Key Policies.


Code of Conduct

The Digital Native UK (sometimes referred to as ‘The Centre’) Code of Conduct aims to promote the key issues of respect and self-discipline. This Code gives clear guidance with regard to Digital Native UK’s high expectations regarding Apprentices’ behaviour both inside and outside the centre.

 

Attendance

Digital Native’s apprenticeships are planned around apprentices attending one of the delivery centres for 3 days / month. (or by agreement for on employer premise delivery)

The day starts at 9:30am and finishes at 4:30pm with 30 mins for lunch.

Digital Native recognises that full attendance and punctuality is key to success.

Any variation from this must be requested by the apprentice’s manager and discussed with a Digital Native director for approval.

 

Attendance and punctuality are the responsibility of all apprentices and will be closely monitored by Digital Native coaches.

Where attendance and/or punctuality does not meet the above, the apprentice’s employer will be informed.

NB: For apprentices who are under 19 or considered vulnerable, parents / guardians / supporters will also be informed.

 

Digital Native recognised that from time to time apprentices may be unable to attend the delivery centre as required.

In these circumstances apprentices must report any absence by sending an email to the attendance email address before 9am of the day of absence.

The apprentice’s employer will be notified of this absence.

For an unreported absence, at 10 am Digital Native will attempt to contact the apprentice and then their employer.

 

All attendance at a Digital Native centre should be recorded by the apprentice in their ‘Off The Job’ OTJ tracker.

Digital Native may also record attendance through facial recognition software and manual registers.

If requested apprentices are required to register with the facial recognition system.

This data will be processed to track and monitor attendance and retained in accordance with our GDPR policy.

We behave in a manner that allows good learning to occur

  • We are quiet and attentive at the start of sessions
  • We bring all required equipment/kit
  • We arrive on time
  • We listen to others when they are speaking
  • We behave in a way that allows everyone to learn.
  • We follow instructions from all members of staff.

We respect others’ point of view and rights as individuals

  • We treat students and staff with respect.
  • We are polite.
  • We always use appropriate language
  • We produce our own work
  • We always use non-violent means to solve problems
  • We are aware that certain items are prohibited in The Centre (e.g. knives, cigarettes, illegal substances etc).

We behave outside Digital Native UK in a manner that enhances our reputation

  • We take pride in our work attire
  • We only gather in small groups
  • We always use appropriate language
  • We use litter bins for our rubbish
  • We behave in a considerate manner towards members of the local community.

We move calmly and quietly around the centre and wider environment

  • We talk quietly and not shout
  • We walk, not run

We take care of the Digital Native UK environment

  • We only eat in the designated areas
  • We take care of the centre property, including furniture, resources, IT equipment
  • We encourage others to use litter bins for their rubbish
  • We do not chew gum

Drugs and Alcohol

  • Drugs, alcohol and tobacco have no place at Digital Native UK.

Being Healthy

  • Choose not to take illegal drugs.
  • Promotion of healthy lifestyles for young people.
  • Know the dangers associated with the use of alcohol or smoking of tobacco.

Staying Safe

  • Reduce the risk of students turning to crime to pay for drugs, alcohol or tobacco.

Enjoy & Achieve

  • Students who are leading a healthy lifestyle will be less likely to be absent from their apprenticeship place
  • Enable students to achieve to their full potential at Digital Native UK

Making A Positive Contribution

  • Reduction of offending behaviour and/or fixed period or permanent exclusions.
  • Enable students to deal with life changes and challenges in a positive way .

Achieve Economic Well Being

  • Increase student’s future chances of accessing further education, training or employment.
  • Increase student’s chances of living in decent housing conditions in adult life.
  • Decrease chances of material deprivation in adult life.
  • Decrease chances of students living in low income or workless households in adult life.
  • Students who bring drugs to the centre or use drugs in the centre may be punished using any Digital Native UK sanctions. External agencies, including the police, may be informed.
  • Exclusion, including permanent exclusion, is a probable response to drug dealing on Digital Native UK premises or drug usage.
  • Staff who abuse substances or encourage substance abuse may face disciplinary action.
  • We will inform and involve parents in any instance of substance misuse.

 

Definition Of “Drugs”

The Government defines “Drug Misuse” as the non-medical use of drugs that are only intended for use in medical treatment, and the use of drugs that have no accepted medical purpose. Such drugs

are controlled under the Misuse of Drugs Act 1971. (The Act does not cover solvent misuse). We further believe that the word ‘Drugs’ includes all mood and performance changing substances, both legal and illegal, and including prescribed drugs, alcohol, tobacco and solvents.

Medicines

Many drugs are lawfully carried as medicines. If students supply prescription drugs to others in the centre, they are acting unlawfully and so this policy applies.

The Law on Drugs

It is an offence under the Misuse of Drugs Act 1971:

  • To supply or offer to supply a controlled drug to another in contravention of the Act;
  • To be in possession of, or to possess with the intent to supply another, a controlled drug in contravention of the Act; it is a defence to the offence of possession that, knowing or suspecting it to be a controlled drug, the accused took possession of it for the purpose of preventing another from committing or continuing to commit an offence and that as soon as possible after taking possession of it he/she took all such steps as were reasonably open to him/her to destroy the

drug or to deliver it into the custody of a person lawfully entitled to take custody of it;

  • For the occupier or someone concerned in the management of any premises knowingly to permit or suffer on those premises: the smoking of cannabis, or the production, attempted production, supply, attempted supply, or offering to supply any controlled drug.

Digital Native UK procedures

The centre will liaise closely with the local police force to ensure that there will be agreement for dealing with any incidents which might arise involving illegal drugs. The staff dealing with an incident will, wherever possible, take possession of any substance suspected of being a controlled drug. The centre will hand the substance to the police who will be able to identify whether it is an illegal drug; centre staff should not attempt to analyse or taste any unidentified substance. Whenever possible any quantity of the suspected substance must be taken to a secure place e.g. the centre office. This should be done in the presence of the person from whom it has been taken and another adult. The suspected substance must be placed in a sealed envelope and the details/time/quantity should be recorded on the outside. The envelope should then be placed in a locked cabinet in the centre office.

Where students are suspected of concealing illegal drugs on their person, every effort should first be made to secure the voluntary production of any unlawful substance, e.g. by asking them to turn out their pockets and bags in the presence of another adult. If the student refuses, the police should be called in to deal with the situation. Where a member of staff is told, or is aware, of possible criminal

activity outside of the centre, they must inform a director of Digital Native UK who will inform the police, in the interests of safeguarding the health and safety of young people in the area.

All incidents involving illegal drugs must be reported to a director of Digital Native UK. Parents must be informed of the incident as soon as is possible.

A director of Digital Native UK will retain the responsibility for deciding how to respond to particular incidents involving illegal drugs. The director will consider each incident individually and recognise that a variety of responses may be necessary. The implications of any action taken will be considered very carefully.

Outside of Digital Native UK: Procedures

Digital Native UK has no role in dealing with drug incidents outside the premises of Digital Native UK, and their employment hours other than:

  • To the extent that the effect of some substances may persist into their apprenticeship time.
  • By passing information onto relevant agencies when the safety or well being of students is threatened in line with the Every Child Matters Agenda.
  • To assist police in preventing the use of premises surrounding the centre for drug trading.

The following has been provided and will contribute to, but not constrain, a director of Digital Native UK decision making:

Whether:

  • The substance known/admitted?
  • The substance legal? If not, into which category does it fall?
  • There any intention to supply to others?
  • The quantity such that it could only be for personal use by the possessor
  • The possessor has been of previous good conduct?

Summary of responses available:

  1. Confiscation of the substance.
  2. Offering counselling

3 .Referral to Health Education Unit/Coordinator

  1. Institute disciplinary procedures
  2. Inform the police of any relevant information

Taking into consideration the above and the individual circumstances of each case the centre will institute disciplinary proceedings within the context of their policy. Accordingly, infringement of the centre standards by involvement in a drug related incident(s) will be regarded as a serious breach of the centre’s behaviour and discipline policies, for which the centre reserves the right if considered appropriate in all the circumstances to implement permanent exclusion even for “one off” events.

 

In the interests of safeguarding the education and/or welfare of all the students at Digital Native UK, there is zero tolerance of drug dealing/supplying (including selling, offering and distributing to

other students). Accordingly, save in exceptional circumstances, any students will be permanently excluded from the programme for drug dealing/supplying. A student may also be permanently excluded for repeated instances of possession or use of drugs on the centre premises.

Signs of Drug Misuse or Substance Misuse

Early detection of drugs misuse is extremely important. If a young person’s drug misuse is identified at an early stage, it is easier for action to be taken to prevent further misuse of drugs. Staff should be alert to the warning signs which may indicate that a student is misusing drugs. Staff need to be

particularly vigilant when they are in charge of activities which take groups away from the centre premises. Some of the main signs which may be associated with drug misuse:

  • continually increasing the dose of drugs to get the same effect
  • a feeling of dependency on drugs or a fear of stopping using drugs
  • withdrawal symptoms if they stop taking the drug for a short time
  • sudden mood changes,
  • a negative or changed outlook on life,
  • a loss of motivation,
  • poor performance at work or training,
  • problems with personal relationships,
  • borrowing or stealing money from friends and family, and
  • being secretive about activities and actions (www.nhs.uk)

The presence of these signs alone is not conclusive proof of drug or solvent misuse; many of them are part of normal adolescence. All incidents must be reported initially to a member of staff

Media Contact

It is important that staff do not report incidents and/or issues concerning drug misuse to the local press and media generally. A director of Digital Native UK will deal personally with all media matters.

The Privacy Policy

This privacy policy is for this website; [www.dn-uk.com] and served by Digital Native Ltd, Innovation Birmingham, Holt Street, Birmingham, West Midlands B7 4BB and governs the privacy of its users who choose to use it. It explains how we comply with the GDPR (General Data Protection Regulation), the DPA (Data Protection Act) [pre GDPR enforcement] and the PECR (Privacy and Electronic Communications Regulations).

This policy will explain areas of this website that may affect your privacy and personal details, how we process, collect, manage and store those details and how your rights under the GDPR, DPA & PECR are adhere to. Additionally it will explain the use of cookies or software, advertising or commercial sponsorship from third parties and the download of any documents, files or software made available to you (if any) on this website. Further explanations may be provided for specific pages or features of this website in order to help you understand how we, this website and its third parties (if any) interact with you and your computer / device in order to serve it to you. Our contact information is provided if you have any questions.

The DPA & GDPR May 2018

We and this website complies to the DPA (Data Protection Act 1998) and already complies to the GDPR (General Data Protection Regulation) which comes into affect from May 2018. We will update this policy accordingly after the completion of the UK’s exit from the European Union.

Use of Cookies

This website uses cookies to better the users experience while visiting the website. As required by legislation, where applicable this website uses a cookie control system, allowing the user to give explicit permission or to deny the use of /saving of cookies on their computer / device.

What are cookies?

Cookies are small files saved to the user’s computers hard drive that track, save and store information about the user’s interactions and usage of the website. This allows the website, through its server to provide the users with a tailored experience within this website. Users are advised that if they wish to deny the use and saving of cookies from this website on to their computers hard drive they should take necessary steps within their web browsers security settings to block all cookies from this website and its external serving vendors or use the cookie control system if available upon their first visit.

Website Visitor Tracking

This website uses tracking software to monitor its visitors to better understand how they use it. The software will save a cookie to your computers hard drive in order to track and monitor your engagement and usage of the website, but will not store, save or collect personal information.

Adverts and Sponsored Links

This website may contain sponsored links and adverts. These will typically be served through our advertising partners, to whom may have detailed privacy policies relating directly to the adverts they serve.

Clicking on any such adverts will send you to the advertisers website through a referral program which may use cookies and will track the number of referrals sent from this website. This may include the use of cookies which may in turn be saved on your computers hard drive. Users should therefore note they click on sponsored external links at their own risk and we cannot be held liable for any damages or implications caused by visiting any external links mentioned.

Remarketing

This website uses cookies when you visit our website and the websites and apps where we display advertisements. This information may include the content you view, the date and time you viewed this content and the location associated with your IP address. We use this information to serve you more relevant advertisements. You can opt out of Google’s use of cookies by visiting Google’s Ads Settings. You can opt out of personalised advertisements on Facebook by visiting Facebook’s Ad settings.

Downloads & Media Files

Any downloadable documents, files or media made available on this website are provided to users at their own risk. While all precautions have been undertaken to ensure only genuine downloads are available users are advised to verify their authenticity using third party anti virus software or similar applications.

We accept no responsibility for third party downloads and downloads provided by external third party websites and advise users to verify their authenticity using third party anti virus software or similar applications.

Contact & Communication

Users contacting this us through this website do so at their own discretion and provide any such personal details requested at their own risk. Your personal information is kept private and stored securely until a time it is no longer required or has no use.

Where we have clearly stated and made you aware of the fact, and where you have given your express permission, we may use your details to send you products/services information through a mailing list system. This is done in accordance with the regulations named in ‘The policy’ above.

Email Mailing List & Marketing Messages

We operate an email mailing list program, used to inform subscribers about products, services and/or news we supply/publish. Users can subscribe through an online automated process where they have given their explicit permission. Subscriber personal details are collected, processed, managed and stored in accordance with the regulations named in ‘The policy’ above. Subscribers can unsubscribe at any time through an automated online service, or if not available, other means as detailed in the footer of sent marketing messages (or unsubscribe from all HubSpot lists). The type and content of marketing messages subscribers receive, and if it may contain third party content, is clearly outlined at the point of subscription.

Email marketing messages may contain tracking beacons / tracked clickable links or similar server technologies in order to track subscriber activity within email marketing messages. Where used, such marketing messages may record a range of subscriber data relating to engagement, geographic, demographics and already stored subscriber data.

Our EMS (email marketing service) provider is; HubSpot and you can read their privacy policy in the resources section.

External Website Links & Third Parties

Although we only look to include quality, safe and relevant external links, users are advised to adopt a policy of caution before clicking any external web links mentioned throughout this website. (External links are clickable text / banner / image links to other websites.

Shortened URL’s; URL shortening is a technique used on the web to shorten URL’s (Uniform Resource Locators) to something substantially shorter. This technique is especially used in social media and looks similar to this (example: https://bit.ly/2u6Xfmo). Users should take caution before clicking on shortened URL links and verify their authenticity before proceeding.

We cannot guarantee or verify the contents of any externally linked website despite our best efforts. Users should therefore note they click on external links at their own risk and we cannot be held liable for any damages or implications caused by visiting any external links mentioned.

Social Media Policy & Usage

We adopt a Social Media Policy to ensure our business and our staff conduct themselves accordingly online. While we may have official profiles on social media platforms users are advised to verify authenticity of such profiles before engaging with, or sharing information with such profiles. We will never ask for user passwords or personal details on social media platforms. Users are advised to conduct themselves appropriately when engaging with us on social media.

There may be instances where our website features social sharing buttons, which help share web content directly from web pages to the respective social media platforms. You use social sharing buttons at your own discretion and accept that doing so may publish content to your social media profile feed or page. You can find further information about some social media privacy and usage policies in the resources section below.

Resources & Further Information

HEALTH AND SAFETY POLICY

It is the policy of Digital Native UK, so far as is reasonably practicable, but in accordance with the relevant legislation, statutory requirements and good practice, to ensure the health and safety of staff, students and visitors to the training facility located at the Innovation Campus.

This statement sets out the commitment of the senior management of Digital Native UK to implementing this policy, provide leadership in health and safety and ensure that proper consideration and support are given to health and safety provisions, as appropriate.

In practical terms the responsibility for ensuring the safe performance of any activity rests with those who have, to any degree, the management, stewardship, supervision or control of it, or, who arrange and direct it, as well as with those who carry it out. Everyone must have regard for health and safety and the importance of maintaining appropriate standards.

Digital Native UK considers that health and safety procedures are about the management of risk and not necessarily about the complete elimination of risk. Their purpose is not to prevent activities on the grounds that an element of risk exists, but to enable activities to be undertaken in a reasonably safe manner.

Digital Native UK is also committed, as far as is reasonably practicable, to ensuring:

  • The prevention of injury and health impairment to all those affected by the activities of the training facility
  • The promotion of good practice in health and safety and the promotion of a health and safety culture across the company.
  • The promotion of a positive and healthy working environment for staff and students and continued improvement in overall health and safety performance.

In pursuance of these commitments, Digital Native UK’s objectives are to:

  • Integrate awareness of health and safety requirements into everyday working activities and managerial systems.
  • Appropriately resource health and safety management and the implementation of this Policy Statement through the provision of adequate personnel, support, expert assistance, competent advice, time and funding.
  • Provide and maintain premises and equipment that are without significant risk to health, safety and welfare.
  • Consult and work with employees and employee representatives on health, safety and welfare matters.
  • Identify all significant hazards that may arise through the activities undertaken and to assess the risks arising from these and to institute effective control measures to eliminate, minimize or manage these risks so as to enable those activities to occur.
  • Supplement this Policy with more detailed Policy Standards and information on particular hazards and risks.
  • Implement safe systems of work that eliminate or control, all significant hazards and risks to health, safety and welfare.
  • Provide such information, instruction, training and supervision as is necessary to ensure the health and safety of staff, students and others.
  • Implement a monitoring, inspection and auditing procedure to ensure effective management of health and safety throughout the company.
  • Encourage staff to set good standards of health and safety by personal example so that students leaving the facility take with them a positive attitude of mind to health and safety.
  • Make arrangements for the dissemination of relevant information, co-ordination of policy and practice and cooperation with other employers, employees and students of the shared premises / facility.
  • Make arrangements for the dissemination of relevant information, co-ordination of policy and practice and co-operation with employees of other employers and contractors who may be required to work at the facility controlled premises.
  • Promote a healthy lifestyle amongst staff and students.
  • Keep all Health and Safety Policies, Policy Standards and procedures under review so that important and relevant legislation, Codes of Practice and appropriate guidance are taken into account.

Equality & Diversity Policy

Requirements
Digital Native UK (sometimes known as ‘the centre’) aims to instil a sense of pride in everyone who learns here. We aim to provide an excellent training facility in a safe, supportive learning environment, where people are valued and make positive contributions, where students go on to become responsible, independent members of society.
Principles
All students who take on an apprenticeship with Digital Native UK have a responsibility to seek to ensure that the centre is free from discrimination of any kind. We all have responsibilities to promote equality of opportunity, experience and treatment, and to challenge stereotypes. Our centre consists of a diverse range of people employees, students, parents and visitors. We need to celebrate our differences, by understanding them and enjoying the diversity this brings. Issues of equal opportunity should be part of the education of all learners. In this way we can work towards mutual respect and understanding in an increasingly interdependent world. Our Equal Opportunity Policy is designed to help us positively promote each other’s individual rights and our responsibilities towards others.
Aims
• To promote actively equal opportunities in all areas of their apprenticeship life
• All students have the opportunity to achieve their full potential.
• All students have access to and can make full use of the centres facilities and resources.
• To ensure that all students are given the best training regardless of ability, gender, race, culture and disability, religion or sexual orientation.
• To ensure that all students know their rights, and respect the rights of others.
• To aim to ensure that prejudice or discrimination in all its forms is actively rejected.
• To raise awareness of equal opportunities issues for all students and through our links with the local community.
• To ensure that all aspects of running Digital Native UK are based on the principles of equality of opportunity.
• To aim to make sure that this policy is used consistently by all members of staff and directors of Digital Native UK.
PRACTICES
Responsibilities for Equal Opportunities.
• The directors of Digital Native UK will co-ordinate the policy.
• Each member of staff should be aware of their responsibilities within the policy.
• A named member of the directorship team should undertake a monitoring role with respect to the policy.
Communication.
• The policy will be communicated in induction and be available to access through the online system.
• All staff, students and directors must be familiar with the policy and act in accordance with it.
• Success in all areas of apprenticeship life should be celebrated.
• Parents will be made aware of the policy and its implications.
Ethos of Digital Native UK.
• Visitors and those who telephone or write to the centre will be made to feel welcome.
• Positive links with the community are encouraged.
• Displays around the centre will reflect positive images and the diversity of the community.
• Appropriate attitudes, language and behaviour are actively promoted.
• Procedures for dealing promptly with incidents of bullying, sexual, racial and disability discrimination are in place.
• Digital Native UK publications will be produced with regard to the policy.
• Planned opportunities for students to develop a practical understanding of appropriate social relationships and the rights and responsibilities of individuals will be included in the curriculum.
Access
With due reference to the resources available:-
• The learning environment should not prejudice any individual or group
• The learning environment has been designed to ensure that all students and groups can access the range of classroom activities.
• Grouping will be decided by staff with reference to the needs of the students.
• Staff will teach and promote equal opportunities.
Curriculum
All students will have full access to the full range of the curriculum wherever possible.
• Equal opportunity issues will be addressed directly and consistently in the taught curriculum and indirectly in the hidden curriculum.
• Equal opportunities will be taken into account in all curriculum planning and regularly reviewed at least annually.
• Ethnic minorities within the centre are taken into account in all aspects of curriculum planning and whole school activities.
Resources
• Resources should be free from bias wherever possible and regularly reviewed to ensure that they are appropriate and effective.
Monitoring and Review
• A log of all reported breaches of the Equal Opportunities Policy is kept.
• The policy will be reviewed every two years. Changes should be reflected in the centre development plan.
• The directorship team will monitor the operation of this policy.
Incidents
• Strategies are in place and communicated to all staff for dealing with breaches of Equal Opportunities Policy, and racist incidents will be recorded. Breaches of the Equal Opportunities Policy should be reported using the Incidents Log and these will be treated as disciplinary issues.

Harassment & Bullying Policy

The Every Child Matters (ECM) Agenda states that all young people have the right to be healthy, be safe, enjoy and achieve, make a positive contribution and achieve economic wellbeing. This document details how Digital Native UK (known also as ‘the centre’) aims to prevent and tackle unpleasant and intimidating behaviour at our premises, so allowing the fulfilment of the ECM agenda and permitting apprentices to fulfil their potential.

  • We will take bullying seriously
  • We will make sure young people who experience bullying know how to get help and support.
  • We will offer services to young people who bully others to help understand the consequences of their actions.
  • We will monitor services to make sure they are working to the agreed anti bullying standards.

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The Ethos of Digital Native UK

In order for students to fulfil their potential both academically and socially and to meet the criteria of ‘Every Child Matters’ we want to ensure the safety and welfare of students at Digital Native UK. The centre believes in an ‘inclusive approach’ for all young people and any barriers to their learning or development need to be minimised. We recognise social barriers such as bullying do exist. This will not be tolerated and needs to be tackled. It is made clear to all our students that bullying will be dealt with seriously. Challenging bullying effectively will improve the safety, happiness and performance of students. It also improves confidence, performance and attendance of vulnerable students, and provides guidelines and controls for students whose behaviour is a concern.

 

What is Bullying?

The Anti-Bullying Alliance (ABA) defines bullying as:

“The repetitive, intentional hurting of one person by another, where the relationship involves an imbalance of power. Bullying can be carried out physically, verbally, emotionally or through cyberspace”. Bullying is a form of discrimination. This is when a person or a group of people are treated differently because of a perceived difference and/or prejudice. These differences can be a range of things for example; race, educational achievement, height, sexuality, weight, accent, gender or name.

 

Types of Bullying:

  • Racist, Religious and Cultural bullying. Racial taunts, graffiti, gestures. The Race Relations Act 1976 states that schools and governing bodies have a duty to ensure that students do not face any form of racial discrimination, including attacks and harassment. We see this to include Digital Native UK as an apprenticeship provider.
  • Sexual. Unwanted physical contact or abusive comments.
  • Homophobic. Any hostile or offensive action against lesbians, gay males or bisexuals or those perceived to be lesbian, gay or bisexual.
  • Abuse of the vulnerable. For example, children with physical disabilities, on the autism spectrum, or with special educational needs. Bullying also happens to children who are carers or children who have experienced a divorce or death in the family.
  • Emotional bullying; such as ridicule and exclusion, seems to be more common than physical violence and it can also be more difficult to cope with or prove.
  • Cyber bullying. New methods have also followed this old problem—texting, cruel photos from mobile phones, emails and web-based attacks are increasingly prevalent.

 

Bullying may occur in the form of name-calling or exclusion or it can escalate to aggressive and intimidating actions that prevent students from taking advantage of the opportunities that the centre provides.

 

 

If Bullying Occurs – A General Overview

Digital Native UK has a range of options for students to seek advice and get help. We consistently reinforce the message to inform someone of any incidence of bullying immediately and that dealing with bullying is everyone’s responsibility.

Tutors – encourage students to discuss issues/problems with them. This information will be treated with respect and due seriousness.

Directors – Discuss any issues with a director of Digital Native UK

Web-based Reporting and information – where pupils can email tutors directly to report incidents of bullying.

 

How Digital Native UK will deal with bullying

  • When a bullying incident is reported, those accused of bullying and witnesses of the incident will be asked to write down an account of what has taken place. All those involved will be interviewed by their tutor.
  • Bullying incidents will be recorded by the tutor for future reference and all documentation to do with specific incidents will be placed on the student’s files.
  • If a student either admits to bullying or it can be been proved beyond reasonable doubt that they have taken part in this behaviour then the following methods and sanctions can be used:

–              The incident will be reported to their parents and a meeting arranged in centre to discuss the matter and the action to be taken

–              Once the bullying incident has been resolved, and the victim of the bullying considers the matter closed, a support programme will be put in place for the person who did the bullying. The centre recognises that people who bully have often been victims themselves. Parents may attend a meeting with their child’s tutor to discuss the incident and to agree the appropriate action to be taken. The centre relies on the support of parents in matters such as this to stop the problem continuing and to help the child improve their behaviour

How we can prevent bullying:

–              We must all raise awareness of bullying throughout the centre by addressing all students, parents and staff teaching and non-teaching.

–              We must all publicly acknowledge that Digital Native UK considers bullying to be unacceptable, and is committed to dealing with it.

–              We must all help to create and support a culture of care and consideration for others.

Teaching Staff

The important thing is to establish environments where bullying is less likely to occur. This may be by setting boundaries around ‘courtesy’ and ‘respect’. You may need to get some background information on a teaching group and how they work together. You also need to:

  • Set clear boundaries about expected standards of behaviour
  • Act on information given out by other members of staff
  • Encourage students to talk to you about their concerns
  • Think carefully about the seating plan.
  • Minimise problems by seating pupils away from potential

difficulties

  • Discuss the role of the ‘bystander’ in bullying – talk about what

bystanders need to do if they witness bullying

 

 

 

Parents

Parents are often best placed to detect changes in behaviour or attitude which might indicate that a child is upset or unhappy and that bullying may be taking place. Parents should also:

  • Set clear boundaries about expected standards of behaviour at

home

  • Encourage your son or daughter to talk to you about their

concerns

  • Use a ‘significant other’ adult if your son/daughter doesn’t wish to

talk to you

  • If necessary, approach the centre to discuss any difficulties
  • Report any incidents of bullying to staff as soon as possible. Please do not wait until for the bullying to ‘develop’.
  • Discuss the role of the ‘bystander’ in bullying – talk about what bystanders need to do if they witness bullying

Students

  • The Golden Rule is to tell someone!
  • Bullying can happen through no fault of your own, don’t let it build up. You must act immediately when anything happens
  • Try not to be confrontational or spiteful.
  • Don’t act as an ‘audience’ for bullies. So don’t stand and watch or encourage, either walk away or go and tell someone
  • Don’t be a ‘bystander’. If you witness something, report it (even if it’s anonymous). You’d like someone to do the same if it was you being bullied

How can we help?

Staff and Directors

–              Students and parents need to have faith in the system and students need to feel confident that the centre will take the matter seriously.

–              Digital Native UK will encourage students to empathise with others and encourage social and emotional behavioural skills throughout .

–              Centre staff will take every opportunity to make it clear to all students that bullying is unacceptable. This will be done through reinforcement within the centre.

–              Students will be told that bullying (verbal or physical) is not tolerated in the centre. Everyone is expected to ensure that bullying does not happen and everyone has the responsibility to tell someone – this is not telling tales.

Parents

  • Encourage your child to be assertive but not confrontational in their manner.
  • Encourage them to talk openly with them about any social problems at the centre and reiterate that bullying’ is not something that should be tolerated.

Students

  • Students need to work as a team and realise they are all members of the same community.
  • Students need to support the efforts of each other, and celebrate the different skills and interests that each person brings
  • It is unrealistic to assume that everyone will get on with each other at all times, but no student has the right to make their apprenticeship an unpleasant experience for another student.
  • Tell a member of staff Telling about bullying isn’t ‘telling tales’ or ‘grassing’. You have the right to be safe from attacks and harassment and you should not be silent when you are being hurt.
  • Tell a friend what is happening. Ask them to help you. It will be harder for the bully to pick on you if you have a friend

 

 

 

 

  • Try to ignore the bullying or say ‘No’ firmly, then turn and walk away. Don’t worry if people think you are running away. Remember, it is very hard for the bully to go on bullying someone who won’t stand still to listen.
  • Try not to show that you are upset or angry. Bullies love to get a reaction. If you can keep calm they might get bored and leave you alone.
  • Don’t fight back if you can help it.

What is Restorative Justice?

Digital Native UK is committed to moving towards Restorative Justice as a way of resolving bullying issues. ‘Restorative Justice’ brings the ‘victim’ and ‘perpetrator’ together to discuss their actions and

be aware of how their actions have affected another person. It accepts conflict is part of life and it allows students to take responsibility for their feelings and behaviour and is a good way to repair the damage caused. It does not make the ‘perpetrator’ less responsible, but looks at reparations for damage done. Joan Nash, Cabinet Member for Schools “When people take responsibility for

what they have done it is much more effective in stopping them from re-offending than a punishment”.

,

Apprentice Friendly Advice and Guidance on Bullying

In most cases the two-people involved will be encouraged to eventually come face to face and realise the hurt and pain they may have caused, restoring justice and building bridges.

What you can remember to do:

  • Treat others as you want to be treated!
  • Be respectful to everyone in the community
  • If you witness something unpleasant, report it (even if it’s anonymous).
  • If you are unhappy – tell someone! The sooner we know the sooner we can help!
  • Don’t act as an ‘audience’ for bullies. So don’t stand and watch, walk away and tell someone
  • Everyone is different and that is what makes us so special – difference is not a bad thing – celebrate it!
  • If someone is being unpleasant to you, be ‘assertive’ but not ‘aggressive’ when dealing with bullying. If you feel able, tell the bully clearly to stop – this isn’t always easy. If no one knows you need help then no one can help you!

If you have a problem to do with friends or bullying then you can talk to any of the people mentioned below, but you should have a good relationship with your tutor so they would probably be the best person.

 

We would hope that you feel comfortable talking to at least one member of staff about your problems, but if you don’t, then you might want to contact the following people:

  • Childline Freephone 0800 111 111
  • www.childline.org.uk,
  • NSPCC 0808 800 500
  • www.nspcc.org.uk.
  • Anti-Bullying Campaign 01713 781 446
  • Parent Line 01702 559 900
  • Samaritans 0345 909090 / 01452 306 333

 

Appendix 2

Cyber Bullying

Technology is utilised both in and out of the centre as a source of valuable information to further students learning. However Digital Native UK recognises that cyber-bullying is on the increase and needs to be tackled.

Cyber bullying includes:

  • Text messaging
  • Mobile phone calls
  • Picture/video clips (via mobile phone cameras)
  • Email
  • Chat rooms
  • Instant Messaging
  • Websites (such as Bebo, Myspace, Facebook)

What to do

Students:

  • Do not reply to any message
  • Report it to a member if staff or parent (if it occurs out of the apprenticeship environment then it

will become a police matter)

  • Save the message as evidence

Parents:

  • Encourage your child to have an open relationship and talk about any problems they might have
  • Take an interest (but don’t be intrusive) in what they do on the internet.
  • Make it clear that cyber bullying is bullying! It is unacceptable, but without them talking about it no one can do anything to stop it!

Staff:

  • We realise that you cannot control what students do with their mobile phones and computers outside of Digital Native UK
  • Make it clear that bullying of any kind will not be tolerated and will be dealt with.
  • Ensure mobile phones are not used during lesson unless specific to a task

Safeguarding

Digital Native UK (referred to as ‘the centre’) fully recognises its responsibilities for child and vulnerable adult protection and safeguarding. Our policy applies to all staff, directors and volunteers working in Digital Native UK. The main elements to our policy are to:

 

  • Ensure we practice safe recruitment in checking the suitability of staff, visitors and volunteers to work with our Apprentices
  • Sustain awareness of child and vulnerable adult protection and safeguarding issues and equipping young people and adults with the skills needed to keep them safe
  • Effectively implement procedures for identifying and reporting cases, or suspected cases, of abuse
  • Support Apprentices who have been abused in accordance with individual agreed child and vulnerable adult protection plans in conjunction with local authorities
  • Maintain a safe physical and social environment in which Apprentices can be safe, learn and develop
  • We recognise that because of the day-to-day contact with young people and adults, centre staff are well placed to observe the outward signs of abuse
  • The centre will therefore:
  • Establish and maintain an environment where young people and adults feel secure, are encouraged to talk, and are listened to
  • Ensure young people and adults know and have easy access to adults in the centre whom they can approach in confidence if they are worried. Safeguarding is everyone’s responsibility:
  • Our named Safeguarding Designated Officer is Suzanne Higginson (Director)

suzanne@dn-uk.com, mobile: 07885 267251

 

We recognise that every child and vulnerable adult or adult can be hurt, put at risk of harm or abused, regardless of their age, gender, religion or ethnicity. We will follow appropriate procedures to ensure staff are trained and supported to respond appropriately and sensitively to child and vulnerable adult protections and safeguarding concerns including the Prevent duty.

 

Promotion and awareness of the policy

To ensure that all stakeholders (Apprentices, employers, partner agencies, employees) are fully aware of Digital Native’s commitment to child and vulnerable adult protection and safeguarding we promote awareness through:

 

  • Publishing key policies including this one on our website
  • Ensuring at induction that Apprentices are aware of this policy, know where policies are stored on their VLE (Virtual Learning Environment) and also that they fully understand the content of this policy
  • Ensuring at induction that employees are aware of this policy, know where policies are stored on their coaches view of the VLE (Virtual Learning Environment) and also that they fully understand the content of this policy
  • Regular child and vulnerable adult protection and safeguarding sessions are delivered to Apprentices throughout the duration of the programme

 

Training and implementation of the policy

To ensure that employees are effectively supported to implement the policy we will:

  • Ensure that key members of staff, (including directors) attend externally accredited training courses
  • Ensure that all employees undertake initial staff training in child and vulnerable adult protection and safeguarding and that this training is refreshed annually.
  • Have child and vulnerable adult protection and safeguarding as a standing agenda item at SMT meetings.
  • If a coach/director starts working with an apprentice who is deemed high risk in relation to Safeguarding/Prevent, training is refreshed immediately to support both the apprentice and the coach.

 

Achieving commitment to the policy

We are committed to providing environments where everyone feels valued, safe and respected and where individuals are encouraged to talk and are listened to. This will be achieved by the regular promotion of Digital Native’s values and embedding these together with British values across every area of activity and by all staff members of the organisation. This will be achieved by regularly promoting and embedding child and vulnerable adult protection, safeguarding, prevent awareness and health and safety key messages into our staff induction and training and embedding into teaching, learning and learner support.

 

Prevention

We recognise Digital Native plays a significant part in the prevention of harm to our Apprentices’ by providing effective lines of communication with trusted adults, supportive friends and an ethos of protection. We include within this the emotional wellbeing of our Apprentices and recognise the role Digital Native plays in identifying vulnerability and preventing the political indoctrination of Apprentices either by self-radicalisation or through exposure to extremist views.

 

We are aware of the Prevent Duty to protect young people and adults from radicalisation and extremism. At Digital Native we view this as a safeguarding matter like any other and these processes will be applied to support young people and vulnerable adults and their families where vulnerabilities are identified, invariably this will require us to work with partner agencies to support and protect the vulnerable Apprentices.

 

Concerns regarding the conduct or behaviour of an Apprentices, where it is believed they are vulnerable to extremism, we will follow the same process of reporting as with any other safeguarding concern.

 

Safety online

A central element of our child and vulnerable adult protection and safeguarding strategy is to support Apprentices to stay safe online. This includes discussion on areas including online grooming, cyber bullying, use of social media. In addition, we also have in place robust IT Usage monitoring and web filtering systems so that staff, Apprentices and visitors cannot view potentially extreme or illicit material and this is monitored with a dashboard of the system on constant display.

 

To supplement this all users of the centres (Apprentices, employees and visitors) are made aware of Digital Native BYOD Policy (Bring your own device) and our acceptable IT usage policy.

 

Child and vulnerable adult protection are part of safeguarding and promoting welfare. This refers to the activity which is undertaken to protect specific young people and vulnerable adults who are suffering or are at risk of suffering significant harm. As adults and/or professionals or volunteers, everyone has a responsibility to safeguard young people and promote their welfare.

 

Safeguarding and promoting the welfare of young people and adults – and in particular protecting them from significant harm – depends upon effective joint working between agencies and professionals that have different roles and expertise.

 

Individual children and vulnerable adults, especially some of the most vulnerable children and adults and those at greatest risk of social exclusion, will need co-ordinated help from health, education, child and vulnerable adults social care, and quite possibly the voluntary sector and other agencies, including youth justice services. For those children and vulnerable adults who are suffering, or at risk of suffering significant harm, joint working is essential, to safeguard and promote welfare of the child and vulnerable adult and – where necessary – to help bring to justice the perpetrators of crimes against child and vulnerable adults. All agencies and professionals should:

  • be alert to potential indicators of abuse or neglect;
  • be alert to the risks which individual abusers, or potential abusers, may pose to children and vulnerable adults;
  • share and help to analyse information so that an assessment can be made of the child and vulnerable adult’s needs and circumstances;
  • contribute to whatever actions are needed to safeguard and promote the child and vulnerable adult’s welfare;
  • take part in regularly reviewing the outcomes for the child and vulnerable adult against specific plans; and
  • work co-operatively with parents unless this is inconsistent with ensuring the child and vulnerable adult’s safety.

PREVENT Policy

The aim of this policy is to outline our approach to supporting the national ‘Prevent’ Agenda linked to the safeguarding of our apprentices and staff. This policy is written with reference to the Prevent Duty contained within Section 26 of the Counter Terrorism and Security Act 2015. The Duty states that specified authorities, in the exercise of their functions, must have

“due regard to the need to prevent people from being drawn into terrorism”

Scope of Policy

This policy stands alone but is closely linked to Digital Native’s Safeguarding policy. All members of Digital Native are in scope including apprentices, staff, visitors, individuals on work experience, school visitors, contractors and volunteers.

National Prevent Strategy Objectives:

The Prevent duty, introduced as part of the Counter Terrorism and Security Act 2015, came into effect for key bodies including schools, health bodies and police on 1st July 2015 and the most current information from Government has stated that Universities and colleges across the country are from Friday 18 September 2015 legally required to take steps to prevent students from being drawn into terrorism. https://www.gov.uk/government/news/prevent-guidance-for-higher-and-furthereducation-institutions-comes-into-effect

Newest guidance Counter-Extremism Strategy October 2015

http://www.preventforfeandtraining.org.uk/sites/default/files/51859_Cm9148_PRINT.PDF 2 AC Prevent Policy 2015-16

Statement of Policy

To adhere to our legal obligations and to safeguard the health, well-being and safety of individuals, Digital Native will:

  • Develop links with local Police PREVENT Officers in and around Birmingham including PREVENT manager at Birmingham City Council
  • Through its activities, systems and culture champion democratic values, rule of law, equality of opportunity, freedom of speech and the rights of all men and women to live free from persecution of any kind
  • Work in partnership with external agencies to seek advice, share intelligence and safeguard individuals
  • Provide comprehensive systems for reporting concerns and working with vulnerable individuals
  • Provide training and development for staff and apprentices to recognise signs of radicalisation and understand responsibilities and systems for reporting concerns; monitor this training through staff CPD records. Training is provided through Staff development sessions, tutorials, e-learning and workshops.
  • Provide posters and visual information within Digital Native to inform and remind staff, apprentices and visitors of the Prevent agenda
  • Provide all apprentices with access to welfare and safeguarding support and a personal tutor who will meet with them 3 days per month regularly to monitor academic, personal and social progress
  • Work with Aylesbury College and the local authorities to develop interventions for apprentices at risk, including apprentices with learning difficulties and disabilities
  • Prohibit access to extremist material and monitor the use of IT through Digital Native’s IT User Policy

The Complaints Policy

Introduction

This procedure applies to all Apprentices, employed, self-employed and temporary staff at Digital Native UK. It is important that suitable rules and procedures are in place within Digital Native UK which will promote fairness and consistency in the treatment of individual employees and which reflect the relevant policy on equal opportunities and appropriate legislation regarding individual employment rights. This procedure should be followed when dealing with a grievance or dispute in relation to an individual’s employment. It should not generally be applied to collective disputes which are dealt with under a separate procedure. Allegations of harassment will also be dealt with under a separate procedure. The procedure aims to ensure that grievances are dealt with promptly, in a fair and supportive manner, and as near as possible to the point of origin. Grievances can arise from a variety of sources and it is important to recognise that many potential problems and difficulties can and should be resolved informally and as quickly as possible.

Formal procedures

are intended to be used for problems which are serious in themselves, or serious because they remain unresolved after informal steps have failed to achieve a satisfactory outcome. The procedure should be made known to all Apprentices and staff within Digital Native UK and all employees have the statutory right to representation. Provisions relating to
timetables within this procedure may be varied by mutual agreement.

Informal Procedure

Where an Apprentice or employee is aggrieved on any matters involving other staff, they should discuss the matter initially with the individual concerned. If they feel unable to do this or this fails to resolve the matter, it should be raised with a director.

Formal Procedure

Where the informal procedure has failed to resolve the matter, the Apprentice / employee should submit details of the complaint in writing to the directorship, including details of any attempt to resolve the matter informally. A director will arrange to meet with the employee in order to try and resolve the matter, or other representative from Digital Native. It may be necessary to convene a meeting, or series of meetings, with those involved in the grievance for this purpose and this should, wherever possible, be arranged within two weeks of receipt of the formal written grievance. Copies of all relevant documents should be provided in advance of the meeting to all parties involved. Each party may be accompanied by a friend or representative of their professional association/trade union and will be given an opportunity to present their case. The decision of the directorship will be advised at the end of the meeting and confirmed in writing
at the earliest opportunity.

Rights of Appeal

Once a decision has been made by the directorship, that decision is final and binding.

Appeals Procedure

Introduction

This policy addresses the situation where Apprentices may wish to appeal an assessment decision he or she has received.

Access

Apprentices are made aware of the existence of this policy and have open access to it, It can also be found online. All staff are made aware of these policies and how to access them in order that Apprentices can be supported. This policy is reviewed as required and may be amended in response to feedback from students, staff, parents and external organisations.

Policy Statement

All apprentices at Digital Native UK have the right to make an appeal about any assessment decisions received for the qualifications they are undertaking. If any student wishes to appeal a decision, they should follow the following procedure:
1. If possible, speak to the member of staff responsible for teaching the qualification in the first instance about the reason they wish to appeal.
2. The member of staff has a responsibility to explain the assessment decision to the candidate
3. If the apprentice is not satisfied with the explanation, the piece of work will be re-marked / assessed by an Internal Verifier.
4. The student will be informed of the outcome of the re-marking by email.
5. If the apprentice wants to continue the appeal, he/she needs to contact the directorship, who will provide the apprentice with information about the appeals procedure for the relevant awarding body and explain what is involved. The directorship will assist with the completion of any forms and will correspond with the awarding body on behalf of the apprentice.
6. Please note: an apprentice must have the support of Digital Native UK to be able to appeal against a result.

Malpractice policy

Introduction

Malpractice can be defined as actions undertaken either by learners or Digital Native staff that may lead to assessment decisions being made on evidence that is not authentic or valid.
Minor instances – where malpractice is proven but where this would not affect the decision to award the Qualification.
Major instance – where malpractice is proven and on investigation would affect the decision to award the Qualification.

Requirements

It is the tutor / assessor and IQA’s responsibility to ensure that evidence provided meets the requirements of being authentic, valid and sufficient. It is also centre strategy that where possible the assessor will generate or source evidence to avoid questions of authenticity.

Apprentices

Examples of malpractice by apprentices could include supplying photographic evidence of work that was not theirs, supplying fabricated witness testimonies, providing evidence in professional discussions which was later proven to be untrue.

Digital Native employees

Examples of malpractice by employees could include colluding or encouraging an apprentice to falsify evidence, failure to keep evidence secure, assisting apprentices to produce work later presented as evidence, allowing evidence that they know not to be authentic to be included in an apprentice’s portfolio, claiming for certification prior to evidencing the learner is fully competent across all areas of the award.

Actions

Apprentice minor – evidence returned to the apprentice stating that it does not meet the requirements for authenticity (e.g. photographic evidence that was not the apprentice’s work)
Apprentice major – e.g. evidence contained within a professional discussion later found to be false. Incident to be raised with a Director with the option to remove the apprentice from the programme if their occupational competency is in doubt.
Employee minor – where staff have provided assessment decisions against evidence that is not fully authenticated, but removal of this evidence from the portfolio would not alter the decision to award then this will be recorded on the IV feedback form and their risk rating increased
Employee major – where staff have either falsified evidence or supported a learner to provide evidence that is not authentic and this would lead to the apprentice’s competence being questioned then the assessor will be immediately suspended and all assessment activity would cease.

Reasonable adjustment

Introduction

This policy is to ensure that Digital Native UK takes such steps as it is reasonable to have to take to avoid the substantial disadvantage’ to a disabled person caused by a provision, criterion or practice applied by or on behalf of Digital Native UK, or by the absence of an auxiliary aid or service.
Scope Without intending to be exhaustive, the following are some of the factors that are likely to be taken into account when considering what adjustments, it is reasonable to make:
• Health and safety requirements
• The effect of the disability on the individual
• The practicability of the adjustment
• The resources of the school and the availability of financial or other assistance
• The financial and other costs of making the adjustment
• The extent to which taking any particular step would be effective in overcoming the substantial disadvantage suffered by a disabled pupil
• The need to maintain academic, musical, sporting and other standards
• The interests of other pupils and prospective pupils
Digital Native will consider a request for reasonable adjustments from anybody with physical or mental impairment which has substantial and long term adverse effect on a person’s ability to perform normal day to day activities as defined in the (Equality Act 2010) including:
• Permanent physical impairment, e.g. cerebral palsy, multiple sclerosis
• Behavioural, emotional, social needs, e.g. chronic depression, autism
• Sensory impairment, e.g. hearing impairment, visual impairment
• Specific cognitive difficulties, e.g. dyslexia, memory loss
• Motor difficulties, e.g. hand / eye co-ordination, difficulty moving hands / arms
Digital Native will consider making the reasonable adjustments allowed by the awarding body for assessment and teaching materials. For example:
• Allocation of extra time as
• Rest / Time Breaks
• Large Print
• Alternative fonts
• Coloured Paper
• Electronic Text to Speech conversion
• Use of assistive technology
• Re-sits, in the case of temporary illness / injury