There are clear safeguarding policies and procedures in place which are reviewed regularly. These aim to protect beneficiaries, staff, volunteers and other third parties working on Lepra’s behalf, against any form of exploitation and abuse.
Employees are expected to commit to our safeguarding policies, with safeguarding forming part of induction for all staff and trustees. These policies outline how the organisation promotes a safe and trusted environment for reporting incidents and how incidents and allegations are handled.
Additional supporting policies and procedures are in place, such as the Speak Up Policy to comply with all applicable laws relating to the prohibition of retaliation against good-faith whistle-blowers. Access to a designated member of the board of trustees is provided.
There is a designated safeguarding lead within the organisation who is the central point of contact for employees to express concerns and handle issues in-line with current laws and legislation. They are responsible for reviewing the organisation’s processes to ensure that all policies are kept up-to-date and in compliance with all relevant legislation and guidance.
In respect of recruitment, we are committed to “safer recruitment” undertaking the following checks: Identity checks; Employment history and reference checks; Professional registration and qualification checks; Right to work checks; DBS checks.
While we have safeguarding policies and procedures in place, recent events in the charitable sector have shown we cannot be complacent and must continue to build an organisational culture where any abuse of our beneficiaries, staff or volunteers is quickly identified and dealt with.