​1. Purpose and Scope

 

Emergent Generation (the organisation) is a Community Interest Company for young people typically aged between 18 and 35. We work with young people from a wide range of backgrounds, including those from marginalised communities, and some members may have mental health needs, physical health conditions, or other personal circumstances that require additional consideration.

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We do not currently deliver regulated activity with children or defined vulnerable adult groups, and accordingly this policy does not require Disclosure and Barring Service (DBS) checks for our current roles. However, we take our duty of care seriously and are committed to creating safe, inclusive environments for everyone who engages with us.

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Children do occasionally attend our events with family members. In those circumstances, the accompanying adult retains full responsibility for that child’s care. Emergent Generation staff will always act in the best interests of any child present.

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The purpose of this policy is to:

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• Protect everyone who engages with Emergent Generation from harm.

• Provide staff and volunteers with clear principles and guidance.

• Ensure we respond appropriately to safeguarding concerns, regardless of context.

• Embed a culture of care, inclusion and respect throughout our work.

 

This policy applies to all staff, volunteers, trustees, students on placement, and anyone acting on behalf of Emergent Generation.

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2. Our Values and Commitments

 

We believe that:

• Every person who engages with Emergent Generation has the right to feel safe, respected and valued.

• No one should ever experience abuse, harm or exploitation of any kind.

• Safeguarding is everyone’s responsibility – it is not a tick-box exercise but a part of how we work.

• Marginalised communities, and those who have experienced discrimination or disadvantage, deserve particular care and sensitivity in how we support them.

• People with mental or physical health needs should be supported to participate fully and safely in our activities.

• Welfare is always paramount in every decision we make.

 

We recognise that:

• People can be additionally vulnerable due to previous experiences, health conditions, social isolation, communication differences or other factors – whether or not these are formally disclosed.

• Harm and abuse can come in many forms and from many sources, including other participants, members of the public, or those in positions of trust.

• Being inclusive means aiming to remove barriers to participation, not just welcoming people in.

 

3. Understanding Harm and Abuse

 

Abuse is any action (or failure to act) that causes harm to another person. It may be a single incident or a pattern of behaviour. All staff must be alert to the possibility of harm in any setting. Forms of abuse include, but are not limited to:

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• Physical abuse – hitting, pushing, restraint or any physical harm

• Emotional or psychological abuse – threats, coercion, humiliation, controlling behaviour

• Sexual abuse or harassment – unwanted sexual contact, comments or exploitation

• Financial or material abuse – theft, fraud, exploitation of money or property

• Neglect – failing to provide necessary support or care

• Discrimination – abuse or harm based on race, gender, disability, sexuality, religion or other protected characteristics

• Modern slavery and exploitation

• Self-neglect or self-harm – where a person may be at risk of harming themselves

• Domestic abuse

 

Abuse may be carried out by staff, volunteers, other members, members of the public, or people known to the individual outside of our organisation.

4. Inclusive and Trauma-Informed Approach

Emergent Generation actively works with some young people from marginalised communities, including (but not limited to) those who have experienced poverty, racism, homelessness, discrimination, or the care system. Some members may also have mental health needs, physical disabilities, neurodivergence, or communication differences.

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We aspire to a trauma-informed approach as we grow. In practice, this means we aim to:

• We aim to create environments that feel psychologically safe, not just physically safe.

• We do not require people to disclose personal information in order to receive support.

• We aim to communicate clearly and accessibly, adapting our approach to individual needs where reasonably possible. 

• We do not make assumptions about people’s experiences, backgrounds or identities.

• We recognise that distress, disengagement or challenging behaviour may be a response to past harm, and we respond with curiosity and care rather than judgement.

• We take concerns seriously even if we do not have formal confirmation of a person’s needs.

• We work to actively remove barriers to participation, including physical, communication and social barriers wherever possible.

5. Roles and Responsibilitie

5.1 Designated Safeguarding Lead (DSL)

 

The Designated Safeguarding Leads are Jonathan Brunyee and Becky Grove (Directors). They are responsible for:

• Being the primary point of contact for all safeguarding concerns within the organisation.

• Ensuring this policy is up to date and implemented across all activities.

• Receiving, recording and responding to all safeguarding concerns or disclosures.

• Referring concerns to statutory agencies (e.g. local authority, police) where necessary.

• Maintaining confidential safeguarding records.

• Ensuring all staff and volunteers understand their safeguarding responsibilities.

• Developing event-specific safeguarding action plans where required.

 

5.2 All Staff and Volunteers

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All people working on behalf of Emergent Generation are responsible for:

• Reading, understanding and following this policy.

• Treating everyone they work with with dignity, respect and care.

• Being alert to signs of harm, distress or abuse.

• Reporting concerns immediately to the DSL (or emergency services if there is immediate risk to life).

• Not investigating concerns themselves or making promises of confidentiality.

• Engaging with any safeguarding-related training or guidance that the organisation makes available.

 

6. Safe Working Practice

 

All staff and volunteers should follow these principles in their work:

• Treat every person with dignity, equality and respect.

• Never be alone with an individual in a situation that could be misinterpreted or where they could feel unsafe.

• Do not share personal contact details with members outside of official organisational channels.

• Do not make promises you cannot keep, particularly regarding confidentiality.

• Do not use physical contact without consent, except in an emergency.

• Be mindful of power dynamics, particularly where staff or volunteers hold positions of influence.

• Never use language that is demeaning, discriminatory or disrespectful.

• Raise concerns about any colleague’s behaviour if you believe they are not acting in line with this policy.

 

We are committed to creating a culture of openness where concerns can be raised without fear of reprisal. Whistleblowing concerns can be raised directly with the DSL or, if this is not appropriate, with another director.

 

7. Responding to a Safeguarding Concern

 

7.1 If someone makes a disclosure

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• Listen calmly and without judgement. Do not interrupt or express shock.

• Reassure the person that they have done the right thing by speaking up.

• Do not promise that what they share will remain confidential – explain that you may need to pass it on to keep them or others safe.

• Do not ask leading questions or attempt to investigate. Simply listen and record what is said.

• As soon as possible, contact the DSL and make a written record of what was disclosed, using the person’s own words where possible.

 

7.2 If you observe a concern

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• Record what you have observed, including dates, times, and direct quotes where possible.

• Report to the DSL promptly. Do not approach the person you suspect of causing harm.

• If there is immediate danger to any person, call 999 first, then notify the DSL.

 

7.3 Referrals to external agencies

 

Where the DSL believes a concern warrants referral to a statutory agency, they will:

• Contact the relevant local authority children’s services or adult safeguarding team, or the police, as appropriate.

• Keep a record of who was contacted, when, and what was agreed.

• Inform the individual affected where it is safe to do so.

 

8. Recording and Confidentiality

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All safeguarding concerns and disclosures will be recorded in writing by the DSL as soon as possible. Records will include:

 

• Date and time of the concern or disclosure

• Names of those involved (staff, volunteers, members, third parties)

• A factual account of what was said or observed

• Action taken and by whom

• Any referrals made to external agencies

 

Safeguarding records will be kept securely and confidentially. They will not be shared except where necessary to protect someone from harm, or where required by law. Information will only be shared on a need-to-know basis.

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Confidentiality can never be guaranteed where there is a risk of harm to the individual or others.

 

9. Training and Awareness

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• All staff and volunteers will be given a copy of this policy and asked to confirm they have read and understood it.

• The DSL will seek to maintain appropriate knowledge of safeguarding best practice, proportionate to the organisation’s resources and activities.

• A safeguarding action plan will be produced for events or activities where additional risks are identified, proportionate to the nature and scale of the activity.

• This policy will be reviewed annually and updated following any significant safeguarding incident or change in legislation.

 

10. Complaints and Whistleblowing

 

Anyone who has a concern about the conduct of a staff member, volunteer, or the organisation itself should feel empowered to raise it. Concerns can be reported to:

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• The Designated Safeguarding Leads: Jonathan Brunyee & Becky Grove info@emergentgeneration.co.uk

• Another director or trustee of Emergent Generation, if the concern relates to the DSL

 

No one will face any negative consequences for raising a safeguarding concern in good faith. If someone feels their concern has not been appropriately addressed, they may contact the relevant statutory authority.

 

11. Policy Sign-Off​​​​​​​​