SAFEGUARDING - PARISH POLICY

Our church is committed to:

· Promoting a safer environment and culture.

· Safely recruiting and supporting all those with any responsibility related to children, young people and vulnerable adults within the church.

· Responding promptly to every safeguarding concern or allegation.

· Caring pastorally for victims/survivors of abuse and other affected persons.

· Caring pastorally for those who are the subject of concerns or allegations of abuse and other affected persons.

· Responding to those that may pose a present risk to others.

The Parish will:

· Create a safe and caring place for all.

· Have a named Church Safeguarding Officer (CSO) to work with the incumbent and the PCC to implement policy and procedures.

· Safely recruit, train and support all those with any responsibility for children, young people and adults to have the confidence and skills to recognise and respond to abuse.

· Ensure that there is appropriate insurance cover for all activities involving children and adults undertaken in the name of the parish.

· Display in church premises and on the Parish website the details of who to contact if there are safeguarding concerns or support needs.

· Listen to and take seriously all those who disclose abuse.

· Take steps to protect children and adults when a safeguarding concern of any kind arises, following House of Bishops guidance, including notifying the Diocesan Safeguarding Adviser (DSA) and statutory agencies immediately.

· Offer support to victims/survivors of abuse regardless of the type of abuse, when or where it occurred.

· Care for and monitor any member of the church community who may pose a risk to children and adults whilst maintaining appropriate confidentiality and the safety of all parties.

· Ensure that health and safety policy, procedures and risk assessments are in place and that these are reviewed annually.

· Review the implementation of the Safeguarding Policy, Procedures and Practices at least annually.

Each person who works within this church community will agree to abide by this policy and the guidelines established by this church.

Parish of Cranford Statement on the Recruitment of Ex-Offenders

· As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), [Organisation Name] complies fully with the DBS code of practice and undertakes to treat all applicants for positions fairly.

· The Parish of Cranford undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.

· The Parish of Cranford can only ask an individual to provide details of convictions and cautions that The Parish of Cranford are legally entitled to know about. A DBS certificate at enhanced level can legally be requested where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and in the appropriate Police Act Regulations as amended.

· The Parish of Cranford can only ask an individual about convictions and cautions that are not protected.

· The Parish of Cranford is committed to the fair treatment of its staff and volunteers, potential staff and volunteers, or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.

· This policy statement on the recruitment of ex-offenders is made available to all DBS applicants at the start of the recruitment process.

· The Parish of Cranford actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcomes applications from a wide range of candidates, including those with criminal records.

· The Parish of Cranford selects all candidates for interview based on their skills, qualifications and experience.

· An application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position.

· The Parish of Cranford ensures that all those in [Organisation Name] who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. The Parish of Cranford also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

· At interview, or in a separate discussion, The Parish of Cranford ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment or voluntary position.

· The Parish of Cranford makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request.

· The Parish of Cranford undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment or voluntary position.

Approved by PCC meeting of: 12th July 2025

Signed by: The Rector Fr Michael Gill SSC

12th July 2025

Parish Safeguarding Officer Mrs Thandi Lopes

12th July 2025