Whistle-Blowing Policy

The Cavalier Centre has adopted the BEF whistle-blowing policy.

July 2016.

Consideration of the whistle-blowing related to a child protection or safeguarding context

The BEF (and its member organisations) is committed to developing a culture where it is safe and acceptable for all those involved in equestrianism to raise concerns about unacceptable practice and misconduct.


What is a whistle-blower?

“You’re a whistle-blower if you’re a worker and you report certain types of wrongdoing. This will usually be something you’ve seen at work – though not always.

The wrongdoing you disclose must be in the public interest. This means it must affect others, eg the general public.

As a whistle-blower you’re protected by law – you shouldn’t be treated unfairly or lose your job because you ‘blow the whistle’.

You can raise your concern at any time about an incident that happened in the past, is happening now, or you believe will happen in the near future.” (Whistleblowing for employees, 2015).


Those involved in the BEF or one of the Member Bodies must acknowledge his/her individual responsibilities to bring matters of concern to the attention of senior management and/or relevant agencies. Although this can be difficult it is particularly important where the welfare of children may be at risk. The BEF assures that all those involved in equestrianism are treated fairly and all concerns will be properly considered. In cases where the allegations prove to be unfounded, then no action will be taken against those who report their suspicions/allegations provided they acted in good faith and without malicious intent.


Reasons for whistle-blowing

Each individual has a responsibility for raising concerns about unacceptable practice or behaviour:


  • To prevent the problem worsening or
  • To protect or reduce risk to
  • To prevent becoming implicated


What stops people from whistle-blowing?

  • Starting a chain of events which
  • Disrupting the work or
  • Fear of getting it
  • Fear of repercussions or damaging
  • Fear of not being


BEF safeguarding whistle-blowing procedures

Should concerns be raised via a “tip-off”, the person receiving the tip-off should attempt to obtain the following information from the informant.


  • Name, address and telephone
  • Names of individuals
  • The manner of the alleged incident/s or


You should not attempt to deal with any allegation or concern yourself; rather inform your nominated welfare officer or your Lead Welfare Officer or the BEF Safeguarding Officer.


Specifically do not:

  • Inform the person about whom the concern was
  • Inform any other members, participants or
  • Commence your own
  • Annotate or remove
  • Delay in reporting the


Also do not assume

  • “All is well, otherwise it would have been spotted ”
  • “It doesn’t matter” or “No harm will ”
  • That It is not you


Who do I tell?

The first person to whom you should report your suspicion or allegation is your nominated welfare / safeguarding officer. If for any reason you cannot or do not wish to report to that officer, you should refer to your Lead Welfare/Safeguarding Officer who is specifically trained to help and advise.


If you cannot, or do not wish to, report the information to either of these people, then please contact the BEF Safeguarding Officer on: 02476 698871.


What happens next?

  • You should be given information on the nature and progress of any
  • All concerns will be treated in confidence. During the process of investigating the matter, every effort will be made to keep the identity of those raising the concern unknown, except to the minimum number of individuals practicable.
  • Your Nominated welfare /safeguarding officer, Member Body Lead Welfare / Safeguarding Officer and the BEF have a responsibility to protect you from harassment or
  • No action will be taken against you if the concern proves to be unfounded and was raised in good
  • Malicious allegations may be considered a disciplinary



The amount of feedback relating to the issue will vary depending on the nature and result of the investigations. However, where possible, those who have raised concerns will be kept informed of the progress and eventual conclusion of investigations.

Safeguarding Policy Statement

Abuse is a violation of an individual’s human and civil human rights; it can take many forms. Staff and volunteers of Perry RDA are committed to practices which promote the welfare of Children and Adults at Risk and safeguard them from harm.

Staff and volunteers in our organisation accept and recognise our responsibilities to develop awareness of the issues that cause an Adult at Risk harm, and to establish and maintain a safe environment for them. Perry RDA fully accepts its legal and moral obligation to protect children in the course of its work and it is our policy to make every reasonable effort to safeguard and protect those who are involved in any aspects of our work.

In pursuit of this, Perry RDA is committed to ensuring that:

• The welfare of all participants is paramount

• That all participants can take part in a fun and safe environment

• All reasonable and practical steps are taken to ensure that participants are protected from harm, discrimination and degrading treatment and that participants rights, wishes and feelings are respected

• All suspicions and allegations of poor practice or abuse will be taken seriously and responded to swiftly and appropriately

• Ensuring general health and safety and risk management procedures are adhered to

• All trustees, employees and volunteers have a responsibility to report concerns with regards to safeguarding matters whether a child or Adult at Risk. It is the responsibility of experts to determine whether abuse has taken place, but it is every-one’s responsibility to report any concerns.

• A designated Safeguarding Officer has been appointed

• Safeguarding officers and other relevant staff/volunteers receive appropriate training and guidance on Safeguarding

Safeguarding encompasses both Child Protection and Adults at Risk. As defined in the Children Act 1989, for the purposes of Child Protection, anyone under the age of 18 should be considered a child. An Adult at Risk is defined by the “Who Cares” consultation 1997 as someone “who is, or may be, in need of community care services by reason of disability, age or illness: and is or may be unable to take care, or unable to protect him or herself against significant harm or exploitation” over 18 years of age.

The policies and procedures apply to everyone within the Cavalier Centre, whether in a paid or voluntary capacity, including trustees, committee members and designated medical and veterinary staff. Everyone should be aware of safeguarding procedures and best practices.

Legal and Procedural Framework

The practices and procedures within the Cavalier Centre are based on the principles contained within the UK and International legislation and Government guidance and take into account:

Adult Safeguarding 2011

Adult Support and Protection Act 2007

Care Act 2014

Children Act 1989 (England and Wales)

Children Act 2004

Disability Discrimination Act 1995

Every Child Matters 2006

No Secrets (Adult Protection) 2000

Protection of Children (Scotland) Act 2003

Protection of Freedoms Act 2012

Safeguarding Adults (ADASS) 2005

Safeguarding Vulnerable Groups Act 2006 (Scotland 2007)

The Human Rights Act 2000

The Protection of Children Act 1999

The UN Convention on the Rights of the Child 1989