Y - Nelson Safeguarding and Child Protection Policy Approved at Board Meeting on: 27 Nov 25 To be reviewed: Triennially Next review: Nov 28 2 Contents The Y - Nelson’s commitment to a Safeguarding Culture ................................ ........... 5 1. Policy Scope ................................ ................................ ................................ ........ 5 2. Policy Purpose ................................ ................................ ................................ ..... 6 3. Policy Principles ................................ ................................ ................................ ... 6 4. Legislation ................................ ................................ ................................ ........... 6 4.1 Community Welfare ................................ ................................ ........................ 7 5. Inclusivity ................................ ................................ ................................ ............ 7 6. Our Safeguarding Culture ................................ ................................ ...................... 7 6.1 Safeguarding culture in Practice ................................ ................................ ....... 8 7. Safe Workforce ................................ ................................ ................................ ..... 8 7.1 Children Act 2014 Safety Checks ................................ ................................ ...... 9 7.2 Safer Recruitment Practices ................................ ................................ ............ 9 7.2.1 Risk Assessment ................................ ................................ .......................... 9 7.2.2 Police Screening ................................ ................................ ......................... 10 7.2.3 Renewed Police Screening ................................ ................................ .......... 10 7.2.4 Periodic Safety Checking ................................ ................................ ............ 10 7.2.5 Addressing Negative Results ................................ ................................ ....... 10 7.3 No Settlement Agreements ................................ ................................ ............ 10 8. Safeguarding Roles and responsibilities ................................ ............................... 11 8.1 Safeguarding Responsibilities ................................ ................................ ........ 11 8.2 Safeguarding Induction and Training ................................ ............................... 11 8.2.1 Emotional Welfare ................................ ................................ ......................... 12 9. Safe Practice ................................ ................................ ................................ ...... 12 9.1 Position of Trust ................................ ................................ ............................ 13 9.2 Code of conduct ................................ ................................ ........................... 13 10. Recognising Safeguarding and Child Protection Concerns ................................ ... 14 10.1 Vulnerability ................................ ................................ ................................ 14 10.2 Child Protection Concerns ................................ ................................ ........... 14 10.3 Neglect ................................ ................................ ................................ ....... 15 10.4 Emotional Abuse ................................ ................................ ......................... 16 10.5 Physical Abuse ................................ ................................ ............................ 17 3 10.6 Sexual Abuse ................................ ................................ .............................. 17 10.7 Additional categories of Abuse ................................ ................................ ..... 18 10.8 Grooming ................................ ................................ ................................ ... 18 10.9 Information Communication and Technology Risks ................................ ........ 19 11. Responding to Safeguarding and Child Protection Concerns ................................ 20 11.1 Disclosures of Abuse and/or Neglect ................................ ............................ 20 11.2 Handling a Disclosure ................................ ................................ .................. 21 11.3 T.E.D. Approach: Tell, Explain, Describe ................................ ........................ 21 11.4 Recording T.E.D. Disclosures Accurately ................................ ....................... 22 12. Reporting Concerns ................................ ................................ .......................... 23 12.1 Mandatory Reporting ................................ ................................ ................... 23 12.2 Reporting by Children, Parents, or Others ................................ ...................... 23 12.3 Reporting Allegation Against Staff ................................ ................................ 24 12.4 Confidentiality and information sharing ................................ ........................ 24 12.5 Worried about a Child/Young Person? ................................ ........................... 26 12.6 Addressing Staff Concerns and Allegations ................................ ................... 27 12.7 Key Procedures for Handling Concerns ................................ ......................... 27 12.8 Investigative Responsibilities ................................ ................................ ....... 27 12.9 Worried about a staff member? ................................ ................................ .... 29 12.10 Managing Concerns and Allegations Against a Staff Member ........................ 30 12.11 Deliberately Fal s e Allegations Against Staff Members ................................ .. 31 13. Support for Those Involved ................................ ................................ ................ 31 13.1 Support for the Child and Their Family ................................ .......................... 31 13.2 Support for Other Personnel ................................ ................................ ......... 32 13.3 Support for the Staff Member Concerned ................................ ...................... 32 14. Referring Concerns ................................ ................................ ........................... 33 14.1 Levels of Response ................................ ................................ ...................... 33 14.2 Reporting Contacts ................................ ................................ ..................... 34 14.3 Online Safeguarding Concerns ................................ ................................ ..... 34 15. Escalating Concerns ................................ ................................ ......................... 34 16. Recording Concerns ................................ ................................ ......................... 34 17. Whistleblowing and Protected Disclosures ................................ ......................... 35 4 18. Policy Monitoring and Review ................................ ................................ ............ 35 19. Supporting Frameworks and Standards ................................ .............................. 35 20. Internal and National Audits ................................ ................................ .............. 35 Y - Nelson Safeguarding Protocols ................................ ................................ ............ 37 Legislation Guidance ................................ ................................ .............................. 39 Appendix 1. Safeguarding and Child Protection Training Policy Appendix 2. Code of Conduct Appendix 3. Annual Training Scenario Procedure 5 The Y - Nelson’s commitment to a Safeguarding Culture The Y - Nelson employs staff to work with hundreds of children, young people and their wh ā nau across our diverse programmes every year , this includes Y - Nelson, Ykids, Oscar and Nelson Training Centre (NTC). Guid ed by our vision, “ We build strong kids, strong families and strong communities ,” we are steadfast in our commitment to safeguarding. Safeguarding is a collective responsibility Every person involved with Y Nelson — from governance and management to educators, volunteers, contractors, and community partners — plays a vital role in maintaining a safe environment. By working together with honesty, vigilance, and compassion, Y Nelson ensures that safeguarding is not just a policy, but a core organisational value that guides all actions and decisions. This shared commitment protects our Tamariki and rangatahi, strengthens our community, and upholds the trust placed in Y Nelson by children, families, and whānau Safeguarding is ingrained in our daily practices, and our culture prioritise safety and protection by focusing on: • Protecting children and young people through child - safe practices • Ensuring the well - being of our staff • Upholding the integrity and safety of the Y - Nelson 1 . Policy Scope This police applies to: • All individuals serving or representing the Y - Nelson, including staff and volun teers indirect or non - direct roles involving children or young people. • All Y - Nelson programmes, services and environments • Stakeholders engaged with the Y - Nelson, where applicable. As a community - based organisation, this policy encompasses the well - being of all children and young people, including those external to the Y - Nelson but for whom we may have concerns. The Y - Nelson defines - A child or young person - • A someone aged 0 - 18 years (up to their 18 th birthday), who I s not married or in a civil union We further recognise: • A young person from 14 - 18 years • A young adult as being 18 - 24 years 6 Staff – • As any person serving on behalf of the Y - Nelson or under the Y - Nelson’ name in an official capacity, regardless o f whether they are in a paid, voluntary or contracted position. 2 . Policy P urpose The purpose of this policy is to: • Clearly define the Y - Nelson’s expectations regarding safeguarding and child protection • Equip staff to recognise and respond to safeguarding and child protection concerns, including those involving allegations against staff ot issues affecting a child’s wellbeing. • Confirm how the Y - Nelson will support staff in meeting these expectations through guidance , induction , and training. Any deviations from these expectations will be detailed in relevant organisational or safeguarding procedures. 3 Policy Principles Key principles underpinning this policy include: • Zero tolerance for child abuse and neglect: YMCA Nelson is unequivocal in its commitment to preve nting harm to children. • Shared responsibility: Safeguarding is a collective organisational commitment • Safe environments: Ensuring that we take every measure possible to ensure the Y - Nelson remains a safe environment, free from adversity and abuse • Inclusivity and diversity: Valuing and embracing difference while fostering belonging. • Child - focused practices: Empowering children and prioritising their voices • Support for vulnerable families: Assisting children and families facing challenges. • Collaboration: Partnering with child protection services to address concerns of abuse of neglect. • Transparency: Maintaining honesty and openness unless it increases risk to those involved. 4. Legislation This policy and our safeguarding pro cedures are informed by the International and New Zealand Legislations. This includes but is not limited to the following. • Children ’s Act 2014 7 • Crimes Amendment Act 2011, Section 195 and 195A • Harmful Digital Communications Act 1994 • Health and Disability Commissioner Act 1994 • Health and Safety at Work Act 2015 • Human Rights Act 1993 • Oranga Tamariki Act 1989 (Children and Young people Well - being Act 1989) • Privacy Act 2020 • Summary of Offences Act 1981 • United Nations Convention on the Rights of the Child 1989 (UNCRC) Legislative changes will prompt policy review where significant o r be incorporated in scheduled reviews for m inor amendments. Duty of Care The Y - Nelson acknowledges its dut y of care to protect individuals from unn ecessary harm. This duty extends to children enrolled in Y - Nelson activities were parental responsibility transfers temporarily to us. 4.1 Community Welfare The Y - Nelson acknowledges its duty of care to protect individuals from unnecessary harm. Thi s duty extends to children enrolled in Y - Nelson’s activities, including Y Kids, OSCAR and Nelson Training Centre ( NTC), where parentally responsibility transfers temporarily to us. Unnecessary harm includes physical, emotional, or p sychological harm resulting from neglect, abuse, bullying, or unsafe environments. 5. Inclusivity Y - Nelson is committed to fostering an inclusive environment where all individuals feel welcomed and valued. Diversity is embraced and opportunities for growth are provided equally to all 6. Our Safeguarding Cu lture Creating a strong culture of safeguarding at Y Nelson requires a proactive and organisation - wide commitment to preventing harm, identifying risks early, and responding effectively to any concerns regarding the safety or wellbeing of children and young people. This culture is built on shared responsibility — where every staff member, volunteer, and leader understands their role in upholding the highest standards of care, integrity, and accountability. Safeguarding is embedded in daily practice, decision - making, recruitment, training, and leadership behaviours , ensuring that protective principles are reflected in every aspect of our work. 8 Y Nelson’s safeguarding approach is fully aligned with the Children’s Act 2014 , which mandates that all organisations working with children and young people must have robust child protection policies and procedures . This alignment ensures that Y Nelson not only meets its legal obligations but also demonstrates a strong moral and professional commitment to providing environments where every child is safe, respected, and supported to thrive 6.1 Safeguarding culture in Practice A positive safeguarding culture is demonstrated through consistent actions, open communication, and a shared commitment to child safety across all levels of Y Nelson . It extends beyond compliance — it is about creating an environment where safety, respect, and wellbeing are embedded in everyday practice Key features of a safeguarding culture in practice include: • Leadership commitment: Leaders model safe, transparent, and ethical behaviour, setting clear expectations for accountability and professional conduct. • Empowered staff: All staff and volunteers are trained, confident, and supported to recognise, respond to, and report safeguarding concerns without hesitation or fear of reprisal. • Child - centred practice: The rights, voices, and experiences of Tamariki and rangatahi are prioritised in every decision and interaction. • Open communication: Staff and families feel safe to raise concerns, ask questions, or challenge unsafe practice. Constructive feedback and professional reflection are encouraged. • Reflective supervision: Regular supervision and debriefing provide opportunities for staff to discuss challenges, seek guidance, and strengthen their safeguarding understanding. • Continuous improvement: Policies, procedures, and practices are regularly reviewed to ensure ongoing alignment with current legislation, best practice, and the evolving needs of children and families 7. Safe Workforce Y - Nelson is committed to ensuring the safety and well - being of all individuals engaged in our programmes, services, and facilities . This commi tment extends to safeguarding children, young people, and vu l nerable adults from abuse and neglect. To achieve this, all staff and associated of Y - Nelson are expected to: • Protect children , young people, and adults from all forms of known or susp e cted abuse or neglect. • Remain vig ilant about incidents off potential abuse or neglect outside Y - Nelson environments that could affect the children and young people we serve. • Foster a culture of safety and accou ntability , ensuring our en vironment s are free from adversity and abuse. 9 Failure to comply with Y - Nelson’s safety check and safer recruitment protocols will be treated as serious misconduct and may result in disciplinary action, including dismissal. 7.1 Children Act 2014 Safety Checks In alignment with the Children’s act 2014, the Y - Nelson implements robust safety check processes to protect the wellbeing of Tamariki and ra ngatahi. These processes inc lude identity verification, risk assessments, references check , and New Zealand Police vetting. Safety checking applies to: • Employees or contractors working with children or young people , either in person or via ICT resources. • Individuals undertaking unpaid work a part of educational or vocational training. • Trades people or service providers who have regular or frequent access to Y - Nelson sites during operational hours in areas where children or young people are present. Tradespeople who are used frequently must undergo vetting to ensure they do not pose a risk to safety of children. While some contractors may not work directly with young people, their regular presence in active environment s means they are included in our safe guarding responsibilities under the Children’s Act. Y - Nelson maintains up to date records of all safety checks and ensures that no individual begins work in a role that requires a check until the process has been fully completed and approved. 7.2 Safer Recruitment Practices Y - Nelson exceeds statutory requirements by implementing comprehensive safer recruitment practices. These processes apply to: • All staff and volunteers , regardless of their direct contact with children or young people. • Contractors whose roles involve contact with children or young people • No staff or volunteer will have unsupervised access to children or young people until all safety checks are completed and approved. 7.2.1 Risk Assessment Risk assessments are integral to determining the suitability of individuals for roles involving children, young people and families. Key components include: • Adhering to New Zealand Government recruitment and selection guidelines, • Completing all safer recruitment steps before employment or en gagement begin. 10 • Requiring satisfactory police vetting and references for employment offers. • Clearly outlining safeguarding responsibilities in a position description • Conducting in terviews that include safeguarding components • Ver ifying identity, right to work, qualifications, and references (minimum of two, that are to include safeguarding related questions). 7.2.2 Police Screening Police screening is a critical element of safer recruitment, including: • Police checks completed before the commencement of employment or engagement. • Biennial police checks if possible, exceeding the legal requirement of every three years. • Disclosure of any criminal convictions or charges during recruitment and throughout employment. • Conditional employment offers based on satisfactory police screening. 7.2.3 Renewed Police Screening Y - Nelson aims to conduct renewal police check s every two years to ensure we are not only meeting but exceeding the standard three - year review requirements Additional checks m ay be required for role changes or based on organisation needs. 7.2.4 Periodic Safety Checking Biennial Safety checks include: • Identity verification • Police vetting • Qualification and registration verification, as applicable • Risk assessments signed and approved for supervising manager o r sup port manager. 7.2.5 Addressing Negative Results If a police check reveals unsatisfactory or undisclosed information, Y - Nelson will: • Discuss findings with the individual • Consider the nature and timing of the offense, mitigating factors, and risk of recurrence , and can the staff member be managed safely. • If a staff member has unsatisfactory police check or renewal , or if they have provided fraudulent information or failed to declare relevant information, their employment and/or engagement could be terminated immediately. 7.3 No Settlement Agreements Y - Nelson does not use settlement agreements that conflict with our safeguarding principles . Investigations into staff concerns or allegations related to child safety will 11 continue even if the individual resigns or ceases their association with us. Resolving such cases is vital to protect children and young people who may have ongoing contact with the individual. 8. Safeguarding Roles and responsibilities At Y - Nelson, safeguarding is a shared responsibility encompassing all staff, regardless of whether their roes involve direct or indirect engagement with children and young people. Every individual within the organisation holds a moral, ethical and organisational obligation to ensure the welfare of children and to address concerns about their wellbeing or the suitability of staff. 8.1 Safeguarding Responsibilities Y - Nelson integrates safeguarding responsibilities into all position descriptions , holding them to the same standar d as other organisational duties. Staff are expected to: • Recognise safeguarding as a shared responsibility • Ensure all interactions with children and youth occur in a safe, inclusive environment (including online), respecting and promoting diversity. • Demonstrate respect and inclusivity across all areas of diversity • Adhere to safeguarding policies , procedures, and the Code of Conduct, including mandatory requirements related to safer recruitment, induction, training and reporting safeguarding concerns. • Uphold their position of trust and act as positive role models for youth. • Be vigilant in identifying indicator of vulnerability, abuse, or neglect. • Complete all required safeguarding training and development within designated timeframes. • Act as advocates for Y - Nelson’s safeguarding culture. 8.2 Safeguarding Induction and Training Induction All new staff undergo a comprehensive i nduction, ideally within their first month of employment, with safeguarding forming a critical comp onent of this process. The safeguarding induction ensures staff understand : • How to access electronic and hard copies of their Safeguarding and Child Protection Policy and the S afeguarding Code of Conduct. • Y - Nelson’s definition of a child and young person. • The organisation’s commitment to community welfare. • Recognised categories of abuse and their possible physical and behavioural indicators. • Key procedures for identifying and reporting safeguarding concerns, including those related to allegations against staff. 12 • The mandatory internal reporting process. • Reporting protocols, including what to do if the concern involves safeguarding officer. • Their right to refer concerns about child abuse or neglect directly to Or anga Tamariki or the Police. Training Effective safeguarding and child protection training are essential for equipping staff with the necessary knowledge and skills. Key aspects include: • Mandatory safeguarding and children training for all staff. • Completion of training within identified timeframes. • Tailored training based on staff roles and responsibilities. • Access to specialised learning opportunities for those with advanced safeguarding responsibilities. • Maintenance of a safeguarding learning log and system for scheduling refresher training • Annual safeguarding refresher training for all staff. • Alternative training strategies for: o Person nel under 16 years of age, o Individuals with additional learning needs , such as language barriers or disab ilities. o Staff facing challenges attending training due to personal experience. Upon completing training, staff records are updated with the appropriate safeguarding certification, ensuring compliance and accountability. See appendix 1. Staff Training Policy and Procedures 8.2.1 Emotional Welfare Y - Nelson is committed to supporting staff who may find safeguarding training challenging due to personal experiences. Alternative learning methods are available to accommodate individual needs. However, the organisation prioriti s es its responsibility to the children and young people in its care. If mandatory training is not com pleted despite provided support, Y - Nelson may assess the staff member’s competency to ensure adherence to organizational standards and child focused responsibilities. This may also lead to a review of their employment status. 9. Safe Practice At Y - Nelson, we are committed to ensuring the safety and well - being of all children and young people in our care. Equally, we prio ritise supporting our staff in upholding safe practices to foster an environment that protects both children and staff from harm and potential allegations. 13 9.1 Position of Trust Being part of Y - Nelson’s workforce , especially on toles involving chi ldren or young people, places individuals in a Position of Trust This role carries inherent authority, power, and influence over this we serve. It is essential for staff to uphold safeguarding expectations and act as positive role models to: • Protect children and young people from harm. • Avoid conduct that could be perc eived as inappropriate or lead to allegations. Misuse of Position of Trust: Engaging in, or attempting to initiate, any form of sexual relationship or conduct with a person under 18 years of age constitutes a serious breach of professional and ethical standards. Such behaviour represents a grave violation of trust and professional boundaries, even if the young person is of the legal age of consent. It will result in immediate and serious disciplinary action, including possible termination of employment, and will b e referred to the New Zealand Police and relevant authorities All staff will receive a copy of Y - Nelson Code of Conduct , which outlines expected behaviour and promote safe practices. 9.2 Code of conduct Y - Nelson’s Code of Conduct i s a mandatory framework guiding staff behaviour in all interactions, including physical, verbal, and digital communications . The code is widely visible and accessible to staff, children, families, and stake holders through : • Safeguarding policies and procedures. • Induction and training programmes. • Y - Nelson’s website, intranet and workplace signage Key Expectations: • Maintain professional boundaries at all times • Avoid behaviours that could be mis interpreted and report any incidents promptly. • Uphold the conduct requirements outlines in the Code of Conduct policy. Commitment to Safeguarding: Upon completing their induction and training, staff must sign a commitment to Y - Nelson’s safeguarding culture and policies by signing the Code of Conduct. All declarations will be held on staff member ’ s files. This code reflects sector best practices, legal requirements and Y - Nelson ’s values Any exceptional or emergency circumstances requiring deviation from the Code 14 should prioritise the child’s best interests. Such instances must be reported to management and documented Conse quences for Breach: • Breaches of the Code of Conduct or the Safeguarding and Child Protection Policy may lead to disciplinary action , up to and including dismissal • Any unlawful conduct will be referred to the New Zealand Police. 10. Recognising Safeguarding and Child Protection Concerns 10.1 Vulnerability All children and young people are inherently vulnerable due to their reliance on others for care, protection, and support. However, some may experience heightened vulnerability as a result of factors that place their safety, wellbeing, or development at increased risk. At Y Nelson , we recognise that many of the children and young people engaging with our services may face complex and compounding challenges. It is therefore essential that all staff remain vigilant, responsive, and proactive in identifying and addressing these vulnerabilities. Staff are expected to exercise heightened awareness, uphold professional boundaries, and take appropriate and timely action to safeguard every child’s wellbeing. Groups recognised as being at greater risk of vulnerability may include, but are not limited to: • Children from Māori and/or Pasifika communities. • Infants and children under five years , particularly those under one year old. • Children and young people with additional needs or disabilities • Those affected by gang involvement or community violence • Children and young people in out - of - home care or alternative care arrangements. • Young parents under 18 years of age. • Children experiencing cumulative or intergenerational harm • Those living in households affected by family violence, substance misuse, or mental health concerns Recognising and responding appropriately to these risk factors is a shared responsibility of all staff. Every interaction should reflect our commitment to equity, inclusion, cultural safety, and the rights of all Tamariki and rangatahi to be safe, valued, and supported to thrive. 10.2 Child P rotection Concerns Safeguarding and abuse concerns may inv olve: • A child or young person’s wellbeing 15 • Allegations against a staff member. Under section 2 of the Oranga Tamariki Act 1989 , child abuse is defined as: “The harming (whether physically, emotionally, or sexually), ill - treatment, abuse, neglect, or d eprivation of any child or young person.” Categories of abuse recognised by Y - Nelson include: • Vulnerable positions of children, young people, or staff. • Concerning conduct towards a child or young person. • Breaches of the Code of Conduct. • Allegations against staff members. Safeguarding concerns should be reported in accordance with Section 12 of this policy Reporting Concerns. 10.3 Neglect Neglect is the persistent or severe failure to meet a child’s basic physical, emotional, medical, or educational needs , which results in, or places the child at significant risk of, harm to their health, safety, or development. Neglect can occur when a parent or caregiver does not provide adequate food, shelter, clothing, supervision, protection, medical care, emotional support, or education necessary for a child’s wellbeing. It may also begin before birth , for example, through maternal substance misuse or inadequate prenatal care that compromises the health or development of the unborn child. Neglect is often chronic and cumulative , and its impact can be as damaging as physical or emotional abuse. Early recognition and intervention are essential to safeguard the child’s right to safety, care, and nurturing relationships. Indicators of neglect: Recognising the signs of neglect is essential to protecting the safety and wellbeing of children and young people. Indicators may be physical, behavioural, or developmental , and are often chronic or cumulative in nature. The presence of one or more indicators should always prompt further observation, discussion, or reporting in line with Y - Nelson’s safeguarding procedures. Physical Indicators • Persistent poor hygiene or unkempt appearance. • Inadequate or inappropriate clothing for the weather. • Malnutrition, constant hunger, or frequent fatigue. • Untreated medical or dental conditions. • Failure to thrive or delayed physical development. • Unsafe or unsanitary living conditions. 16 Behavioural and Developmental Indicators • Hoarding food or possessions or scavenging for basic needs. • Frequent absences or falling behind in educational progress. • Withdrawal, anxiety, or difficulty forming attachments. • Extreme compliance or passivity, or conversely, aggression or defiance. • Substance misuse or other risk - taking behaviours. • Indications of abandonment, isolation, or lack of supervision. Neglect may not always be immediately visible but can have serious and lasting impacts on a child’s health, emotional wellbeing, and development. All staff share a responsibility to remain observant, document concerns accurately, and act promptly when signs of neglect are suspected. 10.4 Emotional Abuse Emotional abuse involves patterns of behaviour that cause harm to a child’s emotional, psychological, social, or physical development . It includes persistent actions, omissions, or attitudes that diminish a child’s sense of self - worth, security, or belonging. This may take the form of constant criticism, rejection, humiliation, intimidation, isolation, exposure to family conflict, unrealistic expectations , or withholding of love, comfort, and support Emotional abuse can be ongoing, subtle, and deeply damaging , often impacting a child’s confidence, relationships, and overall wellbeing. It is important to recognise that emotional abuse can occur independently or in conjunction with other forms of abuse. Indicators of Emotional Abuse Physical Indicators: • Delayed physical or emotional development. • Sleep disturbances or frequent nightmares. • Eating disorders or changes in appetite. • Frequent, unexplained physical complaints such as headaches or stomach aches. Behavioural Indicators: • Low self - esteem or feelings of worthlessness. • Withdrawal, social isolation, or difficulty forming and maintaining relationships. • Excessive compliance, fearfulness, or avoidance of certain individuals or situations. • Aggressive, defiant, or oppositional behaviour. • Anxiety, depression, or self - harming behaviours. Emotional abuse often leaves no visible signs , but its effects can be profound and long - term. All staff must remain sensitive to patterns of interaction and take prompt action when concerns arise, in line with Y Nelson’s safeguarding procedures. 17 10.5 Physical Abuse Physical abuse occurs when a child or young person experiences, or is placed at risk of, significant harm through the deliberate use of physical force or violence . It includes any act that causes, or could cause, physical injury, pain, or impairment. Physical abuse may involve hitting, shaking, kicking, biting, burning, poisoning, suffocating, strangling, or using objects or physical punishment that result in injury or distress. It also includes the misuse of medication, restraint, or exposure to harmful or toxic substances Physical abuse can occur as a single incident or as a pattern of ongoing harm. All staff have a responsibility to recognise both the visible and behavioural signs of physical abuse and to take immediate action in accordance with Y Nelson’s safeguarding pro cedures. Indicators of Physical Abuse Physical Indicators: • Unexplained or inconsistent injuries such as bruises, welts, cuts, burns, fractures, or bite marks. • Injuries in various stages of healing or those with distinctive shapes or patterns (e.g., belt, hand, or implement marks). • Frequent or unexplained absences due to apparent illness or injury. • Signs of discomfort, pain, or restricted movement. Behavioural Indicators: • Fear of parents, caregivers, or certain adults. • Wariness of physical contact or flinching when approached. • Reluctance to go home or express fear about their living situation. • Withdrawal, anxiety, depression, or extreme compliance. • Aggression, defiance, or self - destructive behaviours. Physical abuse is never acceptable and represents a clear breach of a child’s right to safety and protection. All suspicions or disclosures must be treated seriously and reported immediately in line with organisational and legislative safeguarding requirements 10.6 Sexual Abuse Sexual abuse involves the use of power, authority, manipulation, or coercion to engage a child or young person in sexual activity or exploitation . It encompasses both physical and non - physical acts , including any behaviour that exposes a child to sexual content, sexual acts, or situations that violate their right to safety, dignity, and bodily autonomy. Sexual abuse may include touching or penetration , exposure to sexual material or behaviour , voyeurism , sexualised communication , or grooming — where an adult builds trust with a child or their family to facilitate abuse. It also includes exploitation 18 through online platforms, pornography, trafficking, or sexual servitude . Even when a child appears to comply, such behaviour is never consensual and represents a serious abuse of power and trust. Indicators of Sexual Abuse Physical Indicators: • Injuries, pain, or bleeding in genital or anal areas. • Difficulty walking or sitting. • Frequent urinary tract infections, sexually transmitted infections, or unexplained headaches and stomach aches. • Sudden changes in hygiene, appearance, or self - care. Behavioural Indicators: • Sexualised behaviours, language, or knowledge that are inappropriate for the child’s age or stage of development. • Fear of certain people or places, or sudden avoidance of previously trusted adults. • Withdrawal, depression, anxiety, or extreme mood swings. • Running away from home or exhibiting self - harming behaviours. • Sudden changes in relationships, school performance, or personality. Sexual abuse causes profound and lasting harm. All concerns, suspicions, or disclosures — no matter how small they may seem — must be taken seriously, recorded accurately, and reported immediately in accordance with Y Nelson’s safeguarding and reporting procedures 10.7 Additional categories of Abuse Y - Nelson recognises additional abuse categories, including • Grooming • Exploitation • Family violence • Bullying and cyberbullying • Cumulative harm 10.8 Grooming Grooming is the deliberate process by which an individual builds a relationship of trust and emotional connection with a child or young person for the purpose of sexual exploitation or abuse . It often involves manipulation, deception, and the gradual erosion of boundaries — both with the child and those around them, including family members, caregivers, or staff. Grooming can occur in person or online and may unfold over a long period of time. The intent is to gain access, desensitise the child to inappropriate behaviour, and 19 maintain control to prevent disclosure or resistance. Grooming is a form of predatory behaviour and represents a serious breach of trust and safeguarding responsibilities. The grooming process commonly involves six stages: 1. Targeting the Victim – Identifying a child who appears vulnerable, isolated, or in need of attention or support. 2. Gaining Trust – Establishing rapport with the child and, at times, with their family or community to create a sense of safety and legitimacy. 3. Meeting a Need – Providing gifts, attention, emotional support, or privileges to make the child feel valued or indebted. 4. Isolating the Victim – Gradually creating physical or emotional distance between the child and their support network to increase dependence on the abuser. 5. Sexualising the Relationship – Introducing sexual content, language, touch, or exposure to pornography to normalise inappropriate behaviour. 6. Maintaining Control – Using secrecy, guilt, fear, or threats to ensure the child’s silence and continued compliance. Grooming is a criminal and safeguarding concern . All staff must remain alert to the warning signs, understand how grooming behaviours may appear in both physical and digital environments, and report any concerns or suspicions immediately in line with Y Nelson’s safeguarding procedures. 10.9 Information Communication and Technology Risks Technology and digital platforms provide valuable opportunities for learning, connection, and communication; however, they can also expose children and young people to significant risks when not appropriately managed. These risks may compromise a child’s