What you will learn in this session 1.The meaning of a ‘vulnerable adult’ 2.The nature of adult abuse 3.Indicators of adult abuse and neglect 4.Local arrangements for the implementation of relevant policies and procedures 5.What to do if you suspect abuse of an adult 6.The importance of sharing information 7.Overcoming barriers to escalating a case of suspected adult abuse

Why is this important?  In there were 750 serious cases of abuse of adults in healthcare settings  It is a legal requirement  Human Rights Act 1998; Mental Capacity Act, 2005 Safeguarding Vulnerable Groups Act, 2006  Everyone should take the responsibility to act if a fellow human being is being abused  You have an important role in recognising abuse and taking action if you have concerns

…but, just because someone has a disability or is older does not mean that they cannot take care of themselves! Who is vulnerable?  Anyone who is, or may be:  in need of community care services because they have a mental or other disability, age or illness’  unable to take care of him or herself.  unable to protect him or herself from harm or exploitation ‘No Secrets’ (DH/Home Office, 2000)

Who is at risk of abuse?  Anyone, but higher risk for:  Elderly frail  Adults in care homes or hospitals  People living in institutions  Those living in violent relationships  Individuals with mental health issues, physical disabilities or learning disabilities  People who require help with day-to-day living

ABUSE What is abuse?  People are not inherently vulnerable  Abuse is related to the individual’s circumstances and the nature of the risk  Abuse may happen as a result of deliberate intent, negligence or ignorance  It can be short or long term A violation of an individual’s human or civil rights

Where does abuse occur?  Anywhere including:  Home  Workplace  Educational settings  Care homes / care homes with nursing  Day centres  Hospitals  Police station and / or prison  Public places

Who commits abuse?  Family and friends  Informal or paid carers  Neighbours  Partners or ex-partners  People in positions of trust  People who target the vulnerable to exploit  Strangers  Organisations

Categories of abuse  Physical abuse  Sexual abuse  Neglect  Institutional abuse  Discriminatory abuse/hate crime or hate incidents  Financial abuse  Emotional or psychological abuse

Identifying abuse  Direct disclosure:  The individual concerned  Significant others  Carers  Colleagues  Indirect:  Suggestion and intimation  Signs and symptoms

General indicators of abuse  Appearing frightened, stressed or subdued  Unexplained changes in behaviour  Unexpected behaviour  Physical signs  Poor sleep patterns  Depression  Actions of gatekeepers  Certain indicators may suggest a specific type of abuse

Why someone may suffer in silence  Some people do not disclose abuse because they:  Are afraid of retaliation  Believe it’s their fault  Think they will be put in an institution  Are ashamed  Believe that no one can help them  Assume no one will believe them

If you are told about abuse  Stay calm and try not to look shocked  Listen carefully  Be sympathetic  Tell the person that:  They did the right thing to tell you  You are treating the information seriously  It was not their fault  Record what you were told as soon as you can  Report the information to the appropriate authority, for example your manager

Things to avoid  Asking intensive or intrusive questions  Promising to keep something secret  Making promises that you cannot keep  Contacting the alleged abuser  Being judgemental  Gossiping about the incident  Washing the person, their clothes or bedding  Touching or moving anything

What to record  Accurately detail what you saw and / or heard:  Record details straight away  Times, dates, people  Report exact words used  Distinguish between fact and opinion  Date and sign the record  Follow local procedures for information sharing and records management

 If you witness or hear about abuse:  Ensure the person is safe: If there is an immediate threat contact emergency services  Report concerns to person in charge  Refer concerns to relevant adult social services  Document the incident: Be brief, factual and relevant  Follow the organisation’s policy and guidelines How to report abuse

Sharing Information  Seek advice if unclear of what can be shared  Obtain informed consent if possible  Consider risks of not referring:  Document rationale for not referring  Provide information on a ‘need-to-know’ basis for investigation or safeguarding  Confidentiality should not be confused with secrecy

What happens after a referral?  You may be contacted for further information  You should get feedback from your referral  Don’t be afraid to challenge a lack of activity  Inform your line manager

Whistle blowing  Official name for whistle blowing is ‘making a disclosure in the public interest’  Whistle blowing is protected for public interest to encourage people to disclose malpractice  If you believe there is wrongdoing in the workplace report it by following the correct processes  Your employment rights are protected by law

Your responsibilities  To recognise abuse  Respond appropriately  Understand the local policies and procedures in your organisation and ensure they are followed  Refer correctly and as appropriate  Know the contact details of your local lead and where to seek appropriate advice  Access safeguarding training relevant to your area/role

THANK YOU Any Questions? Insert trainer’s name, telephone number and here