Safeguarding vulnerable people policy

Policy statement

The adults that we typically work with wouldn’t normally be considered as vulnerable, however, the impact of the poverty they experience may place us as an organisation, and our staff in a position of influence and authority that could be open to abuse.

It is important to have a safeguarding policy and procedures in place so that staff, including volunteers, consultants, agency workers, trustees and partners recognise abuse and know what actions to take to prevent it.

The Policy Statement has been drawn up in order to enable Maisha Maasai to:

  • promote good practice and work in a way that can prevent harm, abuse and coercion occurring
  • to ensure that any allegations of abuse or suspicions are dealt with appropriately and the person experiencing abuse receives support us and from the appropriate authorities
  • to stop the abuse occurring.

The policy applies to all staff, including volunteers, consultants, agency workers, trustees and partners and anyone working on behalf of Maisha Maasai.

In order to implement the policy Maisha Maasai will work:

  • to promote the rights of the people we work with to live free from abuse and coercion
  • to ensure the well-being of people we work with
  • to manage our work in a way that promotes safety and prevents abuse
  • to recruit staff and volunteers safely, ensuring all appropriate employment references are obtained
  • to ensure that all staff, volunteers, consultants, agency workers, trustees, partners and anyone working on behalf of Maisha Maasai are aware of this policy
  • to provide effective management for staff and volunteers through supervision, support and training

In order to respect these rights, Maisha Maasai requires anyone working on behalf of the foundation or related corporations to:

1.     Treat people with dignity and respect

2.     Ensure their personal and professional conduct is of the highest standard

3.     Take responsibility for their own safety, health and welfare and for those they manage and work with

4.     To act with the upmost financial integrity

5.     To protect Maisha Maasai’s, including related corporations, reputation in how they behave

6.     To steward (use) Maisha Maasai’s assets wisely

7.     To make a commitment to report any incident or concern

Safeguarding processes

Maisha Maasai is committed to putting in place safeguards and measures to reduce the likelihood of harm taking place within its work and to ensure that all those involved with Maisha Maasai’s and related corporations’ work will be treated with respect.

Therefore this policy needs to be read in conjunction with the following policies:

  • Equal Rights and Diversity
  • Non-harassment Policy
  • Child protection
  • Whistle Blowing
  • Confidentiality
  • Disciplinary and Grievance
  • Recruitment and Selection
  • Anti-bribery, corruption and money laundering policy

Maisha Maasai will ensure that adequate training on safeguarding is provided to all staff with responsibilities for human resources and/or leading recruitment processes.

Recognising signs of abuse

Maisha Maasai and it’s corporations are committed to ensuring that all staff with human resources responsibilities and those working directly with communities undertake training to gain basic awareness of signs and symptoms or harm and abuse.

Maisha Maasai defines harm and abuse as a violation of an individual’s human rights (dignity, fairness, equality, respect and independence) by any other person or persons.

That may include:

  • physical abuse: slapping, punching, pinching or spitting
  • sexual abuse: rape, indecent assault, inappropriate touching or exposure to pornographic material
    psychological or emotional abuse including belittling, name calling, threats of harm, intimidation or isolation
    financial or material abuse: including stealing, selling assets, fraud, misuse or misappropriation of property or possession
  • discriminatory abuse: including racist, sexist, that based on a person’s disability and other forms of harassment, slurs or similar treatment
  • Abuse may be a single act or repeated acts.

Responsibilities

This policy applies to all staff, including senior managers, volunteers, consultants, agency workers, trustees, partners and anyone working on behalf of Maisha Maasai and/or related corporations and managers must ensure that everyone working in connection with Maisha Maasai is made aware of it.

The Chairman holds overall responsibility for implementation of the policy.

Any member of staff found breaching this policy will be subject to disciplinary action, up to and including dismissal. Others breaching this policy will be subject to appropriate action such as ending a relationship with a volunteer relationship, termination of a contract.

Maisha Maasai will also report concerns to the relevant local authority and the police.

Transportation

The transporting of beneficiaries should be carefully considered. Resources such as seat belts must be used if beneficiaries are being transported to ensure their safety.

Communication about beneficiaries

In its communication and fundraising strategy, Maisha Maasai may at times use images and recordings of beneficiaries. Maisha Maasai has a responsibility to ensure that the people portrayed are treated with dignity as humans with rights by avoiding the following:

  • Inaccurate representation through words and images
  • Communication that shames degrades or victimizes beneficiaries
  • Taking pictures or statements from individuals without informed consent
  • Depicting individuals in sexually provocative poses
  • No personal and physical information to identify the location of an individual that could put them at risk, to be put on website or used in communications.
  • The purpose for which images or information on individuals is to be obtained must be clearly explained and understood, and informed consent must come from the individual. 

Reporting concerns

Maisha Maasai believes that everyone has a responsibility to prevent harm and abuse. Anyone who has concerns can discuss their concerns with either their line manager or by sending a mail to this link.

Maisha Maasai will respond to allegations of harm or abuse by:

  • suspending the member of staff accused, pending the disciplinary process
  • immediately reporting the accusation to the appropriate local authorities
  • where appropriate conducting a thorough investigation, as part of our disciplinary policy
  • supporting any criminal investigation

Single or repeated incidents of harm or abuse will be considered as gross misconduct and will result in dismissal without notice.

The Head of Human Resources will be responsible for ensuring that all reports of harm or abuse are logged and reported in line with this policy.

All incidents will be reported to the board of trustees

All incidents will be reported to the local authority and the police

Where an incident is proven and meets the definitions of a serious incident, it will be reported to the Charity Board, through its serious incident reporting process.

Procedure and timing for the review of this policy

This policy will be reviewed as a minimum every three years. Comments or suggestions on how this policy is operating should be sent to the chairman of the foundation.

Recruitment safeguards

Safe recruitment processes

Safe recruitment practices are essential to ensure Child Protection and Safeguarding. Abuse and exploitation can occur anywhere and Maisha Maasai recognises that as a foundation, the impact of the poverty that our beneficiaries experience may place us as an organisation, and our staff in a position of influence and authority that could be open to abuse.

Therefore recruiting managers/HR representatives must: 

  •  Identify and include, as part of the interview, any gaps in a candidate’s job history to clarify the reasons for these gaps to their satisfaction.
  • Where interviewing the panel must include specific questions that probe the applicants attitude, experience and approach to working with children and/or managing the power dynamic created by poverty
  • Where appropriate, conduct criminal record checks (for example when recruiting for staff who will be working directly with children)
  • Ensure that job offers are made conditionally and subject to satisfactory employment references.

Guidance on obtaining employment references

Employment reference must always come from the previous employer. Often candidates provide the name and contact details of a manager who has moved on from the organisation where they worked together. References obtained in this way are not employment references, they are personal references.  Please ensure that you always contact the previous employer organisation directly, or only contact managers that are still working for the previous employer.

Procedure and timing for the review of this policy

This policy will be reviewed as a minimum every three years. Comments or suggestions on how this policy is operating should be sent to the chairman of the foundation.

Child Safeguarding (forthcoming)