Guidance Five - Receiving a dicslosure of abuse from a vulnerable adult

Do

remain calm and try not to show any shock or disbelief;

listen very carefully to what you are being told;

demonstrate a sympathetic approach by acknowledging regret and concern that this has happened to them;

reassure the person by telling them:

• they have done the right thing by sharing the information with you;
• you are treating the information seriously;
• the abuse is not their fault (if the information is being shared by the ‘victim’);

be aware of the possibility of forensic evidence if the disclosure refers to a recent incident; (see Preserving Evidence);

explain that you are required to share the information with your line manager, but not with other staff or service users. Your line manager will also need to inform others;

reassure the person that any further investigation will be conducted sensitively and with their full involvement, wherever possible;

reassure the person that steps will be taken to support and, where appropriate, protect them in the future;

alert your line manager, or the person acting in this role in their absence, immediately;

refer to your organisation’s ‘Whistleblowing Policy’ or contact the Regulatory Body (CSCI or HC) if you believe that management within your organisation are implicated or colluding with the alleged abuse, or are not taking it seriously;

make a written record of what the person has told you; (see Record Keeping);

bear in mind that you may feel the need to air your feelings about what you have reported. Your line manager will advise you about available support;

report any comments made about your own conduct to your line manager – do not confront the person making them.

Do Not:

stop someone who is freely recalling significant events; allow them to share whatever is important to them;

ask questions or press the person for more details (this may be done during any subsequent investigation, so it is important to avoid unnecessary stress and repetition for the person concerned). This may also invalidate any evidence if required for a prosecution;

promise to keep secrets;

make promises you are unable to keep;

contact the alleged ‘perpetrator’ or alleged ‘victim’ (unless you have no choice because they make contact with you);

be judgmental (e.g. ‘Why didn’t you try and stop them?’);

break the confidentiality agreed between the person disclosing the information, yourself and your line manager. Do not talk to anyone else about the information shared with you (e.g. ‘It’s awful, you’ll never guess what I’ve just been told’).