Bright Futures is committed to safeguarding and promoting the welfare of young people and vulnerable adults and has a statutory and moral duty to ensure that while receiving education, training, or taking part in any of our group or 1-2-1 sessions, they are safeguarded. 

The Children Act defines a child as a person under the age of 18 years.

Safeguarding responsibilities also extend beyond the age of 18 to a group of vulnerable adults. A vulnerable adult is defined as a person aged eighteen or over, who has either a dependency upon others or a requirement for assistance in the performance of basic functions. This can be as a result of a learning or physical disability, a physical or mental illness or an addiction to alcohol.

This policy applies to all learners, staff, volunteers, and visitors working with Bright Futures. 

We are committed to ensuring that Bright Futures provides a safe environment in which young people can receive high quality training when working with us.

We will take appropriate action to see that young people and adults are kept safe at their place of training / employment and during all sessions.

We will handle confidential information of a personal and/or sensitive nature following the correct procedures and ensure that staff receive guidance on the management and disclosure of confidential information, where appropriate.

In pursuit of these aims, Bright Futures will approve and annually review policies and procedures with the aim of:

Ensuring the safe recruitment of any coaches and for children/ young people in all sessions.

Promoting a safe environment for the young people to learn in, both when training and when in 1:1 sessions and raising awareness of issues relating to the welfare of young people and their families.

Aiding the identification of young people at risk of significant harm, and providing procedures for reporting concerns

Establishing procedures for reporting and dealing with allegations of abuse against members of staff or clients

Supporting staff to manage vulnerable learners.

Ensuring that any sensitive matters are dealt with in a confidential manner.

Bright Futures and Bright Futures Coaches should keep themselves and others safe from:

Physical abuse – including assault, hitting, slapping, pushing or inappropriate physical sanctions.

Sexual abuse – including rape, sexual harassment, or sexual photography. Psychological abuse – including emotional abuse, threats of harm, humiliation, controlling, intimidation, harassment, verbal abuse, cyber bullying, or isolation.

Discriminatory abuse – including forms of harassment, slurs or similar treatment because of race, gender/gender identity, age, disability, sexual orientation, or religion.

Domestic abuse – including psychological, physical, sexual, financial, emotional, or so- called. ‘honour’ based violence.

Self-neglect – this covers a wide range of behaviour such as neglecting to care for your personal hygiene, health, or surroundings and includes behaviour such as hoarding.

Neglect – including ignoring medical, emotional, or physical care needs.

Financial or material abuse – including theft, fraud, or internet scamming.

Radicalisation/Extremism – defined as vocal or active opposition to fundamental human values of our society, including democracy, the rule of law, individual liberty and mutual respect and tolerance of.

If you notice a change in someone's behaviour or are concerned in any way about the safety or wellbeing of a young person please report it to the Safeguarding Officer, who will take appropriate action.

Staff are expected to:

Complete safeguarding training as required.

Familiarise themselves with the Safeguarding policy and associated procedures. 

Safeguard and promote the welfare of children, young people and vulnerable adults. 

Alert the Designated Safeguarding Lead if they have concerns about a child or young person.

Designated Safeguarding Lead:

The Designated Member of Staff for Safeguarding is Laura Rigby, she has a specific responsibility for championing the importance of safeguarding and promoting the welfare of children / young people who are learners at Bright Futures.

The Designated Safeguarding Lead will:

• Act as the first point of contact with regards to all safeguarding matters.
• Attend up-dated training.
• Provide support and training for staff and volunteers.
• Ensure that we are in line with the Safeguarding Vulnerable Groups Act 2006
• Support staff to make effective referrals to the Children and Families Services and any  other agencies where there are concerns about the welfare of a child.
• Keep copies of all referrals to Children and Families Services and any other agencies related to safeguarding children.
• Ensure that all staff specific responsibility for safeguarding children receive the appropriate training to undertake this role.
• Manage and keep secure the safeguarding records.
• Ensure that all staff and volunteers understand and are aware of reporting and recording procedures and are clear about what to do if they have a concern about a child.
• Liaise with the Safeguarding Officer about any safeguarding issues.
• Ensure that the safeguarding policy is regularly reviewed and updated.
• Keep up to date with changes in local policy and procedures and are aware of any guidance issued concerning safeguarding. 

Safer Recruitment of Staff

Bright Futures undertakes to ensure that their staff are fit to work in a training provider setting with children. It also reserves the right to refuse to employ staff whom it has a reasonable belief may pose a risk to its learners.

Bright Futures has systems in place to prevent unsuitable people from working with children and to promote safe practice. These systems apply to all new staff and require the following checks to be made prior to appointment:

Minimum of two references, one of which should be from a previous employer documentary evidence checks of identity, nationality, residency and “right to work” status.

• Enhanced DBS (Disclosure & barring service) check with barred list information*

• Documentary evidence of qualifications (as applicable to role)

• Satisfactory completion of the Bright Futures Training Programme.

Where subcontractors are delivering courses to and around young people and families, the provider must provide written assurance that all relevant staff will be DBS checked.

In accordance with the Regulations, records of all checks carried out are kept in a single central record.

*If a DBS check is delayed for any reason the staff member will not be subject to lone working with apprentices aged under 18. They must always have a member of staff present who is fully DBS checked until the point they receive a full DBS check.

Staff Development and Training

Bright Futures Safeguarding policy, procedure and guidance will be issued to all new staff as part of their induction. All staff will be supported to recognise warning signs and symptoms in relation to specific safeguarding issues and will receive training relating to Safeguarding.

What to do if you suspect someone is being abused.

• All staff, volunteers and others working in direct contact with sessions must be alert to the signs of abuse.
• Anyone who suspects that abuse is taking place inside or outside of a Bright Futures Session, or to whom a learner discloses issues relating to safeguarding, should contact the Designated Safeguarding Officer immediately.
• Staff who are not Designated Safeguarding Lead’s, but who are approached with concerns about a child, must bring the concerns raised to the attention of the Designated Safeguarding Lead immediately.
• All staff to whom a learner discloses issues that may be related to safeguarding must keep written records of concerns. Such records must be kept securely, separate from the main learner files and in locked locations.
• The Designated Safeguarding Lead will develop effective links with relevant agencies and cooperate as required with any enquiries regarding child protection matters, including attendance at case conferences. 

Allegations of Abuse Against Members of Staff

Allegations of abuse, or concerns raised against members of staff, will always be treated seriously. The allegations need to be applied with common sense and judgement. All cases must be referred to the Designated Safeguarding Lead who will follow the Safeguarding Procedure in the same way as for other safeguarding allegations.

The Designated Safeguarding Lead will take the appropriate steps to ensure the safety of the child and any others who may be at risk. The Designated Safeguarding Lead will also inform the staff member, in order that training provider procedures may be followed, and an investigation is carried out. If the allegation or concern is against the Designated Safeguarding Lead.

This may result in possible criminal (police) investigations and/or a child protection investigation, carried out by Social Services.

Disclosure & Barring Service (DBS)

Bright Futures has a responsibility to ensure safe recruitment and employment practices.

New and existing staff who frequently or intensively work with children in training supervision, care, and advice must be checked through the DBS. This information will then be kept securely. Relevant details will be kept on a Single Central Record that will be subject to annual checks and audits.

Reporting Cases to the Disclosure and Barring Service (DBS)

Bright Futures has a statutory duty to carry out reports, and provide relevant information to the DBS where there are grounds for believing, following an investigation, that an individual is unsuitable to work with children, young people or vulnerable adults, or may have committed misconduct. The responsibility for reporting cases to the DBS lies with the Designated Safeguarding Officer.

Resignations

If, during the course of an investigation relating to safeguarding, an employee tenders his or her resignation, or ceases to provide their services, Bright Futures is not prevented from following up an allegation in accordance with these procedures. Every effort will be made to reach a conclusion in cases relating to the welfare of children, young people or vulnerable adults, including those where the person concerned refuses to co-operate with the process.

Support for Staff

Bright Futures is aware that safeguarding cases can be distressing and that staff who have been involved may find it helpful to talk about their experiences, in confidence, with one of the Designated Safeguarding Officers or with a trained counsellor. Staff wishing to be referred for counselling should discuss with the Safeguarding lead.

Purpose and Scope of this Policy Statement

The purpose of this policy statement is to:

• Protect children and young people who receive Bright Futures’ mental fitness coaching services from harm. This includes the children of adults who use our services.
• Provide staff, volunteers, schools, and the children, young people, and families we support with the overarching principles that guide our approach to safeguarding and child protection.
• Ensure everyone involved in delivering services on behalf of Bright Futures understands and upholds our commitment to creating safe, respectful, and empowering environments.
  
  

This policy applies to anyone working on behalf of Bright Futures, including senior managers, the board of trustees, certified Mental Fitness Coaches, paid staff, volunteers, sessional workers, agency staff, and students.

Legal Framework

This policy has been drawn up on the basis of legislation, policy, and guidance that seeks to protect children in England. 

Keeping Children Safe in Education Part 1 

Working together to Safeguard Children 

The Children's Act 2004 

This policy has due regard to all relevant legislation and statutory guidance, including, but not limited to, the following: 

Legislation

• Children Act 1989
• Sexual Offences Act 2003
• Female Genital Mutilation Act 2003 (as inserted by the Serious Crime Act 2015)
• Children Act 2004
• Safeguarding Vulnerable Groups Act 2006
• Apprenticeships, Children and Learning Act 2009 
• Equality Act 2010
• Anti-social Behaviour, Crime and Policing Act 2014
• Counter-Terrorism and Security Act 2015
• The UK General Data Protection Regulation (UK GDPR)
• Data Protection Act 2018
• Domestic Abuse Act 2021
• Marriage and Civil Partnership (Minimum Age) Act 2022 

Statutory guidance

• Home Office (2023) ‘Prevent duty guidance: Guidance for specified authorities in England and Wales’
• DfE (2023) ‘Working Together to Safeguard Children 2023’
• DfE (2018) ‘Disqualification under the Childcare Act 2006’
• DfE (2024) ‘Keeping children safe in education 2024’
• HM Government (2020) ‘Multi-agency statutory guidance on female genital mutilation’
• HM Government (2023) ‘Channel Duty Guidance: Protecting people susceptible to radicalisation’
• Home Office and Foreign, Commonwealth and Development Office (2023) ‘Multi-agency statutory guidance for dealing with forced marriage and Multi-agency practice guidelines: Handling cases of forced marriage’

Non-statutory guidance

• DfE (2015) ‘What to do if you’re worried a child is being abused’
• DfE (2017) ‘Child sexual exploitation’
• DfE (2024) ‘Information sharing’
• DfE (2024) ‘Sharing nudes and semi-nudes: advice for education settings working with children and young people’
• DfE (2021) ‘Teachers’ Standards’ 
• DfE (2024) ‘Recruit teachers from overseas’
• DfE (2024) ‘Working together to improve school attendance’
• DfE (2024) ‘Meeting digital and technology standards in schools and colleges’

Supporting Documents

This policy should be read alongside our organisational policies, procedures, and related guidance documents:

• Role description for the Designated Safeguarding Lead
• Dealing with disclosures and concerns about a child or young person
• Definitions and signs of child abuse
• Managing allegations against staff
• Recording concerns and information sharing
• Child protection records retention and storage
• Code of conduct for staff and volunteers
• Behaviour codes for children and young people
• Photography and sharing images guidance
• Safer recruitment policy
• Online safety
• Anti-bullying
• Managing complaints
• Whistleblowing
• Health and safety policy
• Induction, training, supervision, and support
• Adult-to-child supervision ratios

• Sustainability and environmental policy

• Equal Opportunities at work

Additional Safeguarding Information, Practices, and Procedures

In accordance with Keeping Children Safe in Education (KCSIE) and our organisational commitment to child welfare, the following safeguarding areas are recognised as particularly relevant to our setting and have been incorporated into our policy and practice.

1. Children Missing from Education / Home Educated Children missing from education, especially persistently, can act as a vital warning sign of a range of safeguarding possibilities, including abuse, neglect, sexual exploitation, and radicalisation. We work proactively with local authorities and other relevant partners to monitor attendance, investigate patterns of absence, and ensure the safety and well-being of children who have elected to home educate.
2. Mental Health We recognise that mental health issues can, in some cases, be an indicator that a child has suffered or is at risk of suffering abuse, neglect or exploitation. All staff are trained to observe children for changes in behaviour or presentation that may signal underlying concerns. We work collaboratively with external services, including CAMHS, to ensure timely and appropriate support.
3. Child-on-Child Abuse (including Sexual Violence and Harassment) Child-on-child abuse is taken seriously and includes a wide spectrum of behaviours such as bullying, physical abuse, sexual violence, sexual harassment, upskirting, and harmful sexual behaviour. All disclosures are managed sensitively and in line with statutory guidance. Preventative education and clear behaviour expectations are embedded throughout our practice.
4. Harmful Sexual Behaviour Harmful sexual behaviour (HSB) refers to developmentally inappropriate sexual behaviour displayed by children and young people. We recognise the importance of addressing HSB through early identification, consistent response, and working with appropriate agencies to protect all children involved.
5. Child Criminal Exploitation (CCE) Children may be exploited into criminal activity by individuals or criminal networks. This can include coercion into drug trafficking (including county lines), theft, or serious violence. We maintain vigilance for indicators such as unexplained possessions, changes in behaviour, or going missing from home/school.
6. Child Sexual Exploitation (CSE) CSE involves exploitative situations where young people receive something (e.g., gifts, affection, money) in exchange for sexual activity. Staff are trained to identify vulnerabilities and respond appropriately to disclosures or concerns.
7. County Lines This form of criminal exploitation involves gangs and organised networks exploiting children to move drugs and money between locations. We are alert to signs, including frequent missing episodes, possession of unfamiliar phones, or increased secrecy. 
8. Domestic Abuse Children living in environments where domestic abuse occurs can suffer emotional, physical, and psychological harm. We ensure coaches understand the impact of domestic abuse and how to support affected children, including making referrals to appropriate services.
9. Radicalisation and Extremism We comply with the Prevent Duty and recognise our responsibility to protect children from radicalisation and extremist influences. Staff are trained to notice concerning behaviours and report concerns through the safeguarding process.
10. Honour-Based Abuse (Including Forced Marriage and FGM) Honour-based abuse, including Female Genital Mutilation (FGM) and forced marriage, are serious forms of abuse. We understand our legal duty to report known cases of FGM in girls under 18 and provide appropriate support to children at risk.
11. Private Fostering Where a child under 16 (or under 18 if disabled) lives with someone who is not a close relative for 28 days or more, this may constitute a private fostering arrangement. We work with local authorities to ensure such arrangements are reported and monitored.
12. Online Safety and Cybercrime We are committed to educating children and families about online risks, including grooming, cyberbullying, exploitation, image sharing, and cybercrime. Coaches are aware of safe online behaviours and monitor for signs of distress linked to digital activity. Coaches will signpost and refer to relevant agencies should more support be required.
13. Child Abduction and Community Safety Incidents Staff are aware of the potential safeguarding implications of incidents where children are approached by unknown adults or go missing from care or school. We work with relevant agencies to ensure safety plans are in place.
14. Modern Slavery and Human Trafficking We acknowledge the potential for children to be victims of modern slavery or trafficking, particularly when vulnerable due to other safeguarding risks. All concerns are reported immediately, and referrals are made as appropriate.
15. Equalities-Based Incidents Discriminatory abuse based on protected characteristics, such as race, religion, sexuality, gender identity or disability, is treated as a safeguarding concern. We foster an inclusive environment where diversity is respected and prejudice is actively challenged.
16. Opportunities to Teach Safeguarding We actively use every opportunity to embed safeguarding education across our services. This includes group work, 1:1 sessions, and family engagement that covers online safety, consent, emotional literacy, healthy relationships, and help-seeking strategies.
17. Looked After Children, Care Leavers, and Previously Looked After Children We understand the increased vulnerability of children who are in care, have left care, or have experienced disrupted attachments. Tailored support plans and regular reviews are used to meet their emotional and educational needs.
18. Children with Special Educational Needs and Disabilities (SEND) Children with SEND may face additional safeguarding challenges. Staff are aware of the potential for barriers to communication, social isolation, or dependency on adults, and work closely with SENCOs and external professionals to keep children safe.
19. Safeguarding Vulnerable Groups We work holistically with vulnerable groups, including those at risk of exclusion, homelessness, exploitation, or mental ill-health. Our safeguarding practice is embedded in all workstreams and ensures that early intervention and prevention remain central to our mission.

Our Values and Coaching Ethos

Bright Futures is built on the belief that Mental Fitness creates Bright Futures. We deliver coaching that empowers young people to develop resilience, confidence, emotional intelligence, and self-awareness using simple yet effective Mental Fitness Tools.

• Our coaching approach is rooted in Neuro-Linguistic Programming (NLP) and neuroscience.
• We help young people respond to life’s challenges with emotional regulation, clarity, and confidence.
• All our coaching takes place in emotionally safe and professionally guided environments.
• Coaches are certified and registered with the Association for NLP (ANLP).
• Our programs complement existing mental health and wellbeing support, but do not replace medical or therapeutic care.
  
  

We prioritise emotional safety and trust-building in every interaction with young people. Our coaches are trained to recognise signs of emotional distress and to respond with empathy and in line with safeguarding best practice.

Working with Schools and Families

Bright Futures works in close partnership with schools and families to ensure the safety, well-being, and development of the young people we support. Our safeguarding approach includes:

• Liaising with Designated Safeguarding Leads (DSLs) in each school before, during, and after the delivery of coaching
• Following school-specific safeguarding policies and protocols while on site
• Sharing relevant safeguarding concerns promptly with the school DSL and, where appropriate, with parents/carers
• Communicating transparently with parents/carers in accordance with data protection and child protection legislation
  
• Upholding clear boundaries, confidentiality, and safe practice during all coaching interactions

Our Beliefs

We believe that:

• Children and young people should never experience abuse of any kind.
• We have a responsibility to promote their welfare, keep them safe, and practise in a way that protects them.
  
  

Our Commitments

We recognise that:

• The welfare of children is paramount in all the work we do and decisions we make.
• Working in partnership with children, families, schools, carers, and agencies is essential to promoting wellbeing.
• All children, regardless of age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation, have equal rights to protection from harm.
• Some children are particularly vulnerable due to previous experiences, dependency, communication needs, or other factors.
• Extra safeguards may be needed for those who are additionally vulnerable.
  
  

Commitment to Inclusion and Awareness

We are committed to meeting the safeguarding needs of all children and young people, including:

• Children from Black, Asian, and minoritised ethnic communities
• d/Deaf and disabled children and young people
• LGBTQ+ children and young people
• Children with Special Educational Needs and Disabilities (SEND)
• Vulnerability Factors
  
  

We will seek to keep Children and Young People safe By:

• Valuing, listening to, and respecting them
• Appointing a nominated child protection lead, a deputy, and a safeguarding lead trustee
• Following safeguarding best practice across all activities
• Ensuring coaching environments are emotionally and physically safe
• Providing ongoing training and supervision for staff and volunteers
• Safely recruiting staff and completing necessary checks
• Recording and storing information securely and professionally
• Sharing information and guidance with children and families in accessible ways
• Involving parents and carers in safeguarding conversations when appropriate
• Reporting concerns swiftly to the appropriate agencies and school partners
• Managing allegations with care and confidentiality
• Creating and maintaining an anti-bullying culture
• Ensuring robust complaints and whistleblowing procedures
• Upholding high standards of health and safety
• Building a safeguarding culture of mutual respect and openness

Designated Safeguarding Lead -  Name: Laura Rigby 

Email:[email protected] Website: www.brightfutures.me.uk

We are committed to reviewing this policy and our safeguarding practices annually.

This policy was last reviewed on: 27/9/2025

Signed: L Rigby Founder, Mental Fitness Coach & DSL

Next review date: 27/9/2026

 /6/2026

Bright Futures is committed to protecting the privacy and personal information of our learners, staff, associates, and clients. This policy outlines how we collect, use, store, and share personal data in line with UK GDPR, Data Protection Act 2018, and safeguarding standards, specifically for therapeutic and educational services.

1. Principles

We follow these principles to protect your privacy:

• We only collect necessary information.
  
  
• We use your data solely for specified purposes, including educational, therapeutic, and administrative needs.
  
  
• We do not retain data longer than necessary.
  
  
• We share data only with authorised parties (e.g., staff, therapists, regulators) for legitimate purposes.
  
  
• We ensure confidentiality and safeguarding of learners’ sensitive information.
  
  

2. Scope

This policy applies to:

• Learners receiving educational and therapeutic services.
  
  
• Parents/Guardians of learners.
  
  
• Employees, associates, and contractors.
  
  
• Third parties engaged to provide services or support.
  
  

3. Information We Collect

We may collect:

• Learner: Name, date of birth, contact details, health/therapy information, safeguarding or wellbeing data, educational records.
  
  
• Staff/Associates: Name, contact details, employment history, qualifications, HR/financial records.
  
  
• Clients/Third Parties: Contact and contractual information.
  
  

Data may be collected:

• Directly from individuals or guardians.
  
  
• From third-party providers, schools, or agencies.
  
  
• Via website, forms, email, or other communications.
  
  

4. Lawful Basis for Processing

We process personal information under these legal bases:

• Consent: Where explicit consent is provided.
  
  
• Contractual necessity: To deliver educational, coaching, or therapeutic services.
  
  
• Legal obligation: To comply with laws, safeguarding, and reporting duties.
  
  
• Legitimate interests: To manage services, improve provision, and ensure wellbeing.
  
  

For minors or vulnerable learners, parental/guardian consent is obtained where required.

5. Use of Personal Data

Personal data is used to:

• Provide educational, therapeutic, and coaching services.
  
  
• Manage accounts, payments, and contracts.
  
  
• Monitor learner progress and wellbeing.
  
  
• Ensure safeguarding and compliance with statutory duties.
  
  
• Improve services and delivery.
  
  
• Conduct training, evaluation, or research to enhance provision.
  
  
• Communicate information relevant to learners, parents, or staff.
  
  

6. Data Sharing

Data is only shared:

• With authorised staff, therapists, or external agencies on a need-to-know basis.
  
  
• With regulators or law enforcement when legally required.
  
  
• With third-party service providers under secure agreements ensuring data protection.
  
  

Sensitive learner information is never shared outside authorised parties without consent, except where safeguarding or legal obligations require it.

7. Data Retention

We retain data for as long as necessary to fulfil the purpose collected:

• Financial/accounting records: 7 years.
  
  
• Learner records: duration of placement + 6 years (or per safeguarding guidelines).
  
  
• Employment records: duration of employment + 6 months.
  
  
• Marketing: only as long as necessary and consented.
  
  

Data no longer required is securely destroyed or anonymised.

8. Rights of Individuals

You have the right to:

• Access your personal data.
  
  
• Correct inaccurate or incomplete data.
  
  
• Request erasure of data (subject to legal/safeguarding obligations).
  
  
• Restrict or object to processing.
  
  
• Withdraw consent at any time.
  
  
• Request transfer of personal data to another organisation.
  
  

Requests can be made via:
Email: [email protected]
Post: Data Protection, Bright Futures Training & Coaching Ltd, Hestercombe House, Taunton, Somerset, TA2 8LG  Phone: +44 07814 709127

9. Security

Bright Futures implements technical and organisational measures to protect personal data:

• Role-based access and password protection.
  
  
• Firewalls and encrypted storage.
  
  
• Limited access to authorised staff only.
  
  
• Regular monitoring and auditing of IT systems.
  
  

10. Cookies and Website Analytics

• We use cookies and Google Analytics to improve the website experience and monitor traffic.
  
  
• No personally identifiable data is shared without consent.
  
  
• Users may control cookies via browser settings.
  
  

11. Marketing

• Marketing communications are sent only with consent or under legitimate interest.
  
  
• Individuals can opt-out or withdraw consent at any time.

12. Review and Updates

Effective Date: 01 Dec 2021

• Policy is reviewed annually or when legislation changes.
  
  
• Last Review: September 2025 | Next Review: September 2026
  
  

Bright Futures reserves the right to amend this policy at any time.

It is the policy of Bright Futures and all trading bodies connected to us to commit to promoting, encouraging and ensuring equality and diversity in the workplace and to eradicate unlawful and unfair discrimination within our organisation.

The purpose of this policy is to ensure that all employees and learners feel represented, respected, and supported within a safe, inclusive, and therapeutic environment. In addition, we are committed to eradicating discrimination in the provision of services, education, and support offered by Bright Futures.

Scope of this Policy

This policy applies to all employees, regardless of full-time or part-time status, fixed-term or substantive contract. It also applies to persons who are not employees but are engaged to perform services or provide goods on behalf of Bright Futures, including agency staff, contractors, and volunteers.

All employees share responsibility for implementing this policy, particularly directors, managers, supervisors, and all staff who participate in employment decisions or deliver therapeutic or educational services to learners.

Application in a Bright Futures

Bright Futures operates as a trauma-informed, therapeutic provision. We extend our equality, diversity and inclusion principles to all learners, ensuring they feel safe, valued, and respected. We are committed to:

• Removing barriers to participation and engagement.
• Making reasonable adjustments for learners and staff with disabilities, neurodiversity, or mental health needs.
• Ensuring that every young person has a voice in shaping their experience through restorative practice, student voice activities, and regular feedback.
• Embedding inclusive, person-centred approaches across all therapeutic and educational work.

Equality Commitments

To achieve the aims and goals within this policy, Bright Futures undertakes to:

1. Comply with the Equality Act 2010
• We shall never unlawfully discriminate against any person due to their protected characteristics, namely: Age, Disability, Gender reassignment, Marriage and civil partnership, Pregnancy and maternity, Race (including colour, nationality, ethnic or national origin), Religion or beliefs, Sex, Sexual orientation.
2. Prevent Discrimination in All Employment Practices
• We shall combat and avoid all forms of unlawful discrimination relating to terms and conditions, recruitment, dismissal, redundancy, grievances, pay, benefits, selection for training, or flexible working arrangements.
3. Encourage Progress and Development
• All employees will be supported to progress, learn, and develop through training and professional development opportunities.
4. Merit-Based Recruitment and Promotion
• Bright Futures employs and promotes individuals based on merit, ability, experience, and aptitude — not on any protected characteristic, except where lawful and appropriate under the Equality Act 2010.
5. Provide Equality and Diversity Training
• All staff, particularly those in management and therapeutic roles, will receive EDI and trauma-informed practice training to understand their rights, responsibilities, and inclusive approaches to working with others.
6. Prevent Bullying, Harassment, and Victimisation
• All forms of bullying, intimidation, or harassment are unacceptable. Any employee or learner who believes they have experienced discrimination or harassment should report it to their line manager or senior staff member.
• All complaints will be handled confidentially and investigated promptly. Disciplinary action may be taken where unlawful behaviour is found.
7. Regular Review and Improvement
• Bright Futures will regularly review its employment and educational practices to ensure fairness, reflect legislative changes, and promote continuous improvement.

1. Monitoring Diversity and Inclusion
• The organisation will observe and analyse workforce and learner diversity in terms of age, sex, race, disability, and other protected characteristics to ensure ongoing equality and to identify any areas for action.

Application and Conduct

This policy applies to the behaviour of all employees, learners, and associated persons both on and off site. All must consider how their conduct may affect others and the reputation of Bright Futures. Everyone has a role in modelling respect, inclusion, and compassion consistent with our therapeutic ethos.

Policy Review

This policy will be reviewed regularly to ensure relevance and compliance. It does not form part of any employment contract and serves as operational guidance for best practice.

This policy is robustly endorsed by Bright Futures at all levels of management.

Signed: L. Rigby

Date: 17 December 2021

Reviewed by: Laura Rigby, April 2025

Next Review: April 2026