In September 2025, Anna participated a two-day in-depth safeguarding training online for people with disability, targeted at people in safeguarding leadership positions. This is the sixth in series of 7
How to Act on a Report
Sometimes difficult issues and communication barriers can get in the way of something being reported. So can existing relationships, lack of confidence or psychological safety, power imbalances, hierarchies, threats of harm, a culture focusing on reputation and blame, requiring things in writing or with a name to it, unwritten rules, perceptions on how the report will be received, or a lack of understanding about who to report to. It is important therefore to create safe spaces to make a report. You can also help the person disclosing a report to access help and support and do not promise to keep the situation or information a secret. Know that reporting can increase someone’s trauma, but it may also lead to continuing or an escalation of abuse. Make sure that you document everything in the words of the person making the report and follow reporting requirements outlined in policies.
There are several phases to acting on a report. In the first phase, react and report, think about who needs to know immediately and is the person safe and supported? Who might you need to report to, who might you need to stand down from their job? Develop a response plan during this phase and make sure there is a contact person for whoever the allegations are made against. During the second phase, the investigation, make sure it is thorough, trauma informed, independent, at the appropriate time, there are natural justice principles, the facts are found, and there are recommendations and a follow up. During the third phase, respond and reflect, make sure that the findings, decisions and recommendations are put into action and close out the reportable conduct requirements. Also make sure that learnings are noted and changes are made, vicarious trauma is managed and support is continued.
These are all important things to think about in church leadership.
- Is there a hierarchy within leadership?
- What is the team culture like?
- How are reports gathered and written?
- Do you require things to be in writing?
- How are you supporting people who have been abused?
- Do you know the process to act on a report that has been made?
- Are these actions thorough and is there follow up with the person who made the report? What reflection is being done on reports and processes?