Bangladeshi Women’s Association Wales (BWAW) is committed to encouraging equality, diversity and inclusion among our executive committee and employees and eliminating any unlawful discrimination.

BWAW is an inclusive, supportive and progressive organisation for all women. Our services are open to diverse cross-section of women, offering a safe space for personal development, where they can be themselves and upskill their skillsets surrounded and supported by other women.

The aim is for our committee to be truly representative of all sections of society and our service users, and for each employee to feel respected and able to give their best.

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of service users or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The organisation commits to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff, volunteers and committee members are recognised and valued.This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

  All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, service users, suppliers and the public

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, service users, suppliers, visitors, the public and any others in the course of the organisation’s work activities.Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

  Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

 

The equality, diversity and inclusion policy is fully supported by Executive Committee members and has been agreed with employee representatives.

Details of the organisation’s grievance and disciplinary policies and procedures can be found at Employee handbook.  This includes with whom an employee or volunteer should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Introduction:    

BWAW is committed to Safeguarding Adults in line with national legislation and relevant national and local guidelines.

We will safeguard adults by ensuring that our activities are delivered in a way which keeps all adults safe.

BWAW is committed to creating a culture of zero-tolerance of harm to adults which necessitates: the recognition of adults who may be at risk and the circumstances which may increase risk; knowing how adult abuse, exploitation or neglect manifests itself; and being willing to report safeguarding concerns.

This extends to recognising and reporting harm experienced anywhere, including within our activities, within other organised community or voluntary activities, in the community, in the person’s own home and in any care setting.

BWAW is committed to best safeguarding practice and to uphold the rights of all adults to live a life free from harm from abuse, exploitation and neglect.

• We will safeguard women and any adults that are involved by ensuring that our activities are delivered in a way which keeps all adults safe.
• We recognise all adults, regardless of disability, religion or belief, sex, or sexual orientation has an equal right to protection from all types of harm or abuse
• Some women are additionally vulnerable because of the impact of previous experiences, their level of dependency, communication needs or other issues
• Working in partnership with women, their families, and other agencies is essential in promoting women’s welfare.

Policy Statement:

BWAW believes everyone has the right to live free from abuse or neglect regardless of age, ability or disability, sex, race, religion, ethnic origin, sexual orientation, marital or gender status.

BWAW is committed to creating and maintaining a safe and positive environment and an open, listening culture where people feel able to share concerns without fear of retribution.

BWAW acknowledges that safeguarding is everybody’s responsibility and is committed to prevent abuse and neglect through safeguarding the welfare of all adults involved.

BWAW recognises that health, well-being, ability, disability and need for care and support can affect a person’s resilience. We recognise that some people experience barriers, for example, to communication in raising concerns or seeking help.   We recognise that these factors can vary at different points in people’s lives.

BWAW recognises that there is a legal framework within which we need to work to safeguard adults who have needs for care and support and for protecting those who are unable to take action to protect themselves and will act in accordance with the relevant safeguarding adult legislation and with local statutory safeguarding procedures.

Actions taken by BWAW will be consistent with the principles of adult safeguarding ensuring that any action taken is prompt, proportionate and that it includes and respects the voice of the adult concerned.

Purpose:

The purpose of the Bangladeshi Women’s Association Wales (BWAW)’s Vulnerable Adult Safeguarding Policy is (1) to ensure that BWAW projects, workers, or others who are working with or on behalf of the BWAW do no harm to vulnerable adults and (2) to ensure that safety risks and cases of misconduct are identified, reported, and addressed in an appropriate and timely manner.

BWAW will:

• Protect women who receive BWAW’s services from harm. This includes their children and other adults who use our services
• Provide staff and volunteers, as well as women and their families, with the overarching principles that guide our approach to protection.

This policy applies to anyone working on behalf of BWAW, including the management committee members, paid staff, volunteers, and sessional workers. Failure to comply with the policy and related procedures will be addressed without delay and may ultimately result in dismissal/exclusion from the organisation.

Working with voluntary, statutory and community groups allows us to widen our support network and helps us spot the signs of abuse and neglect at an early stage

Scope:

This safeguarding adult policy and associated procedures apply to all individuals involved in BWAW including Board members, Staff, Volunteers and Members and to all concerns about the safety of adults whilst taking part in our organisation, its activities and in the wider community.

Commitments:

In order to implement this policy BWAW will ensure that:

• Everyone involved with BWAW is aware of the safeguarding adult procedures and knows what to do and who to contact if they have a concern relating to the welfare or wellbeing of an adult.

• Any concern that an adult is not safe is taken seriously, responded to promptly, and

followed up in line with BWAW Safeguarding Adults Policy and Procedures.

• The well-being of those at risk of harm will be put first and the adult actively supported to communicate their views and the outcomes they want to achieve. Those views and wishes will be respected and supported unless there are overriding reasons not to (see the Safeguarding Adults Procedures).
• Any actions taken will respect the rights and dignity of all those involved and be proportionate to the risk of harm.

• Confidential, detailed and accurate records of all safeguarding concerns are maintained and securely stored in line with our Data Protection Policy and Procedures.

• BWAW will cooperate with the Police and the relevant Local Authorities in taking action to safeguard an adult.

• All Board members, staff, and volunteers understand their role and responsibility for safeguarding adults and have completed and are up to date with safeguarding adult training and learning opportunities appropriate for their role.

• BWAW uses safe recruitment practices and continually assesses the suitability of volunteers and staff to prevent the employment/deployment of unsuitable individuals in this organisation and within the community.

• BWAW shares information about anyone found to be a risk to adults with the appropriate bodies. For example: Disclosure and Barring Service, Services, Police, Local Authority/Social Services.

• When planning activities and events BWAW includes an assessment of, and risk to, the safety of all adults from abuse and neglect and designates a person who will be in attendance as a safeguarding lead for that event.

• Actions taken under this policy are reviewed by the executive committee and management team on an annual basis.
• This policy, related policies (see below) and the Safeguarding Adults Procedures are reviewed no less than on a two-yearly basis and whenever there are changes in relevant legislation and/or government guidance as required by the Local Safeguarding Board, or as a result of any other significant change or event.

Implementation:

BWAW is committed to developing and maintaining its capability to implement this policy and procedures.

In order to do so the following will be in place:

• A clear line of accountability within the organisation for the safety and welfare of all adults.
• Access to relevant legal and professional advice.
• Regular management reports to the Board detailing how risks to adult safeguarding are being addressed and how any reports have been addressed.
• Safeguarding adult procedures that deal effectively with any concerns of abuse or neglect, including those caused through poor practice.
• A Safeguarding Lead/executive committee member.
• A delegated Safeguarding Lead/Executive Committee member for events/trips/training/competitions.
• A standing Executive management committee with an appointed Chair and clear Terms of Reference.
• A process for forming a working committee on a case-by-case basis within clear terms of reference.
• Arrangements to work effectively with other relevant organisations to safeguard and promote the welfare of women, including arrangements for sharing information.
• Codes of conduct for Board members, Staff, sessional workers, Volunteers and Members and other relevant individuals that specify zero tolerance of abuse in any form.
• Risk assessments that specifically include safeguarding of adults.
• Policies and procedures that address the following areas and which are consistent with this Safeguarding Adults policy.
• Safeguarding Children
• Bullying and harassment
• Social Media
• Equality, diversity and inclusion
• Safe activities risk assessments
• Code of Conducts and a process for breach of these – Staff, Volunteers, Participants/Members, Carers/Personal Assistants,
• Discipline and grievance
• Concerns, Complaints and Compliments
• Whistleblowing
• Safe recruitment and selection (staff and volunteers)
• Contract compliance
• Information policy, data protection and information sharing

Supporting Information

Safeguarding Adults Legislation

Safeguarding Adults in Wales is compliant with United Nations directives on the rights of disabled people and commitments to the rights of older people.  It is covered by:

• The Human Rights Act 1998
• The Data Protection Act 2018
• General Data Protection Regulations 2018

The practices and procedures within this policy are based on the relevant legislation and government guidance.

• Wales – Social Services and Well Being Act 2014

Wales Safeguarding Procedures 2019

Many other pieces of UK and home nation legislation also affect adult safeguarding.

These include legislation about different forms of abuse and those that govern information sharing. For example, legislation dealing with:

• Murder/attempted murder
• Physical Assault
• Sexual Offences
• Domestic Abuse/Coercive control
• Forced Marriage
• Female Genital Mutilation
• Theft and Fraud
• Modern slavery and Human exploitation
• Hate crime
• Harassment
• Listing and Barring of those unsuitable to work with adults with care and support need

Wales also has legislation about the circumstances in which decisions can be made on behalf of an adult who is unable to make decisions for themselves:

• England and Wales – Mental Capacity Act 2005
• There are specific offences applying to the mistreatment of and sexual offences against adults who do not have Mental Capacity and specific offences where mistreatment is carried out by a person who is employed as a carer: e.g. wilful neglect and wilful mistreatment.

Definition of an Adult at Risk

The Safeguarding Adults legislation creates specific responsibilities on Local Authorities, Health, and the Police to provide additional protection from abuse and neglect to Adults at Risk.

When a Local Authority has reason to believe there is an adult at risk, they have a responsibility to find out more about the situation and decide what actions need to be taken to support the adult.  In Scotland and Wales, the Local Authority can gain access to an adult to find out if they are at risk of harm for example, if that access is being blocked by another person.

The actions that need to be taken might be by the Local Authority (usually social services) and/or by other agencies, for example the Police and Health.  A sporting organisation may need to take action as part of safeguarding an adult, for example, to use the disciplinary procedures in relation to a member of staff or member who has been reported to be harming a participant.  The Local Authority role includes having multi-agency procedures which coordinate the actions taken by different organisations.

An Adult at risk:

An adult at risk of harm is a person aged 18 or over, whose exposure to harm through abuse, exploitation or neglect may be increased by their a) personal characteristics and/or b) life circumstances.

1. a) Personal characteristics may include, but are not limited to age, disability, special educational needs, illness, mental or physical frailty or impairment of, or disturbance in, the functioning of the mind or brain.
2. b) Life circumstances may include, but are not limited to, isolation, socio-economic factors and environmental living conditions.

An adult in need of protection is a person aged 18 or over, whose exposure to harm through abuse, exploitation or neglect may be increased by their:

Personal characteristics AND/OR Life circumstances AND;

1. c) who is unable to protect their own well-being, property, assets, rights or other interests; AND
2. d) where the action or inaction of another person or persons is causing, or is likely to cause, him/her to be harmed.

In order to meet the definition of an ‘adult in need of protection’ either (a) or (b) must be present, in addition to both elements (c), and (d)

Abuse and Neglect

Abuse is a violation of an individual’s human and civil rights by another person or persons. It can occur in any relationship and may result in significant harm to, or exploitation of, the person subjected to it. Any or all of the following types of abuse may be perpetrated as the result of deliberate intent, negligence, omission or ignorance.

There are different types and patterns of abuse and neglect and different circumstances in which they may take place.

Wales Social Services and Wellbeing Act 2014 includes the following types of abuse:

• Physical
• Sexual
• Psychological
• Neglect
• Financial

Abuse can take place in any relationship and there are many contexts in which abuse might take place; e.g. Institutional abuse, Domestic Abuse, Forced Marriage, Human Trafficking, Modern Slavery, Sexual Exploitation, County Lines, Radicalisation, Hate Crime, Mate Crime, Cyber bullying, Scams. Some of these are named specifically within home nation legislations.

Abuse or neglect outside sport could be carried out by:

• A spouse, partner or family member
• Neighbours or residents
• Friends, acquaintances or strangers
• People who deliberately exploit adults they perceive as vulnerable
• Paid staff, professionals or volunteers providing care and support

Often the perpetrator is known to the adult and may be in a position of trust and/or power.