churches as safer organisations:
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Churches as Safer Organisations: An exploration of safeguarding and safer recruitment practices within the Christian Church
Justin Humphreys MSc. BSc.(Hons) DipCPP
Head of SafeguardingCCPAS
What is Safer Recruitment?A range of measures that include opportunities to deter, reject, prevent and detect unsuitable individuals seeking work with vulnerable people, including:• Clear JDs and Person Specs• Adverts• Stating Safeguarding
Commitment• Application Forms• Interviews• Assessment• Pre-Employment Checks
Aims of the Study
• To what extent is safer recruitment practice within the Christian Church understood and implemented to safeguard children and young people; and
• To what extent is this understanding informed by guidance, policy and legislation regarding offenders, risks and the necessary management measures?
Why was this study needed?
‘The Christian Church across England is extremely diverse; in belief, doctrine, practice and structure. However, the Church regardless of tradition or denomination has become one of the largest employers of children’s and youth workers in this country. Despite this claim, little is known about the manner in which children are safeguarded through the safer recruitment processes that are used in churches’.
The Sample: Denominations1
2
11
1
1
1
Apostolic Church
Assemblies of God (GB)
Baptist Union of GB
Church of God of Prophecy
Independent
New Frontiers
Vineyard
The Sample: WorkforcePaid Staff
Volunteer Workers
Overview of Methodology
• Purposive Sample from CCPAS database:– Safeguarding Coordinators/Officers/Reps or– Those with management responsibility for paid
and volunteer workers
• Semi-structured, Face to Face Interviews
Headline Finding 1
There were significant variations in understanding and practice across the participants.
Headline Finding 2
Few operated a well-structured, comprehensive and understood process consistent in its application.
Headline Finding 3
Generally good understanding of the potential risks of harm posed by individuals about whom there is concern.
Headline Finding 4
There were some excellent examples of good practice.
Headline Finding 5
There was disjointedness in some aspects of understanding and implementation that potentially undermined effectiveness.
What are the key challenges?
Challenge 1: A largely volunteer-based workforce operating in a highly trusting environment.
What are the key challenges?
Challenge 2: Access to specific safer recruitment training has historically been poor.
What are the key challenges?
Challenge 3: Public perception of risks and the need for safer processes may be hampered by skewed reporting of church-based child abuse scandals.
What are the key challenges?
Challenge 4: Implementation of safer processes are not always set on firm foundations of understanding.
What are the potential solutions?
Solution 1: Improved communication of high-level messages supporting safer recruitment and breaking of myths and misperceptions.
What are the potential solutions?
Solution 2: Provision of specific safer recruitment training aimed at churches and places of worship that address the specific and unique challenges of those contexts.
What are the potential solutions?
Solution 3: Creation and dissemination of improved guidance and tools for adaptation and use by faith groups.
Conclusion
‘If the Church is to become the safer place that is required for children, it must ensure that it is able to facilitate a genuine commitment to achieving this through a variety of measures and safeguarding arrangements. Amongst these are its safer recruitment processes’
J.Humphreys, 2014
Churches as Safer Organisations: An exploration of safeguarding and safer recruitment practices within the Christian Church
Justin Humphreys MSc., BSc.(Hons), DipCPP
Head of SafeguardingCCPAS
Twitter: @justinccpas and @theCCPASEmail: [email protected] and [email protected]: www.ccpas.co.uk