SafeGUARDING POLICY

1. Policy Statement

1.1 All staff working for Bold Cymru, whatever their role, have a shared responsibility to safeguard adults at risk from significant harm, exploitation, or neglect. Our work supporting people to fulfil their potential must always have safeguarding at its heart.

1.2 Safeguarding means protecting an adult’s right to live in safety, free from abuse, neglect, and poor practice. Everyone employed by Bold Cymru must work in partnership with other stakeholders and organisations to prevent and stop both the risks and experiences of abuse and neglect.

1.3 Safeguarding themes are explored and discussed monthly with senior managers, with responsibility for the upkeep of this policy held by the director. Bold Cymru takes pride in encouraging transparency and honesty with a strong commitment to anti-discriminatory practice. All employees are actively encouraged to voice concerns about any poor practice, abuse, or neglect.

1.4 Bold Cymru supports people with varying levels of ability and complex needs. We work in partnership with everyone, having regard to their views, wishes, feelings, and beliefs, in line with our person-centred and active support approach. Being safe is only one of the things people want for themselves, we must work with and listen to the person to establish what being safe means to them.

1.5 Each employee completes safeguarding training as part of induction, alongside our in-house PBM/PBS training, and follows relevant legal guidance including the Mental Capacity Act 2005.

1.6 Poor practice takes place when staff fail to provide a good standard of care and support, or deny people the chance to enjoy an ordinary life. Poor practice which is allowed to continue can cause harm and can become abuse. We all have a duty to speak out when we observe poor practice.

1.7 Radicalisation may pose new risks for the people we support. Any suspicions or concerns about radicalisation must be reported promptly to the police.

1.8 This policy uses the principles and guidance in the All Wales Safeguarding Procedure 2019, and complies with Part 7 of the Social Services and Well-being (Wales) Act 2014, including Section 126 (Duty to Report Adults at Risk).

1.9 Bold Cymru’s Statement of Purpose holds information on appropriate independent advocacy services. People we support should be reminded of their right to access professional advocacy.

1.10 This policy is developed in accordance with Regulation 27 of The Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017 and accompanying Statutory Guidance issued by Welsh Ministers.

1.11 This policy sets out arrangements to prevent abuse and neglect, identify and respond to concerns promptly, support staff to raise concerns safely (including through whistleblowing), and manage safeguarding matters in partnership with statutory agencies.

1.12 All safeguarding concerns are acted upon in a timely manner, recorded appropriately, and reported to relevant authorities in line with statutory duties and local safeguarding procedures.

2. Purpose

This policy establishes a framework to prevent abuse, harm, and neglect, identify and respond to safeguarding concerns, ensure a consistent approach across all services, and work collaboratively with partners to uphold the rights and dignity of adults at risk.

3. Definitions — Adult at Risk

Under Section 126 of the Social Services and Well-being (Wales) Act 2014, an adult at risk is someone who is experiencing or at risk of abuse, neglect, or exploitation, has care and support needs, and cannot protect themselves due to those needs.

4. Principles of Safeguarding

Care Act 2014 principles: Empowerment, Prevention, Proportionality, Protection, Partnership, Accountability

Social Services and Well-being (Wales) Act 2014 principles: Promoting wellbeing, Voice and control, Prevention and early intervention, Co-production, Collaboration

5. What Constitutes Abuse and Neglect

Abuse or neglect may involve a single or repeated act or omission within a relationship of trust or duty of care, causing harm. Abuse is about the misuse of power and control. Intent isn’t the deciding factor, the impact on the person is. Vulnerability relates to how able someone is to make and exercise informed choices free from duress, and to protect themselves from harm.

Factors increasing vulnerability include reduced mental capacity, communication difficulties, physical dependency, low self-esteem, and prior experience of abuse.

Factors decreasing vulnerability include full mental capacity, good communication support, low dependency, self-confidence, and positive prior experiences.

6. Types of Abuse

Physical abuse — hitting, misuse of medication, inappropriate restraint. Indicators: unexplained injuries, frequent falls, changes in behaviour around specific people.

Domestic violence — psychological, physical, financial, or emotional abuse, including honour-based violence.

Sexual abuse — including any non-consensual or pressured sexual contact. Indicators: unexplained bruising, distress, fear of personal care.

Psychological/emotional abuse — threats, humiliation, control, isolation, cyberbullying. Indicators: withdrawal, low self-esteem, signs of distress.

Financial or material abuse — theft, fraud, coercion around wills/property/benefits. Indicators: missing possessions, unexplained withdrawals.

Neglect and acts of omission — failure to meet care needs, withholding medication/nutrition/heating. Indicators: poor hygiene, untreated injuries, weight loss.

Discriminatory abuse — failure to meet needs based on prejudice relating to a protected characteristic.

Organisational abuse — systemic failure to meet individual needs, defensive practices that minimise safeguarding.

7. Spotting Signs of Abuse and Neglect

All employees must stay alert to safeguarding concerns during daily duties and interactions. Bold Cymru’s safeguarding training focuses on recognising these signs.

8. What You Should Do

If anyone is in immediate danger: call the police or an ambulance, then contact your manager, who will contact the Local Authority Safeguarding Team.

If no one is in immediate danger: keep the adult at risk as safe as possible and contact your manager, who will contact the Local Authority Safeguarding Team.

Complete the relevant documentation (Local Authority Safeguarding Alert Form, Bold Cymru’s Incident/Accident Form, CIW notification) and record your concerns in detail.

Do not: promise secrecy, investigate the situation yourself, confront the alleged perpetrator, or destroy evidence.

The Designated Safeguarding Lead (DSL) for Bold Cymru is the Registered Manager. Under Section 126, all staff must report suspected abuse to the Local Authority Safeguarding Team. Concerns about radicalisation should be reported to the DSL, who liaises with safeguarding authorities under the Prevent Duty (2015).

9. Levels of Investigation

Level 1 — isolated incident, service manager investigates.
Level 2 — a social worker investigates, usually alongside a needs review.
Level 3 — significant harm and/or possible offence, joint investigation with police.
Level 4 — multiple adults affected, possible institutional abuse, joint investigation with police, local authority, and CIW.

10. Wishes of the Adult at Risk

Staff act in accordance with the adult’s wishes wherever possible, but this doesn’t override the duty to report a concern. Where the adult lacks capacity to consent to an investigation, professionals act in their best interests under the Mental Capacity Act 2005. All information is handled in line with GDPR.

11. Person Alleged to Be Responsible

Staff accused of abuse are made aware of their rights under employment legislation and Bold Cymru’s disciplinary procedures. Where appropriate, Bold Cymru reports employees to relevant regulatory bodies and has a legal duty to refer to the Disclosure and Barring Service where required.

12. Referenced Policies

This policy works alongside the Recruitment and Selection Policy (enhanced DBS checks and reference checks for all staff) and the Whistleblowing Policy.

13. Legislative Framework

Social Services and Well-being (Wales) Act 2014 (Part 7), All Wales Safeguarding Procedures (2019), Well-being of Future Generations (Wales) Act 2015, Mental Capacity Act 2005, Human Rights Act 1998, Prevent Duty (2015).

14. Regulatory Considerations

Bold Cymru complies with Regulation 26 and Regulation 27 of The Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017. Concerns about staff conduct may be referred to Social Care Wales (SCW) as workforce regulator.

15. Training and Continuous Improvement

All staff complete safeguarding training at induction and refresh annually, in line with All Wales Safeguarding Group A, B, and C. Designated safeguarding leads receive Lead Safeguarding training. Staff are encouraged to download the All Wales Safeguarding App.

16. Roles and Responsibilities

The Registered Manager is the Designated Safeguarding Lead. All staff are responsible for recognising, responding to, and reporting concerns. Senior management ensures policies are implemented and reviewed regularly.

17. Policy Review

Reviewed at least every 2 years.

Appendix — Local Authority Safeguarding Teams (Wales)

Cimla Court’s primary local authority is Neath Port Talbot: