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Policy Statements

Our Commitment to Equality & Diversity

‘Valuing each Individual’ is one of our core values at Compass and is underpinned by equality of opportunity and celebrating diversity. We are committed to promoting equality and inclusivity in all we do as well as reflecting and responding to the diversity of the communities we serve.

We will:

  • provide equitable and accessible services to which all service users are entitled regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, offending past, caring responsibilities or social class
  • make sure our services are delivered equally and meet the diverse needs of our service users by assessing and meeting their diverse needs
  • create an environment in which individual differences and the contributions of our staff are recognised and valued
  • select those for employment, promotion, training, or any other benefit purely on the basis of aptitude and ability
  • have clear procedures that enable our service users, candidates for jobs and employees to raise a grievance or make a complaint if they feel they have been unfairly treated
  • review all our employment practices and procedures to ensure fairness
  • treat breaches of our equality and diversity policy as misconduct which could lead to disciplinary proceedings

Our named lead for Equality & Diversity is Rachel Bundock, CEO. If you require this policy statement in an alternative format, please email: info@compass-uk.org

Safeguarding

At Compass, safeguarding is our top priority.

Protecting children and young people and adults at risk from abuse or neglect is everybody’s responsibility and doing nothing is not an option. We believe that everyone has a right to live and receive services in an environment free from prejudice and safe from exploitation or abuse.

Safeguarding is embedded in every part of our work from Safer Recruitment processes for all staff and volunteers to design and delivery of our services and governance systems.

Mandatory safeguarding training begins during induction and continues at a level appropriate for the individual’s role. They are required to work to our Safeguarding Policy, procedures and guidance and are supported through supervision and refresher training provided at regular intervals.

Our holistic assessment for service users, together with a whole family approach, ensure any risks of harm identified to children, young people and adults are acknowledged and responded to in a professional and timely manner and that those affected can access the support and services they need.

We employ a child and person-centred approach and recognise our duty of care to comply with Working Together (2018), statutory guidance to safeguard children and young people. Through effective inter-agency working and appropriate information sharing, we put in place arrangements to safeguard and promote the welfare of adults at risk and children and young people.

We ensure our Safeguarding Policy and practices are informed by national guidance and follow Local Safeguarding Children Boards and Safeguarding Adults Boards’ guidance and requirements within our services. Learning from our own and other’s experience continues to inform and shape our practice.

Our Designated Safeguarding Lead is Jordan Soondar, Clinical Governance Lead.

Privacy

As a core provider of public health services, Compass recognises that confidentiality and consent is at the heart of its delivery of high-quality services which includes the storing and sharing of personable identifiable information (data).

There are certain circumstances where the obtaining of consent may not be possible and or in ‘best interests’ such as safeguarding children and vulnerable adults or emergency one off clinical interventions. Therefore, Compass will use as its legal basis for the storage and sharing of service user data as the provision of public services.

Where the data is sensitive i.e. includes details of clinical and therapeutic interventions the legal basis will be the provision of health services. In all other circumstances such as for employees, Compass will rely on consent as their legal basis for storing and sharing data.

Whatever legal basis is being used the following principles will apply to the storing and sharing of data to ensure confidentiality is maintained:

Policy

These principles will be applied in accordance with the following policies:

  • Data Protection policy – sets out the principles that Compass will adopt to ensure the safe and appropriate storing and sharing of personable identifiable information
  • Information Governance policy – sets out how the Compass principles will be embedded and put into practice across the organisation

Named Leads

  • The named Senior Information Risk Owner (SIRO) for Compass is Mark Roberts (Finance & Executive Director)
  • The named Caldicott Guardian for Compass is Rachel Bundock (CEO & Executive Director)

If you have any questions, you can contact us on email at info@compass-uk.org or 01904 636 374.

Social value

Together we are stronger and everyone can contribute.

Bringing value to communities is central to our charitable aims. We focus on supporting local projects that deliver social, economic and environmental benefits to residents. We achieve this by:

  • Bringing people together to generate ideas and solutions, rather than working in isolation
  • Sharing resources to create maximum effect
  • Using knowledge and data to respond to challenges and empower people within their communities to work together to bring about change

Our social value policy helps Compass staff to achieve these things; as an employer and a provider of services. Each service has its own plan so it can actively support identified needs and opportunities within local communities.

Comments & Complaints

Our aim is to ensure people receive the best service and experience and it made a difference when it mattered.

We would like to hear about your experience of using a Compass service and any suggestions for how we might do things better or differently.

Health and Safety

Principles

The health and safety of employees, non-paid staff , service users and the general public undertaking Compass managed activities or accessing a Compass managed building is paramount.

Compass, as well as acknowledging the responsibility of everyone for their own and others safety, will ensure that the health and safety of individuals is protected as far as possible by:

  • Ensuring appropriate risk assessments are carried out and where risks are identified they are either eliminated or mitigated to an acceptable level.
  • All employees, volunteers, service users and the general public are made aware of their responsibilities for health and safety.
  • All paid and non paid staff receive adequate training on health and safety matters and this training includes regular updates.
  • Local procedures are in place to ensure all mitigation identified is in place.
  • A system of audit is in place to ensure compliance with all health and safety procedures.
  • A system is in place and understood by all employees; where health and safety incidents are reported, with causes investigated and any learning shared.

Named Leads

  • The named Health and Safety Lead for Compass is Mark Roberts (Finance & Executive Director)
  • The named Competent person for Compass is ABCO  Safety Limited (H&S Consultant to whom the role has been subcontracted)

Emotional Health & Wellbeing Statement of Intent

Compass recognises the importance of emotional health and wellbeing within the workplace and is committed to ensuring it is given the same priority as physical health and safety.

Emotional wellbeing is a shared responsibility between staff and Compass. Everyone has a responsibility to proactively safeguard their own wellbeing and offer peer support when appropriate. Compass has a responsibility for fostering the wellbeing of all staff (paid and non-paid) by ensuring:

  • Work related causes of poor health and wellbeing are identified and mitigated where possible.
  • All employees and volunteers receive appropriate training on issues regarding emotional health and wellbeing.
  • All employees, volunteers, and service users are made aware of how to challenge stigma and can support their own and others’ wellbeing.
  • Local procedures are in place to support all staff with any health and wellbeing issues.
  • Staff understand the prevalence of wellbeing issues, its effects and how to implement low cost / no cost preventative initiatives within their teams.
  • Emotional health and wellness culture is embedded across the organisation

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