Safeguarding policy

Last reviewed: 21 August 2024

Introduction

Everyone who participates in activities at the Royal Society of Edinburgh (RSE) is entitled to do so in a safe and enjoyable environment. The RSE is committed to helping all staff, Fellows, Young Academy of Scotland (YAS) members, and volunteers fulfil their responsibility to safeguard children and vulnerable adults at risk from harm and abuse, and to support them to do so.

There are occasions when children and vulnerable adults may be present in the RSE building or at RSE activities in external venues, including when attending:

  • RSE Curious summer programme events
  • Public events and lectures
  • Events organised by others, being held within the RSE building.

Consequently, this policy sets out what we mean by ‘safeguarding’ and how to recognise, handle and report any safeguarding concerns.

What is safeguarding?

Safeguarding is an umbrella term used to describe the practices and procedures aimed at preventing or responding to harm or risks of harm posed to vulnerable people i.e. those under the age of 18 and vulnerable adults. By harm, we mean exposure to abuse, exploitation, bullying, or harassment.

Vulnerable adults can be described as adults who are unable to protect themselves from harm. Whilst it may not always be easy to identify a vulnerable adult, in general such a person can be defined as someone having impaired mental capacity, having a physical disability, being frail due to age or infirmity, having a learning disability, someone who misuses alcohol or other substances, having mental health needs including dementia, being a carer subject to abuse, or being otherwise in need of care or support.

Safeguarding contacts

For the purposes of this document, the key safeguarding contacts within the RSE are the:

  • Director for safeguarding: Professor Sarah Skerratt, RSE Chief Executive
  • Designated safeguarding trustee: Anne Anderson FRSE, RSE Council Member
  • Lead safeguarding champion: Jessica Fletcher, Public Engagement Officer (Education)

RSE employees’ responsibilities

All RSE employees have a responsibility to be observant and act appropriately and in line with this policy. Any RSE employee who observes inappropriate conduct or behaviour towards a child or vulnerable adult must speak up regardless of who the alleged perpetrator is. If an employee is uncertain about the behaviour or conduct they witnessed they must seek advice. Please refer to the section entitled ‘reporting a concern’.

Procedural documents have been produced for specific areas of activity involving children and/or vulnerable adults i.e. school talks. RSE employees who are directly involved in organising such activities will be required to complete, and/or follow the guidance contained in, these documents.

Responsibilities of third parties

When children are attending events within the RSE building or events/activities being organised by the RSE, there must always be a responsible adult in attendance i.e. a parent/guardian or teacher. It will not be for the RSE to organise or provide this. This should be borne in mind when activities are being planned and organised. All clients working with children and/or vulnerable adults will be asked to ensure they have appropriate safeguarding measures in place prior to attend events at the RSE or activities organised by the RSE.

Attending schools and other educational establishments

Anyone who attends a school or educational establishment to speak on behalf of the RSE will be required to read and sign our Code of Good Practice For School Talks Speakers*, a copy of which will be provided to all new speakers.

Speakers may also find it helpful to read the RSE’s Hints and Tips for School Talk Speakers*.

*Please get in touch with public_engagement@theRSE.org.uk to request these documents

Safe recruitment

As part of the recruitment process any candidate who, as part of their role within the RSE, will come into contact with children or vulnerable adults will require to complete a Protecting Vulnerable Groups (PVG) check through Disclosure Scotland. The PVG scheme helps employers recruit suitable individuals to work with vulnerable groups.

Currently, when a vacancy arises for one of the following roles, the successful candidate will require a basic DBS check. While a provisional offer of appointment can be made, a full offer will not be made until this check has been completed and the result is satisfactory.

  • Public Engagement Officer
  • Public Engagement Manager

The RSE reserves the right to carry out DBS checks for any other roles. Where a role is added to the list of those that require such a check, this policy will be updated accordingly.

Any candidate who refuses to have a PVG check undertaken or whose PVG check identifies them as being unsuitable to work alongside, or come into contact with, vulnerable people will not be permitted to work with the RSE.

Safeguarding training

As part of our commitment to safeguarding children and vulnerable adults all RSE employees who, as part of their role, will have contact with either group will receive safeguarding training. This training will help them to understand the ways in which children and vulnerable adults can be at risk of harm, the signs of neglect and abuse and how and where to report concerns.

The Lead Safeguarding Champion may also require or benefit from additional safeguarding training and where this is the case, relevant training will be provided.

Procedure: reporting a concern

If an RSE employee identifies a safeguarding concern i.e. suspected abuse, neglect or threats to wellbeing, they should report it to any of the three named safeguarding contacts, as set out in this policy, who will consider the concern and take advice from the appropriate people/authorities while being mindful of data protection and confidentiality. As much information as possible should be provided, to help inform what should happen next.

If the matter is time sensitive and involves a risk of serious harm to the child or vulnerable adult, contacting an external agency may be appropriate e.g. the police or ambulance service.

Investigation and response

Where possible, the RSE employee who reported the safeguarding concern will be kept informed of the progress made however, depending on the nature of the consequent investigation, this may not be possible.

All concerns raised under this policy will be thoroughly investigated. Depending on the seriousness of the allegation, it may not be appropriate to instigate an investigation immediately, i.e. where the matter is to be investigated by the police.

If an RSE employee is found to be in breach of this policy, the matter will be dealt with fairly and in line with the RSE disciplinary policy and procedure. Depending on the seriousness of the allegations this may result in their dismissal.