volunteers are appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. (see [[Safeguarding Children Policy#Appendix 2: Safe Recruitment|Appendix 2]])

=== Identifying and reporting concerns ===

==== Identifying concerns in adults ====
All Handcrafted workers have a duty of care and are expected to work with the organisation, statutory authorities and multidisciplinary agencies to safeguard children. Staff cannot assume it is somebody else's job to raise a concern if something comes to their attention. To enable them to carry out their duties, all front-line staff are trained on how to recognise the signs of abuse in children (See Appendix 8) and how to raise a concern. Staff receive training on the Prevent Duty and know how to implement that training.

The NSPCC have identified the following categories of abuse and neglect (See Appendix 8):

* Child neglect
* Child sexual abuse
* Child sexual exploitation
* Harmful sexual behaviour
* Bullying
* Online abuse
* Physical abuse
* Female genital mutilation (FGM)
* Domestic abuse
* Child trafficking and modern slavery
* County lines
* Emotional abuse

==== Reporting and record-keeping (see Appendix 11) ====
Suspicions must not be discussed with anyone other than the HSO or their Deputy. As soon as possible, employees should make a written record of their concerns and keep it in a secure place. The HSO/Deputy is to collate and clarify the precise details of an allegation or suspicion and, if necessary, pass this information on to statutory agencies who have a legal duty to investigate. Safeguarding concerns are recorded in the standard progress notes and 'flagged' for rapid review by the HSO/Deputy. Handcrafted keeps an online record for every trainee, including some basic personal information and a record of each engagement of that trainee with Handcrafted's services.

==== Confidentiality ====
Details of safeguarding concerns that have been recorded by a member of staff will be shared with the HSO/Deputy so that they can collaborate with the staff to determine the appropriate course of action. It may be necessary to pass information on to statutory agencies or to the Handcrafted Safeguarding Steering Group. If this is the case, information that could be used to identify the trainee(s) concerned will be anonymised wherever possible.

=== Supporting people ===

==== Holistic, person-centred and empowering support ====
Handcrafted aims to offer holistic, person-centred and empowering support to every trainee who engages with our services. When staff are dealing with a safeguarding concern, they will keep this support approach in mind and maintain the high standard of support to which Handcrafted is committed.

Staff will pay close attention to the needs of trainees who may be the victims of any form of abuse, and in their record-keeping will ascertain how Handcrafted can appropriately work to meet these needs as well as the historical details of any allegations. A holistic, person-centred and trauma-informed approach will be taken in planning how best to support victims.

Staff will treat both victims and perpetrators of safeguarding cases with dignity and respect, in line with Handcrafted's's ethos.

==== Confidentiality and disclosure guidance ====
Handcrafted staff will at all times adhere to the Handcrafted Confidentiality Policy and Guidance.

When a trainee makes a disclosure to a member of staff which leads the staff to suspect there may be a risk to their safety or wellbeing, the member of staff will inform the trainee that they are required by law to record the disclosure and to report it to the HSO. Wherever possible, the member of staff will anticipate a disclosure being made and warn the trainee before they disclose sensitive information that they will have to record and report it.

=== Raising awareness ===

==== Staff training ====
Handcrafted is committed to ongoing safeguarding training and development opportunities for all employed and supervised workers, developing a culture of awareness of safeguarding issues to help protect everyone for whom we are in a position of trust. During the induction period (two weeks) for new members of staff, every employee will complete Mandatory Safeguarding Training (including familiarisation with the contents of this policy and its appendices) along with Mandatory Training on Lone Working and Confidentiality and Disclosure before they are permitted to work unsupervised with trainees or residents. This training is updated and repeated annually for all members of the team. Staff will also have dedicated time to access further safeguarding training resources appropriate to their role that are offered by partner organisations such as thirtyone:eight.

==== Educating & empowering trainees ====
Handcrafted also recognises the importance of empowering trainees to recognise and report safeguarding issues. We believe that all individuals should have the right to feel safe and protected from harm or abuse and that it is our responsibility to ensure trainees have the knowledge and skills necessary to recognise and report any concerns they may have.

We are therefore committed to raising awareness for trainees on what constitutes abuse or neglect, how to recognise the signs of abuse, and how to report any concerns they may have. This is primarily through the 1:1 support work that we do with each of our trainees. Our support workers help trainees to improve their ability to recognise early warning signs, identify when they might be in an unsafe situation, and raise the alarm themselves.

We also raise awareness through posters prominently displayed in our hubs including contact details for the safeguarding officers and information on the importance of consent, boundaries, and healthy relationships.

The safeguarding lead and deputies are responsible for ensuring that all information materials are accessible, easy to understand, and culturally appropriate.

At induction, when a trainee initially engages in using our service, it is the responsibility of the inducting staff member to explain the 'blue shirts' policy at Handcrafted, whereby members of staff with safeguarding training can be identified. They will also be advised on how to

* recognise and respond to inappropriate behaviour
* seek support if needed
* raise any concerns about another trainee or a staff member
* contact one of the charity's safeguarding officers.

Appropriate training on specific topics, such as domestic violence, will be tailored to the needs of different trainee groups and delivered in a variety of formats, including workshops, one-to-one sessions, and signposting to online resources.

Overall, our aim is to ensure that trainees are equipped with the knowledge and skills they need to recognise and respond to safeguarding issues. By empowering trainees in this way, we believe we can create a safer and more supportive environment for all.

== Roles and Responsibilities ==

=== All staff ===
All Handcrafted staff have a duty to comply with this policy. This includes taking all reasonable measures to ensure that Handcrafted is a safe environment, challenging all inappropriate behaviour among trainees or colleagues, identifying and reporting any safeguarding concerns, supporting trainees appropriately and raising awareness about safeguarding among trainees and colleagues.

=== Handcrafted Safeguarding Officer (HSO) ===
Name: Daniel Northover, CEO

Email: dan@handcraftedproject.com

Phone: 07917 037479

The Handcrafted Safeguarding Officer (HSO) has a duty to collate precise details of safeguarding concerns and allegations which are reported by staff. They will liaise with the staff who have provided the report to decide on what the appropriate course of action should be, and support staff to take the appropriate steps. They will provide advice to staff who have queries about Handcrafted's approach to safeguarding, or about specific cases. Where a case is reported externally to another agency, the HSO will take responsibility for liaising with that agency. They will take reasonable measures to ensure that a joined-up and holistic approach is taken to supporting those affected by the case. They will attend the meetings of the Handcrafted Safeguarding Steering Group. They will ensure that every Handcrafted staff member has a valid DBS check, and be responsible for the renewal of these checks as they approach expiry.

=== Handcrafted Deputy Safeguarding Officer ===
Name: Ruth Crichton

Email: ruth@handcraftedproject.com

The Handcrafted Deputy Safeguarding Officer (HDSO) will assist the HSO with their duties. However, in accordance with the organisation's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The HDSO will take a lead on raising awareness within Handcrafted of the importance of safeguarding. This will include ensuring that this policy is clearly and consistently shared with staff, and that safeguarding procedures are displayed clearly in Handcrafted premises.

=== Handcrafted Chair of Trustees ===
Name: Dr Paul Morley

The Handcrafted Chair of Trustees will work with the rest of the Trustees to ensure that Handcrafted abides at all times with this policy, in conjunction with the organisation's other policies. They will take overall responsibility for ensuring that all safeguarding concerns, cases and decisions are recorded and the HSO carries out their role, as detailed in this policy.

=== Nominated Trustees with Safeguarding Oversight (NOTSOs) ===
Name: Eileen Brady

Email: eileenbrady63@gmail.com

The Nominated Trustees with Safeguarding Oversight (NOTSOs) will liaise with the HSO and provide them with advice and guidance on safeguarding matters. This may include advising the HSO on individual cases. However, in accordance with the Handcrafted's Confidentiality Policy and Guidance, the HSO will not share identifying details with them of trainees who are affected by safeguarding cases. The NOTSOs should also provide the HSO with advice and guidance on the Handcrafted's strategic approach to safeguarding, helping the HSO to ensure that Handcrafted fulfils all the commitments stated at the start of this policy. The NOTSOs will be members of the Handcrafted Safeguarding Steering Group At least one NOTSO will attend each meeting of the group, to ensure quoracy.

=== Handcrafted Safeguarding Steering Group ===
The Handcrafted Safeguarding Steering Group will consist of the HSO, at least 2 NOTSOs, and at least 2 other Handcrafted staff. The group will meet at least once per month. A meeting will be quorate if the HSO, a NOTSO and another staff member are present. In the meetings, individual safeguarding cases will be discussed, without disclosure of identifying details of trainees. Members will take a collaborative approach to discuss the appropriate way to proceed with the most challenging cases. Handcrafted's approach to safeguarding will be continually reviewed at the meetings.

=== Statutory services and partner organisations ===

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

Gateshead Safeguarding Children Partnership (GSCP) has 3 statutory members: Gateshead Council, Northumbria Police, Newcastle Gateshead Clinical Commissioning Group. Handcrafted staff will at all times comply with GCSP's policies and procedures. GCSP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

Durham Safeguarding Children Partnership (DSCP) "supports a wide range of organisations to coordinate Early Help and safeguarding services across County Durham. By working together organisations are better able to identify and respond to the needs of children and young people. The DSCP fulfils a wide range of responsibilities to support safeguarding activity in County Durham, some of these are legal responsibilities and others are local arrangements agreed by the partnership."

Handcrafted staff will at all times comply with DSCP's policies and procedures. DSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.

==== Sunderland Safeguarding Children Partnership (SSCP) ====
Who to contact
* Telephone: 0191 561 7007 (Children’s Safeguarding)
* Out of hours / Emergency Duty Team: 0191 520 5560

Website: [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

Sunderland Safeguarding Children Partnership has three statutory safeguarding partners: Sunderland City Council; North East and North Cumbria NHS; Northumbria Police.

Handcrafted staff will at all times comply with SSCP’s policies and procedures. SSCP has a duty to act in accordance with its own policies and procedures with respect to concerns and incidents that are reported to it by Handcrafted staff, or which concern Handcrafted in any way.
==== Childline ====
0800 1111 (24/7, free of charge)

Childline provide advice and support to children who are concerned about their own safety or the safety of another child but don't want to talk to the police or a social worker. Handcrafted will ensure that all child trainees are briefed on the services that Childline offer, and the number to contact them on.

==== Local police ====
Emergency: 999

Non-emergency: 101

Safeguarding concerns will be reported by Handcrafted staff to either Durham Constabulary or Northumbria Police, when necessary. Durham Constabulary and Northumbria Police have a duty to act in accordance with their own policies and procedures with respect to concerns and incidents that are reported to them by Handcrafted staff, or which concern Handcrafted in any way.

==== Local mental health services ====
Professional help is available by dialling 111 and selecting the mental health option.

Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899 , or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

Sunderland Crisis Resolution and Home Treatment Team: 0191 246 6800

Local mental health services including crisis teams have a duty to act in accordance with their own policies and procedures with respect to Handcrafted trainees who are referred to them, by Handcrafted staff or other agencies.

==== Thirtyone:eight ====
Thirtyone:eight are responsible for authorising DBS checks for all Handcrafted staff, when the HSO applies for authorisation for the checks.

Thirtyone:eight also provides Handcrafted with up-to-date safeguarding training and advice and support on an ad-hoc basis via their helpline and ongoing training programme.

= Handcrafted Safeguarding Policy Appendices =
== Appendix 1: Training staff ==
=== New staff ===
All new staff will receive training on Handcrafted's policies and procedures during their two-week induction period. This will include training on the Handcrafted Safeguarding Policy and the procedures that are in place to maintain Handcrafted's commitment to safeguarding vulnerable adults.
=== Regular training ===
Staff will receive regular training on a variety of topics. Core topics of training are mandatory for all staff. Staff who miss a mandatory training session will be asked to catch up with the training content using a recording of the session. The training will cover topics including the Handcrafted core values, different aspects of Handcrafted's approach to support work, and different areas of need including mental health and addictions. Aspects of safeguarding will be addressed during any training session where they are relevant, and some training sessions will be dedicated to safeguarding. There will be at least one dedicated safeguarding training session per year. Training will be delivered by experts on the topic being discussed. In some cases, this will be someone external to Handcrafted. In other cases, this will be a member of Handcrafted staff. Safeguarding training will usually be delivered by the HSO/HDSO.
=== Supervising staff ===
The HSO will be responsible for supervising the actions of Handcrafted staff to minimise the risk of harm to trainees and to respond to safeguarding risks and concerns. This will include offering advice and guidance on specific safeguarding cases to staff. It will also include offering feedback to individual members of staff on their performance in maintaining a safe environment and responding to safeguarding risks and concerns appropriately.

The chair of Trustees will be responsible for supervising the actions of the HSO. This will include ensuring that the HSO is performing their duties as described above. It will also include taking overall responsibility for the full and consistent implementation of Handcrafted's safeguarding record-keeping and reporting procedures, including ensuring that the HSO is responding adequately to all safeguarding concerns that are raised.

The HSO and NOTSOs will make use of the provision of support and supervision offered on an ad-hoc basis by [https://thirtyoneeight.org/ thirtyone:eight].
== Appendix 2: Safe Recruitment ==
=== Paid Workers ===
All paid workers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* There is a written job description/person specification for every PAYE post
* Those applying have completed an application form and a self-declaration form
* Those shortlisted have been interviewed
* Safeguarding has been discussed at interview
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) bureau check has been completed
* Qualifications where relevant have been verified
* Appropriate training in safeguarding suitable is provided for the successful applicant
* The applicant has completed a probationary period
* The applicant has been given a copy of our safeguarding policy and knows how to report concerns.

We adhere to government guidance on the recruitment of ex-offenders. For further details, please see our [[Equal Opportunities Policy]], which includes our approach to fair recruitment and the handling of criminal record information.

=== Staff Induction ===
All staff joining Handcrafted complete an induction during their first two weeks to ensure that they are fully aware of the charity's policies and procedures and are able to provide the expected level of service. Staff are not authorised to supervise trainees or work unsupervised until DBS checks and mandatory induction training have been completed. Staff training includes training on the Handcrafted Safeguarding Policy and Handcrafted's safeguarding procedures. On completion of the necessary checks and training, staff are provided with uniform.

=== Volunteers ===
All volunteers will be appointed, trained, supported and supervised in accordance with government guidance on safe recruitment. This includes ensuring that:

* Every volunteer has a written job description
* Volunteers have completed a self-declaration form
* Written references have been obtained, and followed up where appropriate
* A Disclosure and Barring Service (DBS) check bureau has been completed
* Qualifications where relevant have been verified Appropriate training in safeguarding is given
* Volunteers are given a copy of our safeguarding policy and know how to report concerns

=== Trainees in helping roles ===
Occasionally a trainee may be asked to carry out unsupervised a task on behalf of handcrafted in a strictly limited capacity (such as giving another trainee a lift to an agreed destination). On such occasions it is important that:

* Direct authorisation is given to the trainee to do this by a Handcrafted member of staff
* Any variation to the plan is communicated to that member of staff as soon as possible or preferably before it takes place
* Both the helper trainee and the trainee being helped must be made aware of the limits of the arrangement
* Trainees are not allowed to pass themselves off as Handcrafted staff or volunteers because of the risk of an abuse of trust.

The only people who can be considered responsible for the safeguarding of trainees and the fulfilment of our duty of care towards vulnerable individuals as outlined in this policy are Handcrafted staff members, identified by their blue shirts bearing the Handcrafted logo.

== Appendix 3: Transportation of vulnerable adults and children (giving lifts) ==
Sometimes it is necessary for members of Handcrafted staff to give lifts to trainees, to help them access our services or attend appointments, etc. The safety of both the trainee and the staff is paramount.

Before offering trainees a lift, staff should conduct a risk assessment to ascertain what risks each trainee faces and what risks they pose to others.

If a trainee presents a higher risk, you should not give them a lift by yourself.

Multiple trainees should be picked up/dropped off in such an order that means you will not end up with a higher-risk person travelling with you alone.

You should use your judgment to determine if a particular combination of trainees being in the vehicle simultaneously will pose safeguarding risks to the trainees or yourself. If you are unsure, you should consult your line manager rather than making a snap decision.

You should not visit a staff member's address while there are trainees in the vehicle with you.

You should avoid taking a person in your vehicle who is not known to Handcrafted (i.e. if we have no risk assessment for them, either generated internally or from a referrer).

== Appendix 4: Working with offenders ==
When someone attending Handcrafted is known to have abused children the Safeguarding Officer will set appropriate boundaries for that person which they will be expected to keep. This will take place in consultation with a police officer from the Office for Public Protection.
==== Public events ====
At public events hosted by Handcrafted, we will ensure that those with offending histories in respect of children or vulnerable adults will not put themselves or others at risk or be in breach of the conditions of their licence.

== Appendix 5: Collecting Personal Information ==
For safeguarding purposes, basic personal information must wherever possible be collected from a new starter accessing our services for the first time within one hour of their arrival. We will collect:

* Full name – for identification purposes
* Date of birth – to ensure they are of an eligible age to use our services and to identify young people who may have distinct safeguarding needs
* Contact details – enabling Handcrafted to follow up if there are any safeguarding concerns
* Emergency contact – so that the nearest relative, a close friend or responsible adult can be contacted in an emergency
* Medical conditions – including allergies and medications that may affect someone's ability to do activities safely

All personal information that we collect will be stored in line with the Handcrafted Data Privacy Notice.

== Appendix 6: PREVENT Duty ==

==== Prevent Duty ====
There are now duties imposed on agencies under the Counter Terrorism and Security Act 2015 (The Prevent Duty), to have 'due regard to the need to prevent people from being drawn into terrorism.'

Further advice in relation to this is within the statutory guidance – Revised Prevent Duty guidance: for England and Wales 1 April 2021

We have ensured that Prevent Duty training is part of the safeguarding training received by all Handcrafted staff. We will work with key partners to ensure that we are aware of any tensions within our local community so that we can create safe spaces for our trainees to discuss their experiences and concerns. Where we are concerned about a trainee, we will follow our safeguarding procedures. Serious concerns should be referred to the Police Prevent Team where there is a concern that a trainee is at immediate risk.

In exercising our specific duty under Prevent we seek to protect vulnerable adults from being drawn into, and against, the messages of all violent extremism. This includes and is not restricted to Daesh, Al Qaeda, Far Right, Neo-Nazi, White Supremacist ideology, Irish Nationalist and Loyalist paramilitary groups and extremist Animal Rights movements.

Staff should be alert to changes in trainees' behaviour, which could indicate that they may be in need of help or protection.

=== Recognising Extremism ===
Early indicators of radicalisation or extremism may include:

* Showing sympathy for external causes
* Glorifying violence, especially to other faiths or cultures
* Making remarks or comments about being at extremist events or rallies
* Evidence of possessing illegal or extremist literature
* Advocating messages similar to illegal organisations or other extremist groups
* Out of character changes in dress, behaviour and peer relationships (but there are also very powerful narratives, programmes and networks that people can come across online so involvement with particular groups may not be apparent)
* Secretive behaviour
* Online searches or sharing extremist messages or social profiles
* Intolerance of difference, including faith, culture, gender, race or sexuality
* Graffiti, art work or writing that displays extremist themes
* Attempts to impose extremist views or practices on others verbalizing anti-Western or anti-British views
* Advocating violence towards others

==== Partnerships ====
We will work with local authorities in County Durham and Gateshead to collaborate in our approach to ensuring that our trainees are not drawn into terrorism.
==== Definitions ====
'''Extremism''' is the vocal or active opposition to our fundamental values, including democracy, the rule of law, individual liberty and the mutual respect and tolerance of different faiths and beliefs. This also includes calling for the death of members of the armed forces.

'''Radicalisation''' refers to the process by which a person comes to support terrorism and extremist ideologies associated with terrorist groups.

'''Terrorism''' is an action that endangers or causes serious violence to a person/people; causes serious damage to property; or seriously interferes with or disrupts an electronic system. The use or threat must be designed to influence the government or to intimidate the public and is made for the purpose of advancing a political, religious or ideological cause.

== Appendix 7: Spotting safeguarding concerns in adults ==

=== Physical abuse ===
'''What this could include:'''
* Assault
* Hitting
* Slapping
* Pushing
* misuse of medication
* Restraint
* Inappropriate physical sanctions
'''Signs to look out for:'''
* A history of unexplained falls, fractures, bruises, burns, minor injuries
* Signs of under or overuse of medication and/or medical problems unattended

=== Domestic violence or abuse ===
'''What this could include:'''
* Psychological
* Physical
* Sexual
* Financial
* emotional abuse
* so called 'honour' based violence
'''Signs to look out for:'''
* Decreasing levels of independence i.e. not leaving the house without partner; difficulty in support workers arranging to visit the trainee on their own
* See lists of signs of different types of abuse

=== Sexual abuse ===
'''What this could include:'''
* Rape
* indecent exposure
* sexual harassment
* inappropriate looking or touching
* sexual teasing or innuendo
* sexual photography
* subjection to pornography or witnessing sexual acts
* indecent exposure
* sexual assault
* sexual acts to which the adult has not consented or was pressured into consenting
'''Signs to look out for:'''
* Pregnancy in a woman who is unable to consent to sexual intercourse
* Unexplained change in behaviour or sexually implicit/explicit behaviour
* Torn, stained or bloody underwear and/or unusual difficulty in walking or sitting
* Infections or sexually transmitted diseases
* Full or partial disclosure or hints of sexual abuse
* Self-harming

=== Psychological or emotional abuse ===
'''What this could include:'''
* emotional abuse
* threats of harm or abandonment
* deprivation of contact
* humiliation
* blaming
* controlling
* intimidation
* coercion
* harassment
* verbal abuse
* cyber bullying
* isolation
* unreasonable and unjustified withdrawal of services or supportive networks
'''Signs to look out for:'''
* Alteration in psychological state e.g. withdrawn, agitated, anxious, tearful
* Intimidated or subdued in the presence of the carer
* Fearful, flinching or frightened of making choices or expressing wishes
* Unexplained paranoia

=== Financial or material abuse ===
'''What this could include:'''
* theft
* fraud
* internet scamming
* coercion in relation to an adult's financial affairs or arrangements, including in connection with wills, property, inheritance or financial transactions
* the misuse or misappropriation of property, possessions or benefits
'''Signs to look out for:'''
* The disparity between assets and living conditions
* Unexplained withdrawals from accounts or disappearance of financial documents
* Sudden inability to pay bills
* Carers or professionals fail to account for expenses incurred on a person's behalf
* Recent changes of deeds or title to a property

=== Modern slavery ===
'''What this could include:'''
* slavery
* human trafficking
* forced labour and domestic servitude.
* traffickers and slave masters using whatever means they have at their disposal to coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment
'''Signs to look out for:'''
* They're rarely allowed to travel on their own
* Appear to be under the control of others
* Tend not to interact with other people
* Seem unfamiliar with their neighbourhood or where they work
* Have relationships which don't seem right – for example, a young teenager appearing to be the boyfriend/ girlfriend of a much older adult.
* restricted freedom of movement
* They don't have documents that would allow them to travel – passports, ID, etc.
* Limited opportunities to move freely
* Few personal possessions
* Wear the same clothes day-in-day-out.
* reluctance to seek help
* Avoiding eye contact
* Appearing frightened, or hesitant to talk to strangers
* Fear of law enforcers
* Fear of deportation
* Unsure who to trust or where to get help
* Fear of violence to them or their family

=== Discriminatory abuse ===
'''What this could include:'''
* harassment
* slurs or similar treatment:
** because of race
** gender and gender identity
** age
** disability
** sexual orientation
** religion
'''Signs to look out for:'''
* Inappropriate remarks, comments or lack of respect
* Poor quality or avoidance of care

=== Organisational or institutional abuse ===
'''What this could include:'''

Including neglect and poor care practice within an institution or specific care setting such as a hospital or care home, for example, or in relation to care provided in one's own home. This may range from one-off incidents to ongoing ill-treatment. It can be through neglect or poor professional practice as a result of the structure, policies, processes and practices within an organisation.

'''Signs to look out for:'''
* Lack of flexibility or choice over meals, bedtimes, visitors, phone calls etc
* Inadequate medical care and misuse of medication
* Inappropriate use of restraint
* Sensory deprivation e.g. denial of use of spectacles or hearing aids
* Missing documents and/or absence of individual care plans
* Public discussion of a private matter
* Lack of opportunity for social, educational or recreational activity

=== Neglect or acts of omission ===
'''What this could include:'''
* ignoring medical, emotional or physical care needs
* failure to provide access to appropriate health, care and support or educational services
* the withholding of the necessities of life, such as medication, adequate nutrition and heating
'''Signs to look out for:'''
* Malnutrition, weight loss and /or persistent hunger
* Poor physical condition, poor hygiene, varicose ulcers, pressure sores
* Being left in wet clothing or bedding and/or clothing in a poor condition
* Failure to access appropriate health, educational services or social care
* No callers or visitors

==== Self-neglect ====
'''What this could include:'''

This covers a wide range of behaviour neglecting to care for one's personal hygiene, health or surroundings and includes behaviour such as hoarding. It should be noted that self-neglect may not always prompt an enquiry under Section 42 of the Care Act. An assessment should be made on a case-by-case basis. A decision on whether a response is required under safeguarding will depend on the adult's ability to protect themselves by controlling their own behaviour. There may come a point when they are no longer able to do this, without external support.

== Appendix 8: Spotting safeguarding concerns in children ==

==== Child neglect ====
'''Definition:'''

Neglect is not meeting a child's basic physical and psychological needs (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

It is a form of child abuse that can have serious and long-lasting impacts on a child's life - it can cause serious harm and even death.

The four main types of neglect are:

* physical neglect: not meeting a child's basic needs, such as food, clothing or shelter; not supervising a child adequately or providing for their safety
* educational neglect: not making sure a child receives an education
* emotional neglect: not meeting a child's needs for nurture and stimulation, for example by ignoring, humiliating, intimidating or isolating them
* medical neglect: not providing appropriate health care (including dental care), refusing care or ignoring medical recommendations (Horwath, 2007).

Neglect can happen at any age, sometimes even before a child is born. If a mother has mental health problems or misuses substances during pregnancy, for example, she may neglect her own health and this can damage a baby's development in the womb (Haynes et al, 2015).

'''Signs to look out for:'''

Children who are neglected may:
* Live in an unsuitable home environment, for example in a house that isn't heated throughout winter
* Be left alone for a long time
* Be smelly or dirty
* Wear clothing that hasn't been washed and/or is inadequate (for example, not having a winter coat)
* Seem particularly hungry, seem not to have eaten breakfast or have no packed lunch/lunch money
* Suffer from poor health, including:
** Untreated injuries
** Medical and dental issues
** Repeated accidental injuries due to lack of supervision
** Untreated and/or recurring illnesses or infections
** Long term or recurring skin sores, rashes, flea bites, scabies or ringworm
** Anaemia
* Babies and young children may:
** Have frequent and untreated nappy rash
** Be failing to thrive (not reaching developmental milestones and/or not growing at an appropriate rate for their age)
* Display unusual or changed behaviour, including:
** Poor language, communication or social skills
** Withdrawing suddenly or seeming depressed
** Appearing anxious
** Becoming clingy
** Aggression
** Obsessive behaviour
** Signs of self-harm
** Being particularly tired
** Difficulty concentrating or participating in activities
** Changes in eating habits
** Missing school
** Starting using drugs or alcohol
** Not being brought to medical appointments such as vaccinations or check-ups

=== Child sexual abuse (CSA) ===
'''Definition:'''

Child sexual abuse (CSA) is when a child is forced or persuaded to take part in sexual activities. This may involve physical contact or non-contact activities and can happen online or offline (Department for Education, 2018; Department of Health 2017; Scottish Government, 2021a; Wales Safeguarding Procedures Project Board, 2020). Children and young people may not always understand that they are being sexually abused.

'''Contact abuse''' involves activities where an abuser makes physical contact with a child. It includes:

* sexual touching of any part of the body, whether the child is wearing clothes or not
* forcing or encouraging a child to take part in sexual activity
* making a child take their clothes off or touch someone else's genitals
* rape or penetration by putting an object or body part inside a child's mouth, vagina or anus.

'''Non-contact abuse''' involves activities where there is no physical contact. It includes:

* flashing at a child
* encouraging or forcing a child to watch or hear sexual acts
* not taking proper measures to prevent a child being exposed to sexual activities by others
* making a child masturbate while others watch
* persuading a child to make, view or distribute child abuse images (such as performing sexual acts over the internet, sexting or showing pornography to a child)
* making, viewing or distributing child abuse images
* allowing someone else to make, view or distribute child abuse images
* meeting a child following grooming with the intent of abusing them (even if abuse did not take place)
* sexually exploiting a child for money, power or status (child sexual exploitation).
'''Signs to look out for:'''

'''Physical indicators include:'''

* Bruising
* Bleeding
* Discharge
* Pain or soreness in the genital or anal area
* Sexually transmitted infections
* Pregnancy at a young age

'''Emotional and behavioural indicators include:'''

* Being afraid of and/or avoiding a particular person (including a family member or friend)
* Having nightmares or bed-wetting
* Being withdrawn
* Alluding to 'secrets'
* Self-harming
* Running away from home
* Developing eating problems
* Displaying sexualised behaviour or having sexual knowledge that's inappropriate for their stage of development
* Misusing drugs or alcohol

==== Child sexual exploitation ====
'''Definition:'''

Child sexual exploitation (CSE) is a type of child sexual abuse. It occurs where an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity (Department for Education, 2017; NIdirect, 2021; Scottish Government, 2018; Wales Safeguarding Procedures Project Board, 2020a).

Children and young people in sexually exploitative situations and relationships are persuaded or forced to perform sexual activities or have sexual activities performed on them in return for gifts, drugs, money or affection.

CSE can take place in person, online, or using a combination of both.

Perpetrators of CSE use a power imbalance to exploit children and young people. This may arise from a range of factors including:

* Age
* Gender
* sexual identity
* cognitive ability
* physical strength
* status
* access to economic or other resources (Department of Education, 2017).

Sexual exploitation is a hidden crime. Young people have often been groomed into trusting their abuser and may not understand that they're being abused. They may depend on their abuser and be too scared to tell anyone what's happening because they don't want to get them in trouble or risk losing them. They may be tricked into believing they're in a loving, consensual relationship.

Some children and young people are trafficked into or within the UK for sexual exploitation.

===== Child sexual exploitation online =====
When sexual exploitation happens online, young people may be persuaded or forced to:

* have sexual conversations by text or online
* send or post sexually explicit images of themselves
* take part in sexual activities via a webcam or smartphone (Hamilton-Giachritsis et al, 2017).

Abusers may threaten to send images, video or copies of conversations to the young person's friends and family unless they take part in further sexual activity. Images or videos may continue to be shared long after the sexual abuse has stopped.

'''Signs to look out for:'''

'''Behavioural signs include:'''

* Displaying inappropriate sexualised behaviour for their age
* Being fearful of certain people and/or situations
* Displaying significant changes in emotional wellbeing
* Being isolated from peers/usual social networks
* Being increasingly secretive
* Having money or new things (such as clothes or a mobile phone) that they can't explain
* Spending time with older individuals or groups
* Being involved with gangs and/or gang fights
* Calling an older person their 'boyfriend' or 'girlfriend'
* Missing school and/or falling behind with schoolwork
* Persistently returning home late
* Returning home under the influence of drugs/alcohol
* Going missing from home or care
* Being involved in petty crime such as shoplifting
* Spending a lot of time at hotels or places of concern, such as known brothels
* Not knowing where they are, because they have been trafficked around the country
'''Physical signs include:'''
* Unexplained physical injuries and other signs of physical abuse
* Changed physical appearance – for example, weight loss
* Scars from self-harm
* Repeat sexually transmitted infections
* Pregnancy
* Pregnancy terminations

=== Harmful sexual behaviour ===
'''Definition:'''

Harmful sexual behaviour (HSB) is developmentally inappropriate sexual behaviour displayed by children and young people which is harmful or abusive.

Peer-on-peer sexual abuse is a form of HSB where sexual abuse takes place between children of a similar age or stage of development. Child-on-child sexual abuse is a form of HSB that takes place between children of any age or stage of development.

Problematic sexual behaviour (PSB) is developmentally inappropriate or socially unexpected sexualised behaviour which doesn't have an overt element of victimisation or abuse.

=== Bullying ===
'''Definition:'''

Bullying is when individuals or groups seek to harm, intimidate or coerce someone who is perceived to be vulnerable (Oxford English Dictionary, 2021).

It can involve people of any age, and can happen anywhere – at home, school or using online platforms and technologies (cyberbullying). This means it can happen at any time.

Bullying encompasses a range of behaviours which may be combined and may include the behaviours and actions we have set out below.

'''Verbal abuse:'''

* name-calling
* saying nasty things to or about a child or their family.

'''Physical abuse:'''

* hitting a child
* pushing a child
* physical assault.

'''Emotional abuse:'''

* making threats
* undermining a child
* excluding a child from a friendship group or activities.

'''Cyberbullying/online bullying:'''

* a child from online games, activities or friendship groups
* sending threatening, upsetting or abusive messages
* creating and sharing embarrassing or malicious images or videos
* 'trolling' - sending menacing or upsetting messages on social networks, chat rooms or online games
* voting for or against someone in an abusive poll
* setting up hate sites or groups about a particular child
* creating fake accounts, hijacking or stealing online identities to embarrass a young person or cause trouble using their name.

Bullying can be a form of discrimination, particularly if it is based on a child's disability, race, religion or belief, gender identity or sexuality.

'''Signs to look out for:'''

Indicators that a child could be experiencing bullying include:

* Being reluctant to go to school
* Being distressed or anxious
* Losing confidence and becoming withdrawn
* Having problems eating and/or sleeping
* Having unexplained injuries
* Changes in appearance
* Changes in performance and/or behaviour at school
* Not spending time with their usual group of friends
* Becoming isolated
* Change in other children's behaviour towards a child

=== Online abuse ===
'''Definition:'''

Online abuse is any type of abuse that happens on the internet, facilitated through technology like computers, tablets, mobile phones and other internet-enabled devices (Department for Education, 2018; Department of Health, 2017; Scottish Government, 2021; Welsh Assembly Government, 2018).

It can happen anywhere online that allows digital communication, such as:

* social networks
* text messages and messaging apps
* email and private messaging
* online chats
* comments on live streaming sites
* voice chat in games.

Children and young people can be revictimised (experience further abuse) when abusive content is recorded, uploaded or shared by others online. This can happen if the original abuse happened online or offline.

Children and young people may experience several types of abuse online:

* bullying/cyberbullying
* emotional abuse (this includes emotional blackmail, for example pressuring children and young people to comply with sexual requests via technology)
* sexting (pressure or coercion to create sexual images)
* sexual abuse
* sexual exploitation.

Children and young people can also be groomed online: perpetrators may use online platforms to build a trusting relationship with the child in order to abuse them. This abuse may happen online or the perpetrator may arrange to meet the child in person with the intention of abusing them.

'''Signs to look out for:'''

A child who is experiencing abuse online may:

* Spend much more or much less time than usual online, texting, gaming or using social media
* Be withdrawn, upset or outraged after using the internet or texting
* Be secretive about who they're talking to and what they're doing online or on their mobile phone
* Have lots of new phone numbers, texts or e-mail addresses on their mobile phone, laptop or tablet

=== Physical abuse ===
'''Definition:'''

Physical abuse is defined as deliberately hurting a child and causing physical harm (Department of Health, 2017; Department for Education, 2018; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020). It includes injuries such as:

* Bruises
* broken bones
* burns
* cuts.

It may involve:

* hitting
* kicking
* shaking
* throwing
* poisoning
* burning
* scalding
* drowning
* any other method of causing non-accidental harm to a child.

Physical abuse may also happen when a parent or carer fabricates the symptoms of, or deliberately induces, illness in a child. This is known as Fabricated or Induced Illness (FII) (Department for Education, 2018; Department of Health Social Services and Public Safety, 2017; Scottish Government, 2021; Wales Safeguarding Procedures Project Board, 2020).

Breast ironing or breast flattening, a practice of using hard or heated objects to suppress or reverse the growth of breasts, is a recognised form of child abuse (Crown Prosecution Service, 2019).

'''Signs to look out for:'''

Bumps and bruises don't necessarily mean a child is being physically abused – all children have accidents, trips and falls. These injuries tend to affect bony areas of the body such as elbows, knees and shins and aren't usually a cause for concern. However, some injuries are more likely to indicate physical abuse.

'''Signs and indicators'''

'''Bruises:'''

* commonly on the head but also on the ear, neck or soft areas (abdomen, back and buttocks).
* defensive wounds commonly on the forearm, upper arm, back of the leg, hands or feet.
* clusters of bruises on the upper arm, outside of the thigh or on the body.
* bruises with dots of blood under the skin.
* a bruised scalp and swollen eyes from hair being pulled violently.
* bruises in the shape of a hand or object
* bruises on non-mobile babies (babies who cannot crawl, cruise, bottom shuffle or roll over).

'''Burns or scalds:'''

* can be from hot liquids, hot objects, flames, chemicals or electricity.
* these may be on the hands, back, shoulders or buttocks. Scalds in particular may be on lower limbs, both arms and/or both legs.
* a clear edge to the burn or scald
* sometimes in the shape of an implement – for example, a circular cigarette burn
* multiple burns or scalds.

'''Bite marks:'''

* usually oval or circular in shape
* visible wounds, indentations or bruising from individual teeth.

'''Fractures or broken bones:'''

* fractures to the ribs or the leg bones in babies
* multiple fractures or breaks at different stages of healing.

'''Signs of head injury in an infant:'''

* visible signs such as swelling, bruising or fractures
* unusual behaviour – being irritable, lethargic, unresponsive or not wanting to feed
* seizures
* vomiting
* respiratory problems
* being comatose.

Not all head injuries are caused by abuse. There are also other medical reasons a baby may have these symptoms.

'''Behavioural changes'''

* fear of specific individuals
* flinching when approached or touched
* reluctance to get changed in front of others or wearing long sleeves or trousers in hot weather
* depression or withdrawn behaviour.

=== Female genital mutilation (FGM) ===
'''Definition:'''

Female genital mutilation (FGM) is the partial or total removal of the external female genitalia for non-medical reasons. It's also known as female circumcision or cutting.

FGM is often performed by someone with no medical training who uses instruments such as a knife, scalpel, scissors, glass or razor blade. Children are rarely given anaesthetic or antiseptic treatment and are often forcibly restrained.

The age at which FGM is carried out varies. It may take place:

* when a female baby is newborn
* during childhood or adolescence
* just before marriage
* during pregnancy.

There are four main types of FGM:

* Type 1 (clitoridectomy) – removing part or all of the clitoris.
* Type 2 (excision) – removing part or all of the clitoris and cutting the inner and/or outer labia.
* Type 3 (infibulation) – narrowing the vaginal opening.
* Type 4 – other harmful procedures to the female genitals including pricking, piercing, cutting, scraping or burning (NHS Choices, 2021).

Labia elongation (also referred to as labia stretching or labia pulling) involves stretching the labia minora, sometimes using sticks, harnesses or weights (AFRUCA, 2016).

FGM is child abuse and is illegal in the UK. It can be extremely dangerous and can cause:

* severe pain
* shock
* bleeding
* infection such as tetanus, HIV and hepatitis B and C
* organ damage
* blood loss and infections
* death in some cases.

Sometimes religious, social and cultural reasons are given to justify FGM, however it's a dangerous practice and can cause long-lasting health problems that continue throughout a child's life, including:

* incontinence or difficulties urinating
* frequent or chronic vaginal, pelvic or urinary infections
* menstrual problems
* kidney damage and possible kidney failure
* cysts and abscesses
* pain during sex
* infertility
* complications during pregnancy and childbirth
* emotional and mental health problems (NHS Choices, 2021).
'''Signs to look out for:'''

A child at immediate risk of FGM may ask you directly for help. But even if they don't know what's going to happen, there may be other signs. You may become aware of:

* A relative or 'cutter' visiting from abroad
* A special occasion or ceremony to 'become a woman' or prepare for marriage
* A female relative being cut – a sister, cousin, or an older female relative such as a mother or aunt
* A family arranging a long holiday or visit to family overseas during the summer holidays
* Unexpected, repeated or prolonged absence from school
* A girl struggling to keep up in school and the quality of her academic work declining
* A child running away from or planning to leave home.

A child or woman who's had female genital mutilation (FGM) may:

* Have difficulty walking, standing or sitting
* Spend longer in the bathroom or toilet
* Appear withdrawn, anxious or depressed
* Display unusual behaviour after an absence from school or college
* Be particularly reluctant to have routine medical examinations
* Ask for help, but may not be explicit about the problem due to embarrassment or fear.

=== Domestic abuse ===
'''Definition:'''

Domestic abuse is any type of controlling, coercive, threatening behaviour, violence or abuse between people who are, or who have been in a relationship, regardless of gender or sexuality. It can also happen between adults who are related to one another and can include physical, sexual, psychological, emotional or financial abuse.

Each UK nation has its own definition of domestic abuse for professionals who are working to prevent domestic abuse and protect those who have experienced it (Department of Health, Social Services and Public Safety, 2016; Home Office, 2013; Police Scotland and the Crown Office and Procurator Fiscal Service, 2019; Welsh Government, 2019).

Domestic abuse can include:

* sexual abuse and rape (including within a relationship)
* punching, kicking, cutting, hitting with an object
* withholding money or preventing someone from earning money
* taking control over aspects of someone's everyday life, which can include where they go and what they wear
* not letting someone leave the house
* reading emails, text messages or letters
* threatening to kill or harm them, a partner, another family member or pet.

Domestic abuse can happen to anyone at any time. However, certain events and times of year are associated with an increased risk of abuse. For example, data shows that reports of domestic abuse increase during major football tournaments (NSPCC, 2022; Ivandic, 2022; Kirby,2013; Brimicombe, 2012).

'''Witnessing and experiencing domestic abuse'''

Domestic abuse always has an impact on children. Being exposed to domestic abuse in childhood is child abuse.

Children may experience domestic abuse directly, but they can also experience it indirectly by:

* hearing the abuse from another room
* seeing someone they care about being injured and/or distressed
* finding damage to their home environment like broken furniture
* being hurt from being caught up in or trying to stop the abuse
* not getting the care and support they need from their parents or carers as a result of the abuse (Holt, Buckley and Whelan, 2008).
'''Signs to look out for:'''

Domestic abuse can happen in any relationship. It can continue even after the relationship has ended, for example during contact visits, over the phone or on social media.

People of all genders can be abused or be abusers.

Teenagers can also experience abuse in their own relationship (Barter et al, 2009).

It can be difficult to tell if domestic abuse is happening, because perpetrators can act very differently when other people are around.

You might notice changes in a child's patterns of behaviour, for example if they aren't doing as well in school as they used to. Or they might display behaviour that the adults around them perceive to be challenging.

'''Signs of anxiety'''

Children who experience domestic abuse might feel constantly stress or on alert. They might be afraid of what's happening at home. This might all feel 'normal' to them if they have lived with domestic abuse for a long time.

You might notice children showing signs of anxiety or fear.

=== Child trafficking and modern slavery ===
'''Definition:'''

Child trafficking is child abuse. It's defined as recruiting, moving, receiving and harbouring children for the purpose of exploitation (HM Department for Education (DfE) and Home Office, 2011; Department of Health, Social Services and Public Safety and Police Service of Northern Ireland, 2011; Scottish Government, 2013; Wales Safeguarding Procedures Project Board, 2020).

Child trafficking is a form of modern slavery (HM Government, 2014).

Many children are trafficked into the UK from overseas, but children can also be trafficked from one part of the UK to another.

Children are trafficked for:

* child sexual exploitation
* criminal activity, including:
** cannabis cultivation
** street crime - such as pickpocketing, begging and bag theft
** moving drugs
** benefit fraud
** immigration fraud
** selling pirated goods, such as DVDs
* forced marriage
* domestic servitude, including:
** cleaning
** childcare
** cooking
* forced labour, including working in:
** restaurants
** nail bars
** factories
** agriculture
* illegal adoption
* unreported private fostering arrangements (for any exploitative purpose).

This list is not exhaustive and children who are trafficked are often exploited in more than one way.

'''How child trafficking happens'''

Traffickers may use grooming techniques to gain the trust of a child, family or community. They may trick, force or persuade children to leave their homes.

Child trafficking can involve a network of organised criminals who recruit, transport and exploit children and young people within or across borders. Some people in the network might not be directly involved in trafficking a child but play a part in other ways – such as falsifying documents, bribery, owning or renting premises, or money laundering (Europol, 2011).

Child trafficking can also be organised by individuals and children's own families.

'''Signs to look out for:'''

Children who are trafficked are intentionally hidden and isolated from the services and communities who can identify and protect them. While identification may be difficult, there will be signs that you can watch for.

'''Children who have been trafficked or are at risk of being trafficked''' may:

* Have to do excessive housework chores
* Rarely leave the house and have limited freedom of movement
* Not have any documents (or have falsified documents)
* Give a prepared story which is very similar to stories given by other children
* Be unable or reluctant to give details of accommodation or personal details
* Not be registered with a school or a GP practice
* Have a history with missing links and unexplained moves
* Be cared for by adults who are not their parents or carers
* Not have a good quality relationship with their adult carers
* Be one among a number of unrelated children found at one address
* Receive unexplained or unidentified phone calls whilst in a care placement or temporary accommodation

Signs an '''adult may be trafficking a child''' include:

* Making multiple visa applications for different children
* Acting as a guarantor for multiple visa applications for children
* Having previously acted as the guarantor on visa applications for visitors who have not left the UK when the visa expired.

=== County lines ===
'''Definition:'''

County lines is a form of criminal exploitation where urban gangs persuade, coerce or force children and young people to store drugs and money and/or transport them to suburban areas, market towns and coastal towns (Home Office, 2018). It can happen in any part of the UK and is against the law and a form of child abuse.

Children and young people may be criminally exploited in multiple ways. Other forms of criminal exploitation include child sexual exploitation, trafficking, gang and knife crime.

County lines gangs are highly organised criminal networks that use sophisticated, frequently evolving techniques to groom young people and evade capture by the police.

Perpetrators use children and young people to maximise profits and distance themselves from the criminal act of physically dealing drugs (National Crime agency, 2019). Young people do the majority of the work and take the most risk.

Dedicated mobile phone lines or "deal lines" are used to help facilitate county lines drug deals. Phones are usually cheap, disposable and old fashioned, because they are changed frequently to avoid detection by the police.

Gangs use the phones to receive orders and contact young people to instruct them where to deliver drugs. This may be to a local dealer or drug user, or a dealer or drug user in another county.

Phrases that young people may use to refer to county lines include:

* 'running a line',
* 'going OT/out there'
* 'going country'
* 'going cunch'.

These all refer to going out of town to deliver drugs or money (Thurrock Council, 2020).

'''Grooming'''

The grooming process involves the gang:

* seeking out a child to exploit
* observing the child for vulnerabilities
* finding out what the child's needs and wants are
* manipulating the child into believing that being in the gang can fulfil these needs.

Once they have identified a child, the gang will make some form of contact and the grooming process will begin. This could be in person or via mobile phone. Social media profiles may also be used to glamourise gang life and entice young people.

Some children are groomed through family members, for instance if they have a sibling or relative who is already involved with a county lines gang.

County lines gangs offer money and status to attract young people. Children may also be attracted to joining a gang by the prospect of belonging to a 'family' that will protect them if their own family feels unstable or unsafe.

The following have been identified as key places where county lines gangs target and approach vulnerable young people:

* schools and further and higher educational institutions
* special educational needs schools
* places for alternative provision outside of mainstream education
* foster homes
* homeless shelters.

Once a child is part of a county lines gang their loyalty and commitment will be tested. The gang will begin to trap the child by making them feel powerless to leave. This might include threats of violence if they leave, making the child feel like they are betraying their new 'family', or telling the child they will get in trouble if they seek help because they have committed a criminal offence (Children's Society, 2019).

'''Signs to look out for:'''

The following signs may indicate that a child is being exploited by a county lines gang:

* Frequently going missing from school, home or care
* Travelling to locations, or being found in areas they have no obvious connections with, including seaside or market towns
* Unwillingness to explain their whereabouts
* Acquiring money, clothes, accessories or mobile phone which they seem unable to account for
* Receiving excessive texts or phone calls at all hours of the day
* Having multiple mobile phone handsets or sim cards
* Withdrawing or having sudden changes in personality, behaviour or the language they use
* Having relationships with controlling or older individuals or groups
* Unexplained injuries
* Carrying weapons
* Significant decline in school results or performance
* Being isolated from peers or social networks
* Associating with or being interested in gang culture
* Self-harming or having significant changes in mental health.
'''Prevention and Protective Measures'''

Handcrafted recognises that preventing county lines and wider criminal exploitation requires proactive, consistent and multi-agency safeguarding practice, and is committed to reducing risk, identifying concerns early, and strengthening protective factors for children and young people.

* '''Regular, trusted conversations''': Staff hold frequent supportive conversations with young people to explore wellbeing, safety, and any emerging concerns.
* '''Vigilance and early identification''': Staff remain alert to changes in behaviour, routines, relationships, or presentation that may indicate exploitation.
* '''Staff training and professional curiosity''': Staff are trained to recognise exploitation and are expected to question and follow up anything that does not feel right.
* '''Clear reporting and escalation pathways''': All concerns are recorded and shared promptly in line with safeguarding procedures.
* '''Multi-agency working''': Handcrafted works with the child’s social worker, police, education providers, health services, youth offending services and exploitation teams to share information and reduce risk.
* '''Support during missing episodes''': Staff respond to and follow up missing episodes in line with Handcrafted’s Missing Child Policy and local safeguarding procedures.
* '''Building protective factors''': Support plans focus on strengthening resilience, stability, and positive relationships.
* '''Safe accommodation management''': Accommodation is managed to limit unauthorised access and reduce opportunities for exploitation.
* '''Listening to the child’s voice''': Young people are encouraged and supported to speak up about worries without fear of blame.

=== Emotional abuse ===
'''Definition:'''

Emotional abuse is the ongoing emotional maltreatment of a child, which can have a sever and persistent negative effect on the child's emotional health and development. It's also known as psychological abuse.

Exposing a child to aggression, cruelty or abuse between others is also a form of emotional abuse.

Most forms of abuse include an emotional element, but emotional abuse can also happen on its own.

Children can be emotionally abused by anyone:

* Parents or carers
* Family members
* Other adults
* Other children.

There are several categories of emotional abuse. These include:

'''Emotional neglect'''

* ignoring the child
* not showing affection
* not responding to a child's emotional needs.

'''Rejection'''

* telling a child they aren't good enough
* physical abandonment
* excluding the child from activities
* not listening to a child or letting them express their views
* belittling a child
* not communicating with the child.

'''Isolating'''

* putting unreasonable limitations on a child's freedom
* restricting or preventing social interaction.

'''Manipulation'''

Coercing or persuading a child to take part in activities that:

* they aren't comfortable with
* aren't appropriate for their age or stage of development
* are unsafe.

Gaslighting is also a form of manipulation. This is where perpetrators make someone doubt their own perception, judgment and/or memory.

'''Terrorising'''

* threatening violence
* deliberately frightening a child
* deliberately putting a child in a dangerous situation.

'''Bullying'''

* verbal humiliation
* name-calling
* undermining or mocking a child.
* Physical bullying can also have emotional effects.
'''Signs to look out for:'''

Children who have been emotionally abused may:

* Lack confidence and have low self-esteem
* Be withdrawn and very quiet
* Experience mental health issues
* Have a language delay
* Struggle to focus and concentrate on tasks
* Struggle to make or maintain relationships
* Display behaviour perceived to be aggressive or hostile
* Seem isolated from their parents, carers and peers
* Lack social skills or have few, if any, friends.

== Appendix 9: Low-level concerns ==
All Handcrafted staff are subjected to thorough checks at their induction, and receive frequent training, including regular safeguarding training.

However, there remains a very low likelihood that circumstances could arise where a member of Handcrafted staff poses a risk to the safety or wellbeing of a trainee, or where a safeguarding allegation could be made against a member of staff.

Handcrafted is committed to creating an environment of honesty, trust and accountability. Trainees and staff should be made to feel comfortable in challenging inappropriate behaviour and identifying risks, including among other Handcrafted staff.

=== Examples of low-level concerns ===
Low-level concerns are actions by staff that are inconsistent with the staff handbook but do not meet the threshold for formal safeguarding referrals. Examples may include: being overly friendly with trainees, showing favoritism, engaging in one-on-one interactions in secluded areas, using inappropriate language, taking photos of children on personal devices, or failing to maintain appropriate professional boundaries. While these behaviors may not indicate immediate harm, they require prompt reporting and intervention to prevent escalation and maintain a safe environment for all.

=== Reporting concerns and allegations ===
* If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

* Otherwise:

Concerns should in the first instance be reported in line with the standard procedure, to the HSO/HDSO. However, in some cases, this may not be possible, either if the HSO/HDSO are implicated in the case, or if the person reporting the concern does not feel comfortable reporting this internally to Handcrafted. In such a case, the person should report the concern using the standard multi-agency procedures of the Durham or Gateshead local authority.

A concern reported to the HSO/HDSO will be marked as a '''low-level concern''' if it is decided that the member of staff acted in a way that was not consistent with the staff handbook, but it is not necessary to escalate the situation by reporting it externally. A note will be made of the concern and the member of staff who was implicated, and any action taken. This will be kept securely in accordance with the Handcrafted Data Privacy Notice.

A concern will be marked as an '''allegation''' if it is deemed necessary to escalate the situation by reporting the concern externally, or if the concern was reported externally in the first instance. An allegation must be reported to the local authority safeguarding board. Handcrafted is committed to actively cooperating with any investigations that arise from such a report.

If a staff member is found to have acted in a way that is inconsistent with the staff handbook, then disciplinary action will be taken against them as stipulated in their contract.

== Appendix 10: Multi-agency partnerships ==
Handcrafted is committed to working with other agencies who are seeking to safeguard vulnerable adults and children. Contact details for such agencies can be found in the Handcrafted Safeguarding Policy, 3.7, or in Appendices 12-13.

Where a multi-agency approach is taken in a particular safeguarding case, Handcrafted is committed to cooperating with the other agencies which are involved. Handcrafted and other agencies will work together to ensure that all agencies can at all times adhere to their own policies and procedures while acting in the best interests of beneficiaries. Handcrafted will not intentionally or knowingly impede the progress of any investigation into a safeguarding case that is deemed necessary by a statutory body.

== Appendix 11: What to do if you have a safeguarding concern ==

=== Reporting internally ===
If you have a safeguarding concern about somebody, or they make a disclosure to you, you should:

# Call 999 and ask for the police, if there is immediate danger of harm to the trainee.
# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Make a written record of the concern straight away and keep it in a secure place.
# Write a Contact Record on Airtable, giving an account of your contact with the trainee. You should tick the 'Safeguarding' box near the end of the form, and in the written section explain why there is a safeguarding concern and any decision/action you have taken.
# The Contact Record will automatically be flagged for immediate review by the HSO/HDSO. It will appear in the Safeguarding Database on Airtable.
# If the HSO/HDSO believes that further action should be taken to minimise the risk of harm to the trainee, they will contact you to discuss this. They will offer advice and guidance so that you can collaboratively determine the next steps and incorporate them into a support plan for the trainee.
# Once the next steps have been determined, or if a further discussion was not necessary, the HSO/HDSO will fill in the 'Safeguarding Review' textbox for that Contact Record, which they have access to via the Safeguarding Database.

=== Raising a concern externally ===

If:

* You have discussed a safeguarding concern with the HSO/HDSO, and you agreed that this should be reported externally to another agency;

Or:

* You decide independently, with good reason, that a safeguarding concern should be reported externally to another agency;

You should:

# Support the trainee as far as you are able to within the bounds of Handcrafted's services and your job description. Your support should be person-centred, holistic and empowering, as far as possible.
# Contact the relevant agency or authority, using the contacts found in the Handcrafted Safeguarding Policy, 3.7, or Appendices 12-13.
# Maintain the confidentiality of all trainees involved in the incident and, as much as is reasonably possible, anybody else who has requested to remain anonymous, in accordance with the Handcrafted Data Privacy Notice and Handcrafted Confidentiality Policy and Guidance
# Cooperate with other agencies who are involved in the case. You should set clear expectations with them about what level of support Handcrafted can and cannot offer to trainees involved in the incident. You should take on board the advice of representatives of other agencies and discuss this with the HSO if you have queries about it.

=== LADO reporting procedures ===
The HSO/HDSO, safeguarding deputy or senior manager should review all concerns and determine whether they meet the harm or risk of harm threshold, constituting an allegation. If the threshold is met, a referral to the Local Authority Designated Officer (LADO) must be made within one working day. Where uncertainty exists about whether the threshold is met, advice should be sought from the LADO. In urgent cases involving immediate risk to a child, Police (999 for emergencies, 101 for non-emergencies) and/or the Emergency Duty Team should be contacted first, with the LADO informed as soon as possible thereafter.

=== Ofsted reporting for registered supported accommodation ===
When an allegation, safeguarding concern, or serious incident involves a resident under the age of 18 living in Ofsted-registered supported accommodation, Handcrafted recognises its statutory duty to notify Ofsted in line with the Supported Accommodation (England) Regulations 2023.

The Registered Young People’s Manager holds responsibility for determining whether an incident meets the threshold for regulatory notification. Some incidents may not meet the criteria for a LADO referral but may still be considered serious in the context of supported accommodation and therefore require notification to Ofsted. This regulatory reporting requirement runs alongside, and does not replace, Handcrafted’s internal safeguarding procedures, including referrals to the local authority, police, or LADO where appropriate.

In accordance with Regulation 27, Handcrafted will notify Ofsted '''without delay''' where serious events occur, including (but not limited to):

* The death of a child accommodated within the service;
* Allegations of abuse or serious misconduct relating to the service or a person working for Handcrafted;
* Serious safeguarding incidents involving exploitation, criminal activity, or significant harm or risk of harm to a child;
* Police involvement in incidents that Handcrafted considers serious;
* The initiation or conclusion of child protection enquiries relating to a resident;
* Any other incident that the Registered Young People’s Manager judges to be serious and requiring regulatory oversight.

Handcrafted will ensure that notifications are made promptly, confirmed in writing where required, and include clear information about the nature of the incident, actions taken, and any agencies already involved. Where required, notifications will also be shared with relevant external bodies, including the accommodating authority and safeguarding partners.

All regulatory notifications are recorded internally and reviewed to support learning, accountability, and continuous improvement in safeguarding practice. This process supports Handcrafted’s commitment to transparency, effective safeguarding, and the ongoing safety and welfare of children living in supported accommodation.

=== Record-keeping ===
Handcrafted keeps an online record for every trainee, which includes some basic personal information, referral reasons and a regularly updated risk assessment. Handcrafted also keeps a Contact Record of each engagement that a trainee makes with its services. Records of safeguarding concerns are made within the Contact Record online form. They are stored on the Airtable online system, in that trainee's Contact Records, and a shortcut is linked to the Safeguarding Database on Airtable.

== Appendix 12: External contacts for support and advice ==

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== NSPCC ====
<nowiki>https://nspcc.org.uk</nowiki>

==== Thirtyone:eight ====
Safeguarding helpline: 0303 003 1111

Website: thirtyoneeight.org

==== Children's Commissioner ====
email: help.team@childrenscommissioner.gov.uk.

You can also call free on 0800 528 0731. If you cannot get through, please call switchboard on 020 7783 8330 and ask to be put through to Help at Hand.

==== Ofsted ====
Website: https://contact.ofsted.gov.uk/contact-us

=== External contacts for reporting incidents ===

==== Gateshead Safeguarding Adults Board ====
Adult Social Care Direct: 0191 433 7033

Website: gatesheadsafeguarding.org.uk

==== Gateshead Safeguarding Children Partnership ====
Gateshead Council's Children's Services:

* 0191 433 2653 (Mon-Fri, 8.30am-5pm)
* 0191 477 0844 (out of hours, at night, at weekends, bank holidays)

Website: <nowiki>https://gatesheadsafeguarding.org.uk/article/9175/Gateshead-Safeguarding-Children-Partnership</nowiki>

==== Durham Safeguarding Adults Partnership ====
Social Care Direct: 03000 26 79 79

Website: safeguardingdurhamadults.info

==== Durham Safeguarding Children Partnership ====
First Contact:

* 03000 267 979 (Mon-Thu, 8.30am-5pm; Fri, 8.30am-4.30pm; available out of hours in emergencies)

Website: <nowiki>https://durham-scp.org.uk</nowiki>

==== Sunderland Safeguarding Children Partnership (SSCP) ====

;* Telephone: 0191 561 7007 (Children’s Safeguarding)
;* Out of hours / Emergency Duty Team: 0191 520 5560
;* [https://www.safeguardingchildrensunderland.com/ Sunderland Safeguarding Children Partnership]

==== Police ====
Emergency: 999

Non-emergency: 101

If somebody is in immediate danger, you should always call 999 straight away and ask for the police.

==== Mental Health Services ====
Tees Esk and Wear Valley NHS Foundation Trust Crisis Resolution and Home Treatment Team: 0800 0516 171

Newcastle and Gateshead Crisis Resolution and Home Treatment Team: 0800 652 2863 / 0191 814 8899, or by text 07919 228 548 for people who are Deaf and/or have communication difficulties.

== Appendix 13: Practice Guidelines ==
As an organisation working with vulnerable adults and children, we wish to operate and promote good working practices. This will enable us to support trainees and residents, develop good relationships and minimise the risk of false accusations. Practice guidelines and related policies are available to all workers in the Policies and Guidelines folder on the shared drive. These include:

* Record Keeping Guidelines - How to make sure that your written records are accurate and relevant
* Lone Working Policy - How to protect yourself and others from risk of harm or false allegations in the context of lone working
* Confidentiality Guidance - How to handle confidentiality issues and what to do in cases where a trainee or resident discloses something that you will need to act upon.

== Appendix 14: Relevant Legislation ==

{| class="wikitable"
! Section
! Details
|-
| Our Governing Documents
| Handcrafted is a Registered Charity No. 1146188 and a Registered Company No. 07884740.
This policy upholds the [[Handcrafted's Charitable Objects|charitable objects and articles]] of incorporation of Handcrafted.
|-
| Current Legislation Relevant to This Policy
|
* '''Safeguarding Children'''
** Children Acts (1989 & 2004)
** Children and Families Act 2014
** Children and Social Work Act 2017
** Working together to safeguard children (2018)
** What to do if you are worried a child is being abused: advice for practitioners (Department for Education, 2015)
** Protection of Children Act 1999
** Safeguarding Vulnerable Groups Act 2006
** Protection of Freedoms Act 2012
** Disqualification under the Childcare Act 2006 (2018 amended)
** Sexual Offences Act 2003
** The Safe Network Standards (NSPCC website)
** Keeping children safe during community activities, after-school clubs and tuition (https://www.gov.uk/government/publications/keeping-children-safe-in-out-of-school-settings-code-of-practice)
** Keeping children safe in education 2021
** FGM duty guidance
** Domestic Abuse Act 2021

* '''Safeguarding Adults'''
** The Care Act 2014
** Human Rights Act 1998
** Care Standards Act 2000
** Mental Capacity Act 2005
** Deprivation of Liberty Safeguards 2007
** Sexual Offences Act 2003
** Police and Criminal Evidence Act 1984
** Fraud Act 2006
** Public Interest Disclosure Act 1998
** Health and Social Care Act 2008
** Disclosure and Barring Service (DBS)
** Multi-Agency Public Protection Arrangements (MAPPA)
** Multi-Agency Risk Assessment Conference (MARAC)

* '''Local Authority Guidance and Procedures'''
** Durham Safeguarding Children Partnership (DSCP): https://durham-scp.org.uk/
** Durham County Council: https://www.durham.gov.uk/article/2361/Keeping-children-safe
** Durham County Council Procedures, Practice Guidance and Tools for Adult Social Care: https://durhamadults.trixonline.co.uk/chapter/safeguarding-adults
** Sunderland Safeguarding Adults Board: https://www.sunderlandsab.org.uk/
** Sunderland Safeguarding Children Partnership: https://www.safeguardingchildrensunderland.com/
|}

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