As an employer, it is important to understand what safeguarding means to you and your business and what to do if you suspect a learner is subjected to or at risk of being exposed to harm, danger or abuse.

Richmond has a duty to support employers, staff and learners to ensure awareness of their responsibilities by providing appropriate guidance, support and training where required.

Safeguarding regulations have been around for a while, across a wide range of legislation, but were brought together by the Safeguarding Vulnerable Group Act 2006.

This legislation provides a definition of children and vulnerable adults and sets out the legislative framework measures in place to protect them from harm and provides guidance on how to identity when harm is occurring or likely to occur.

In 2011 the government introduced the Prevent Strategy; this outlines objectives and measures to protect vulnerable people from being drawn in to terrorist or extremist activity and to reduce the risks of being exposed to radicalisation. We have a duty of care to ensure that all of our learners are safe at all times. This is in the work- place, and at home.

How can you help?

  • It is important that you understand what is meant by Safeguarding and Prevent Duty and promote the welfare of learners.
  • Provide a safe, supportive environment for learners both on and off site.
  • Identify if there are learners who are suffering, or likely to suffer, significant harm.
  • Be familiar with our guidance and reporting arrangements.

As providers of government funded training, we have a duty to safeguard all of our learners and take steps to ensure their safety at all times, whether that be In a classroom, through virtual learning or in a workplace environment

As part of that duty, we can offer you guidance as to what you can do to ensure that learners are not exposed.

  • Physical
  • Emotional or Psychological
  • Neglect
  • Sexual Abuse or Exploitation
  • Domestic abuse
  • Financial Exploitation
  • Cyber Bullying
  • Grooming
  • Radicalisation
  • Organisational
  • Modern slavery
  • Inconsistent explanation of injuries
  • Self-esteem issues
  • Change in personality and/or behaviour
  • Alcohol or drug misuse
  • Suicidal feelings or attempts at suicide
  • Difficulty concentrating
  • Being withdrawn
  • Reluctance to go home
  • Downloading or promotion of extremist content
  • Becoming more assertive in sharing their viewpoints
  • Changes to personal appearance
  • Lack of family support
  • Stress
  • Caring responsibilities at home
  • Drug and alcohol problems
  • Low self-esteem and self-confidence issues
  • Learning need
  • Financial difficulties

Employees working closely with learners should be aware of the possibilities of harm in or out of the workplace It Is the duty of staff to INFORM not to investigate or offer advice, this is the role of the Designated Safeguarding Person, who will decide what action should be taken.

If an employer or any staff member, in the course of their work has a safeguarding issue brought to their attention, It must be treated as a priority and the Designated Safeguarding Lead should be informed as soon as possible.

Our Designated Officer will then take the advice from the appropriate organisation for the best course of action.

Richmond has developed a number of policies to protect learners and staff. These include:

Designated Safeguarding Person: Lorraine Sinnott
Telephone: 07596 855615
Email: lorraines@richmondtraining.org

Scroll to Top
Scroll to Top