LimeCulture Celebrates Major Milestone: Over 1000 New ISVAs Trained

We’re excited to announce that our latest cohort of Independent Sexual Violence Advisers (ISVAs) has officially begun their accredited training at LimeCulture, marking an incredible achievement for us. With this new cohort, we have now trained over 1,000 new ISVAs through our accredited ISVA Development Programme—and that’s not counting all the ISVAs we’ve supported through our ongoing professional development training initiatives.

Since the launch of our ISVA Development Programme in 2011, we’ve successfully delivered training to 47 cohorts of new ISVAs. This milestone provides us with immense pride and a continued sense of responsibility. As the leading provider of ISVA Training, we are committed to continue to deliver excellent, high-quality training for ISVAs which provides them with the skills and knowledge to undertake their vital role to support victims/survivors of sexual violence.

Our commitment to ISVAs remains unwavering. We consistently review, update and refine our training materials to ensure our training is as good as it can be. We are committed to ensuring that the ISVAs who train with LimeCulture gain both the confidence and competence needed to navigate the complexities of their roles.

 

On Friday 8 November at 13.30-14.30, LimeCulture is inviting Managers from all ISVA Services across the UK to join us to discuss the future of ISVA Training. This workshop provides an opportunity to shape the training available for ISVAs by sharing views and suggestions to support  the professional training of the ISVA workforce. If you are the Manager of an ISVA Service and would like to attend on 8 November, please email info@limeculture.co.uk

 

LimeCulture Launches New Trauma-Informed Sexual Misconduct Training for Discipline Panel Members

The new duties for employers to prevent sexual harassment – as set out in the Worker Protection (Amendment to the Equality Act 2010) Act 2023) – will be coming into force on 26 October 2024.  As organisations take steps to comply with this new duty to prevent sexual harassment, there will likely be an increase in the number of reported incidents of sexual misconduct, particularly in organisations where employers have built trust and confidence amongst their employees that they are prepared to tackle sexual misconduct and will take these issues seriously.

With this new legislation, it is more critical than ever for employers to be prepared to respond to cases of sexual misconduct swiftly, fairly and with sensitivity. We believe that creating healthy and #SaferCultures in workplaces is essential. Employers must build environments where employees have the confidence to come forward, that they will be heard, supported and their concerns acted upon fairly and appropriately. However, we also know from experience that organisations often struggle with these issues, leading to mishandling of sensitive cases, which can result in severe consequences for both individuals and the organisation as a whole.

The need for organisations to take a trauma-informed approach to handling sexual misconduct cases is crucially important. We’ve frequently been told by those who serve on disciplinary panels that they lack confidence when it comes to managing sexual misconduct cases – and quite understandably so. They are tasked with making decisions about often highly emotive cases, that can significantly impact the lives of the victims/survivors who are reporting, those who have been reported against, and the wider workforce – who will undoubtedly be observing how the organisation manages sensitive cases of this nature.

Given the impact of the new duties on employers to prevent sexual harassment will likely result in an increase in reported sexual misconduct cases, it is absolutely critical that Panel Members have the confidence and the competence to handle sexual misconduct cases.

With this in mind, LimeCulture is pleased to announce the launch of our new, specialist training programme designed specifically for discipline Panel Members handling sexual misconduct cases.

 

Why trauma-informed training matters

For Panel Members, understanding the complexities of trauma and how it can affect an individual’s behaviour, memory, and response is crucial to ensuring fair and empathetic outcomes. Unfortunately, many disciplinary processes lack this critical lens, potentially leading to misinterpretations, biases, or re-traumatisation of those involved.

Our new 1-day training course equips discipline Panel Members with the tools, knowledge and skills to:

  • Understand the impact of trauma on reporting behaviours, memory recall, and emotional responses
  • Recognise and respond to trauma in both the reporting party (the victim/survivor) and the reported party (the person accused)
  • Avoid re-traumatisation during hearings or investigations, creating a safer environment for all participants and
  • Understand how unconscious biases, myths and misconceptions can affect the decision-making process within the panel
  • Identify and understand the risks associated with sexual misconduct cases
  • Make informed decisions while maintaining fairness, transparency, and sensitivity
  • Consider the emotional impact on panel members and promote strategies for well-being and self-care.

 

What LimeCulture’s Training Offers

LimeCulture’s trauma-informed training is a comprehensive course developed by experts in sexual misconduct, safeguarding, and trauma. Participants will learn through:

  • Working through interactive case studies and scenarios to better understand the dynamics of trauma in sexual misconduct cases
  • Exploring best practice approaches for conducting fair and sensitive disciplinary hearings
  • Discussing practical approaches for creating supportive environments that protect the wellbeing of everyone involved.

By completing this training, discipline Panel Members will be better equipped to carry out their roles with compassion, competence, and clarity—ensuring that sexual misconduct cases are handled with the sensitivity and integrity they deserve.

 

Creating Safer Cultures

At LimeCulture, we believe that trauma-informed training is essential for creating safer cultures across all sectors. Whether in health services, universities, hospitality, sporting organisations, financial services  or any other type of employing organisation-  it is critical that those tasked with making decisions in sexual misconduct cases are properly trained to recognise and respond to trauma and its effects.

Our new training is part of LimeCulture’s ongoing commitment to creating safer cultures and improving responses to sexual violence and abuse by ensuring that victims/survivors are heard, supported, and respected throughout the process.

 

Want to Learn More?

For more information on how LimeCulture’s trauma-informed sexual misconduct training can support your organisation, contact our team at info@limeculture.co.uk

 

Empowering Discipline Panel Members with the right tools not only ensures fair outcomes, but also helps build trust in workplace processes. LimeCulture is proud to lead this important initiative, fostering safer cultures for everyone.

#LimeCulture #TraumaInformed #SexualMisconduct #Training #PanelMembers #Fairness #Support #SurvivorCentric #VictimFocused #HumanResources

 

 

New Duty on Employers to Prevent Sexual Harassment

The shocking allegations against Mohamed Al Fayed, accused of sexual assault and abusive behaviour, show how powerful figures can exploit their influence to harm employees.

Such cases reveal the systemic failure of organisation to prevent sexual misconduct and adequately support victims. This has severe implications for workplace equality, as employees—particularly women and those in vulnerable roles—face heightened risks of harassment when protections and accountability are lacking.

The Mohanmed Al Fayed case highlights the urgent need for reform. Managers must be held accountable for prioritising the reputations of companies and powerful individuals over staff safety and well-being. However, reform is on its way with new employment legislation – the Worker Protection Act 2023 (Amendment of the Equality Act 2012 – which will be coming into force on 27 October 2024, with duties changing for employers in relation to their staff.

The new legislation marks a significant shift in the legal landscape regarding sexual harassment in the workplace, requiring employers to take reasonable steps to prevent employees from experiencing sexual harassment. Employment tribunals will have the authority to increase compensation for sexual harassment by up to 25% if an employer is found to have breached their duty.

LimeCulture believe this new duty provides a fantastic opportunity for organisations to drive safer cultures within their workplaces – where expectations of behaviours are clear, inappropriate behaviours, misogynistic attitudes, harassment and abuse are not tolerated, and responses are swift, fair, and embedded in an understanding of trauma – allowing the organisation and all the individuals working within it to thrive.

This new legislation means it is more critical than ever for organisations to take steps to ensure a healthy and safer cultures in their workplaces, and give employees the confidence to come forward, in the knowledge they will be heard, supported and their concerns acted upon appropriately.

Through our specialist consultancy and training services, LimeCulture can design a bespoke package of support to build and embed safer cultures in your workplace, prioritising the protection and wellbeing of your employees, volunteers and customers, and deliver a step change in how your organisation responds to sexual harassment, harm and abuse.

Contact us today
Email: info@limeculture.co.uk
Web: limeculture.co.uk
Office: +44 203 633 0018

 

LimeCulture launches trauma-informed training for workplace sexual misconduct investigations

Carrying out a workplace investigation into a report of sexual misconduct (including sexual harassment, sexual assault and/or rape) is extremely challenging for several reasons: these types of investigations require balancing emotional sensitivity, legal compliance, confidentiality, and fairness, all while navigating highly charged and personal issues.

Therefore, it is crucial that anyone conducting a workplace sexual misconduct investigation is properly equipped with the skills and sensitivity needed to handle cases involving victims/survivors of sexual misconduct with care, fairness, and respect.

LimeCulture is delighted to launch new specialist trauma-informed training for those conducting a workplace investigation into sexual misconduct.

Maria Putz, Head of Training at LimeCulture said:

‘Sexual misconduct often results in psychological trauma, and victims/survivors may exhibit a wide range of emotional and behavioural responses. Trauma-informed training helps investigators to understand how trauma may affect memory, behaviour, and communication. This can explain why some victims/survivors may appear inconsistent or detached during interviews and it prevents misinterpretation of trauma symptoms as dishonesty or lack of credibility’

Sadly, we know that some of the traditional investigative techniques can unintentionally re-traumatise victims/survivors, where for example, there is a lack of sensitivity to their emotional state.

The stakes are extremely high when it comes to investigating cases of sexual misconduct and it’s so very important that workplace investigations are conducted properly, fairly and with respect for all parties involved’

LimeCulture’s trauma-informed training helps investigators to recognise these risks and modify their approach to minimise the potential for re-traumatisation, allowing victims/survivors to share their experiences without feeling attacked or disrespected.

Investigators who are trained in trauma-informed principles are more likely to build trust with victims/survivors, ensuring they feel heard and supported. This fosters a more open dialogue and can lead to more accurate and comprehensive accounts of the events in question.

LimeCulture’s 1-day trauma-informed training for sexual misconduct investigations is now available to all employing organisations who wish to demonstrate a commitment to employee well-being and a serious approach to handling sexual misconduct.

Our trauma-informed training will build trust among staff through demonstrating that the organisation is prepared to address difficult issues with  sensitivity, responsibility, and fairness.

For more information about this training and pricing please email info@limeculture.co.uk

Harassment and sexual misconduct: Office for Students announces new condition of registration for English Universities

The Office for Students (OfS) has announced the details of its long-awaited regulation on harassment and sexual misconduct, coming into force for universities and colleges in England on 1 August 2025. 

Universities and Higher Education colleges in England will now be required under a new condition of registration to take ‘significant and credible’ steps to prevent and respond effectively to harassment and sexual misconduct in their institutions.

LimeCulture has been privileged to work within the Higher Education sector for over a decade. During this time we’ve experienced sector change at an incredible pace. We’ve seen the level of specialism within student support services in responding to sexual misconduct cases grow and deepen, and Sexual Violence Liaison Officers (SVLOs) emerge as a vital workforce sitting at the heart of the response to sexual misconduct in more than 80 HEIs.

Here at LimeCulture we’ve worked with many individual institutions to deliver their commitments to creating safer cultures within their campuses and across their institutions. We’ve supported them to better understand, address, and take steps to prevent and respond appropriately to sexual misconduct.

But as the OFS’ review of the implementation of their 2021 Statement of Expectations clearly demonstrated, there is still much more to do to embed the step change students and staff deserve.

Under the new regulation, universities and colleges in England will be required to:

  • have a ‘single comprehensive source of information’ that sets out all policies and procedures relating to harassment and sexual misconduct
  • ensure the single source of information is published, accessible and complies at all times with minimum content requirements, and content and prominence principles.
  • in relation to intimate personal relationships, the ‘single comprehensive source’ must provide for ‘one or more steps’ that individually or combination will make a significant and credible difference in protecting students from actual or potential conflict of interest and/or abuse of power
  • have the capacity and resources in place that are necessary to facilitate compliance with the condition
  • comply with the condition in such a way that is consistent with freedom of speech principles.

Consistent with freedom of speech principles, English universities and colleges will now also be unable to restrict students from disclosing information about an allegation after the condition comes into force, in a welcome move to formally prevent the use of non-disclosure agreements (NDAs) in harassment and sexual misconduct cases.

The minimum content requirements placed on universities and colleges through the new condition include ensuring that the steps they set out within the single source of information – individually or in combination – make ‘a significant and credible difference’ in protecting students from harassment and sexual misconduct.

The OFS has been rightly expansive in setting expectations about the nature of those steps, which include the entire student journey from arrival at university through to something unwanted of a sexual nature happening, through to the steps and support that follow. 

The OFS explicitly emphasises the need to ensure the understanding of the specific student population, with the expectation of mandatory training and information for all students; and the expectation that staff will be equipped with the confidence and competence to respond appropriately to disclosures and carry out their roles.

We believe that universities and colleges are in a uniquely powerful position when it comes to preventing and responding to harassment and sexual misconduct. It is crucial that they take this responsibility seriously.

It is not a tick box exercise and universities and colleges will want to ensure that the actions they take to tackle harassment and sexual misconduct are carefully considered and supported, adequately resourced, and monitored to ensure their prevention and response initiatives are making a significant and credible difference. 

How we can support you

LimeCulture can support universities and colleges to review their state of readiness and compliance with the new condition of registration, and develop focused action plans. 

We can also provide tailored consultancy support and specialist training to assist universities to meet the requirements to tackle harassment and sexual misconduct.

Contact us at universities@limeculture.co.uk to find out more about our services.

New employment duties on sexual harassment

The OfS’ condition of registration on harassment and sexual misconduct focuses rightly on the student experience. However, this academic year, universities will also be subject to new employment legislation (the Worker Protection Act 2023 (Amendment of the Equality Act 2012) coming into force on 27 October 2024, with duties changing in relation to their staff.

The new legislation marks a significant shift in the legal landscape regarding sexual harassment in the workplace, requiring employers to take reasonable steps to prevent employees from experiencing sexual harassment. Employment tribunals will have the authority to increase compensation for sexual harassment by up to 25% if an employer is found to have breached their duty.

We believe this new duty provides a fantastic opportunity for universities and colleges to drive safer cultures within their workplaces – where expectations of behaviours are clear, inappropriate behaviours, misogynistic attitudes, harassment and abuse are not tolerated, and responses are swift, fair, and embedded in an understanding of trauma; allowing the institution and all the individuals working within it to thrive. And for universities and colleges, by considering the needs and experiences of staff, this can only help them in delivering a whole-institution response to sexual misconduct.

Contact us at universities@limeculture.co.uk to discuss how we can support you. 

Find out more about LimeCulture’s Safer Cultures work here

LimeCulture Seeks Public Sector Organisation Partners to Join Safer Cultures Innovation Pilot

At LimeCulture, we believe creating and embedding safer cultures allows organisations and the individuals within them to thrive. Prioritising safer cultures – where expectations of behaviour are clear; inappropriate behaviours, misogynistic attitudes, harassment and abuse are not tolerated; and responses are swift, fair and embedded in an understanding of trauma, is increasingly an inherent expectation of any effective organisation.

For public bodies, developing and embedding that safer culture, ensuring it drives every action and interaction, is also critical to building and maintaining trust and confidence in the institution, not only of the workforce but of the wider public. We know that trust in organisational culture and, in turn, trust in the organisation’s response when something happens, gives people the confidence to challenge and report inappropriate behaviours, and victims/survivors of sexual violence, harassment and abuse the confidence to seek support.

Against a background of widespread concern about the prevalence of sexual violence, harassment and abuse, high-profile cases involving police officers, and mishandled responses across sectors resulting in catastrophic outcomes for victims/survivors, LimeCulture has worked extensively within Higher Education, Sport and Policing to advocate whole-organisation approaches to sexual violence, harassment and abuse. We have designed proactive prevention initiatives and clear and effective response mechanisms in support of victims/survivors of sexual violence, harassment and abuse of all ages.

LimeCulture is confident that our Safer Cultures review framework can be applied across a wide range of sectors to transform organisational culture and embed an effective response to sexual violence, harassment and abuse. We are now keen to test our Safer Culture review framework specifically within public sector organisations (such as Fire and Rescue Services, NHS Trusts).

We have identified funding that will allow us to work with two employing organisations through a pilot to test and refine our review framework. For each pilot organisation, LimeCulture’s experienced team will carry out a comprehensive, independent review of the organisation against each of our Safer Cultures pillars. We will undertake a thorough desk review to explore your organisation’s approach and effectiveness through undertaking a thorough desk review of your organisation, and delivering focus groups/interviews with leaders, staff and other key stakeholders to elicit qualitative responses to identify areas of good practice, gaps and challenges. We will make key recommendations to improve your organisation’s prevention and response initiatives.  We expect the duration of the initial pilot to be approximately 2 months.

As a Safer Cultures pilot organisation, you/senior leaders will commit to:

  • engaging in the review constructively, including engaging with LimeCulture to tailor our approaches to your sector context;
  • allowing LimeCulture access to relevant internal documentation, including policies, procedures, and existing employee surveys; What does being a Safer Cultures pilot involve?
  • releasing staff to engage in confidential interviews and focus groups; and
  • participating in a case study, and sharing practice through an online seminar, following the conclusion of the pilot.

LimeCulture will commit to:

  • using our experienced team to undertake the review within the agreed timeframes;
  • taking a trauma-informed approach, and ensuring safety and support measures are in place when undertaking interviews and focus groups;
  • ensuring the detail of the review findings and specific recommendations, including any information relating to individual cases, remain confidential; and
  • working with you to prepare the information about the pilot that will be available in the public domain (case study).

To find out more or to apply to become a Safer Cultures pilot organisation, contact Sam Whyte, LimeCulture’s Director of Sexual Violence Services, at sam.whyte@limeculture.co.uk

To apply to be a pilot, your organisation will need to provide by Monday 9 September 2024:

  • A brief statement outlining why you want to become a Safer Cultures pilot organisation and what you hope to achieve
  • Information about your organisation – name, location, size of workforce, services
  • Confirmation that you will be able to work with LimeCulture between Autumn 2024 and Spring 2025.

Please note, LimeCulture has very limited places on this pilot so please register interest early. For those organisations that are unsuccessful, we will be happy to talk with you further about how we may be able to support you.

 

LimeCulture launches new best practice guidance at our 1st Safer Sport Knowledge and Network Conference

LimeCulture was excited to host our inaugural Safer Sport Knowledge and Network Conference on 3 July. Delegates from more than 50 wide-ranging national, regional and local sporting organisations joined us to share their experiences, passion and commitment for creating safer cultures in sport.

Themes of inclusion, equity, transparency and authenticity were threaded throughout the day, with speakers reflecting on the inspiring and often unacknowledged work of safeguarding professionals within sport, the power of the absence or presence of strong and sustained leadership in developing and continually evolving safer cultures in sport, and the need to harness the love and enjoyment of sport to drive the safeguarding agenda forward.

Kim Doyle, Chair of LimeCulture, said of the event: 

‘LimeCulture is privileged to work at the forefront of safeguarding in sport. Today’s conference underlined from every angle why culture is critical to effective safeguarding and realising the rights of every individual to be protected from abuse and harm. The pace of change in sport over recent years has been phenomenal, and we’re delighted to be able to use this event to step back and reflect with colleagues on the fantastic work under way in so many sports across the country to keep children and adults safe, and to celebrate the commitment and achievements of those individuals that make it all possible.’

Huge strides forward

Opening the event, the conference Chair Christopher Quinlan KC warmly welcomed delegates to the conference. He shared his experiences in reviewing safeguarding in sport, reflecting on the huge strides that have been made in recent years to acknowledge and address issues around harm and abuse, and the significant challenges around safer sporting culture that still need to be addressed. He commended the critical work that safeguarding leads undertake, day in and day out, to make sport a safer place.

Culture is key

Delegates then heard from Unicef UK’s Liz Twyford, who explored why organisational culture is critical for effective safeguarding. Recognising that safer cultures are hard won and easily lost, Liz explored how the new organisational culture assessment tool can support senior leaders in sport to take stock of where they are and put in place a proactive culture change programme underpinned by effective and integrated systems, strategies, and policies.

Our next speaker, Stuart Cornish, talked about the impacts of racist abuse on players and staff at Luton Town FC, and how it is routinely encouraged and normalised by mainstream media. He emphasised the importance of protecting the joy in sport and sporting achievements, and shared the fantastic work under way at Luton to engage with the local community, to call out abuse, and to make a difference through taking an inclusive approach.

People, spaces and places

Dr Emma Kavanagh then encouraged delegates to think afresh about psychological safety and what that means within sport. She focused on pressures experienced by young athletes involved in high performance sport and the intensifying effect of social media, and explored how myths about resilience can undermine efforts to create safer cultures in sport.

The realities of speaking out

The conference was joined by Amy McLeod, Safeguarding Lead at Motorsport UK and Peter Jeanes, Team Manager and Driver-Coach in Kart Racing, to reflect on the realities of disclosing abuse. Peter spoke powerfully about the aftermath of his own childhood experience of abuse in sport, and the club and organisational failures to support him. He emphasised the importance of listening to children to keep them safe.

Amy then shared the significant programme of work under way within Motorsport UK to embed safeguarding in grass roots clubs and ensure safeguarding officers are not only in place and confident and competent to respond to concerns, but also active and visible within the community to give children and parents the confidence to come forward.

Evolving policies and practice

In the afternoon session, Alexandra Moore from Sport England and LimeCulture’s Director of Safeguarding in Sport Annabel Timmins together launched the new Best Practice Guide on developing safeguarding in sport policy, guidance and procedures. Delegates heard how the guidance, which was driven by the learnings and developments in British Gymnastics following the Whyte Review, explores the interaction between meaningful policies and safer cultures, setting out a principled framework for effective safeguarding policies, and offering guidance on its practical implementation.

Geraldine Costello explored the experiences of British Gymnastics in implementing best practice approaches in safeguarding and seeking to build a positive, healthy and safer culture in their sport. She reflected on the power of partnerships in developing and embedding authentic and meaningful policies; the importance of ensuring effective response systems are in place; and remembering that at the heart of all these systems, policies, procedures and intentions are individuals that have experienced harm and abuse.

Next, Richard Watson from the English Cricket Board shared the ECB’s work to put the voices of young people at the heart of safer cultures in cricket. He reflected that listening to young people from different backgrounds about what they value most about sport, what worries them, and what makes them feel safe, has been critical in improving and transforming safeguarding.

Our final speaker, Jo Wheatley from the Disclosure and Barring Service (DBS) considered transferable harm within sport, and looked at the legal duties requiring organisations involved in regulated activity to refer into the DBS a critical part of keeping children and communities safe.

After a well-earned break, delegates came back together again to celebrate the outstanding achievements of their colleagues through the LimeLight Awards. The Awards were presenting to the winners by Kim Doyle and Christopher Quinlan KC.

Kim Doyle said, “I’m delighted to launch the 1st LimeLight Awards for Safeguarding in Sport to recognise the passion, commitment and outstanding achievements of those working in safeguarding in sport. The LimeCulture team has been overwhelmed by the quality of the nominations we’ve received, which are testament to the amazing work that is going on in sporting organisations all over the country.”

The winners of the LimeLight Awards for Safeguarding in Sport are:

Award for Outstanding Service as a Safeguarding Lead: Kath Bennett, RFU

Kath has been an invaluable resource to the lead safeguarding officer network, with a wealth of experience, and always happy to provide her time and support wherever it is needed. She has been an unofficial mentor and an outstanding role model in an incredibly difficult area of work.

Award for Outstanding Service by a Sport Organisation:

Yorkshire County Cricket Club

Yorkshire County Cricket Club were recognised for their unwavering dedication, innovative practices, and people-centred approach setting new benchmarks in safeguarding in sport. Their outreach programmes, which include workshops, seminars, and community events, have fostered a greater understanding of safeguarding issues and promoted a culture of vigilance and care in the wider community.

Award for Outstanding Achievement of a Safeguarding Board, Leader or Senior Manager: Liz Behnke at British Rowing

‘Most importantly, thanks to this person, I never felt alone in safeguarding.’ Liz was recognised for her tireless efforts to improve standards in safeguarding and dedication to drive the agenda for safeguarding from Board to ground level. Liz was described as incredibly inspiring, knowledgeable and approachable with their commitment to mentorship and authentic leadership as invaluable.

Congratulations from the LimeCulture Team to all the winners and to everyone who was nominated and shortlisted.

The shortlisted nominees were:

Award for Outstanding Service as a Safeguarding Lead

Jane Bane – British Gymnastics

Kath Bennett – Rugby Football Union

Andrew Bowly – British Judo Association

Marc Scott – British Triathlon

Award for Outstanding Service by a Sport Organisation

Badminton England

Rugby Football Union

Table Tennis England

Yorkshire County Cricket Club

Award for Outstanding Achievement of a Safeguarding Board, Leader or Senior Manager

James Avery, Royal Yachting Association

Liz Behnke, British Rowing

Christine Scarborough, The British Mountaineering Council

Victoria Wiegleb, ECB Cricket Regulator

Find out more here about LimeCulture’s work in sport 

Join us at the 1st Safer Sport Knowledge and Network Conference on the 3rd of July 2024

 

We are delighted to announce that the 1st Safer Sport Knowledge and Network Conference will take place on Wednesday 3rd July in Royal Leamington Spa.

Join individuals and organisations to share best practice in making sport safer, discuss the successes and challenges facing the safeguarding in sport sector and expand your professional network.

The conference will be chaired by Christopher Quinlan KC and the agenda includes presentations from:

  • Liz Twyford – Sports Programme Specialist, UNICEF UK
  • Dr Emma Kavanagh- Associate Professor, Sport Psychology and Safe Sport
  • Richard Watson – Senior Safeguarding Manager, ECB
  • Stuart Cornish – Academy Safeguarding Manager, Luton Town FC
  • Annabel Timmins – Head of Safeguarding in Sport,LimeCulture

To secure your place at this exciting event, please click on this link to make a booking.

 

LimeLight Awards 20224

At the conference, we’re excited to be launching the LimeLight Awards to celebrate individuals and organisations who are making sport safer.

LimeCulture are introducing the LimeLight Awards for those in Safeguarding in Sport because we believe individuals and organisations do an incredible job and deserve to be properly and formally recognised for the important and challenging work they do.

The LimeLight Awards celebrate the dedication, excellence and professionalism of individuals and organisations and aim to acknowledge the outstanding contributions and achievements of individuals, teams, managers and board leads. Nominations closed on the 31t of May 2024.

 

 

 

 

 

 

Sexual Misconduct within the NHS: An urgent need to create safer cultures for staff

A study conducted by Unison of more than 12,200 NHS Staff across the UK (including nurses, ambulance workers, porters and cleaners) has found that sexual misconduct is widespread. These chilling findings show that one in 10 reported unwanted incidents including being touched or kissed, demands for sex in return for favours and derogatory comments.

The survey findings published on Monday 8 April 2024 found of those reporting unwanted incidents, sexual assault was reported by almost three in 10 (29%). Half (50%) said they had been leered at or been the target of suggestive gestures, while a quarter (25%) said they had suffered unwelcome sexual advances, propositions or demands for sexual favours.

Despite the serious and even criminal nature of some of the incidents, half the staff had not reported sexual harassment to their employer, mainly through fear of being considered “over-sensitive” or a feeling that their employer would not act on their complaint.

These recent findings serve as a stark reminder of the overwhelming need for NHS employers to make significant changes urgently. For far too long, the NHS has apparently taken the path of least resistance and failed to root out sexual misconduct in the workplace and these finds show there is clearly a pressing need to drive cultural change when it comes to tackling sexual misconduct within the NHS.

Despite these findings, it is important to acknowledge the launch of the NHS Sexual Safety Charter introduced in September 2023, which is a welcome step forward. Today, the number of  NHS organisations who are signatories to this Charter currently stands at an impressive 301, and each has committed to taking and enforcing a zero-tolerance approach to any unwanted, inappropriate and/or harmful sexual behaviours within the workplace, and to ten core principles and actions to help achieve this.

“Creating safer cultures within workplaces is increasingly being recognised as a priority for a range of organisations. It’s fantastic that so many NHS Trusts have committed to the NHS Sexual Safety Charter and are recognising their responsibility. However, we know from LimeCulture’s extensive work to tackle sexual misconduct, that signing up to the Charter will be the easy part….the hard work will need to come next – meaningful organisational change that truly impacts on the culture of the NHS for their staff.” says Stephanie Reardon, LimeCulture’s CEO.

LimeCulture believes that preventing and responding to sexual misconduct is essential for creating a positive work culture, complying with legal requirements, and protecting the well-being of employees and the reputation of the wider organisation.

From our experience, effectively responding to sexual misconduct within the workplace requires an organisation to take a multifaceted approach that involves proactive measures (prevention initiatives), putting in place clear policies and procedures, making sure that effective training is provided to everyone, ensuring that report and support mechanisms are available, and ensuring access to swift and fair responses to incidents when they occur.

LimeCulture believes that NHS Trusts and NHS employers will need to create safer cultures and organisational responses to sexual misconduct in a variety of ways including:

  • Leadership Commitment, Governance and Accountability: Senior leaders and executives must demonstrate a strong commitment to preventing and responding to sexual misconduct within the organisation. They should lead by example, actively promote a culture of respect and inclusion, and hold themselves and others accountable for their actions. LimeCulture works with leadership teams to identify what action is required to model and embed safer cultures, creating a bespoke and tailored action plan for the organisation’s progress.
  • Clear Policies and Procedures: Organisations need to establish clear and comprehensive policies and procedures that explicitly define sexual misconduct, as well as the consequences for such behaviours. These policies should be communicated effectively to all employees and stakeholders. LimeCulture assists organisations in developing or revising their policies and procedures related to sexual misconduct. We can provide guidance on creating clear, comprehensive, and legally compliant policies that reflect best practices and align with your organisation’s values and goals.
  • Training and development: a quality programme of training should be provided to all employees to raise awareness about sexual misconduct and educate them on how to recognise and prevent sexual misconduct. Specialist training should be provided to upskill key staff members to enable them to respond safely and appropriately to sexual misconduct and provide immediate and ongoing support tailored to the specific context of the organisation. LimeCulture provides organisations with comprehensive training and development initiatives tailored to the specific needs and organisational context. Training initiatives can be focused on raising awareness of sexual misconduct right through to providing a cadre of staff with the skills and competence to deliver safe and effective support to victims/survivors.
  • Reporting Processes: Organisations need to establish reporting processes to encourage victims and witnesses to report incidents of sexual misconduct that assure confidentiality, protect whistle-blowers from retaliation, and provide immediate and ongoing support to those who come forward (and/or those who are reported). LimeCulture provides consultation and advisory services to organisations seeking guidance on reporting processes for sexual misconduct cases.
  • Provision of Support: Organisations should be able to offer internal support to those involved in sexual misconduct cases, for both employees who have reported sexual misconduct and for employees who are reported against (ie, those accused of being a perpetrator). It is essential to create a supportive and empathetic environment where employees feel safe and supported throughout the reporting and resolution process. LimeCulture provides consultation and advisory services to organisations wishing to put in place safe and effective support for employees involved in sexual misconduct cases.  We also provide accredited training that will allow your organisation to create a cadre of highly trained staff who can provide enhanced, individually tailored support to staff involved in sexual misconduct cases; before, during and after any investigation or resolution processes.
  • Investigation and Resolution Process: Organisations need to take complaints seriously and investigate them promptly and thoroughly, showing their workforce that these behaviours will be called out, no matter whose reputation is at risk. Organisations will also need to consider whether it is appropriate to appoint an external, independent investigator to investigate any sexual misconduct complaints raised, to ensure impartiality and protect the rights of both the reporting and the reported party, and implement appropriate disciplinary measures when misconduct is substantiated. LimeCulture provides advisory services to support organisations managing cases of sexual misconduct. We also provide trauma-informed training to investigators and disciplinary panels for handling sexual misconduct cases.
  • Continuous Monitoring and Improvement: Creating a safer culture is an ongoing process that requires continuous monitoring, evaluation, and improvement. Organisations should regularly assess the effectiveness of their policies, procedures, training and other initiatives and make necessary adjustments to address any gaps or shortcomings. LimeCulture can evaluate the effectiveness of your organisation’s prevention and response efforts and make recommendations for improvement.

By implementing these key elements, NHS organisations can create safer cultures and effectively respond to incidents of sexual misconduct, thereby fostering a workplace environment where all employees feel safe, respected, valued, and empowered.

Moving forward: the Implications of the Unison Study

Given the fact that little has changed since June 2019, when Unison reported the finding of ‘It’s Never Ok’ study on sexual harassment – which found that nearly a quarter (22%) of the healthcare staff reporting harassment said they had been sexually assaulted and highlighted the psychological trauma suffered by the 700 staff who responded to say they’d suffered sexual harassment in the past year – the findings of the latest Unison report will, undoubtedly, make for depressing reading for NHS staff who have experienced any form of sexual misconduct in the workplace. The sad reality is that many NHS staff still consider it futile to raise concerns, insofar as they may perceive the odds to be stacked against them in terms of being believed and treated fairly. It is only if, and when, NHS employers take the proactive steps described above to reshape their culture, that their employees will feel empowered to raise and pursue concerns.

However, it will hopefully be of some reassurance that this is now an active area of interest for NHS England and hopefully Government. With the introduction of the NHS Sexual Safety Charter, we will hopefully see more NHS employers take steps to create safer cultures for their staff.

Whilst some of the NHS Sexual Safety Charter’s core principles should be easily implemented, it remains to be seen whether the 301 NHS Trusts who have signed up to the Charter will be able to fully implement all 10 of the core principles by the goal date of July 2024 and we look forward to seeing what happens in July and beyond. Indeed, creating safer cultures is something that takes time to get right and should certainly be an ongoing focus for all NHS employers beyond July.

It is important to realise that to implement and embed the Charter’s core principles properly, in a way that will create meaningful change, LimeCulture’s view is that NHS Trusts would benefit enormously from the independent scrutiny, advice and support of specialist organisations with the expertise, knowledge and skills around tackling sexual misconduct across organisations. LimeCulture is delighted to have been approached by a number of NHS Trusts to support them to work towards achieving the core principles of the NHS Sexual Safety Charter and we look forward to supporting them to create safer cultures for their staff.

For further information about how LimeCulture can support your organisation to create safer cultures for your staff, please email info@limeculture.co.uk

 

 

 

The Male Quality Standards Independent Accreditation Programme is now open for application

LimeCulture is delighted to announce the Independent Accreditation Programme for the Male Survivors Partnership’s Quality Standards for Services Supporting Male Victims/Survivors of Sexual Violence is now accepting applications for the 13th wave of services seeking the Quality Mark.

The Wave 13 application window will close on Friday 3 May 2024. 

Contact us at accreditation@limeculture.co.uk to find out more.

Why adopt the standards? 

Research and experience show that males still face significant challenges in both disclosing sexual violence and seeking support, whether for recent or non-recent abuse.

The MSP’s nationally recognised Male Quality Standards, developed in collaboration with victims/survivors, providers and commissioners, provide a clear robust framework to develop and improve the quality and consistency of support services for male victims/survivors.

LimeCulture’s Independent Accreditation Programme allows services to benchmark the quality of their provision for male victims/survivors of sexual violence against the standards to demonstrate that they are accessible and engaging, respond to the specific needs of males, and are robustly governed.

This gives service providers, their commissioners/funders, and most importantly their clients, confidence in the services they deliver. LimeCulture has been delighted to work with more than 50 counselling, therapeutic, ISVA, emotional, practical and university services supporting male victims/survivors to achieve the Quality Mark since the programme was launched in 2018.

Imran Manzoor, Head of Service at Breaking the Silence, from Wave 9, said:

In achieving the Quality Standards our service saw a thorough and wholesale improvement in the management and delivery of our service. We have received legitimacy from mainstream bodies and a surge in referrals since achieving the Quality Mark.”

Deborah Hooton, Operations Manager, Nottinghamshire SVSS, from Wave 8, said:

“We wanted to ensure that we reached all survivors, in particular the males who made up 9% of our case load, so we embarked on the process to achieve the Male Quality Standards to ensure that males were aware that our services were quality assured and open to them. LimeCulture were very supportive throughout. Whilst the process involved was intense at times it provided an opportunity to review our services and address any barriers that males may experience. Having the Quality Mark has resulted in the proportion of males accessing our service increasing from 9% at commencement of the process to 14% today.”

Join the new wave

Contact accreditation@limeculture.co.uk by Friday 3 May to express your interest in Wave 13. Places will be allocated on a first come, first served basis. Our Accreditation Managers will discuss your service’s circumstances and provide a tailored quotation.

Please note, services enrolling will need to be available for an online, half-day Accreditation Workshop on 21 May 2024.

Find more information about the Accreditation Programme, fees, and our Terms and Conditions here.

All services currently holding the Quality Mark can be found on our Public Register of Accredited Services here.