Empower the Invisible Project C.I.C. will not tolerate the abuse of adults in any of its forms and is committed to safeguarding adults with care and support needs from harm. 


This policy outlines the steps will make to safeguard an adult with care and support needs if they are deemed to be a risk or at risk. This policy sets out the roles and responsibilities in working together with other  Empower the Invisible Project C.I.C. professionals and agencies in promoting the adult’s welfare and safeguarding them from any form of abuse and/or neglect. 


Empower the Invisible Project C.I.C. will ensure that decisions made will allow adults to make their own choices and include them in any decision making. We will also ensure that safe and effective working practices are in place. 


This policy is intended to support staff and volunteers working within Empower the Invisible Project C.I.C. to understand their role and responsibilities in safeguarding adults. All staff and volunteers are expected to follow this policy. 

The key objectives of this policy are for all employees and volunteers of Empower the Invisible Project C.I.C. to: 

  • have an overview of adult safeguarding

  • be clear about their responsibility to safeguard adults 

  • ensure the necessary actions are taken where an adult with care and support needs is deemed to be at risk


Under the Human Rights Act 1998, everyone has the right to live free from abuse and neglect.

Copies of this policy should be available within Empower the Invisible Project C.I.C.

Empower the Invisible Project C.I.C. will not tolerate the abuse of adults in the organisation and staff and volunteers should be made aware of how this policy can be accessed. 


What is Safeguarding adults?


Safeguarding means protecting an adult’s right to live in safety, free from abuse and neglect. It is about people and organisations working together to prevent and stop both the risks and experience of abuse or neglect, while at the same time making sure that the adult’s wellbeing is promoted including, where appropriate, having regard to their views, wishes, feelings and beliefs in deciding on any action. This must recognise that adults sometimes have complex interpersonal relationships and may be ambivalent, unclear or unrealistic about their personal circumstances.’

Care and Support Statutory Guidance, Department of Health


All adults should be able to live free from fear and harm. But some may find it hard to get the help and support they need to stop the abuse. 


An adult may be unable to protect themselves from harm or exploitation due to many reasons, including their mental or physical incapacity, sensory loss or physical or learning disabilities. This could be an adult who is usually able to protect themselves from harm but may be unable to do so because of an accident, disability, frailty, addiction or illness.


Empower the Invisible Project C.I.C. adheres to following the six key principles that underpin safeguarding work 

-       Empowerment

-       Prevention

-       Proportionality

-       Protection

-       Partnership

-       Accountability


Who do I go to if I am concerned?

The named responsible person for safeguarding duties for Rose Latham 07895731529 email

All staff and volunteers should contact Rose Latham for any concerns/queries they have regarding safeguarding adults. A log of the concern must be kept.

Rose Latham will be responsible for making decisions about notifying adult social services if required and consider alternative actions, where necessary. 

Rose Latham will also ensure that the safeguarding adults’ policies and procedures are in place and up to date. They will ensure a safe environment is promoted for volunteers and adults accessing the peer support groups

What should I do if I am concerned?

Staff and volunteers at Empower the Invisible Project C.I.C. who have any adult safeguarding concerns should:


  1. Respond

-       Take emergency action if someone is at immediate risk of harm/in need of urgent medical attention. Dial 999 for emergency services

-       Get brief details about what has happened and what the adult would like done about it, but do not probe or conduct a mini-investigation 

-       Seek consent from the adult to act and to report the concern. Consider whether the adult may lack the capacity to make decisions about their own and other people’s safety and wellbeing. If you decide to act against their wishes or without their consent, you must record your decision and the reasons for this.



-       Name the person to whom staff/volunteers need to report any potential safeguarding concerns. This will usually be the organisation’s designated                   safeguarding lead (see above)


  1. Record the incident on an incident report sheet immediately if possible

-       As far as possible, records should be written contemporaneously, dated and signed.

-       Keep records about safeguarding concerns confidential and in a location where the alleged abuser will not have access to the record.

  1. Refer

In deciding whether to refer or not, the designated safeguarding lead should consider:

(1) the adult’s wishes and preferred outcome

(2) whether the adult has the mental capacity to make an informed decision about their own and others’ safety

(3) the safety or wellbeing of any children or other adults in relation to the adult who needs safeguarding

(4) whether there is a person in a position of trust involved

(5) whether a crime has been committed


This should inform the decision whether to notify the concern to the following people:

the police if a crime has been committed and/or Adult Social Care (part of adult social services) for possible safeguarding enquiry family/relatives as appropriate 

The designated safeguarding lead should keep a record of the reasons for referring the concern or reasons for not referring. 

Incidents of abuse may be one-off or multiple and may affect one person or more. Staff and volunteers should look beyond single incidents to identify patterns of harm. Accurate recording of information will also assist in recognising any patterns.


What are your roles and responsibilities?

All staff, management, trustees and volunteers at Empower the Invisible Project C.I.C. are expected to report any concerns to the named person for safeguarding. If the allegation is against one of Empower the Invisible Project C.I.C. members, volunteers, trustees or directors, seek advice from Rose Latham.


The designated safeguarding adults lead should be responsible for providing acknowledgement of the referral and brief feedback to the person raising the original concern. Feedback should be given in a way that will not make the situation worse or breach the Data Protection Act. If the police are involved, they should be consulted prior to giving feedback to the referrer to ensure any criminal investigation is not affected.


EMPOWER THE INVISIBLE PROJECT C.I.C. is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our service users, and for each employee/volunteer to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of service users or the public


The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, volunteering, part-time or full-time

  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation

  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

  • encourage equality and diversity in the workplace as they are good practice

  • create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff/volunteers are recognised and valued

This commitment includes training staff and volunteers about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination

All staff /volunteers should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, volunteers, service users, suppliers and the public

  • take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, service users, suppliers, visitors, the public and any others during the organisation’s work activities


Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice


Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence


  • make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation

  • decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)

  • review employment practices and procedures when necessary to ensure fairness, and update them and the policy to take account of changes in the law

  • monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues


The equality policy is fully supported by senior management and has been agreed in consultation with service users and EMPOWER THE INVISIBLE PROJECT C.I.C.

Details of the organisation’s grievance and disciplinary policies and procedures can be requested by contacting ROSEMARIE LATHAM. This includes with whom an employee/volunteer or service user should raise a grievance.