“Don’t think what if I’m wrong – think what if I’m right? “
As a member of staff at Chingford House School you may be the first to recognize that something is wrong but may not feel able to express your concern out of a feeling that this would be disloyal to colleagues or you may fear harassment or victimization. These feelings, however mutual, must never result in a child continuing to be unnecessarily at risk. Staff are protected on their employment rights.
Reasons for whistle blowing
• All staff at Chingford House School have a responsibility for raising concerns about unacceptable practice or behaviour.
• To prevent the problem worsening or widening.
• To protect or reduce risk to other.
• To prevent becoming implicated yourself.
How to raise a concern
• Approach the Designated Safeguarding Lead (DSL), Ms. Yolande Farrell, as soon as you feel you can. If the DSL is not available you must speak to the deputy Designated Safeguarding Lead Mrs Zarkar Akhtar.
• Try to pinpoint exactly what practice is concerning you and why.
• If your concern is about your immediate manager/owner, speak to another senior member of staff. If you feel you need to take it to someone outside the setting, contact the Safeguarding Team at Waltham Forest.
• Make sure you get a satisfactory response – don’t let matters rest.
• You should put your concern in writing, outlining the background and history, giving names, date and places wherever you can.
• You are not expected to prove the truth of an allegation; however, you will need to demonstrate sufficient grounds for concern.
What will happen next
• You will be given information on the nature and progress of any enquiries within five working days.
• You will be protected from harassment or victimization by the school.
• If the suspicions are not confirmed by an investigation, the matter will be closed.
• Individuals will not be protected from the consequences of making a disclosure if, by so doing, they commit a criminal offence.
• No action will be taken against you if the concern proves to be unfounded and was raised in good faith; however malicious allegations may be considered as a disciplinary offence.
• The DSL will inform the LADO to decide if there needs to be an investigation to be carried out as a Child Protection concern
If any member of staff has any concerns, which they know to be impinging on their professional competence, they have the responsibility to discuss the situation with the DSL, Ms Yolande Farrell, and Deputy DSL Mrs Zarkar Akhtar. Report of this nature will remain confidential in most instances; however, this cannot be guaranteed where personal difficulties raise concern about the welfare or safety of children.
Policy reviewed: April 9th 2019