At in2work we’re extremely committed to creating a safe and respectful learning environment for all through safeguarding and protection. 


The term ‘learner’ used in this policy refers to learners of in2work who attend interviews, study at our centres or in their place of work.   

Children are defined in the Children Act 1989 and 2004, as a person under the age of 18 years.   

Our staff have all been trained and should feel secure that they can raise any concerns about the welfare of any children or vulnerable adult. 

Recognising abuse is not easy, and it is not the responsibility of staff, volunteers or learners to decide whether or not abuse has taken place or if there is significant risk. We do however have a responsibility to act if we think it may be happening.   

Abuse, including neglect, includes forms of maltreatment of a child or vulnerable adult. Somebody may abuse a child or vulnerable adult by inflicting harm, by failing to act to prevent harm. Children and vulnerable adults may be abused in a family or in an institutional or community setting; by those known to them or, more rarely, by a stranger for example via the internet. They may also be abused by an adult or adults, or by another child or children.  

Our commitment   

  • We believe that a child or vulnerable adult should never experience abuse of any kind.   
  • We promote the welfare of all children and vulnerable adults and to keep them safe. We are committed to practice in a way that protects them.   
  • We will protect learners from radicalization and extremism, by responding swiftly where learners are vulnerable to these issues.   
  • We protect children and vulnerable adults who receive our services. This includes the children of adults who use our services   
  • We will provide staff and volunteers with regular updates and annual training on Safeguarding and Prevent using the resources provided by the Education and Training Foundation.   


Our aims are to:   

  • promote fundamental British values, including freedom of speech, rights to be safe and listened to, by creating an environment that encourages young people and vulnerable adults to raise any concerns.   
  • encourage learners to develop a sense of autonomy and independence in their learning and development.   
  • enable young people/vulnerable adults to have the self- confidence and the vocabulary to resist inappropriate approaches.   
  • work with employers to build their understanding of and commitment to the principles of Safeguarding and Prevent Duty.   
  • liaise with other statutory agencies to ensure legislative procedures are current.   


Safeguarding is defined as –   

  • Protecting children and vulnerable adults from maltreatment;   
  • Preventing impairment of children’s and vulnerable adults health or development;   
  • Ensuring that children and vulnerable adults are growing up in circumstances consistent with the provision of safe and effective care; and   
  • Taking action to enable all children and vulnerable adults to have the best life chances.   
  • Types and Signs of Abuse   
  • Children and Vulnerable Adults:   
    •  Physical   
    • Emotional (or psychological)   
    • Sexual   
    • Neglect   
  • Vulnerable Adults:   
    • Financial   
    • Discriminatory   
    • Institutional   

Responding to suspicions of abuse   

in2work is committed to responding promptly and appropriately to all incidents or concerns that may occur and to work with statutory agencies in accordance with the procedures that are set down in ‘What to do if you are worried a child is being abused ‘ (DfE 2014)   

Please Find our full Safeguarding policy here – Download in2work Safeguarding policy


Prevent Duty   

In 2010, the Government published the Prevent Strategy. This raised an awareness of the specific need to safeguard children, young people and families from violent extremism.   

Extremist groups have attempted to radicalise vulnerable children and young people to hold extreme views including views justifying political, religious, sexist or racist violence, or to steer them into a rigid and narrow ideology that is intolerant of diversity and leaves them vulnerable to future radicalisation.   

Prevent is about Safeguarding our learners to keep them both safe and within the law. The Prevent Duty is not about preventing students from having political and religious views and concerns but about supporting them to use those concerns or act on them in non-extremist ways.   

Safeguarding learners who are vulnerable to radicalisation  

The current threat from terrorism in the United Kingdom may include the exploitation of vulnerable people, to involve them in terrorism or in activity in support of terrorism. The normalisation of extreme views may also make children and young people vulnerable to future manipulation and exploitation.   

in2work is clear that this exploitation and radicalisation should be viewed as a safeguarding concern and that protecting children from the risk of radicalisation is part of the companies safeguarding duty.   

Recognition of vulnerability include:   

  • Identity Crisis – the learner is distanced from their cultural / religious heritage and experiences discomfort about their place in society;   
  • Personal Crisis – the learner may be experiencing family tensions; a sense of isolation; and low self- esteem; they may have dissociated from their existing friendship group and become involved with a new and different group of friends; they may be searching for answers to questions about identity, faith and belonging;   
  • Personal Circumstances – migration; local community tensions; and events affecting the learner’s country or region of origin may contribute to a sense of grievance that is triggered by personal experience of racism or discrimination or aspects of Government policy;   
  • Unmet Aspirations – the learner may have perceptions of injustice; a feeling of failure; rejection of civic life;   
  • Experiences of Criminality – which may include involvement with criminal groups, imprisonment, and poor resettlement / reintegration;   
  • Special Educational Need – learners may experience difficulties with social interaction, empathy with others, understanding the consequences of their actions and awareness of the motivations of others.   

However, this list is not exhaustive, nor does it mean that all young people experiencing the above are at risk of radicalisation for the purposes of violent extremism.  

Equality and Diversity  

This policy aims to outline in2work’s commitment to ensuring equality of opportunity and equal treatment for staff, workers, trustees, and customers in terms of employment and access to services; and to provide guidance on anti-discriminatory practice.  This policy is non-contractual.  

The policy applies to employees directly employed by in2work, to workers employed via agencies, contractors in terms of employment, trustees, and customers in terms of service provision.  The policy applies specifically to discrimination and equality of opportunity in respect of ‘protected characteristics’ as defined in the Equalities Act 2010:  

  1. Age  
  2. Disability  
  3. Race  
  4. Sex  
  5. Religion or cultural beliefs  
  6. Gender reassignment  
  7. Marital status and civil partnership  
  8. Sexual orientation 
  9. Pregnancy and maternity  

The policy applies across the range of employment policies and practice, including those relating to Discipline, Grievance, Harassment and Complaints.  


in2work values its staff, contractors, workers, Trustees and customers, and expects them to be treated in a respectful manner.  Accordingly, all have a responsibility to treat others with dignity and respect.  The Chief Executive Officer is responsible for providing advice and guidance on equality and diversity issues, and to ensure the Policy document is kept up to date.    


As one of in2work’s core values is “Ethical Behaviour”, in2work aims to:  

  • Promote equality of opportunity   
  • Celebrate and value diversity  
  • Eliminate unlawful direct and indirect discrimination  

in2work will provide equality of opportunity and equal treatment as an integral part of good practice.  The organisation is committed to a working environment in which the contribution and needs of everyone are fully valued and recognised.  We will support our staff, workers, Trustees and contractors in not tolerating any inappropriate, violent or abusive behaviour from colleagues, other organisations or customers.