{"alias":"contentPage","byline":null,"standfirst":null,"content":{"layouts":[{"type":"singleColumn","areas":[{"items":[{"gridType":"RichTextBlock","content":"\u003Ch3\u003EPolicy statement\u003C/h3\u003E\n\u003Cp\u003EOur Anti-Bullying and Harassment Policy and Procedures outlines what bullying and harassment is, what we do to prevent and stop it from happening, and how to report it. The reporting procedures direct the reader to the appropriate policy under which their report will be managed.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch3\u003EPolicy content\u003C/h3\u003E\n\u003Ch4\u003E1. Scout Values\u003C/h4\u003E\n\u003Cp\u003EIn line with its values, The Scouts recognises its responsibility to create and foster a culture centred on integrity, respect, care, belief and co-operation, where bullying and harassment is not tolerated.\u003C/p\u003E\n\u003Cp\u003EThe Scouts will therefore deal fairly, constructively and consistently with reports of bullying and harassment.\u003C/p\u003E\n\u003Cp\u003EWhen applying this policy, the Scouts\u2019 values will be at the forefront of every interaction and decision that\u2019s made, and all involved should be regularly reminded of them.\u003C/p\u003E\n\u003Cp\u003EFocusing on the values of respect and care, the wellbeing and mental health of all involved when dealing with reports of bullying and harassment will be considered throughout. \u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.nhs.uk/mental-health/\u0022 target=\u0022_blank\u0022 title=\u0022Mental health information on the NHS website\u0022\u003EFind out more about mental health with the NHS\u003C/a\u003E.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E2. Purpose\u003C/h4\u003E\n\u003Cp\u003EScouts wants to make sure that anyone involved in Scouting can give and feel their best. This includes whether they are volunteering their time, involved as a young member, are the parent or carer of a young member, and/or employed by Scouts. This means maintaining a positive and healthy environment where everyone is treated with dignity and respect.\u003C/p\u003E\n\u003Cp\u003EWe recognise that bullying and harassment can have a damaging impact on individuals in terms of their health and morale, and it\u2019s fundamentally contrary to our values.\u003C/p\u003E\n\u003Cp\u003EScouts takes any kind of bullying or harassment very seriously. This policy sets out how Scouts will work with staff and volunteers, and how volunteers can work with young members and their parents and carers, to:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EPrevent all forms of bullying and harassment by fostering a safe and healthy environment for everyone.\u003C/li\u003E\n\u003Cli\u003EManage complaints of bullying and harassment fairly, sensitively and effectively.\u003C/li\u003E\n\u003Cli\u003EDrawing upon existing relevant policies and procedures applicable to young members, members, volunteers and/or employees to achieve the above.\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E3. Scope\u003C/h4\u003E\n\u003Cp\u003EThis policy is for anyone involved in Scouts and covers any bullying or harassment of, or by, anyone involved in Scouts. This includes volunteers, young members, Network members and parents and carers of members, and employees (including contractors, agency workers etc.), as defined below.\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EA \u003Cstrong\u003Evolunteer\u003C/strong\u003E is defined as an adult who holds at least one non-paid role with the Scouts\u003C/li\u003E\n\u003Cli\u003EA \u003Cstrong\u003Eyoung member\u003C/strong\u003E is defined as a young person in any section (Squirrels, Beavers, Cubs, Scouts, Explorers, Scout Network) who has made the Promise appropriate to the first section they join. They are a member of The Scout Association and are a member of their local Group, District, County, Region, and country, where applicable.\u003C/li\u003E\n\u003Cli\u003EA \u003Cstrong\u003EScout Network member\u003C/strong\u003E is referred to as a youth member unless they also hold a volunteer role in which case they are an adult. But legally they are adults once they reach 18.\u003C/li\u003E\n\u003Cli\u003EAn \u003Cstrong\u003Eemployee\u003C/strong\u003E is defined as a person employed, in any capacity, by a Group, District, County, Country Headquarters, or UK Headquarters. This includes contractors and agency workers.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EWhen a concern involves more than one Scouts policy, the relevant policy owners will work together to decide the best way to handle it. Their decision on which policy applies will be final.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E4. Our commitment\u003C/h4\u003E\n\u003Cp\u003EScouts is committed to providing a safe, healthy and productive environment for everyone involved. Bullying and harassment causes harm and is incompatible with our values. If left unaddressed, it can also reduce trust in our organisation and damage our reputation. This means we take every concern seriously, no matter who reports it, or who is being reported.\u003C/p\u003E\n\u003Cp\u003EScouts is committed to encouraging and promoting diversity and inclusion in our workplace and services to members. This reflects our values of respect, belief, care, cooperation and integrity, where everyone should be treated with dignity at all times. Scouts will take every possible step to tackle all forms of discrimination, inequality, and unfair treatment, whether it\u2019s intentional or unintentional, direct or indirect in line with our \u003Ca href=\u0022/about-us/policy/equality-diversity-and-inclusion-policy/\u0022 title=\u0022Equality, diversity and inclusion policy\u0022\u003EEquality, diversity and inclusion policy\u003C/a\u003E.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E4.1. Scouts expects\u003C/h4\u003E\n\u003Cp\u003EScouts is committed to being fair and reasonable and we expect the same standard of conduct from all our volunteers, as well as staff, parents and carers of young members, and young members themselves.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EVolunteers\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EScouts expects all volunteers to treat each other with dignity and respect, and to support our stance on bullying and harassment by:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EReporting it (whether it is on your own behalf or where you believe someone else is being bullied or harassed). Details of how and where to report can be found in section 5.\u003C/li\u003E\n\u003Cli\u003ETreating everyone with dignity and respect and following our \u003Ca href=\u0022/about-us/policy/equality-diversity-and-inclusion-policy/\u0022 title=\u0022Equality, diversity and inclusion policy\u0022\u003EEquality, diversity and inclusion policy\u003C/a\u003E\u003C/li\u003E\n\u003Cli\u003EPromoting inclusive behaviours in line with our values and challenge those who don\u2019t, if you feel safe to do so\u003C/li\u003E\n\u003Cli\u003EBeing aware of behaviour that suggests possible bullying or harassment to help you recognise concerns\u003C/li\u003E\n\u003Cli\u003ECreating a culture which encourages courteous challenge, regardless of seniority or status\u003C/li\u003E\n\u003Cli\u003ESupporting those who make a complaint in good faith\u003C/li\u003E\n\u003Cli\u003EDealing with incidents in a timely and transparent way\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EShould bullying or harassment occur in a group situation, the most senior person present has the responsibility to recognise and stop the behaviour. The person accused of bullying or harassment needs to be made aware that such behaviour is unacceptable in Scouts and that failure to comply with this policy may result in various outcomes.\u003C/p\u003E\n\u003Cp\u003EThis policy covers bullying and harassment in the place where an individual involved in Scouts volunteers (including contractors, agency workers etc.), and during activities which take place outside of the usual meeting place or at a different time, such as outings, conferences, residentials\u00A0and social events. It also covers social media and electronic communication.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EYoung members\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EWhile this policy does not directly apply to young members, young members are expected to abide by \u003Ca href=\u0022/volunteers/running-your-section/programme-guidance/information-for-volunteers/the-scout-promise/the-scout-law-and-values/\u0022 title=\u0022The Scout Law and Values\u0022\u003EThe Scout Law and Values\u003C/a\u003E. Every Scout promises to stick by these values when they become a member by making \u003Ca href=\u0022/volunteers/running-your-section/programme-guidance/information-for-volunteers/the-scout-promise/\u0022 title=\u0022The Scout Promise\u0022\u003EThe Promise\u003C/a\u003E.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EStaff\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EThe Scout Association will protect the dignity and respect of all staff and ensure there are appropriate procedures, systems and campaigns in place to promote the dignity and respect of staff in the course of their duties. All staff are expected to read, confirm they understand and comply with the Dignity and Respect policy, which covers Scouts\u2019 employees, casual staff, and third parties (as defined in Chapter 1.1).\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E4.2. Preventative approach\u003C/h4\u003E\n\u003Cp\u003EWe will take a preventative approach which will foster and maintain a culture of respect and dignity as well as proactively addressing instances of bullying or harassment. We will do this by making sure:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EVolunteers and staff are aware of this policy and other relevant policies, and how they affect them\u003C/li\u003E\n\u003Cli\u003ESenior volunteers, Lead Volunteers, Team Leaders and staff all role-model acceptable behaviour\u003C/li\u003E\n\u003Cli\u003EExpectations regarding acceptable behaviour will be reflected across our policies and procedures including safer recruitment, line management and reviews\u003C/li\u003E\n\u003Cli\u003EScouts remains alert to unacceptable behaviour, taking appropriate action to address it early on\u003C/li\u003E\n\u003Cli\u003EThere is awareness of factors that may be indicators or early warning signs such as low morale or a change in behaviour of our volunteers, staff or young members\u003C/li\u003E\n\u003Cli\u003EPrompt and appropriate response are given to all complaints of bullying or harassment\u003C/li\u003E\n\u003Cli\u003EAll complainants are protected from victimisation as a result of making the complaint\u003C/li\u003E\n\u003Cli\u003EComplaints are handled sensitively and confidentially\u003C/li\u003E\n\u003Cli\u003EComplaints made in good faith will not in themselves be seen as bullying or harassment\u003C/li\u003E\n\u003Cli\u003EThat anyone making a protected disclosure under the \u003Ca href=\u0022/about-us/policy/whistleblowing/whistleblowing-policy-and-procedures/\u0022 title=\u0022Whistleblowing Policy and Procedures\u0022\u003Ewhistleblowing policy\u003C/a\u003E is not bullied or harassed as a result of that disclosure\u003C/li\u003E\n\u003Cli\u003EThis policy and its effectiveness will be kept under review by the Safeguarding Committee\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E5. Reporting procedures\u003C/h4\u003E\n\u003Cp\u003EThe section below outlines what policy applies. If you think bullying and harassment is happening, you must let us know.\u003C/p\u003E\n\u003Ctable border=\u00221\u0022 style=\u0022border-collapse: collapse; width: 100%; height: 342px;\u0022\u003E\n\u003Ctbody\u003E\n\u003Ctr style=\u0022height: 54px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003E\u003Cstrong\u003EThe person accused of bullying or harassment\u003C/strong\u003E\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003E\u003Cstrong\u003EPerson being bullied or harassed\u003C/strong\u003E\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003E\u003Cstrong\u003EApplicable Policy\u003C/strong\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EVolunteer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EVolunteer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EVolunteer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EEmployee\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EVolunteer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EParent/carer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 36px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 36px;\u0022\u003EEmployee\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 36px;\u0022\u003EEmployee\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 36px;\u0022\u003EDignity and Respect Policy\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EEmployee\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EVolunteer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EEmployee\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EParent/carer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 54px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003EAny adult (including volunteers, employees and parents/carers)\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003EChild or young person\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/safeguarding-policy-and-procedures/\u0022 title=\u0022Safeguarding Policy and Procedures\u0022\u003ESafeguarding Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 54px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003EAny adult (including volunteers, employees and parents/carers)\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003EAdult at risk\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 54px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/safeguarding-policy-and-procedures/\u0022 title=\u0022Safeguarding Policy and Procedures\u0022\u003ESafeguarding Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EParent/carer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EVolunteer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E\u003Ca href=\u0022/contact-us/raising-a-concern/making-a-complaint-about-scouting/\u0022 title=\u0022Making a complaint about Scouting\u0022\u003E\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EParent/carer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EParent/carer\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr style=\u0022height: 18px;\u0022\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EChild or young person\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003EChild or young person\u003C/td\u003E\n\u003Ctd style=\u0022width: 32.6923%; height: 18px;\u0022\u003E\u003Ca href=\u0022/about-us/policy/safeguarding-policy-and-procedures/\u0022 title=\u0022Safeguarding Policy and Procedures\u0022\u003ESafeguarding Policy\u003C/a\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003C/tbody\u003E\n\u003C/table\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E5.1. Information to include when reporting\u003C/h4\u003E\n\u003Cp\u003EThere are different methods for reporting bullying and harassment depending on the situation. You do not need all the facts before reporting, but giving as much information as possible will help the right person or team to fully understand your concerns.\u003C/p\u003E\n\u003Cp\u003EYou could include:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EWhen and where the event(s) took place\u003C/li\u003E\n\u003Cli\u003EHow often they took place\u003C/li\u003E\n\u003Cli\u003EWhether it\u2019s ongoing\u003C/li\u003E\n\u003Cli\u003EWho was involved (including full names and membership numbers if you have them, how they were involved, and whether you\u2019re in contact with them)\u003C/li\u003E\n\u003Cli\u003EWhether you\u2019ve reported your concerns to anyone else, and if so, what action was taken\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EIf you don\u2019t feel comfortable putting your concerns in writing, you can contact the relevant person or team to request a phone call.\u003C/p\u003E\n\u003Cp\u003EIf you\u2019ve reported an incident that you witnessed, but weren\u2019t involved in, the relevant person/team might need to get consent from the person experiencing the bullying or harassment before they can look into it further. This does not apply to any concerns that come under the \u003Ca href=\u0022/about-us/policy/safeguarding-policy-and-procedures/\u0022 title=\u0022Safeguarding Policy and Procedures\u0022\u003ESafeguarding Policy\u003C/a\u003E.\u003C/p\u003E\n\u003Cp\u003EOnce the relevant person/team have received your report, they\u2019ll be in touch to give details about what will happen next. This may involve contacting you for further information.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E6. Understanding bullying, harassment and disputes\u003C/h4\u003E\n\u003Cp\u003EThis guidance is designed to support volunteers to understand and respond to bullying, harassment and other types of disputes they may witness or experience, either between young members, parents/carers, or other Scouts volunteers.\u003C/p\u003E\n\u003Cp\u003EWe need to be aware of young people and adults displaying bullying behaviours and attitudes that impact on others in a negative way. For example, using their physical presence to intimidate, influence or impress others, or a tendency to relate to others in a negative way, like persistently making negative comments.\u003C/p\u003E\n\u003Cp\u003ESome conflict you see, or experience, won\u2019t fit the definitions of bullying or harassment. It can be conflict sparked by a clash of personalities or by a build-up of incidents that cause tension. It can be distressing for those involved, but in a lot of cases, disputes can be resolved locally with active listening and honest conversation.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E6.1. Responding to bullying, harassment and disputes between young members\u003C/h4\u003E\n\u003Cp\u003E\u003Cstrong\u003ERecognising the signs\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EBullying isn\u2019t always easy to spot as it often happens away from others. But you can watch for signs that someone may be bullied. For example, if someone:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EIs hesitant to attend meetings or join in activities\u003C/li\u003E\n\u003Cli\u003EAsks to change sections, Groups, and so on\u003C/li\u003E\n\u003Cli\u003EIs last to get picked for a team for no apparent reason, or gets teased when people think you\u2019re not looking\u003C/li\u003E\n\u003Cli\u003EIs often the target of jokes\u003C/li\u003E\n\u003Cli\u003EIs reluctant to go to some places or pair up with specific people\u003C/li\u003E\n\u003Cli\u003EHas clothing or personal possessions go missing\u003C/li\u003E\n\u003Cli\u003EHas bruising or other injuries*\u003C/li\u003E\n\u003Cli\u003EKeeps \u2018losing\u2019 their money or is short of pocket money\u003C/li\u003E\n\u003Cli\u003EIs quiet and nervous, withdraws from everybody else and becomes quiet and shy (especially if they\u2019re usually loud and outgoing)\u003C/li\u003E\n\u003Cli\u003ERefuses to talk about the problem\u003C/li\u003E\n\u003Cli\u003EIs usually quiet but becomes suddenly prone to lashing out at people, both verbally and physically.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003E*If a child or young person has any bruising or other injuries, this may be a safeguarding concern and must be reported as soon as possible (always within 24 hours) to the UK HQ Safeguarding team.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow can I help?\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003ECreating a positive culture\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EWe expect young members\u2019 behaviour to be in-line with The Scout Law and Values and upheld by the Promise.\u003C/li\u003E\n\u003Cli\u003EHelp to create a safe, respectful and friendly environment in your section or Group where bullying isn\u2019t acceptable.\u003C/li\u003E\n\u003Cli\u003ERead our guidance on \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/safeguarding-in-the-programme/promoting-positive-behaviour/\u0022 title=\u0022Promoting positive behaviour\u0022\u003Epromoting positive behaviour\u003C/a\u003E.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EPutting it into practice\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EContinue to emphasise that bullying is never acceptable at Scouts.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003ECommunication\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EMake sure all adult volunteers are aware of this policy, as well as young people and their parents/carers.\u003C/li\u003E\n\u003Cli\u003ELet young people know you\u2019re always there to help and explain how they can share any concerns about bullying and what steps you may need to take.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EObserve\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EWork on your observational and listening skills so you can pick up on any subtle signs of bullying.\u003C/li\u003E\n\u003Cli\u003ELook out for any early changes in behaviour that a young person being bullied may be displaying.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EAct\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EAddress all forms of bullying behaviour, no matter how small they seem.\u003C/li\u003E\n\u003Cli\u003EMonitor and record any bullying and the actions you\u2019ve taken to resolve the situation. Remember, serious bullying incidents need to be dealt with as a safeguarding concern. Make sure you follow our \u003Ca href=\u0022/about-us/policy/safeguarding-policy-and-procedures/\u0022 title=\u0022Safeguarding Policy and Procedures\u0022\u003ESafeguarding policy and procedures\u003C/a\u003E.\u003C/li\u003E\n\u003Cli\u003EProgramme activities may help prevent bullying by reinforcing the Scout values. They won\u2019t resolve specific bullying instances - this needs to be addressed with the young people involved.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003E\u003Cstrong\u003EResponding to incidents\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EYour response when dealing with young people who are involved in bullying situations is important. Your priority is listening to the young person being bullied, finding out what\u2019s happened, and the impact it\u2019s had on them. Do all you can to help them feel safe, and to stop the bullying behaviour. This includes addressing all bullying behaviour fairly and consistently and \u003Ca href=\u0022/about-us/policy/safeguarding-policy-and-procedures/\u0022 title=\u0022Safeguarding Policy and Procedures\u0022\u003Efollowing safeguarding procedures\u003C/a\u003E should there be a serious incident.\u003C/p\u003E\n\u003Cp\u003EWe should always aim to work in partnership with parents/carers of everyone involved, including the young member being bullied, and the alleged young member or members participating in bullying behaviour. This will depend on the young person\u2019s age and severity of the situation. It may be done locally by the Lead Volunteer or by the UK HQ Safeguarding Team. If you\u2019re unsure, please check with your District Lead Volunteer. Find out whether the young person affected has spoken to their parents/carers or if they\u2019d like support sharing what\u2019s happened. Where appropriate, suggest other sources of advice and help. If the situation is severe, you\u2019ll need to pass on the information anyway so we can work together to get them help.\u003C/p\u003E\n\u003Cp\u003ESometimes bullying may involve a serious incident, such as a severe physical or sexual assault. Bullying might persist despite attempts to stop it. In these situations, you need to take a different approach. However, the goals remain the same: to make the targeted young person safe and stop the bullying behaviour. At this point, you should treat it as a safeguarding concern and follow the \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/safe-scouting-cards/safeguarding-code-of-conduct-for-adults-yellow-card/\u0022 title=\u0022Safeguarding Code of Conduct for Adults - Yellow Card\u0022\u003EYellow Card\u003C/a\u003E by \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/reporting-a-concern-to-safeguarding/\u0022 title=\u0022Reporting a concern to safeguarding\u0022\u003Econtacting the UK HQ Safeguarding Team\u003C/a\u003E.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E6.2. Responding to bullying, harassment and disputes between adult volunteers\u003C/h4\u003E\n\u003Cp\u003EAs The Scouts we\u2019re guided by the values of integrity, respect, care, belief and co-operation.\u003C/p\u003E\n\u003Cp\u003EThe Scouts acknowledges that it can be a difficult decision to report a concern of bullying or harassment about someone known to you. A volunteer may also feel unsure about whether the behaviour they are experiencing or witnessing amounts to bullying or harassment.\u003C/p\u003E\n\u003Cp\u003EMany complainants don\u2019t want to enter a formal complaints procedure. They simply want to have their questions answered, their concerns dealt with, or their opinion noted. As a result, local, informal resolution should always be attempted before engaging the formal complaints policy. If a complaint is to be dealt with formally, the steps set out in the Scouts\u2019 \u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E should be followed.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E6.3. Responding to bullying, harassment and disputes by/from parents and carers\u003C/h4\u003E\n\u003Cp\u003EVolunteers and young members should feel safe and valued as part of the Scouts movement. They shouldn\u2019t be subject to bullying or harassment from anyone involved in Scouting, including parents and carers.\u003C/p\u003E\n\u003Cp\u003EIf a volunteer is being bullied or harassed by a parent or carer, you can manage this locally with your local Lead Volunteer and following the steps in the Scouts\u2019 \u003Ca href=\u0022/about-us/policy/scouts-complaints-policy/\u0022 title=\u0022Scouts\u0027 Complaints Policy\u0022\u003EComplaints Policy\u003C/a\u003E. This includes situations where a parent or carer\u2019s behaviour might be inappropriate without fitting the definitions of bullying or harassment.\u003C/p\u003E\n\u003Cp\u003EIf a young member is being bullied or harassed by a parent or carer, this automatically constitutes a safeguarding concern, and \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/reporting-a-concern-to-safeguarding/\u0022 title=\u0022Reporting a concern to safeguarding\u0022\u003Emust be reported to the UK HQ Safeguarding Team\u003C/a\u003E in-line with our \u003Ca href=\u0022/about-us/policy/safeguarding-policy-and-procedures/\u0022 title=\u0022Safeguarding Policy and Procedures\u0022\u003ESafeguarding Policy\u003C/a\u003E.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E6.4. Responding to bullying or harassment taking place outside of Scouts\u003C/h4\u003E\n\u003Cp\u003EIf a young member or adult volunteers shares they are being bullied in school, in the workplace, online, at home, or in the wider community, your role is to listen, help them consider their options including who might be able to help, and raise any concerns to the UK HQ Safeguarding Team.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003ESupporting young members\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EIf a young member shares they are being bullied outside of Scouts, it can be difficult to know how to help.\u003C/p\u003E\n\u003Cp\u003EAlthough you may not be able to take any action against the bully, being there as safe adults to talk to can help the child or young person to feel less alone. Scouts can be a safe space for them to feel comfortable and to help build their confidence.\u003C/p\u003E\n\u003Cp\u003EIf a young person has shared that they are being bullied:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EYou must make their parent or carer aware so they can support their child and take action. For example, by suggesting the parent or carer speak to the school if that\u2019s where the bullying is taking place.\u003C/li\u003E\n\u003Cli\u003EIf the young person is finding it difficult to speak to their parent or carer, you could offer to do this for them, or be there when they do.\u003C/li\u003E\n\u003Cli\u003EIf the parent or carer already knows about the bullying, you might still want to let them know what their child shared with you and offer your support. There are lots of organisations you can suggest that can give support and advice to both young people and adults. You can find some of these at the end of this policy.\u003C/li\u003E\n\u003Cli\u003EYou must \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/reporting-a-concern-to-safeguarding/\u0022 title=\u0022Reporting a concern to safeguarding\u0022\u003Ereport to our UK HQ Safeguarding Team\u003C/a\u003E if a young member is being bullied by an adult. Especially one in a position of trust, such as a teacher or sports coach, or a family member.\u003C/li\u003E\n\u003Cli\u003EYou must \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/reporting-a-concern-to-safeguarding/\u0022 title=\u0022Reporting a concern to safeguarding\u0022\u003Ereport to our UK HQ Safeguarding Team\u003C/a\u003E if you\u2019re concerned about the wellbeing of a young person.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003E\u003Cstrong\u003ESupporting adult volunteers\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EIf an adult is experiencing bullying or harassment:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EEncourage them to contact a specialist organisation for advice, for example, ACAS will be able to give them information if they\u2019re being bullied or harassed at work. Specialist domestic abuse organisations will be able to support them if they\u2019re experiencing bullying or harassment as part of a current or former relationship.\u003C/li\u003E\n\u003Cli\u003EYou must \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/reporting-a-concern-to-safeguarding/\u0022 title=\u0022Reporting a concern to safeguarding\u0022\u003Ereport to the UK HQ Safeguarding team\u003C/a\u003E if you\u2019re concerned about the safety or wellbeing of the adult, or any children or young people involved.\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E7. Definitions\u003C/h4\u003E\n\u003Ch4\u003E7.1. Discrimination\u003C/h4\u003E\n\u003Cp\u003EThe Equality Act 2010 gives protection from discrimination. This is for anyone who is treated unfairly because of one or more of nine protected characteristics or because someone believes you belong to a group of people with protected characteristics. The Act also protects you if someone in your life (such as family or friends) have a protected characteristic and you are treated unfairly because of that.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003E\u003Ca id=\u0022ProtectedCharacteristics\u0022\u003E\u003C/a\u003ENine characteristics protected by the Act\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EThe nine characteristics protected by the Act are:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EAge\u003C/li\u003E\n\u003Cli\u003EDisability\u003C/li\u003E\n\u003Cli\u003EGender reassignment\u003C/li\u003E\n\u003Cli\u003EMarriage or civil partnership (in employment only)\u003C/li\u003E\n\u003Cli\u003EPregnancy and maternity\u003C/li\u003E\n\u003Cli\u003ERace\u003C/li\u003E\n\u003Cli\u003EReligion or belief\u003C/li\u003E\n\u003Cli\u003ESex\u003C/li\u003E\n\u003Cli\u003ESexual orientation\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E\u003Ca id=\u0022DiscriminationTypes\u0022\u003E\u003C/a\u003E7.2. Types of discrimination\u003C/h4\u003E\n\u003Cp\u003E\u003Cstrong\u003EDirect discrimination\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EThis is where a person is treated less favourably than someone else because of a protected characteristic. An example of direct discrimination would be refusing to employ someone because they were pregnant.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EIndirect discrimination\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EThis is where there is a practice, policy or rule that applies to everyone in the same way, but has a worse effect on some people with a protected characteristic than others. Indirect discrimination is not objectively justifiable. An example of indirect disability discrimination could be requiring interview candidates to quickly read and interpret a long piece of text, which could put a person with a learning difficulty at a disadvantage.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EDiscrimination by association\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EThis is direct discrimination against someone because they\u2019re associated with another person who possesses a protected characteristic, for example, against people who are carers for disabled people.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EDiscrimination by perception\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EThis is direct discrimination against someone because the other person thinks they possess a particular protected characteristic, for example, against a straight woman who\u2019s perceived to be gay.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EVictimisation\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EThis is where someone is treated less favourably than others because they have made or supported a complaint or grievance or have given evidence in relation to a complaint.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E7.3. Bullying\u003C/h4\u003E\n\u003Cp\u003EBullying is characterised as offensive, intimidating, malicious or insulting behaviour, abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient. It\u2019s more than a strong, firm or authoritarian interaction. It\u2019s destructive rather than constructive, it\u2019s a criticism of the person rather than their mistakes, to publicly humiliate rather than privately correct; and results in the individual feeling threatened or compromised.\u003C/p\u003E\n\u003Cp\u003EBullying usually results from the misuse of status; it can also result from the misuse of any form of individual power. It\u2019s recognised that there is a difference between feeling bullied and being bullied. A volunteer may experience feelings similar to those of harassment, for example feeling compromised or threatened, if they\u2019re being corrected or reprimanded by their Lead Volunteer or Team Leader. However, provided the correction or reprimand is carried out reasonably, and in an appropriate and constructive manner, this would not constitute bullying.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E7.4. Types of bullying\u003C/h4\u003E\n\u003Cp\u003E\u003Cstrong\u003ENon-verbal\u003C/strong\u003E\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EExcluding or ignoring someone\u003C/li\u003E\n\u003Cli\u003EWithholding essential information/training resources\u003C/li\u003E\n\u003Cli\u003ESetting impossible objectives\u003C/li\u003E\n\u003Cli\u003EUnreasonable allocation of tasks/duties/responsibilities\u003C/li\u003E\n\u003Cli\u003EDeliberate wrongful attribution of blame\u003C/li\u003E\n\u003Cli\u003EUsing imbalances of power such as age or role seniority\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003E\u003Cstrong\u003EVerbal\u003C/strong\u003E\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EShouting, swearing, abuse, malicious gossip, assigning unwanted nicknames\u003C/li\u003E\n\u003Cli\u003EVictimising or singling out someone for different treatment\u003C/li\u003E\n\u003Cli\u003EOverbearing line management; over demanding or unfair treatment\u003C/li\u003E\n\u003Cli\u003EFrequent unwarranted criticism or deliberate undermining of someone or their work\u003C/li\u003E\n\u003Cli\u003EPublic reprimand/humiliation, ridicule, sarcasm\u003C/li\u003E\n\u003Cli\u003ESingling out or victimisation\u003C/li\u003E\n\u003Cli\u003EBelittling or patronising comments\u003C/li\u003E\n\u003Cli\u003EInvading personal privacy/unnecessary and intrusive phone calls\u003C/li\u003E\n\u003Cli\u003ESpreading malicious rumours or gossip\u003C/li\u003E\n\u003Cli\u003EMaking physical or psychological threats\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003E\u003Cstrong\u003EPhysical\u003C/strong\u003E\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EStriking or hitting\u003C/li\u003E\n\u003Cli\u003EGrabbing a person or their clothes\u003C/li\u003E\n\u003Cli\u003EPushing, jostling or prodding\u003C/li\u003E\n\u003Cli\u003EPractical jokes or initiations\u003C/li\u003E\n\u003Cli\u003ERifling, damaging or stealing personal possessions\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EIt\u2019s accepted that these descriptions represent extremes of behaviour, although in practice bullying may not always be clear and individuals may display behaviour that doesn\u2019t fall into these categories or may not be explicit.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E7.5. Harassment\u003C/h4\u003E\n\u003Cp\u003EHarassment is unwanted conduct that violates a person\u0027s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for that person. Even if the effect wasn\u2019t intended by the person responsible for the conduct, it\u2019s still harassment.\u003C/p\u003E\n\u003Cp\u003EHarassment may be conduct based on \u003Ca href=\u0022#ProtectedCharacteristics\u0022 data-anchor=\u0022#ProtectedCharacteristics\u0022\u003Eprotected characteristics\u003C/a\u003E: age, disability, gender reassignment, marriage/civil partnership, pregnancy and maternity, race, nationality, religion or belief, gender or sexual orientation. Harassment can also occur due to an individual\u2019s language, political belief, social background or nonrelevant criminal background (the above list is neither exhaustive nor exclusive).\u003C/p\u003E\n\u003Cp\u003EScouts would also consider harassment to be the discrimination or persecution of any individual for association with another individual who has a protected characteristic or on a perception that an individual has a particular protected characteristic when they do not. This may be harassment by perception or association. See \u003Ca href=\u0022#DiscriminationTypes\u0022 data-anchor=\u0022#DiscriminationTypes\u0022\u003ETypes of discrimination\u003C/a\u003E for further information.\u003C/p\u003E\n\u003Cp\u003EHarassment can take many forms; for example verbal and/or written abuse, ignoring or subjugating colleagues to unwanted attention, ridiculing and humiliating colleagues in front of others, mocking, mimicking or belittling a person.\u003C/p\u003E\n\u003Cp\u003EA person may be harassed even if they were not the intended \u2018target\u2019. For example, a person may be harassed by racist jokes about a different ethnic group if the jokes create an offensive environment.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E7.6. Examples of types of harassment and discrimination\u003C/h4\u003E\n\u003Cp\u003EAny such unwanted behaviour is unacceptable if it can reasonably be considered as having the purpose or effect of violating the recipient\u2019s dignity and/or creating an intimidating, hostile, degrading, humiliating or offensive environment, therefore the list below is not exhaustive. Harassment generally consists of a number of incidents, although a single incident may amount to harassment, if sufficiently serious.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003ESexual harassment\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003ESexual harassment can happen to anyone and is unwanted conduct of a sexual nature. It has the purpose or effect of violating the dignity of an individual, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.\u003C/p\u003E\n\u003Cp\u003ESomething can still be considered sexual harassment even if the alleged harasser didn\u0027t mean for it to be. It also doesn\u0027t have to be intentionally directed at a specific person.\u003C/p\u003E\n\u003Cp\u003ESexual harassment can be a one-off incident or an ongoing course of behaviour. Depending on the circumstances involved, some forms of sexual harassment may be a criminal offence.\u003C/p\u003E\n\u003Cp\u003ESexual harassment can happen in any number of ways, including:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EWritten or verbal comments of a sexual nature, such as remarks about a volunteer\u2019s appearance, questions about their sex life or offensive jokes\u003C/li\u003E\n\u003Cli\u003EDisplaying pornographic or explicit images\u003C/li\u003E\n\u003Cli\u003EElectronic communication with content of a sexual nature\u003C/li\u003E\n\u003Cli\u003EUnwanted physical contact and touching\u003C/li\u003E\n\u003Cli\u003EUnwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless)\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003E\u003Cstrong\u003EDisability discrimination\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003EDiscrimination towards disabled people can take the form of ignoring disabled people, making inappropriate comments or jokes about them, and excluding them from activities based on the assumption that they are unable to participate. The impairment rather than their ability becomes the focus of attention.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003ERacial harassment\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003ERacial harassment may include jokes or gratuitous references to a person\u2019s skin colour, race, religion and nationality. It may also include offensive remarks about dress, culture, customs which have an undermining effect on an individual. In extreme cases there may be hatred or prejudice towards individuals from particular groups.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003ERacial discrimination\u003C/strong\u003E\u003C/p\u003E\n\u003Cp\u003ERacial discrimination is treating a person unfairly because of their race, or because of the race of someone they are connected with. This might include excluding a person from an activity because of their race\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E8. Relevant legislation\u003C/h4\u003E\n\u003Cp\u003ECertain types of bullying or harassment, if linked to the protected characteristics of Equality Act 2010, will be unlawful and can lead to civil proceedings being taken against the person responsible. In some cases, the behaviour may constitute a crime such as racial hatred or sexual assault and therefore could lead to a report to the police being made and a criminal prosecution.\u003C/p\u003E\n\u003Cp\u003EComplaints that reach a criminal threshold or are serious in their nature should be reported to the \u003Ca href=\u0022/volunteers/staying-safe-and-safeguarding/reporting-a-concern-to-safeguarding/\u0022 title=\u0022Reporting a concern to safeguarding\u0022\u003EUK HQ Safeguarding Team\u003C/a\u003E.\u003C/p\u003E\n\u003Cp\u003EIn line with \u003Ca href=\u0022/por/2a-key-policies/\u0022 title=\u00222a. Key policies\u0022\u003EPOR\u003C/a\u003E, all members of The Scout Association are expected to seek to practice equality, especially in promoting equal access to Scouts for all young people. The Scout Association opposes all forms of prejudice and discrimination, including racism, sexism, homophobia, biphobia and transphobia. All Groups, Districts and Counties, as separate charities, have a duty to comply with relevant equalities legislation. All volunteers should make reasonable adjustments where possible to support all young people with disabilities to access Scouts. See further information about \u003Ca href=\u0022/volunteers/equity-diversity-and-inclusion/\u0022 title=\u0022Equity, Diversity and Inclusion\u0022\u003Einclusion and diversity\u003C/a\u003E.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E9. Contact information\u003C/h4\u003E\n\u003Cp\u003EYou can contact the Safeguarding Team by:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.cognitoforms.com/TheScoutAssociation/SafeguardingReportingForm\u0022 target=\u0022_blank\u0022 title=\u0022Safeguarding reporting form\u0022\u003EOnline Safeguarding Reporting Form\u003C/a\u003E\u003C/li\u003E\n\u003Cli\u003EPhone 020 8433 7164 (9am \u2013 5pm weekdays)\u003C/li\u003E\n\u003Cli\u003EEmail \u003Ca rel=\u0022noopener\u0022 href=\u0022mailto:safeguarding@scouts.org.uk\u0022 target=\u0022_blank\u0022 title=\u0022Safeguarding email address\u0022\u003Esafeguarding@scouts.org.uk\u003C/a\u003E\u003C/li\u003E\n\u003Cli\u003EUse the \u003Ca rel=\u0022noopener\u0022 href=\u0022https://prod-cms.scouts.org.uk//media/ggvnrldp/scout-safeguarding-reporting-form-january-2025.docx\u0022 target=\u0022_blank\u0022 title=\u0022Scout Safeguarding Reporting Form January 2025\u0022\u003Edownloadable safeguarding reporting form\u003C/a\u003E\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EYou can contact the Resolutions (complaints) Team by:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EEmail \u003Ca rel=\u0022noopener\u0022 href=\u0022mailto:resolutions@scouts.org.uk\u0022 target=\u0022_blank\u0022 title=\u0022Resolutions team email address\u0022\u003Eresolutions@scouts.org.uk\u003C/a\u003E\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EYou can contact the EDI Team by:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EEmail \u003Ca rel=\u0022noopener\u0022 href=\u0022mailto:edi@scouts.org.uk\u0022 target=\u0022_blank\u0022 title=\u0022EDI email address\u0022\u003Eedi@scouts.org.uk\u003C/a\u003E\u003C/li\u003E\n\u003C/ul\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E10. Support organisations\u003C/h4\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.acas.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022ACAS\u0022\u003EACAS\u003C/a\u003E \u2013 free human resources support and legal help for UK-based employees.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://anti-bullyingalliance.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022Anti-Bullying Alliance\u0022\u003EAnti-Bullying Alliance\u003C/a\u003E \u2013 a coalition of organisations and individuals united against bullying.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://bulliesout.com/\u0022 target=\u0022_blank\u0022 title=\u0022Bullies Out\u0022\u003EBulliesOut\u003C/a\u003E \u2013 a charity providing education, training and support around bullying, plus a free mentoring service via email for anyone experiencing bullying.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.childline.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022Childline\u0022\u003EChildline\u003C/a\u003E \u2013 a free, confidential helpline for children and young people offering advice and support 24 hours a day. There\u0027s a whole section on their website about bullying issues.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://mensadviceline.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022Men\u0027s Advice Line\u0022\u003EMen\u2019s Advice Line\u003C/a\u003E \u2013 a charity supporting men who have experienced violence and abuse.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.nationalbullyinghelpline.co.uk/employees.html\u0022 target=\u0022_blank\u0022 title=\u0022National Bullying Helpline\u0022\u003ENational Bullying Helpline\u003C/a\u003E \u2013 a helpline providing assistance to individuals experiencing bullying.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.nspcc.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022NSPCC\u0022\u003ENSPCC\u003C/a\u003E \u2013 the UK\u0027s leading children\u2019s charity, providing information on child abuse.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://refuge.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022Refuge\u0022\u003ERefuge\u003C/a\u003E \u2013 a charity supporting women and children who have experienced violence and abuse.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.respectme.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022RespectMe\u0022\u003ERespectMe\u003C/a\u003E \u2013 Scotland\u2019s anti-bullying service.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.samaritans.org/\u0022 target=\u0022_blank\u0022 title=\u0022Samaritans\u0022\u003ESamaritans\u003C/a\u003E \u2013 a charity working to make sure there\u2019s always someone there for people in need.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://switchboard.lgbt/\u0022 target=\u0022_blank\u0022 title=\u0022Switchboard LGBT\u0022\u003ESwitchboard LGBT\u003C/a\u003E \u2013 a confidential listening service for the LGBT\u002B community.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.victimsupport.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022Victim Support\u0022\u003EVictim Support\u003C/a\u003E \u2013 an independent charity for people affected by crime and traumatic events in England and Wales.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://victimsupport.scot/\u0022 target=\u0022_blank\u0022 title=\u0022Victim Support Scotland\u0022\u003EVictim Support Scotland\u003C/a\u003E \u2013 provides support and information to people affected by crime and campaign for victim and witness rights.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.victimsupportni.com/\u0022 target=\u0022_blank\u0022 title=\u0022Victim Support NI\u0022\u003EVictim Support NI\u003C/a\u003E \u2013 an independent charity which helps people affected by crime.\u003C/p\u003E\n\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.youngminds.org.uk/\u0022 target=\u0022_blank\u0022 title=\u0022Young Minds\u0022\u003EYoungMinds\u003C/a\u003E \u2013 the UK\u2019s leading charity fighting for children and young people\u2019s mental health.\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E11. Review\u003C/h4\u003E\n\u003Cp\u003EThis policy is due for review:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EEvery 24 months, or;\u003C/li\u003E\n\u003Cli\u003EFollowing any legislative changes, or;\u003C/li\u003E\n\u003Cli\u003EFollowing any learning by the Scouts, or;\u003C/li\u003E\n\u003Cli\u003EAs required by the Charity Commission, or;\u003C/li\u003E\n\u003Cli\u003EAny change in jurisdictional guidance, whichever comes first.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EThe policy will be reviewed alongside any policy that is referenced within this policy by the Safeguarding Committee and revisions will be recommended to the Board of Trustees.\u003C/p\u003E","gtmId":"","gtmClass":""}]}],"config":null}]},"searchDescription":"We\u2019re committed to making sure that Scouts is enjoyable and safe. 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