Safeguarding Policy Document

Torch Trust Safeguarding Policy

THE TORCH TRUST FOR THE BLIND

Company Limited by Guarantee No. 4616526

Registered Charity No. 1095904

Torch House, Torch Way, Market Harborough, Leicestershire LE16 9HL

Tel: 01858 438260 Email: info@torchtrust.org

Insurer: Ansvar Insurance Company: Charity & Connect Policy CCP2155260

Date of first approval: 28/08/2021

Amended version approved: 14/05/25

The document is made up of three elements: Torch Trust Safeguarding Policy, Implementing our Policy: Practice and Procedures and Appendices

Key contacts:

CEO: Sarah Dawkins

SarahD@torchtrust.org Tel: 01858 438261

Head of Finance and Operations: Linda Prickett

LindaP@torchtrust.org Tel: 01858 438268

Head of Services: Mandy Blow

MandyB@torchtrust.org Tel: 01858 438272

Head of Technical Services: Paul Wood

PaulW@torchtrust.org Tel: 07521 514212

Safeguarding Coordinator: Becky Davies

BeckyD@torchtrust.org Tel: 01858 438276 Mobile: 07521 514229

Lead Trustee for Safeguarding: Sheila Armstrong

Torch’s Safeguarding Advisers: Thirtyone:eight

info@thirtyoneeight.org Tel: 0303 003 1111

Contents

Torch Trust Safeguarding Policy

• Torch Trust’s purpose and values
• Policy scope
• Positions of Trust
• Our safeguarding commitment

Implementing our policy: practice and procedures

1. Specific responsibilities for safeguarding
2. Safer recruitment
3. Working with offenders
4. Partnerships
5. Management of concerns
   1. Responding to concerns – all Torch workers (other than holiday events)
   2. Responding to concerns on Torch holidays – all holiday workers
   3. Responding to concerns – Safeguarding Coordinator
   4. Referral to a statutory agency – Safeguarding Coordinator
   5. Internal investigation – Safeguarding Coordinator, relevant Leadership Team members, Lead Trustee for Safeguarding, Chair of Trustees.
   6. Support – Safeguarding Coordinator with Head of Finance and Operations
   7. Case review – Safeguarding Coordinator, relevant Leadership Team members, Lead Trustee for safeguarding
6. Data Protection
7. Complaints

Appendix 1 Types of abuse

Appendix 2 Key legislation relating to safeguarding

Appendix 3 Contact Information and sources of help and advice

Appendix 4 Management of concerns process diagram

Appendix 5 Management of concerns process diagram for Torch Together Holidays

Appendix 6 Code of Behaviour

Appendix 7 Code of Behaviour Torch Together Holidays

Note: Throughout this policy, the term ‘child’ refers to anyone under the age of 18 years.  An ‘adult at risk’ is anyone who is aged 18 years or over and is at risk of abuse or neglect because of their need for care and or support. (Taken from NHS England Safeguarding Adults.) The Adult Support and Protection (Scotland) Act 2007 refers throughout to an ‘adult’. In terms of Section 53 of the Act, ‘adult’ means a person aged 16 years or over. Section 3(1) defines an ‘adult at risk’ as someone who meets all of the following three-point criteria:

· They are unable to safeguard their own well-being, property, rights or other interests;

· They are at risk of harm; and

· Because they are affected by disability, mental disorder, illness or physical or mental infirmity they are more vulnerable to being harmed than adults who are not so affected.

Torch Trust Safeguarding Policy

Torch Trust’s purpose and values

Torch Trust aims to enable blind and partially sighted people to encounter Jesus, grow in their Christian faith and thrive in Christian community.

We provide Christian resources for blind and partially sighted people worldwide and provide activities within the United Kingdom for people with sight loss. Our services are offered to all who experience sight loss, of all faiths or none. Most, but not all, of the people we serve are adults. Our services are delivered by a dedicated team of paid staff and volunteers. Our core values are ‘Christ-centred’, ‘people-focussed’, ‘open’ and ‘creative’. We endeavour to make our values real in everything we do, all of the time.

Policy scope

This policy applies to all of the contexts in which Torch operates, including online as well as in-person activities. The detailed implementation of some procedures may vary according to the specific context of the activity, as laid out in the supporting procedural section of this document.

We recognise that abuse and threats to well-being can occur in a range of settings which children and adults at risk experience as they live their lives. These contexts may not be connected to Torch and could, for example, be domestic or school-based. Whatever the context, we will respond in line with our safeguarding commitments and procedures.

Positions of Trust

All adults working with children, young people and vulnerable adults are in a position of trust. All those in positions of trust need to understand the power this can give them over those they care for and the responsibility they have because of this relationship.

It is vital that all workers ensure they do not, even unknowingly, use their position of power and authority inappropriately. They should always maintain professional boundaries and avoid behaviour which could be misinterpreted.

As of April 2022, it is illegal in England and Wales and Northern Ireland for those in Positions of Trust in a faith setting to engage in sexual activity with a 16 or 17 year old under their care or supervision.

Our safeguarding commitment

Consistent with our aims and values, we commit to the protection and safeguarding of all, including children and adults at risk. We will provide a safe and caring environment for all who use our services and all who work for us.

We are committed to:

• developing a culture of awareness of safeguarding to help protect everyone.
• Preventing harm and reducing the risk of abuse. Any abuse disclosed, discovered or suspected will be reported consistent with our procedures.
• Respecting children and adults at risk, recognising that we all have been created equal by God. All those who work for Torch are expected to comply with our values and agreed code of behaviour. We will seek to ensure that the behaviour of any individuals who may pose a risk to children and adults is managed appropriately so that all are protected.
• Safer recruitment. We will recruit paid staff and volunteers carefully to minimise the risks to those to whom we provide a service and to fellow workers. All workers will be provided with the training and support appropriate to their role so that they can keep people safe.
• Complying with UK and International conventions, legislation and guidance that relates to the safeguarding of children and adults. As such, we commit to the safeguarding principles of empowerment, prevention, proportionality, protection, partnership and accountability.
• Working with others. We will work with statutory and non-statutory agencies with a responsibility for safeguarding, consistent with their remit. When delivering our charitable activities in partnership with others, we will only partner with organisations who share our commitment to safeguarding children and adults at risk.
• Assigning responsibilities. Safeguarding is the responsibility of everyone associated with Torch. Some individuals or groups of people have been allocated specific responsibilities. Details of these specific responsibilities are contained in the second part of this document. Where an allegation suggests that a criminal offence may have been committed then the Police, Police Scotland or Police Service Northern Ireland (PSNI) should be contacted as a matter of urgency.
• Being accessible. This policy and the operational procedures which accompany this policy are available on request in all accessible formats. We will seek to provide information on where to get help and advice in relation to abuse, discrimination, bullying or any other matter of concern.
• Implementing our safeguarding policy. The second section of this document contains the procedures and practices that we follow. We are committed to turning these policy commitments into regular, consistent practice.

The Board of Trustees will review and approve the safeguarding policy regularly, at least on an annual basis.

Implementing our Policy: Practice and Procedures

This part of the document provides details on how Torch’s safeguarding policy should be implemented.

1. Specific responsibilities for safeguarding

Some individuals within Torch have specific safeguarding responsibilities. Specific areas of involvement are shown throughout this document.

• The Board of Trustees has the responsibility to proactively safeguard and promote the welfare of the charity’s beneficiaries. The Board are responsible for the reporting of serious incidents to the Charity Regulator; this responsibility may be delegated to either the CEO, a director or Company Secretary.
• The Lead Trustee for Safeguarding will support the other trustees in developing their understanding of safeguarding and will support the CEO in establishing the culture and practice of safeguarding throughout the organisation.
• The CEO will ensure that safeguarding is central to Torch’s work. They will maintain a clear organisational focus on safeguarding and make sure that statutory requirements are complied with. They will support other Torch staff with specific responsibilities for safeguarding. In their absence, these responsibilities will be taken by the Head of Services.
• The Head of Finance and Operations will ensure the implementation of our safer recruitment procedures. They are also responsible for ensuring the implementation of disciplinary procedures and, in that regard, will work with the Safeguarding Coordinator (SC), ensuring that procedures are followed consistent with any requirements of the statutory agencies involved in a safeguarding case.
• Our Safeguarding Coordinator (SC) is responsible for the development of our safeguarding practice and will take the appropriate action when abuse is disclosed, discovered or suspected. The Safeguarding Coordinator is responsible for making referrals to the Disclosure and Barring Service as required. In their absence, or if they are personally connected in any way to an allegation, the Coordinator’s responsibilities will be taken on by a member of Torch’s leadership team, as decided by the CEO.
• External safeguarding experts (currently Thirtyone:eight) will be retained to assist with practice development and case management. The case management advice provided by the retained experts will always be complied with unless a different course of action is authorised by any two of the SC, the CEO and the Trustee with a specific responsibility for safeguarding.

Any of the individuals with a specific responsibility for safeguarding as described within this document who is involved in a safeguarding case as the alleged perpetrator or alleged victim will not fulfil their safeguarding responsibility in relation to that case. The decision about who to replace them will be made by the CEO or the Chair of Trustees.

2. Safer recruitment

Our safer recruitment procedures consist of the following actions:

• The agreement of written job descriptions (for employees, Trustees and other volunteers) prior to recruitment. These will clearly set out the responsibilities of the role and the role holder’s general or specific responsibility for safeguarding.
• When advertising a role that works with adults at risk and/or children (or has oversight responsibility for those who do), the advertisement will make it clear that an appointment is subject to a DBS check (or appropriate national equivalent). The level of check will depend on the specific requirements of the role and will always comply with the criteria set by the national government for checks. Torch will take advice from the DBS organisation and the umbrella body appointed to administer the process for Torch (currently undertaken by Thirtyone:eight). Torch will ensure that a reasonable judgement is made and workers are not unnecessarily put through the registration process where there is no need.
• Application forms will be used for all recruitment and will require applicants to provide the details of two referees, at least one of whom (when relevant) will be able to, and will be asked, to comment on the applicant’s suitability to work with adults at risk and/or children.
• Interviews will be carried out for all roles as follows:
  • Staff and Trustee roles: two interviewers, at least one of whom will have received safer recruitment training
  • client-facing volunteer roles – one interviewer who must have received safer recruitment training
  • other volunteer roles – one interviewer
• Roles requiring work with adults at risk or children will include specific safer recruitment questions during the interview.
• All recruitment decisions will be:
  • Fair – in line with current legislation on equality.
  • Based on a person’s experience, ability, and suitability to perform the tasks and responsibilities of the role (described in the Job Description and Person Specification).
  • Based on the information given by the applicant in the application form and at interview.
  • Documented – a record of the process used when making recruitment decisions will be kept securely for future reference if needed.
• References, and where required, a Self Disclosure form or Declaration of Suitability form and DBS (or equivalent) check must be satisfactorily completed before an individual can start work with Torch.
• If a DBS contains adverse information, the Head of Finance and Operations, along with the SC and other relevant Head of Department, will undertake a risk assessment to determine if an offer of employment/work may be made. In all such cases, the decision made will ‘err on the side of caution’ to protect those at risk.
• All new volunteers, staff and trustees must complete a successful probationary period.
• DBS checks (or equivalent) will be undertaken by the agents commissioned by Torch to perform this task (currently undertaken by Thirtyone:eight). Torch will not accept the checks carried out by other organisations, other than checks which are registered with the update service and are a like-for-like check.
• DBS checks will be renewed every three years. For existing workers whose DBS, when renewed, contains adverse information, a decision will be made as to whether the disciplinary process should be followed. The following must be considered
  • Suspension or restriction of duties
  • Interview with individual
  • Support of another member of staff at interview (for either or both parties)
  • Obtaining further legal advice
  • In making any decision the possible risk to vulnerable people is to be paramount.
• If a break from work occurs within the three-year period, the returning worker will need to complete a self-disclosure form and a new safer recruitment reference will be undertaken before recommencing work for Torch with adults at risk or children.
• A computer record of the DBS certificate number will be stored in a secure location. No copies of certificates will be stored, in any format.
• Torch will reimburse employees (and, as far as it is relevant, volunteers) for any costs they incur through the checking process.
• All new workers will receive an induction from Torch and this will cover their responsibilities in relation to safeguarding.
• Safeguarding training will be delivered thereafter consistent with a training needs assessment and refresher training will be given, normally every three years. The SC will undertake Advanced Safeguarding Training which will be renewed every 2 years. The Leadership will provide or facilitate specialist safeguarding training for the governance board/board of trustees which will be renewed every three years.
• The Leadership will also ensure that children and adults with care and support needs are provided with information on where to get help and advice in relation to abuse, discrimination, bullying or any other matter where they have a concern.

3. Working with offenders

If it is discovered that a person attending a Torch activity as a guest or client has committed an offence against children or adults at risk of harm, or a serious allegation against them has been made, the SC and, as relevant the Holiday SC, will ensure that the person is supervised, with boundaries put in place, based on a risk assessment and through consultation with appropriate external parties, which they will be expected to keep. The person will be offered pastoral care.

4. Partnerships

The diversity of organisations and settings means there can be great variation in practice when it comes to safeguarding children, young people and adults with care and support needs. This can be because of cultural tradition, belief and religious practice or understanding, for example, of what constitutes abuse.

The adoption and implementation of a safeguarding policy and associated procedures is the responsibility of partner organisations. Torch will not partner with those who do not have a safeguarding policy and procedures in place.

We will consider and respond appropriately to requests to support partner organisations in their management of safeguarding cases which affect Torch and its clients. Such requests should be made to the Safeguarding Coordinator.

If a partner’s safeguarding case involves Torch Trust or one of its workers or representatives or it may affect the reputation of Torch Trust, we would expect the matter to be reported to Torch’s Safeguarding Coordinator unless the partner is instructed otherwise by their responsible safeguarding person or a statutory agency.

We believe good communication is essential in promoting safeguarding, both to those we wish to protect, to everyone involved in working with children and adults with care and support needs and to all those with whom we work in partnership. This safeguarding policy is just one means of promoting safeguarding.

5. Management of concerns

The following procedures must be followed in all instances including historic cases. A simplified process diagram is appended for all Torch workers (Appendix 4) and Torch Holiday events (Appendix 5).

5a Responding to concerns – all Torch workers (other than on Torch Holiday events)

Under no circumstances should a worker or volunteer carry out their own investigation into an allegation or suspicion of abuse. If you have a concern about an adult or child who is associated with Torch, you should:

1. Recognise that abuse may be taking place.
2. Record all of the information that you have received. If a disclosure is made to you, do not promise to keep the matter secret, but explain that you will need to inform the people who have responsibility for responding to such disclosures.

Report the concern to the Safeguarding Coordinator (SC) using the Safeguarding Form which can be found here https://www.torchtrust.org/safeguarding-policy/. You should never investigate the concern but should always share the concern with the SC even if you do not have consent to do so.

3. Never share any information about this case (either in writing or orally) with anyone not mentioned in these procedures.

The only exception to this process is if you think that anyone is in immediate danger of harm, in which case you should immediately call the Police on 999 before taking steps 2 and 3.

If the SC (currently Becky Davies) is unavailable the Safeguarding Form will automatically be picked up by either the Head of Services (currently Mandy Blow) or the CEO (currently Sarah Dawkins). The worker or volunteer can also contact Torch’s retained safeguarding advisers (currently Thirtyone:eight on 0303 003 1111) and seek advice from their helpline (option 2). Make it clear to them that you are calling on behalf of Torch. Follow the advice which the advisers give you. As soon as you can (and always within the day) contact the SC through the Safeguarding Form to make them aware that you have contacted the advisers. (The advisers will send a written copy of the advice they give to you within approximately 24 hours. Please forward this to the SC)

If the concerns in any way involve the SC (Becky Davies) do not use the Safeguarding Form but instead report directly to the Head of Services (Mandy Blow 01858 438272) in the first instance.

If the concerns relate to the Head of Services (Mandy Blow) or the CEO (Sarah Dawkins) do not use the Safeguarding Form but report directly to the Safeguarding Coordinator (Becky Davies 01858 438276)

5b Responding to concerns – all workers on Torch Holidays only

Every Torch Together holiday will have an appropriately-trained person to be the Holiday Safeguarding Coordinator (HSC). Wherever possible, the HSC will not be the overall holiday leader.

Under no circumstances should a worker or volunteer carry out their own investigation into an allegation or suspicion of abuse. If you have a concern relating to an adult or child who is attending the holiday, you should:

1. Recognise that abuse may be taking place
2. Record all of the information that you have received. If a disclosure is made to you, do not promise to keep the matter secret, but explain that you will need to inform the people who have responsibility for responding to such disclosures
3. Report the concern to the Holiday Safeguarding Coordinator (HSC) as quickly as possible, and always the same day. You should never investigate the concern but should always share the concern with the HSC even if you do not have consent to do so.
4. Never share any information about this case (either in writing or orally) with anyone not mentioned in these procedures.

The only exception to this is if you think that anyone is in immediate danger of harm, in which case you should immediately call the Police on 999 before taking steps 2 and 3.

The HSC will, on receipt of this information, contact Torch’s retained safeguarding advisers, thirtyone:eight for advice and then notify Torch’s overall Safeguarding Coordinator(SC).

The advice given by the advisers must be followed unless the SC, following the agreed procedures, notifies the HSC.

The SC will liaise with the HSC about their relative involvement in taking forward the advice given by the advisers but, as a general expectation, the actions to be taken by the HSC will relate to those actions pertinent to the holiday only. Matters such as making referrals to statutory agencies etc will normally be undertaken by the SC and the procedures in the following sections will be followed.

The HSC will forward all documentation and relevant information to the SC in a timely fashion, as requested by the SC.

5c Responding to concerns – Safeguarding Coordinator

As soon as the Safeguarding Coordinator is made aware of the concern, they will contact Torch’s retained safeguarding advisers for advice, unless already done so by the Holiday Safeguarding Coordinator (as above).

The advice of thirtyone:eight will be followed unless a decision to do otherwise is made by any two of the Safeguarding Coordinator, the CEO and the Lead Trustee for Safeguarding. A full record of their decision-making will be retained in such circumstances.

In all cases, consideration should be given to the potential requirement to make a referral to the Disclosure and Barring Service (or equivalent) and/or the Charity Commission. Consideration should be given also to any requirement to notify Torch’s insurers. This matter will need to be considered throughout the management of a case as more information becomes known.

5d Referral to a statutory agency – Safeguarding Coordinator

For adults at risk of harm, concerns will only be referred to the Police or Social Services without consent where the alleged victim of abuse lacks the mental capacity to make such a choice, or there is a risk of harm to others or in order to prevent a crime occurring. If there are concerns about an adult’s mental capacity, the Safeguarding Coordinator will contact the relevant Local Authority’s Safeguarding team for advice.

Subject to the above, if the Safeguarding Coordinator is advised by thirtyone:eight to refer the matter to a statutory agency, that must be done without delay – and always within 24 hours. Depending on the advice received, and the context, the referral may be to the Police, a Social Services team or, if the allegation is made against someone who works in regulated activity with children, to the Local Authority Designated Officer (LADO) or equivalent role in the UK nations other than England.

In cases where a referral to a statutory agency has been made, the person who is the alleged perpetrator must not be informed of the concerns unless the Safeguarding Coordinator has been instructed to do so by a statutory agency.

The advice of the statutory agency must always be followed and Torch will not investigate the matter of concern unless asked to do so by the appropriate statutory agency.

The Safeguarding Coordinator will liaise with the statutory agencies about the timing of any internal investigations and implementation of Torch’s disciplinary procedures, such as suspension.

Some cases which are referred to a statutory agency, may not result in them undertaking an investigation or their investigation is inconclusive. In such cases, an internal investigation is likely to be required. It is likely that the statutory agency will provide directions regarding this course of action, but if there is any doubt, the advice of thirtyone:eight should be sought.

5e Internal investigation – Safeguarding Coordinator, relevant Leadership Team members, Lead Trustee for Safeguarding, Chair of Trustees.

An internal investigation will take place after the referral process to the statutory agency has been completed (see above) or consistent with the advice of thirtyone:eight.

Such an investigation may take place under the disciplinary process or may lead to that process being invoked. It may result in disciplinary measures being taken against a worker, including dismissal for gross misconduct.

The relevant members of the Leadership Team must consider with the Safeguarding Coordinator whether it is appropriate to suspend the person against whom allegations have been made whilst the investigation is taking place.

An appropriate person will be asked to carry out the investigation. This may be one of the people named in this document, but it does not have to be. The investigation may be undertaken by someone independent of Torch. The Investigator must have experience of undertaking investigations of a safeguarding or similar nature or must receive training to be able to do so.

The Investigator will be issued with appropriate terms of reference. Authority for signing off the terms of reference lies with the Safeguarding Coordinator, in consultation with the Lead Trustee for Safeguarding for any investigation held prior to the disciplinary process. Authority for signing off an investigation within the disciplinary process lies with the relevant Head of Department. If any of these individuals are the subject of the investigation, as relevant, the authorisation is carried out by the CEO or Chair of Trustees.

The Investigator will have the authority to require Torch information or documents to be submitted for the investigation, or for individual employees to submit themselves for interview. The report must be concluded in a timely manner and its findings acted on. At this stage, further advice from thirtyone:eight may be sought.

5f Support – Safeguarding Coordinator with Head of Finance and Operations

Support (which may range from pastoral care to professional counselling, depending on case circumstances) should be offered to all parties who are known to Torch and are involved in a safeguarding case, including the alleged victim and the individual making the referral. This will be done, where appropriate, in consultation with the statutory agencies involved as they may be providing support of their own.

If a case is not referred to a statutory agency as the alleged victim/s was able to give consent but withheld consent, they should also be given clear information about the options available to them to resolve the situation, including how to report the matter to Social Services or the Police. Advice regarding this and potential signposting to other agencies will be sought from thirtyone:eight.

For the alleged victims of abuse in particular, their need for support may be later as well as immediate. At the closure of a case, consideration should be given to Torch providing longer-term support or signposting to support services.

5g Case Review – Safeguarding Coordinator, relevant Leadership Team members, Lead Trustee for Safeguarding

At the closure of a case, the SC in conjunction with the relevant member(s) of the Leadership Team will review the handling of the case and the efficacy of procedures so that lessons can be learned and any needed improvements made. All cases will be reviewed on an annual basis, with the additional involvement of the Lead Trustee for Safeguarding.

6. Data Protection

The requirement to keep data confidential will be adhered to in all safeguarding matters and personal data will be shared only when there are legitimate grounds for doing so.

Full and accurate records will be maintained during the undertaking of a case. These records will be stored electronically within the Safeguarding folder. Access to this folder is limited to Torch employees who have a specific responsibility for safeguarding.

All safeguarding records will be kept for at least 90 years.

7. Complaints

If you are not satisfied with the implementation of Torch’s safeguarding policy by those associated with Torch, either contact the CEO, the Lead Trustee for Safeguarding or the Safeguarding Whistleblowing Hotline. Contact details are on the front cover and in Appendix 3. A copy of our complaints and feedback policy is available on request.

Torch workers are encouraged to use the charity’s whistleblowing procedures to raise concerns about any form of illegality, injustice or breach of health and safety which has occurred or is likely to occur. Full details are contained within the Employee Handbook.

Appendix 1

Types of abuse

Abuse and neglect are forms of maltreatment of a child or adult at risk. Abuse can take many forms but some of the more common forms are listed below. Some forms of abuse have differing definitions in relation to adults at risk and children. Under each type of abuse is a list of possible signs and symptoms.

Type of abuse	Adult at risk	Child
Physical	Inflicting pain, physical injury or suffering to an adult at risk.	Actual or likely physical injury to a child or failure to prevent injury to a child. Physical harm may be caused when a parent or carer fabricates the symptoms of illness in a child.
Possible signs and symptoms of Physical abuse	Visible injuries and bruising.Unexplained cuts, marks or scars.Injuries that don’t match the explanation given.Getting injured oftenUnexplained fallsSubdued or changed behaviourChanges in weight, being excessively under or overweight or malnourished. Failing to get medical treatment or changing Doctors often.
Emotional (psychological)	The use of threats, fear or power gained by another adult’s position to invalidate the person’s individual wishes. (See also spiritual abuse below.)	The persistent, emotional ill-treatment of a child that affects their emotional and behavioural development. It may involve conveying to a child that they are worthless and unloved, inadequate or that they are given responsibilities inappropriate for their age.
Possible signs and symptoms of Emotional (psychological) abuse	Low self-esteem, attachment issues, depression, self-harm, and eating disorders.Signs of distress, tearfulness or anger Reluctance to be alone with a particular person
Sexual	The involvement of a person in sexual activities or relationships that either they have not consented to or they cannot understand. This may include unwanted physical contact or the use of offensive or suggestive language.	Forcing or enticing a child to take part in sexual activities, whether or not the child is aware of what is happening. This includes non-contact activities, such as involving children in looking at sexual activities, or contributing to the production of pornographic material or encouraging them to behave in sexually inappropriate ways.
Possible signs and symptoms of Sexual abuse	Physical injuries and bruising, particularly to the thighs, buttocks, upper arms and neck.Bleeding, pain or itching in the genital area or when walking or sitting.Sexually transmitted diseases or infections.Pregnancy in a woman who is unable to consent to sex.Uncharacteristic or age-inappropriate use of sexual language or significant changes in sexual behaviour or attitude.Self-harming.Poor concentration, withdrawal, sleep disturbance. Excessive fear/apprehension of, or withdrawal from, relationships or being alone with a particular person.
Child Sexual Exploitation	Child sexual exploitation is a form 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 (a) in exchange for something the victim needs or wants, and/or (b) for the financial advantage or increased status of the perpetrator or facilitator. The victim may have been sexually exploited even if the sexual activity appears consensual. Child sexual exploitation does not always involve physical contact; it can also occur through the use of technology.
Possible signs and symptoms of Child Sexual Exploitation.	Acquisition of money, clothes, mobile phones etc without plausible explanation;Gang-association and/or isolation from peers/social networks;Exclusion or unexplained absences from school, college or work;Leaving home/care without explanation and persistently going missing or returning late;Excessive receipt of social media alerts/phone calls;Returning home under the influence of drugs/alcohol;Inappropriate sexualised behaviour for age/sexually transmitted infections;Evidence of/suspicions of physical or sexual assault;Relationships with controlling or significantly older individuals or groups;Multiple callers (unknown adults or peers);Frequenting areas known for sex work;Concerning use of internet or other social media;Increasing secretiveness around behaviours; Self-harm or significant changes in emotional well-being.
Neglect	A person’s well-being is impaired and their care needs are not met. Neglect may be deliberate or may occur as a result of not understanding what someone’s needs are.	Adults failing to care for children and protect them from danger, seriously impairing the child’s health and development. Neglect may occur during pregnancy, damaging the baby’s development in the womb.
Possible signs and symptoms of Neglect	Poor appearance or hygiene e.g. being smelly or dirtyLiving in an unsuitable home environment e.g. having no heatingInappropriate or inadequate clothingSigns of malnutrition or not being given enough foodHaving frequent and untreated medical issues or an accumulation of untaken medication.Body issues such as sores, skin complaints, poor muscle tone or prominent joints.Poor language or social skillsBeing left alone for a long timeBeing withdrawn, depressed or anxiousTiredness or finding it hard to concentrate or take part in activitiesSelf-soothing behaviours such as drug or alcohol misuse and self-harmPoor school attendance or performance
Financial	The misappropriation, embezzlement, or theft of property, money or possessions, including in connection with wills.		In Wales financial abuse can be related to children. Financial abuse in relation to children and young people could include: • child workers without pay • Education Maintenance Allowance taken by family without child’s consent • child’s belongings sold or missing • benefit claims for the child, which are not real, and fabricated illness • misusing allowances/grants for children’s care • inappropriate cars that have been supported by allowances and Motability • children looked-after payments being spent, but not to the benefit of the child, by foster carer or kinship carer.
Possible signs and symptoms of Financial abuse	Unusual financial activity such as making an unexpected change to a will, a sudden sale or transfer of a property, or unusual activity in a bank account.Sudden inclusion of additional names on a bank account or where a signature does not resemble the person’s normal signature.Reluctance or anxiety by a person when discussing their finances.A substantial gift to a carer or other third party.A sudden interest by a relative or other third party in the welfare of the person.Bills remaining unpaid.Complaints that personal property is missing.Signs of coercive control or neglect.
Spiritual	Forcing people to accept religious ideas or values. This may include the misuse of authority or leadership, oppressive teaching, unsolicited healing or deliverance ministries and extreme pastoral interference in pastoral matters which may reduce individual choice and responsibility.
Possible signs and symptoms of Spiritual abuse	Some indicators of spiritual abuse might be a leader who is intimidating and imposes his/her will on other people, perhaps threatening dire consequences or the wrath of God if disobeyed. The leader may say that God has revealed certain things to them and so they know what is right. Those under their leadership are fearful to challenge or disagree, believing they will lose the leader’s (or God’s) acceptance and approval.
Discriminatory	Any form of abuse based on discrimination because of a person’s race, culture, gender, age, disability etc or any form of abuse, including harassment, slurs and similar mistreatment because of race, gender and gender identity, age, disability, sexual orientation or religion.
Possible signs and symptoms of Discriminatory abuse	Low self-esteem, attachment issues, depression, self-harm, and eating disorders.Signs of distress, tearfulness, anger or anxietyThe person appears withdrawn and isolatedThe support on offer does not take account of the person’s individual needs in terms of a protected characteristic
Institutional	The mistreatment or abuse of a person by an institution or organisation or individuals within it. It can occur through repeated acts of poor or inadequate care and neglect or poor professional practice or ill-treatment.
Possible signs and symptoms of Institutional abuse	Signs of neglectInadequate staffing levelsPoor standards of careLack of adequate proceduresAbsence of visitorsFew social, recreational and educational activitiesUnnecessary exposure during bathing or using the toiletLack of management overview and supportSigns of physical abuse or emotional abuse
Domestic	Any threatening behaviour, violence or abuse between adults who are, or have been, in a relationship, or between family members. Domestic abuse can be physical, sexual or psychological. Usually there is a pattern of abusive and controlling behaviour where an abuser seeks to exert power over their family member or partner.		Children can be victims of Domestic abuse if they see, hear or experience the effects of abuse and they are related to the victim or the offender.
Possible signs and symptoms of Domestic abuse	Low self-esteem, attachment issues, depression, self-harm, and eating disorders.Signs of distress, tearfulness or angerReluctance to be alone with a particular personVisible injuries and bruising.Injuries that don’t match the explanation given.Unexplained fallsSubdued or changed behaviourChanges in weight, being excessively under or overweight or malnourished.Signs of coercive controlFeeling that the abuse is their fault when it is notIsolation – not seeing friends and familyLimited access to money
Cyber	The use of information technology (including social media) to reportedly harm or harass other people in a deliberate manner.
Possible signs and symptoms of Cyber abuse	spend a lot more or a lot less time than usual online, texting, gaming or using social mediaseem distant, upset or angry after using the internet or textingbe secretive about who they’re talking to and what they’re doing online or on their mobile phonehave lots of new phone numbers, texts or email addresses on their mobile phone, laptop or tablet.
Self-harm	The intentional damage or injury to a person’s own body.
Possible signs and symptoms of Self-harm	Unexplained cuts, bruises or burns, often on their wrists, arms, thighs and chestWearing long sleeves and trousers or tights, even in hot weatherRefusing to get changed in front of other people, for example, for PE or in changing roomsSigns they’ve been pulling their hair outChanges in eating habits – over-eating or under-eatingExercising excessively
Self-neglect	A person neglecting to care for their own health, hygiene or surroundings, including behaviours such as hoarding.
Possible signs and symptoms of Self-neglect	Very poor personal hygieneUnkempt appearanceLack of essential food, clothing or shelterMalnutrition and/or dehydrationLiving in squalid or unsanitary conditionsNeglecting household maintenanceHoardingCollecting a large number of animals in inappropriate conditionsNon-compliance with health or care servicesInability or unwillingness to take medication or treat illness or injury
Modern slavery	The practice of treating people as property. It includes bonded labour, child slavery, sex slavery and trafficking. This can be caused through improper means, such as force, threat or deception for purpose of exploitation and abuse.
Possible signs and symptoms of Modern Slavery	Signs of physical abuse or emotional abuseSigns of neglectIsolation from the communitySeeming under the control or influence of othersLack of personal effects or identification documentsAvoidance of eye contact, appearing frightened or hesitant to talk to strangersFear of law enforcers
Forced Marriage	Forced marriage is when one or both potential spouses doesn’t consent to marry or is coerced into it because of physical, emotional, or psychological threats or pressure. Forced marriage is different from an arranged marriage where families of both spouses are involved but the choice to accept the arrangement remains with the individuals.
Possible signs and symptoms of Forced Marriage	The risks are present throughout the year, however, there is a substantial increase in children being taken abroad to be married during the summer holidays. Therefore, absences from school, requests for extended leave, and children/young people talking about long trips abroad to their family’s country of origin or talking about the upcoming holidays with fear can all be potential indicators of forced marriage taking place. Other potential indicators include: changes in behaviour;deterioration in mental health;deterioration in behaviour and/or attainment (and unexpected poor exam results);running away from home.
Cuckooing or Home Takeover	Cuckooing is named after the nest-stealing practice of wild cuckoos. It is a form of criminal exploitation where vulnerable people are conned, coerced, controlled, or intimidated into sharing, providing or offering up their accommodation to criminals, who then use it to base their criminal activity.
Possible signs and symptoms of Cuckooing	The occupant has distanced themselves from family, friends or support servicesFrequent loss of door keys or access fobsUnfamiliar people entering and leaving the property, often at unsociable hoursAn increase in bikes, mopeds and cars parked outside the propertyCurtains or blinds closed during the dayWindows damagedSecure doors propped openAn increase in litter, theft and antisocial behaviour in the local areaThe occupant has not been seen for a while
Child abuse linked to faith or belief	Child abuse linked to faith or belief (CALFB) is where concerns for a child’s welfare are caused by harmful practices linked to a belief in witchcraft, spirit or demonic possession, or ritual or satanic abuse. Some places of worship believe that a child can have an evil spirit or is possessed when they display behavioural problems or are different in some way. The child may have learning difficulties, mental health issues, copied or unconventional behaviours, or be experiencing some kind of trauma such as culture shock at coming to live in a different country.
Possible signs and symptoms of Child abuse linked to faith or belief	physical injuries, such as bruises or burns (including historical injuries/scaring)a child reporting that they are or have been accused of being ‘evil’, and/or that they are having the ‘devil beaten out of them’the child or family may use words such as ‘kindoki’, ‘djin’, ‘juju’ or ‘voodoo’ – all of which refer to spiritual beliefsa child becoming noticeably confused, withdrawn, disorientated or isolated and appearing alone amongst other childrena child’s personal care deteriorating (eg rapid loss of weight, being hungry, turning up to school without food or lunch money, being unkempt with dirty clothes)it may be evident that the child’s parent or carer does not have a close bond with the childa child’s attendance at school or college becomes irregular or there is a deterioration in a child’s performancea child is taken out of a school altogether without another school place having been arrangedWearing unusual jewellery/items or in possession of strange ornaments/scripts.
Criminal exploitation of children and vulnerable adults: county lines	“County lines” is a violent and exploitative form of drug distribution. A common feature of county lines is the exploitation of children, young people and vulnerable adults who are instructed to deliver and/or store drugs, and associated money or weapons, to dealers or drug users, locally or in other counties.
Possible signs and symptoms of Criminal exploitation of children and vulnerable adults.	going missing from school or home, an unwillingness to explain their whereabouts and/or being found in areas they have no obvious connections with (out-of-area);school exclusion(s) and/or a significant decline in school attendance, results or performance;self-harm or significant changes in emotional well-being, personality or behaviour;anti-social behaviour or involvement in other criminalityunexplained acquisition of money, clothes, or mobile phones;excessive receipt of social media alerts/phone calls and/or having multiple sim cards or handsets – this could be a ‘burner phone’, often an older model which uses an unregistered sim card, but it may also be a smartphone which can utilise web-based apps without a phone number;carrying or storing weapons;misuse of substances or possession of drugs or drug paraphernalia such as discarded needles, scales, small snappy bags or cling film;possession of train tickets for unusual train journeys; possession of a rucksack or a bag that they are very attached to or will not put down.relationships with controlling/older individuals or groups;isolation from usual peers or social networks.
FGM	Female Genital Mutilation (FGM), also sometimes known as ‘female circumcision’, is illegal in the UK, and includes all procedures involving the partial or total removal or stitching up of the female genitalia or other injury to the female genital organs for cultural or non-medical reasons.
Possible signs and symptoms of FGM	Prolonged absence from school or other activities with noticeable behaviour change on return.Bladder or menstrual problems.A child finding it difficult to sit still and who looks uncomfortable.Complaining about pain between their legs.Talking about something somebody did to them that they are not allowed to talk about.
Child on child	Inappropriate behaviours between children that are abusive in nature including physical, sexual, or emotional abuse, exploitation, sexual harassment, all forms of bullying, coercive control, hazing/initiation rituals between children and young people, both on and offline (including that which is within intimate personal relationships).
Possible signs and symptoms of Child on Child abuse	Absence from school or lack of interest in school activities.Physical injuries.Mental or emotional ill-health.Becoming withdrawn.Poor self-esteem.Tiredness.Alcohol or other substance misuse.Changes in behaviour.Inappropriate behaviour for their age.Displaying harmful behaviour towards others.

Appendix 2

Key legislation relating to Safeguarding

This list is not exhaustive but contains key legislation and associated guidance relevant to Torch’s safeguarding policy and procedures. Legislation may vary throughout the United Kingdom and due diligence must be undertaken to ensure compliance with the relevant nation’s legislation.

The Children Acts 1989 and 2004

Working Together to Safeguard Children 2024     

The Care Act 2014

Safeguarding Vulnerable Groups Act 2006

Sexual Offences Act 2003

Mental Capacity Act 2005

Social Services and Well-being (Wales) Act 2014

Children and Young People (Scotland) Act 2014

Adult Support and Protection Act (Scotland) 2007

Co-operating to Safeguard Children and Young People in Northern Ireland 2017

Safeguarding for Northern Ireland Procedures Manual 2017

Adult Safeguarding: Protection and Prevention in Partnership Northern Ireland 2015

The United Nations Universal Declaration of Human Rights

The United Nations Convention on the Rights of the Child

Appendix 3

Contact information and sources of help and advice

Torch contact details are included on the front sheet of this document

Other contact details

In emergency, contact the Police on 999. For non-urgent cases, call 101

NHS Direct: call 111

Samaritans www.samaritans.org Helpline 116 123

Concerns about a child-

NSPCC help@NSPCC.org.uk  Helpline 0808 800 5000

Childline call 0800 1111

Safeguarding Whistleblowing Advice Line (NSPCC- children) 0800 028 0285

National Domestic Abuse Helpline 0808 2000 247    

Restored – changing the story for survivors of domestic abuse www.restored-uk.org

Mind – fighting for mental health www.mind.org.uk

Hourglass – ending the harm, abuse and exploitation of older people in the UK. www.wearehourglass.org

Survivors Trust – The Survivors Trust runs a free, national helpline 7 days a week for people aged 16+. We welcome and encourage all survivors of rape or sexual abuse and violence to call our helpline. We are a fully inclusive service, providing safe, non-judgemental support to survivors, their supporters and professionals. thesurvivorstrust.org Helpline – 0808 801 0818

Appendix 4

Management of concerns process diagram

(Please see Appendix 5 for Torch Holidays Safeguarding Coordinators and all workers on those events)

If the person is at immediate risk of harm:

1. Worker calls the Police on 999
2. Worker records details on the Safeguarding Form which is automatically sent to the Safeguarding Coordinator. If the Safeguarding Coordinator is unavailable then someone from the Leadership team will have been allocated to this role and given access to the Safeguarding Form responses.
3. Safeguarding Coordinator calls Thirtyone:eight for advice
4. Safeguarding Coordinator implements advice

If the person is not at immediate risk of harm:

1. Worker records details on the Safeguarding Form which is automatically sent to the Safeguarding Coordinator. If the SC is unavailable the Safeguarding Form will automatically be picked up by either the Head of Services (currently Mandy Blow) or the CEO (currently Sarah Dawkins).
2. Safeguarding Coordinator calls Thirtyone:eight for advice
3. Safeguarding Coordinator implements advice

In both instances, after advice has been received, and in consultation with statutory agencies as relevant:

1. Support offered to all parties
2. Consideration of an internal investigation
3. Case reviewed at closure for future learning
4. Case documentation retained securely

Appendix 5

Management of concerns process diagram for Torch Together Holidays

If the person is at immediate risk of harm:

1. Worker calls the Police on 999
2. Worker records details and passes them to the Holiday Safeguarding Coordinator
3. Holiday Safeguarding Coordinator calls Thirtyone:eight for advice
4. Holiday Safeguarding Coordinator notifies Torch’s overall Safeguarding Coordinator
5. Safeguarding Coordinator and Holiday Safeguarding Coordinator implement advice

If the person is not at immediate risk of harm:

1. Worker records details and passes them to the Holiday Safeguarding Coordinator
2. Holiday Safeguarding Coordinator calls Thirtyone:eight for advice
3. Holiday Safeguarding Coordinator notifies Torch’s overall Safeguarding Coordinator
4. Safeguarding Coordinator and Holiday Safeguarding Coordinator implement advice

In both instances, after advice has been received, and in consultation with statutory agencies as relevant:

1. Support offered to all parties
2. Consideration of an internal investigation
3. Case reviewed at closure for future learning
4. Case documentation retained securely

Appendix 6

Code of behaviour

Torch’s workers (employed and volunteers) are required to comply with this Code of behaviour when working with children and adults at risk of harm:

• Demonstrate Torch’s values through their actions
• Treat everyone with dignity, respecting their individuality and not showing favouritism
• Seek to include everyone who uses Torch services in the full range of activities offered
• Use age and ability-appropriate means of communicating, whether orally or in written form, including online
• Listen well to everyone and not make assumptions about what is being said
• Do not make inappropriate, sexually suggestive or threatening comments
• Do not scapegoat, belittle, ridicule or reject anyone
• Do not have physical contact with a child unless it is to protect them, yourself or others from harm
• Do not assume or withhold physical contact with an adult at risk; always ask them first, other than in circumstances where the contact is to protect them, yourself or others from harm
• Avoid working alone with a child or adult at risk: stay within sight or hearing distance of others. Where such working is required to fulfil the requirement of your role, a risk assessment must be completed and approved in advance.
• Do not trivialise abuse or let it go unreported

Workers undertaking certain roles within Torch, such as the role of a Torch Together volunteer, may be asked to comply with a wider list of behaviours relevant to their role. Such behaviours will always be consistent with this Code.

Breaching the Code of Conduct

If you have behaved inappropriately you will be subject to disciplinary procedures (particularly in the case of paid staff where the line manager will consult the Safeguarding Coordinator as appropriate). Depending on the seriousness of the situation, you may be asked to leave Torch Trust. We may also make a referral to statutory agencies such as the Police and/or the local authority children’s or adult’s social care departments or DBS. If you become aware of a breach of this code, you should escalate your concerns to the Safeguarding Coordinator or line manager (in the case of a paid staff member)

Appendix 7

Code of Behaviour Torch Together Holidays

Torch’s workers (employed and volunteers) are required to comply with this Code of behaviour when working with children and adults at risk of harm:

• Demonstrate Torch’s values through their actions
• Treat everyone with dignity, respecting their individuality and not showing favouritism; do not spend too much time with one person or be over-helpful to them
• Seek to include everyone who uses Torch services in the full range of activities offered
• Use age and ability appropriate means of communicating, whether orally or in written form, including online
• Listen well to everyone and not make assumptions about what is being said
• Not to make inappropriate, sexually suggestive or threatening comments
• Not to scapegoat, belittle, ridicule or reject anyone
• Do not have physical contact with a child unless it is to protect them, yourself or others from harm
• Do not assume or withhold physical contact with an adult at risk; always ask them first other than in circumstances where the contact is to protect them, yourself or others from harm
  • The contact normally expected is that required to guide or more generally support a guest on the holiday. Guiding is normally at the elbow or lower arm. Occasionally a guest may ask to be guided by hand. If this is the only way to guide them, always walk ahead of the individual you are guiding and do not create an impression that you are ‘holding hands’. Occasional contact on a shoulder or arm to attract attention may be appropriate. Do not otherwise touch anyone on other parts of a guest’s body, including their legs and back. At the end of the holiday, a good-bye hug may be appropriate as guests leave, if instigated by them. Any hug must be momentary and in full sight of other team leaders. If at any time a guest touches you other than in the ways described here, please gently ask them not to and inform the holiday leader or the event’s safeguarding lead person.
• Avoid working alone with a child or adult at risk: stay within sight or hearing distance of others. Where such working is required to fulfil the requirement of your role, a risk assessment must be completed and approved in advance.
  • Subject to the risk assessment, only enter a guest’s bedroom when you have been invited and there is good need to, such as to find a lost item, or to draw curtains if they are not easily accessible. If you are guiding someone back to their room at night, do not enter the room unless there is a specific need. Do not create a habit or expectation that you will guide the same person to their room each night; this will be shared amongst team members. When guiding on visits, guide the person you have been asked to guide for that trip and stay in public areas throughout.
• Do not trivialise abuse or let it go unreported