We are committed to creating a safe culture that promotes equality, excellence and an environment where children, young people feel safe. We promote the core principles of respect, fairness, justice, tolerance and understanding. We recognise that everybody within has the right to be treated in this way but is also responsible for promoting these values in the way they work within the company and with its partners.

The employees in our office get in contact with students and vulnerable adults rarely. The partners (schools, accommodation provider, host families, subcontractors such as guides and teachers) accept the responsibility for supervising the students and vulnerable adults on their main premises and outside main premises.


The objectives of the code of conduct are:

• Safeguard children and young people. (Children includes everyone under the age of 18).
• Give staff training and support in order to recognize and accept they have a responsibility to protect any children within their sphere of work and care.
• Minimise opportunities for abuse.
• All staff to feel confident to report concerns in a safe environment with appropriate levels of confidentiality.
• Respond promptly to concerns, which have been fully documented and will be investigated and addressed.


Policy aims:

1. All staff and partners and suppliers (accommodation, subcontractors such as guides and teachers, schools) accept responsibility for the welfare of children with whom they come into contact in the course of their work, and that they will report any concerns about a child or somebody else’s behaviour, using the procedures laid down.
2. We ensure to check that accommodation if provided directly by us, are safe and provide an environment suitable for a young international student.
3. There is a Safeguarding Person within UKEDA who will take action following any expression of concern and the lines of responsibility in respect of child protection are clear.
4. All employees who come into contact with children in the course of their professional activities must adhere to this policy and be aware of the procedure for reporting safeguarding concerns.
5. Information relating to any allegation or disclosure must be clearly recorded as soon as possible.
6. This policy will be referred to or included in recruitment or training where appropriate, and this policy will be openly and widely made available to members and staff and actively promoted within the organisation.

How to respond to concerns:

Scenarios which may cause an adult to have safeguarding concerns about a U18 are:

• An U18 tells an adult they are worried about another U18.
• An U18 tells an adult of an issue that concerns themselves.
• Anyone from outside the UKEDA reports a potential issue.
• An adult witnesses behaviours of another adult which cause concern.
• An adult observes in a U18 non-verbal indication of safeguarding concerns.

In the event of any one of the above adults should:

• Follow the Guidelines outlined below.
• Report immediately to the person responsible for Safeguarding or a manager.
• Explain your concerns and the reasons behind them.
• Person responsible for Safeguarding or a manager will advise you on the next step.


Recognising symptoms of abuse

Child abuse is any form of physical, emotional or sexual mistreatment or lack of care that leads to injury or harm. It commonly occurs within a relationship of trust or responsibility and is an abuse of power or a breach of trust. Abuse can happen to a child regardless of their age, gender, race or ability. Abusers can be adults (male or female) and other young people and are usually known to and trusted by the child and family. There are four main types of child abuse: physical abuse, sexual abuse, emotional abuse and neglect. The abuser may be a family member, or they may be someone the child encounters in a homestay or during classes, sports and leisure activities. There is no textbook list of signs and signals.


Being alert to abuse means:

• Thinking about what you are seeing and asking if it is an acceptable practice.
• Taking seriously what you are told.
• Responding to the stresses behind requests for help or other presenting problems.
• Being alert to signals or non-verbal communication or challenging behaviour, and, aware that this could indicate unacceptable practice is being deliberately hidden or denied.
• Reporting any doubts to the Child Protection Officers

How to respond to a child or young adult telling you about abuse when someone talks to you about the alleged abuse, remember you are not investigating the situation, just listening. If a child discloses abuse, remember that this may be the beginning of a legal process, as well as of a process of recovery for the child. Legal action against a perpetrator can be seriously damaged by any suggestion that the child’s words have been influenced in any way by the person they told.


The following guidance should be followed as far as possible:

• Rather than directly questioning the child, just listen and be supportive.
• Never stop a child who is freely recalling significant events and don’t push the child to tell you more than they wish.
• Do not promise to keep the information a secret. Rather you must inform the child that you will have to share this with the person responsible for their safety.
• Write an account of the conversation immediately afterwards, as close to verbatim as possible. Make a note of what they actually said, using his or her own words and phrases.
• Describe the circumstance in which the disclosure came about.
• Where physical harm is being reported use a body map to indicate the location of cuts, bruises and abrasions, noting the colour of any bruising.
• Hand your record to the designated senior person, who will contact the local
children’s social care office where appropriate.


Keeping Records

All serious concerns communicated to the Safeguarding Person or a manager will be responded to on the same day. Details of allegations that are found to have been malicious should be removed from personnel records. However, for all other allegations, it is important that a clear and comprehensive summary of the allegation, details of how the allegation was followed up and resolved, and a note of any action taken and decisions reached, is kept on a person’s confidential personnel file, and a copy provided to the person concerned.
The purpose of the record is to enable accurate information to be given in response to any future request for a reference, where appropriate. It will provide clarification in cases where future DBS Disclosures reveal information from the police about an allegation that did not result in a criminal conviction and it will help to prevent unnecessary re-investigation if, as sometimes happens, an allegation resurfaces after a period of time. The record should be retained at least for a period of 2 years from the date of the allegation.



Safeguarding Person has overall responsibility for ensuring all employees (in office), Teachers and occasional workers have signed the code of conduct. The appropriate training is given to office staff members and that this is updated annually.