Sirius Young Performers

Sirius Young Performers Ltd Equal Opportunities Policy

Sirius Young Performers Ltd is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. The organisation – in providing our services – is also committed against unlawful discrimination of customers, staff or the public.

The policy's purpose is to:

  • Provide equality, fairness and respect for all in our employment, whether contractors, temporary, part-time or full-time employed.
  • Not unlawfully discriminate because of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation. (Equality Act 2010).
  • Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

  • Encourage equality and diversity in the workplace as they are not only good practice and make business sense, but such actions are morally and ethically the only correct choice.
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation and improvement of themselves echoing our key principals we employ to our youth performers.
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  • Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in this equality policy. Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality policy is fully supported by our management team. Details of the organisation’s grievance and disciplinary policies and procedures is held with the company documentation and can be requested at any time from Nicholas Harvey to whom any grievances should also be raised. Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Sirius Young Performers Ltd privacy policy.

Sirius Young Performers Ltd. are committed to safeguarding your privacy.

Please read the following policy to understand how your personal information will be treated.
This policy may change from time to time so please check back periodically.

Sirius Young Performers Ltd collects information in one way only from our web site:
We ask you for some personal information on our enquiry form, which once completed by us is deleted from our online records.

What cookies are and how they are used.

We do NOT use cookies on our web site.

How your information is used.

The primary goal of the Online enquiry form is to collect enough information from you to assist us in replying in a professional manner.
These details are not stored and are deleted once responded to.
Registered artist information provided on an application, or profile is for us to collect enough information for you to assist us in securing employment in line with the details and terms of our services as supplied by us.

Who is collecting your information.

When you are asked for personal information on the Online enquiry form and indeed paper versions, you are sharing that information with Sirius Young Performers Ltd only. However, some activities will, by their very nature, result in your personal information being revealed to one of our staff members only for the purpose of supplying the correct information regarding your enquiry.

With whom will your information may be shared.

Your information will not be shared with any third party without your written consent, unless it is in relation to your representation as an artist and for the purpose of us, as your agent, securing you work, or replying in a professional manner. We will only discuss a child’s details with the legal guardian of that child and if by email we can only respond via the email address listed on the child’s profile.

The kind of security precautions that are in place to protect the loss, misuse, or alteration of your information.

Unfortunately, no data transmission over the Internet can be guaranteed to be 100% secure. As a result, while we strive to protect your personal information, Sirius Young Performers Ltd can not guarantee or warrant the security of any information you transmit to us or from our online services, and you do so at your own risk. Once we receive your transmission, we will make our best effort to ensure its security on our systems. Our agency section of the website will only share minimal personal information and images and no identifiable information will be placed on line. Any identifiable information will be password protected and access only provided to identified industry professionals for the purposes of securing our clients work.

What else you should know about your online privacy.

Please keep in mind that whenever you voluntarily disclose personal information online – for example in ads that you post or through email – that information can be collected and used by others. In short, if you post personal information online that is accessible to the public, you may receive unsolicited messages from other parties in return.

Ultimately, you are solely responsible for maintaining the secrecy of your passwords and/or any account information. Please be careful and responsible whenever you’re online.
Never disclose your Usernames and Passwords to anyone and keep your records in a safe place away from your computer.

Data Protection Policy

Sirius Young Performers Ltd are committed to operating in a way that complies fully with the provisions of the Data Protection Act 1998. We recognise that the personal data legitimately required in order to carry out its business must be collected, processed, stored and disposed of fairly, lawfully and with due regard to confidentiality. Sirius Young Performers Ltd fully respects your privacy.
All our employees have been made aware of their responsibilities under the Data Protection Act 1998 and are trained appropriately for their specific roles on complying with the provisions of the Act.
If you have any specific concerns, please feel free to contact us directly.

SAFEGUARDING CHILDREN POLICY

for Sirius Young Performers Ltd

An Introduction

  1. Sirius Young Performers Ltd is a for-profit organisation run by: Nicholas Harvey Managing Director of Sirius Young Performers Ltd, Company number 11144228 in the Registrar of Companies for England and Wales. Registered address Wood and Disney Chartered Accountants, Lodge Lane, Colchester, Essex. CO4 5NE
  2. Sirius Young Performers Ltd is based at: See above.

  3. Sirius Young Performers Ltd known here on in as (SYPL) is overseen by a management team. One of the management team has particular responsibility for safeguarding children and is assisted by a deputy.

  4. SYPL has adopted this safeguarding children policy and expects every adult working with or helping at Sirius Young Performers Ltd to support it and comply with it. Consequently this policy shall apply to all staff, managers, trustees, directors, volunteers, students or anyone working on behalf of Sirius Young Performers Ltd.

Purpose of the Policy

  1. This policy is intended to protect children and young people who receive any service from us, including those who are the children of adults who may receive services from us.
  2. As an organisation we believe that no child or young person should experience abuse or harm and we are committed to the protection of children and young people. This policy is intended to provide guidance and overarching principles to those who represent us as volunteers or staff, to guide our approach to child protection and safeguarding.

The risks to children

Nearly every child grows up in a safe and happy environment and it is important not to exaggerate or overestimate the dangers. Nevertheless, there are situations and circumstances where children need protection.
These can include:

  • Sexual abuse
  • Grooming
  • Physical and emotional abuse and neglect
  • Domestic violence
  • Inappropriate supervision by staff or volunteers
  • Bullying, cyber bullying, acts of violence and aggression within our schools and campuses
  • Victimisation
  • Self-harm
  • Unsafe environments and activities
  • Crime
  • Exploitation

Universality of Protection
We recognise that:

  • The welfare of the child is paramount
  • All children regardless of race, gender, religious belief, disability, age, sexual orientation or identity have a right to equal protection from harm.
  • Some children are more vulnerable to harm as a result of their circumstances, prior experiences, communication needs or level of dependency.
  • Working with children, young people, their parents and/or guardians, carers or other agencies is essential to protecting their wellbeing.
  • All allegations or suspicions of abuse should be taken seriously and responded to swiftly and appropriately.
  • All members of SYPL should know how to respond appropriately.
  • All adult members will provide suitable role models.
  • SYPL will keep up to date with health and safety and child safeguarding legislation and train staff accordingly.
  • SYPL will maintain records of all members by means of registration and ensure contact numbers are easily located of guardians or emergency contacts.
  • SYPL will maintain a record of any incidents relating to child welfare or health and safety matters.
  • A procedure that all members are familiar with is in place in order to action this policy (Appendix 1)

Safeguarding children at events / activities

1. There are three kinds of events/activities:

    1.1 those open to adults and children of all ages,
    1.2 those for children accompanied by a ‘parent’,
    1.3 those for unaccompanied children, which are sometimes run alongside other events/activities.

2. At events and activities open to all ages, children under 16 must be accompanied throughout by an adult over the age of 18, who not only brings the child, but also takes the child home again afterwards. Young people aged 16 or 17 may attend unaccompanied if they bring the written consent and mobile telephone number of one or both of their parents/official carers.

3. At events and activities for children accompanied by a ‘parent’, children under 16 must be supervised throughout the event by an adult over the age of 18 who not only brings the child to the event but also takes the child home again afterwards. If a lone adult brings more than one child, then the children will have to stay together, so that the one adult can supervise them. Young people aged 16 or 17 may attend unaccompanied if they bring the written consent and mobile telephone number of one or both of their parents/carers.

4. At events and activities for unaccompanied children, children under the age of 16 must be enrolled by a responsible adult before being left with the event leader. The enrolment must record the child’s name, age and address and the names and addresses of the child’s parents/carers, plus the parents/carers mobile telephone numbers. This applies only to open events, when walk in is possible such as open auditions. For organised, regular or closed events, the written prior permission of the parent or guardian must be obtained.

5. Both event and activities are to be defined broadly to include any occasions where Sirius Young Performers Ltd will be providing a service.

6. Separate male and female dressing rooms and toilets must be available.

7. At the main place of rehearsals, a minimum staff ratio of 1 staff member to 18 children is required. Away from main base a minimum of 1 staff member/carer/parent/licensed chaperone to 10 children is required.

Disclosure and barring

1 Sirius Young Performers Ltd offers the following activities for children:
Training in the performing arts and performance experiences.
2 Some of our activities may therefore require adult participants or adult leaders to undergo DBS and/or police checks under the Safeguarding Vulnerable Groups Act 2006. The required level of checking (if any) will broadly reflect the degree and frequency of unsupervised access given to other people’s children.
As such, Sirius Young Performers Ltd, will work to the following:

a. Staff such as instructors who could at times find themselves alone with young people or be interacting with young people unsupervised more than three times a month and in accordance with government guidance for employers, be DBS checked to enhanced level with barred list and less than 3 times a month, supervised, without barred list and come back with no concerns that could be any way relevant to the job position in accordance with applicable areas of the rehabilitation of offenders act 1974.

b. Staff, who because of a lack of eligibility due to the job role, are unable to apply for and thus obtain an enhanced disclosure shall be in possession of a basic disclosure. This will of course preclude them from undertaking any role no matter how infrequently that infringes on the above requirements. Again, this disclosure should come back as above in (a).

c. Occasionally, help may be required at outside events or performances. At times such as these, helpers must either be defined as above in a or b, be a licensed chaperone or a parent/official carer of one of the performers when chaperoning their own child or children or group of children. Peer exemption may also be applied on an occasional basis in accordance with “Supervised activity – under reasonable day to day supervision by another person engaging in regulated activity”. All the above said, it will remain prudent and beneficial, at all times, for all parties concerned to avoid finding oneself in a one on one position with another member of Sirius, whether that be a staff member, helper or student.

Disclosure checks will be seen by either Lesley Harvey or Nicholas Harvey in conjunction with ID and address checks. This will not be retained by SYPL or copied, however the number must be noted and retained. Renewal will be reviewed after 12 months and indeed auto renewal is encouraged, but it will be incumbent upon the employee, contractor or helper to inform SYPL of any events that may effect the suitability to obtain a satisfactory Disclosure in intervening periods. New applicants must have an appropriate DBS check dated within the last 12 months and be supported by satisfactory references or a new application is required.

3 The SYPL team will take seriously any allegation of impropriety on the part of any member of Sirius Young Performers Ltd. The SYPL team reserve the right to contact the police or other statutory organisations with their concerns where necessary. A parent/official carer/member of SYPL who have any concerns should also get in touch immediately with the following people:

Lesley Harvey – Head of Child Welfare and Safeguarding.

Appendix 1 (procedures) of our Child safeguarding policy should then be followed.

4 The team will take any allegation seriously and if appropriate, will consider banning the member from future events or revoking his or her membership or both, but only in full accordance with the rules and procedures of Sirius Young Performers Ltd. Where harm/potential harm is considered a risk then the police or other statutory bodies will be contacted for advice. Please note that this includes any concerns around bullying or risk to themselves, the list of concerns is not exhaustive and we reserve the right to take advice from other professionals.

Health and safety aspects of safeguarding children

1 Before starting any event for unaccompanied children, the Team will carry out a risk assessment and then take steps to minimise all risks to health and safety. Parents and children will be made aware of any particular risks and of the steps to be taken to minimise those risks. The Team will keep a record of all risk assessments.

2 Sufficient adults must be present at any event for unaccompanied children to enable one adult to deal with any emergency while another adult supervises the children not directly affected by the emergency.

Policy on the prevention of bullying

We will not tolerate the bullying of children in any form, either by adults or by other children. If any incident of child-on-child bullying should arise at a Sirius Young Performers Ltd event, those involved will be separated immediately and the parents of the children involved will be asked to deal with the matter. The SYPL team will review all incidents of child-on-child bullying and assess the likely future risk to children. If appropriate, the Team will consider banning a child from future events, but only in full accordance with the rules and procedures of Sirius Young Performers Ltd. Allegations of adults bullying children will be dealt with under paragraph F4 above.

Photographing children

People must expect to have their photograph taken at many of our events. We reserve the right to publish suitable photographs or videos of those attending, along with the first names of those pictured. It is of course any individual or parents’ right for this not to take place, therefore requests for no photographs or videos must be put in writing. We will ask audience members, parents/official carers not to post pictures of children (other than their own) on any social media or other public media platforms without prior consent or express permission of SYPL or parents/official carers through SYPL

Managing behaviour, discipline and acceptable restraint

1 Adults supervising children at Sirius Young Performers Ltd events must never use any form of physical punishment. Only persons trained and approved in the use of physical restraint should ever consider such action and then only when all other avenues have been exhausted and the wellbeing of a person or persons is threatened. At SYPL, we do not at this time have such trained persons and have no, plans to do so in the near future. As such our instructions to staff are, should such a point where physical restraint would have become necessary in accordance with the above, staff are instructed to remove any threatened persons including themselves from the vicinity, seek assistance of those in the area and if necessary call the police.

2 Unacceptable behaviour at Sirius Young Performers Ltd events for unaccompanied children will not be tolerated and SYPL reserve the right to ask parents/carers to collect their children.

3 Sirius Young Performers Ltd may apply a further disciplinary sanction; namely the banning of the child from one or more future events over the following 12 months. Any such sanction would be determined and applied by the following officers:

Nicholas Harvey

Lesley Harvey

4 A parent who is aggrieved by this ban may appeal to Sirius Young Performers Ltd who will hear the views of all relevant persons. The decision of Sirius Young Performers Ltd is then final

Other Policies

This safeguarding policy and appendix should be read together with the following policies and resources: This policy and appendix should also be available to be read by all staff, visitors, helpers, students, parents, official carers and people who may become the aforementioned in the future.

Employee background check
Health and Safety
Licencing and Equal opportunities policy.

Legal Framework

This policy has been drawn up in accordance with the following:

  • Children Act 1989
  • United Convention of the Rights of the Child 1991
  • Data Protection Act 1998
  • Human Rights Act 1998
  • Sexual Offences Act 2003
  • Children Act 2004
  • Safeguarding Vulnerable Groups Act 2006
  • Protection of Freedoms Act 2012
  • Children and Families Act 2014
  • Special educational needs and disability (SEND) code of practice – Guidance on the special educational needs and disability (SEND) system for children and young people aged 0 to 25, from 1 September 2014
  • The Child Performance Regulations 1968
  • Protection of children act 1999
  • Children and Young Persons act 1963
  • Information sharing: advice for practitioners providing safeguarding services
  • Working together to safeguard children (2017)
  • UK Government guidance for employers on DBS checks

Parental and Carer Responsibility:

It is imperative that students below the age of 16 are seen into the premises and checked in by a member of staff. Above 16 do not require parents to sign in, but must do so themselves. Checking out is equally important and must be done in person. It should also be impressed the importance of communicating with Sirius Young Performers when a student can’t attend. If a young person does not check in and we have not been informed, we will endeavour to contact the carer or parent. If this is not achievable and all avenues are exhausted, Sirius management may be required to involve emergency services.

NOTE: This Policy was approved by the following officer on 02/04/2021, it will be constantly monitored throughout and is due for review every 1 Year:

Nicholas Harvey on 07702 138854
Lesley Harvey 07904 527489