PREVENT POLICY AND PROCEDURE

Posted by UCAN / In Public Policies / March 23rd, 2023

PROMOTION OF THE POLICY

The policy is promoted through staff induction, the staff handbook, apprentice induction, e-portfolio work, newsletters to apprentices and employers, training sessions, and the apprentice handbook.

1. ACHIEVING COMMITMENT TO THE POLICY THROUGH TRAINING

Prevent awareness raising and training is mandatory for all staff at induction.  Information is provided to all apprentices at enrolment in order to raise awareness of Prevent issues and the contents of this policy.

2. OUR LEGAL RESPONSIBILITY TO FULFIL THE PREVENT DUTY STATEMENT (TERROR ACT)

There is a duty placed on training providers receiving public funding to have due regard to the need to prevent people from being drawn into terrorism,” Section 26 of the Counter –Terrorism and Security Act 2015.

The government’s “Counter-Extremism Strategy” (updated 31st December 2023) issued under Section 29 of the  Counter-Terrorism and Security Act)  further outlines the requirements on public institutions to implement the Prevent duty. The strategy aims to “ensure that no institutions can provide an uncontested space for extremist ideology to be propagated”. It also identifies strategies for countering extremist ideologies, building partnerships with those who oppose extremism and building cohesive communities.

The government has defined extremism in Prevent Duty as “vocal or active opposition to fundamental British values, including calls for the death of members of the British armed forces.” British values include “democracy, the rule of law, individual liberty, and mutual respect and tolerance of different faiths and beliefs”.

The draft bill of “Martins Law” was published on 2nd May 2023, this will currently not impact on us as a training provider as we are under the standard tier threshold currently set at 100 people, We do not come into scope as we offer hybrid learning meaning the majority of our delivery is on line, and whilst we do deliver classroom sessions these never meet the threshold of 100. This will however have an impact on some of the educational settings our staff visit when meeting apprentices.

The 2011 Prevent strategy has three specific strategic objectives:

• Respond to the ideological challenge of terrorism and the threat we face from those who promote it.

• Prevent people from being drawn into terrorism and ensure that they are given appropriate advice and support.

• Work with sectors and institutions where there are risks of radicalisation that we need to address.

It is within this context that UCAN has developed its approach to the implementation of the Prevent duty which is a Governance Board accountability.

3. HOW WE PROTECT APPRENTICES AND EMPLOYEES FROM RADICALISING INFLUENCES

We have security on all laptops, internet access and systems. Through apprentice training and staff training, we highlight knowledge and awareness of risks. We also provide access to confidential support. Through the apprentice review process, assessors discuss current Prevent issues with their apprentices.

4. HOW DO WE ENSURE APPRENTICES AND EMPLOYEES ARE RESILIENT TO EXTREME NARRATIVES

Discuss extremism openly with staff and apprentices ensuring all feel safe to voice views, and develop knowledge of what extremism is.

5. HOW WE IDENTIFY CHANGES IN BEHAVIOUR OF APPRENTICES AND EMPLOYEES

Radicalisation is the process by which individuals come to support terrorism or violent extremism. It is recognised that radicalisation can occur to an individual from any section of society and is not particular to any racial, ethnic or social group. It is further recognised that in many instances the process of radicalisation is essentially one of grooming by others.

6. POSSIBLE BEHAVIOUR INDICATORS

Possible behavioural indicators are below:

• Discriminatory language or actions towards specific groups or people with a particular protected characteristic

• Possession or sharing of violent extremist literature

• Showing or sharing online material of an extreme nature to others

• Behavioural changes (for example, becoming withdrawn)

• Expression of extremist views

• Advocating violent actions and means

• Association with known extremists

• Seeking to recruit others to an extremist ideology

In respect of safeguarding individuals from radicalisation, UCAN works to the Prevent element of the Government’s Counter Terrorism Strategy, and where deemed appropriate seeks external support for apprentices through referrals to the Channel Programme.

This is monitored through the progress reviews, and concerns identified and reported to the Prevent lead, Julie Cavalli.

Different topics around Prevent and extremism are discussed during reviews, a discussion between assessor and apprentices.

7. HOW WE DEAL WITH ANY ISSUES RAISED BY EMPLOYEES OR EMPLOYERS

Employees are trained in their Prevent duties, and are alert to possibilities of harm to apprentices. Employees will inform the Designated Safeguarding Person (DSP) of any concerns they have about apprentices. Employees will not investigate or give advice and must not make Prevent referrals directly, an internal safeguarding referral MUST be completed to allow our DSL or Deputy to assess & authorise the appropriateness of sharing personal data with external bodies. The DSP will decide whether to involve a third party, such as the Police, or Social Services. Issues are treated as a priority and the DSP must be contacted as soon as possible.

PERSON RESPONSIBLE, WITH CONTACT DETAILS

DESIGNATED, PREVENT LEAD:

 Julie Cavalli:      *Removed*

DESIGNATED SAFEGUARDING OFFICERS:

Julie Cavalli:      *Removed*

Della King:        *Removed*

Dedicated Phone number:   *Removed*

DESIGNATED MENTAL HEALTH OFFICER:

Della King:    *Removed*

AUTHORISED BY:

UCAN Governance Board