RCPCH is committed to safeguarding the children, young people and adults it has contact with in the exercise of its functions and responsibilities. We expect all staff to share this commitment.
This commitment is demonstrated in the following ways:
- Roles within the College are risked assessed to identify the safeguarding dimensions. A recruitment process proportionate to the risks identified will be applied. This can include criminal records checking with the Disclosure and Barring Service at the appropriate levels, and other vetting measures.
- Once appointed to role, safeguarding will continue to be a topic of discussion and reflection between managers and their team members – through the induction and probation periods, and beyond. There is a need to be continually curious about the possible safeguarding dimensions in people’s work – which might not always be immediately obvious. This is to ensure that safeguarding issues and responsibilities are live in people’s consciousness.
- Managers are expected to remain alert to possible safeguarding concerns as these could still emerge after someone has been appointed. These might be safeguarding issues happening within an individual’s personal life, or behaviours by a member of staff which could pose a risk of harm to others. Any behaviours by staff that could harm others will be addressed promptly through the College’s human resources procedures.
- All staff and managers are required to take part in the College’s safeguarding training, and to have a comprehensive understanding of the College’s safeguarding policy and procedures.
- We recognise that the foundation for preventing harm from happening to others, and responding well when it does, is to have a healthy organisational culture in which all staff treat each other with kindness and respect, welcome feedback, take a genuine interest in each other’s well-being and challenge inappropriate behaviour. The College expects all staff and managers to promote and maintain a healthy culture within their teams and Divisions. Promotion of healthy behaviours should inform objective setting for individuals.
- We recognise that safeguarding issues do not just happen to those the College engages with. These issues, such as domestic abuse, can also affect members of staff within the College in their personal lives. We are building a culture in which staff, should they so wish, can feel safe to share and seek support for safeguarding issues happening in their personal lives.