Society of the Holy Child Jesus European Province
SAFEGUARDING POLICY
1. POLICY OVERVIEW
The SHCJ is committed to safeguarding all children and adults. For the SHCJ this commitment directly relates to the fact that we are all made in the image of God and the Church’s common belief in the preciousness, dignity and uniqueness of every human life. We start from the principle that each person has a right to expect the highest level of protection, love, encouragement and respect. Following on from the safeguarding reviews in 2020 we are committed to the One Church Approach to safeguarding by implementing the changes needed and ensuring we respond to victim/survivors promptly and compassionately.
2. SCOPE
2.1 This policy and procedure applies to all workers within the SHCJ Religious, Lay, Voluntary or Employee, regardless of their role or the activities they undertake.
2.2 It is the responsibility of all SHCJ Religious, Lay, Voluntary or Employee to prevent abuse, whether by action or omission. Abuse in this policy refers to: physical; sexual; emotional; spiritual; neglect; self-neglect; organisational; material; psychological; financial; domestic or verbal. Additionally, behaviour which effectively results in modern day slavery or where there is evidence of discrimination or radicalisation, needs to be recognised and addressed as a safeguarding issue, in accordance with the procedures outlined in Section 6.
3. TRAINING
3.1 All SHCJ in active ministry, Lay, Voluntary or Employees, will undergo Safeguarding Training in relation to both Children and Adults as well as any other training relevant to their role. Listed below are the minimum standards for training in each role:
• Safeguarding Lead – Safeguarding Lead Training (equivalent to Level 3)
• Provincial and Provincial Leadership Team – RLG Leader Training (equivalent to Level 2)
• Board members – Trustee Training (equivalent to Level 2)
• Community Members who work with public – Advance Safeguarding Training (equivalent to Level 2)
• Community members who do not work with public – Basic Safeguarding Training (equivalent Level 1)
• SHCJ Religious, Lay, Voluntary or Employees – Basic Safeguarding Training (equivalent Level 1)
• Senior Management Team Apley Grange – to undertake training provided to the correct level suitable to a nursing care facility. Training provided through the Local Authority
3.2 Active SHCJ and Board Members will undertake annual refresher training.
Training is currently provided by the Religious Life Safeguarding Service.
4. ROLES AND RESPONSIBILITIES
For the purpose of Governance there are 2 Designated Safeguarding Leads – one for the European Province and one for Apley Grange.
4.1 The SHCJ Trustees
The Trustees have a duty to maintain appropriate governance and oversight of Safeguarding in line with this policy and national guidelines. Certain functions of the Trustees will be delegated to others as indicated below.
4.2 The Province Leader and her team
The Province Leader is responsible for ensuring appropriate policy, procedures and best practice are in place for the effective delivery of safeguarding, including any related due diligence checks. Certain functions of the Province Leader will be delegated to others as indicated below.
4.3 The Designated Safeguarding Lead
The Safeguarding Lead has direct oversight of the SHCJ safeguarding policy and guidance, including management and oversight of documentation alongside the Province Leader, case progression/management and the secure, legally compliant storage of safeguarding reports and related materials. The Safeguarding Lead also has oversight of the relationship with and input on the work of the RLSS.
The Designated Safegurading Lead reports in writing and or in person to all the Province Leadership Team and Trustee meetings.
4.3.1 The Safeguarding Lead may delegate some of this responsibility to the RLSS by passing the case to them but will remain as key contact for the case duration unless another individual is identified to assume case responsibility.
4.4 Senior Management Team Apley Grange and the Governance Board
The Senior Management Team and Governance Board are responsible to ensure that all appropriate Safeguarding Training is completed at Apley Grange.
The Safeguarding Lead at Apley Grange reports to the Governance Board.
4.5 All other roles
All SHCJ Religious, Lay, Voluntary or Employees have an obligation to ensure they know how to respond to safeguarding concerns by being familiar with the content of this policy and the procedure contained within it and any other associated policies/procedures.
4.6 General
Everyone involved in the work of the SHCJ has a duty to disclose to the Safeguarding
Lead and to the Province Leader any safeguarding concerns that have been raised
5. PRACTICE GUIDANCE
5.1 Action must be taken if a concern is raised that a child or adult is suffering or is likely to be suffering from significant harm. This includes, but is not limited to:
• Someone who is at serious risk of harm from self or others
• Someone who poses a serious risk of harm to someone else
• A concern about a child or vulnerable adult at risk of harm from someone else
• Concerns over someone’s mental capacity
5.2 In accordance with Article 19 of Pope Francis’ Apostolic Letter, “Vos Estis Lux Mundi”, 7 May 2019 [3], It is the policy of the Catholic Church in England and Wales, as agreed by the Bishops Conference, April 2020, to report to the statutory authorities, all allegations of abuse made against those working in the name of the Church, regardless of whether the allegations or concerns relate to a person’s behaviour in relation to their role within the Church or another setting. This policy must be applied in all situations where it is alleged, or there are reasonable grounds to believe, that a member of the Religious Community, lay persons, or associated volunteer or employee, has acted in one of the following ways:
• Has behaved in a way that has harmed or is likely to have caused harm to a child or a vulnerable adult. This would include any vulnerable adult irrespective of the cause of that vulnerability or whether the vulnerability is temporary or permanent.
• Has or is suspected to have committed a criminal offence against or related to a child or a vulnerable adult (including a vulnerable adult as indicated above.)
• Has behaved towards a child or vulnerable adult in a way that indicates they may pose a risk of harm to children or vulnerable adults.
• Has behaved in a way or made statements indicating that they may not be suitable to work with children or vulnerable adults.
• Has behaved in such a way that, by actions or omissions, their conduct has been intended to interfere with, prejudice, undermine or avoid a criminal, civil or canonical investigation, against any person associated with or who is a member of a contracting congregation.
The behaviours above are to be considered within the context of the different categories of abuse outlined above and further detailed guidance is specifically provided in relation to sexual offences against children, including both recent and non-recent offences, and possession and distribution of indecent images of children. Additional guidance is provided by the CSSA in relation to the sexual and criminal exploitation of children by organised criminal networks.
5.3 Action must also be taken in line with the Church’s mandatory reporting policy. This means that action must be taken if there are reasonable grounds to suspect or believe that someone who holds any type of role within the Church is going to or has committed a crime, is going to or has caused harm, poses a risk or is otherwise unsuitable to work in a public facing role.
5.4 Additional guidance is also provided in relation to adults disclosing abuse outside the context of the Church. If a competent adult explicitly refuses the making of a referral about abuse that occurred outside of the Church, consideration must be given to whether the accused person has access to children who may be at risk. In these circumstances, the name of the accused and details of the allegation must always be referred to the statutory authorities. This can be done without disclosing the name of the victim/survivor where they have refused consent to do so, or where it is not possible to obtain consent.
6 PROCEDURE
6.1 If the SHCJ becomes aware of a safeguarding issue, they should contact the RLSS Safeguarding Team and pass the concern and all associated records to them immediately. Ensure the person who made you aware of the issue knows you are doing this.
6.1.1 The Safeguarding Lead at the SHCJ who has casework responsibility should:
• Ensure the victim/survivor or individual has been informed of the next steps
• Explain what will happen, give them options if possible and an indicative timescale
• Contact any relevant bodies
• Complete the safeguarding paperwork and ensure appropriate record keeping of all communications including phone calls, meetings and discussions in relation to the case are recorded
• Inform the leadership of the new safeguarding referral.
• All referrals / reports outside of the RLSS should be made within 24 hours of receiving the information, unless there are exceptional circumstances to postpone making this referral/report.
• The decision to delay a referral/report must be authorised by the Safeguarding Lead
6.1.2 When the concern needs to be reported to a statutory agency, the individual making the referral must be informed that all information about safeguarding will not be kept confidential, and that the details must be passed on to the police and any other appropriate body, but they may be able to remain anonymous depending on the circumstances. When a person makes a disclosure, those receiving the disclosure should be supportive, but should not seek more details than necessary for an initial statutory referral.
6.1.3 The RLSS will make recommendations about when to report to safeguarding bodies or external agencies based on risk and need and the national policy guidance supplied by the CSSA.
6.2 When to report
6.2.1 Allegations or safeguarding concerns – When abuse is suspected, witnessed or a disclosure of abuse is received by the SHCJ there is a requirement to report these allegations of abuse, and other relevant safeguarding concerns to the appropriate statutory authority including social services/the police within 24 hours.
6.2.2 In case of emergency – If a child or adult is in immediate danger, at imminent risk or requires medical attention, the relevant emergency service must be contacted via 999. Local Social Services should also be contacted at the earliest opportunity in the case of a child or vulnerable adult.
6.2.3 In case of non-emergency – In a situation when there is no immediate risk to a child or vulnerable adult and no requirement to make a statutory report, the SHCJ or the RLSS on their behalf will work with the individual to agree desirable outcomes in line with this policy.
6.2.4 When a person’s conduct towards a child or an adult may impact on their suitability to work with or continue to work with children or adults, the allegation must be referred to the Local Authority Designated Officer for safeguarding within 24 hours. Additionally, restrictions may need to be placed on the person’s role and remit while the matter is investigated, for example they may be ‘stepped down’ from ministry or other conditions may be imposed pending the outcome of an investigation
6.3 Making a referral to the statutory authorities
6.3.1 Safeguarding Bodies (not exhaustive)
• Internal Safeguarding Structures within the Catholic Church
• Local authority Safeguarding team – Adults
• Local authority Safeguarding team – Children
• Police 999
• Police 101
• GP
• Crisis Team
• RLSS Out of Hours Team
• Community Psychiatric Nurse
• Charity Commission
• CSSA
• Local Safeguarding Commission
• Local Authority Designated Officer (LADO)
• NSPCC
• DBS
• CQC
7 WHISTLEBLOWING
7.1 The SHCJ will encourage and enable anyone with a serious concern, to raise the concern without fear of victimisation, or disadvantage.
7.1.1 If that concern is in regard to malpractice, illegal acts, or omissions at the SHCJ or other religious institution relating to safeguarding, then the RLSS should be made aware.
7.2 The action taken by the RLSS will depend upon the nature of the concern referred. However, an investigation will be undertaken if appropriate, followed by appropriate action and written feedback will be provided, including a rationale documenting the reasons why identified actions have been taken. This can be delegated to RLSS.
8 RECORDING AND STORAGE OF SAFEGUARDING CONCERNS AND CASE FILES
8.1 Primary responsibility for the management of documents and safeguarding case files sits with the Safeguarding Lead / RLSS, who will ensure an accurate, auditable, and secure record of any safeguarding concern or allegation referred to the SHCJ are maintained.
8.1.1 This record will include:
• Relevant contact details
• Details of how/when the concern or allegation was received.
• Details of the concern itself
• Relevant historical information
• Identified past and present risk factors
• Any actions or investigation undertaken including those by the SHCJ and from statutory agencies.
• Rationale for actions and or outcome of case
8.2 All records are potential evidence in a criminal trial, civil case, or statutory/public Inquiry and must be stored in a safe and retrievable format with an auditable record of provenance and integrity.
9 SAFER RECRUITMENT PRACTICE GUIDANCE
9.1 The SHCJ will ensure that staff are subject to the appropriate Disclosure and Barring Service (DBS) checks (including enhanced DBS) in line with both statutory and Catholic Church requirements.
9.2 Appointments will be based on the person’s experience, skills and ability to meet the set criteria and job specification for the specific role. It is essential to ensure that all documentation relating to the applicant is stored in a secure place and remains confidential.
9.3 Appointment to a role will not be confirmed until a satisfactory DBS Disclosure check has been received and previous employment references confirmed as being acceptable.
9.4 On appointment, all new employees should be provided with and sign to say they understand all relevant policy and procedures, including a copy of this document and their responsibilities within it highlighted.
9.5 All persons seeking to work with children or adults whether in a paid or unpaid capacity must be provided with the opportunity to self-disclose relevant conviction information. This is a DBS Code of Practice requirement and applies to anyone being asked to have an Enhanced Disclosure.
10 POLICY REVIEW
This policy is approved by the SHCJ Trustees and will be subject to an initial review in November 2025 and then annually or sooner, where there is a significant change or need.
Policy last updated: March 2025 Name: Sister Anne Stewart
Date reviewed: November 2025 Date: 25th November 2025
