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Evaluate ways in which concerns about poor practice can be

reported whilst ensuring that whistle-blowers and those whose

practice or behaviour is being questioned are protected. It is extremely important that everyone who works with children and young people

fully understands and complies with safeguarding procedures. Most people would

take this for granted as a vital part of the job, but there have been situations where

professionals fail to follow procedures or, in some cases, actually inflict harm or

abuse on children or young people. This might involve allegations that a professional

has:

behaved in a way that has harmed, or may have harmed, a child

possibly committed a criminal offence against children, or related to a child

behaved towards a child or children in a way that indicates s/he is unsuitable to work

with children

Everyone has a professional responsibility to report concerns.

Everyone who works with children and young people has a professional

responsibility to report any concerns about colleagues who do not follow

safeguarding procedures. This practice is usually referred to as whistleblowing.

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You may be the first to recognize poor professional practice, but may not feel

confident or able to express your concerns because you feel it would be disloyal to

your colleagues. These feelings are natural but must never result in a child or young

person continuing to be unnecessarily at risk. Remember it is often the most

vulnerable children or young people who are targeted and these children need

someone to safeguard their welfare. Never think ‘what if I am wrong’, always think

‘what if I am right’.

Reasons for whistle blowing

every member of staff has a responsibility for raising concerns about

unacceptable practice or behaviour

to prevent the problem worsening

to protect or reduce risks to other children

to prevent becoming implicated yourself

What stops people from whistleblowing?

starting a chain of events which can then spiral into more complex issues

fear of getting it wrong

fear of repercussions

fear of not being believed

How to raise a concern

voice your concerns, suspicions or uneasiness as soon as you feel you can. The

earlier aconcern is expressed the easier and sooner it is possible for action to be

taken

try to pinpoint what practice is concerning you and why

discuss your concerns with your supervisor, manager or named safeguarding

member of staff

put your concerns in writing with details like names, dates and places

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As a witness to poor professional practice, you are not expected to prove the truth of

an allegation, but you will need to demonstrate sufficient grounds for the concern.

Any concerns about poor practice should be accurately reported and recorded. In

some cases it may provide evidence for a prosecution and it is essential that any

information be based on facts, not assumptions or opinions.

Anyone who whistleblows has a legal right to protection and managers have a duty

to support members of staff who report any incidents of unprofessional conduct or

poor practice which puts children’s welfare at risk. It should also be acknowledged

that anyone who is subject to an unproven allegation about abuse has the right to full

protection for the duration of any investigation.

Employers have a duty of care to their employees and should act to manage and

minimise the stress that can be experienced in the allegations process. Support for

the individual member of staff is vital. Individuals should be informed of concerns or

allegations as soon as possible and given an explanation of the likely course of

action. They should also be given access to welfare counselling or medical advice

where this is provided by the employer.

In situations when safeguarding concerns are expressed about people who work

with children, the Local Authority Designated Officer (LADO) will be involved in

the management and oversight of individual cases. The LADO should:

provide advice and guidance to employers and voluntary organisations

work with the police and other agencies

monitor the progress of cases to ensure that they are dealt with as quickly as

possible

ensure that the process is consistent, thorough and fair

There is a legal requirement for employers to make a referral to the Disclosure and

Barring Service where they think that an individual poses a risk of harm to a child, or

has engaged in conduct that harmed (or is likely to harm) a child.