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People and Culture

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  • Home
  • About People and Culture
    • People and Culture Plan
    • Staff Charter
    • Key Contacts
    • New Staff Welcome
  • A-Z
  • Employees
    • HR Hub
    • Pay, Reward and Benefits
    • Learning and Development
    • Development and Career Progression
    • International Staff Support
    • Annual, Family and Other Leave
    • Personal Development Review (PDR)
    • Sickness Absence
    • Wellbeing at Queen's
    • Employee Experience and Engagement
  • Managers
    • Performance Management Toolkit
    • Sickness Absence
    • Leave Toolkit
    • Induction Toolkit
    • Recruitment and Selection
    • Employee Assistance Programme Manager Support
    • Occupational Health Service
    • Workplace Conduct
    • Job Evaluation
    • Redeployment
    • Leaving Employment
  • Staff Wellbeing
  • Diversity and Inclusion
    • Equality Legislation
    • Policies, Procedures and Guidance
    • Fair Employment Return Monitoring Data
    • Disability
    • Menopause
    • Fertility Treatment Leave
    • Celebrating Diversity
    • Faith, Religion and Belief
    • Trans Equality
    • Equality Scheme and Action Plan 2024 - 2029
    • Behind the Scenes at Queen's
  • HR HUB
  • Work at Queen's
    • Recruitment and Selection
    • International Staff Support
    • Women at QUB
    • Fellowships at Queen's
    • Pay, Rewards and Benefits
  • Annual, Family and Other Leave
    • Annual Leave
    • Work Life Balance Policies
    • Other Leave
    • Agile Working Toolkit
  • Legal Services
  • Learning and Development
    • Researcher Development
    • Learning for All
    • LinkedIn Learning
    • Leadership and Management Development
    • Essential Learning
    • Career Development Hub
    • Coaching and Mentoring
  • News
  • Pay, Reward and Benefits
  • Fellowships at Queen's
    • Illuminate: Vice-Chancellor's Fellowship Scheme
    • Fellowship Academy
    • Externally Funded Fellowships
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  • Working with Children and Adults at Risk
  • Policies & Procedures to Comply With
  • Safeguarding Concerns
  • What to do if someone raises a concern

What to do if someone raises a concern

Dos

  • Remain calm.
  • Listen and accept what the person has to say.  
  • Reassure them they have done the right thing to try and alleviate any fear they have about coming forward. 
  • Discuss with them that you will keep their information confidential, but you cannot keep it a secret and will need to pass their information to the Designated Safeguarding Officer.
  • Explain what will happen next and assure them that you are taking this seriously.  Tell them you need to write down what they have said and talk to another trusted adult.
  • Complete the report form at the link below immediately after the conversation has ended.
  • Report the concerns immediately to the Designated Officer and send them the completed Form for Reporting Safeguarding Concerns (SC01), below.
  • Remember it is not your responsibility to determine whether the abuse occurred. 

Don'ts

  • Panic.
  • Put words into the person’s mouth. 
  • Take a written record until after the conversation has ended. 
  • Rush them or stop the disclosure. 
  • Investigate or ask for more details than they have given. 
  • Make promises about outcomes and further actions. 
  • Ask leading questions.
  • Express any opinions or views or shock. 
  • Make them repeat anything.
  • Discuss disclosure with anyone other than the Designated Safeguarding Officer and other relevant staff or confront the alleged abuser. 
  • Delay in reporting.

Form-for-Reporting-Safeguarding-Concerns

 

In This Section
Safeguarding Concerns
  • Safeguarding Concerns
  • Examples of concerns that must be reported
  • Who could raise/identify concerns?
  • If you have a concern
  • What to do if someone raises a concern
  • How the University responds to concerns
  • DBS Barring Referrals
  • Abuse
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