Just how do you create a child safe culture in your organisation?

We often hear the term “child safe culture” spoken about in the context of child safeguarding. But just how do you create a child safe culture in your organisation?

Creating a cultural identity can seem like a nebulous task that is potentially boundless in scope. These five steps break the process down for you and will help you change your culture to one where the safety and wellbeing of children and young people is a priority.

Step 1: Have a discussion about child safeguarding.

No-one likes to think that bad things can happen in their organisation, but the fact is that family and domestic violence, drug and alcohol abuse, and child abuse do not discriminate by race, gender or social standing. The culture of an organisation is driven by the leadership group and they should be the first place where child safeguarding is up for discussion.

Step 2: Be transparent and set clear expectations.

Create a simple and easy-to-articulate vision for what you are trying to accomplish and what sorts of behaviours, attitudes, and approaches are (and are not) valued by your organisation. Involve your staff and the children and young people in your organisation in this process to get their understanding and support for your child safe vision.

Developing a Statement of Commitment to Child Safety is a great way to promote child safety in your organisation. It demonstrates to everyone that child safety is important to you and that you prioritise the wellbeing of the children and young people in your organisation.

Step 3: Be consistent and stress accountability.

Having a Child Safety Code of Conduct clearly outlines the expected standards of behaviour for everyone interacting with children and young people in your organisation. It should also explain the consequences if people fail to meet your expectations.

The actions of the leaders in your organisation help showcase the expected culture. People will notice if you do not “walk the talk,” so it can be helpful to think of the leadership team as role models for the behavioural expectations of your organisation.

Step 4: Hire values-compatible people.

Getting the right people in the right roles in your organisation is vitally important. While background screening is an important (and sometimes legal) part of the recruitment process, you can identify individuals who would be a good cultural fit by spending time during the interview process asking them about their motivation, past experiences and behaviour. Always contact references and ask them about the person’s behaviours not just their skills.

Step 5: Endorse, communicate and promote your child safe culture.

Any child safety initiatives should be endorsed by the highest level of your organisation (eg the Board of Directors, senior management) and documentation should be clearly visible in your organisation (displayed in reception, available on your website, on the wall in the lunch room). Communicate your child safe culture explicitly and continuously, both internally and externally. Your staff must understand your culture, and why it’s important.