Veritas report due tomorrow (Thursday) at midday re: Aimee Challenor

thread:
www.mumsnet.com/Talk/womens_rights/3477761-Andrew-Gilligan-Times-Green-high-flyer-Aimee-Challenor-hid-father-s-rape-charges-David-Challenor-A-paedophile-rapist-posed-a-major-safeguarding-risk-for-almost-two-years

Fantastic R0wantrees. The cat is well and truly out of the bag now. That article is straight to the point with no fannying about.

the conclusion to the Law Gazette article above may be quite helpful and is pertinent to the Veritas report and issues raised:

"Creating or simply maintaining this safe environment is not easy and it involves a great deal more than introducing policies and procedures. The types of solutions which have been applied across sectors include:

A code of conduct which establishes clear boundaries and with which all individuals working in an organisation, from most senior to most junior, are expected to comply.

An open culture where victims, their colleagues, witnesses – or anyone who just senses something is wrong – feel able to share concerns of inappropriate conduct, from the most serious allegations to lower level concerns.

Policies and procedures which entrench all of the above.

A system and culture of governance which ensures management fully implements safeguarding systems and no one is ever left unaccountable.

Employment practices which ensure that individuals found to have committed serious misconduct of this nature are dismissed and their references for future employment reflect that.

A protocol whereby statutory authorities are informed promptly when they need to be.

Conclusion
Any lawyer advising clients on safeguarding therefore needs to understand the overarching legislative structure, the relevant regulatory regime, and some of the safeguarding fundamentals outlined above in order to advise clients not only on how to achieve compliance but also to go beyond simple compliance in creating a safe environment for children. There can be little doubt that the Independent Inquiry into Child Sexual Abuse and the light which it will shine on past institutional failings will lead to further significant legislative, regulatory and cultural change – but in light of the seriousness of past failings that can only be a good thing."

This would also apply to the Safeguarding of Vulnerable Adults

Sunday Times Andrew Gilligan,
'Green high-flyer Aimee Challenor hid father’s rape charges'

(extract)
"A paedophile rapist posed a “major safeguarding risk” to young Green Party members for almost two years because one of the party’s rising stars did not clearly tell colleagues that the man had been charged with serious sex crimes.

An independent investigation has found that Aimee Challenor, a transgender activist and candidate for the Greens’ deputy leadership, committed a “serious error of judgment” by appointing her father, David, as her agent at two elections even as he faced trial for kidnapping, raping and torturing a 10-year-old girl.

The inquiry, by the investigations consultancy Verita, criticised the Greens for treating the matter “primarily as a communications one” and “failing to see the safeguarding issues that arise”. The party’s “support for diversity” did not remove the need for someone like Aimee Challenor to have proper “training and support” in a leadership role, the investigators said.

A 17-page summary of the report was quietly published last week. However, the full 80-page report, seen by The Sunday Times, is more critical. It says Challenor, the Greens’ equality spokeswoman, had been guilty of a “serious omission” by not telling her local party and most national officials about her father’s charges.

Challenor blamed her autism for not doing so and told the inquiry: “At the end of the day you can’t go about telling every Tom, Dick and Harry.” The investigators said they found it “hard to understand some of Aimee’s actions and explanations”.

The omission allowed David Challenor to run his daughter’s office and mix with young activists and members’ children at events that included a picnic only weeks before his trial." (continues)

www.thetimes.co.uk/article/green-high-flyer-hid-father-s-rape-charges-kdhrfhll3

So I'm thinking whether you call or not, they will have your previous names. And you must call, to comply with the process (and ask for those names to be kept confidential).

There would be a gap though.
So the hypothetical Sophia Smith would not have any traces prior to her name and 'gender change' change.
With any DBS applicant this would be an issue.

This is now being reported in the Times too;

www.thetimes.co.uk/article/green-high-flyer-hid-father-s-rape-charges-kdhrfhll3

(Sorry, I don't have a subscription so can't do a share token)

So I'm thinking whether you call or not, they will have your previous names. And you must call, to comply with the process (and ask for those names to be kept confidential).

But if you don't, they still have your names, so you can't just avoid it.

Yes sorry ro, I know it's a bit of a derail.

But it's because

If you are asked to complete a DBS check and have a previous identity that you do not wish to be disclosed to your employer and/or on your DBS certificate, you should call or email the dedicated sensitive applications team before submitting your application. The team is experienced in dealing with sensitive cases and will advise you of the process and what you need to do.

Is so shocking to me. And I keep thinking I must've got it wrong. Because they are relying on self reporting.

www.gov.uk/guidance/transgender-applications

I really do not know what "safeguarding" means, because I believe it to be what any company believes it to be, and it is not regulated by any laws, so therefore it is much akin to letting the fox wait outside the henhouse and then giving him a pair of wirecutters to get through the fence.

Safeguarding is informed by laws.

There is a useful history here:
www.lawgazette.co.uk/legal-updates/safeguarding--legislation-and-regulation-/5067477.article

Because we’ve moved onto the Scouts.

i'm a bit perplexed as to how a thread about the Veritas Green Party report has become all about DBS.

Political parties will likely not have much cause to require use them.

This doesn't mean that they shouldn't understand Safeguarding or that they don't have Safeguarding responsibilities.

you forgot the birth certifificate for the DBS check?

andyoldlabour

You don't need to produce a birth certificate for DBS, there are a number of possible combinations of appropriate ID.

www.gov.uk/guidance/documents-the-applicant-must-provide

for people interested in DBS, there is a lot of information available!

the employer who also confirms the neccesary ID
That in itself is a huge loophole without training in how to spot counterfeit ID. Which is not easy.

AnyOldPrion
I'm not after salacious detail but can you elaborate for me and the lurkers? What kind of things don't result in an animal cruelty conviction? I thought if an animal wasn't kept appropriately that was it?

Andy - your incredulity is unsurprising, believe me. This is an absolute shit show.

You can get a new birth certificate when you get your gender recognition certificate, I believe. Although I think they are linked. But I could be wrong.

It also has to be a birth certificate issued in the first 12 months after birth too.

ROwantrees,

you forgot the birth certifificate for the DBS check?
How is anyone allowed to alter their birth certificate?

Her employer does not know that she used to be called Stephen Smith, she contacted DBS with this information which meant that they were able to do the full screen eg no gaps in history.

Right, and if she doesn't contact the DBS with her previous names?

I am very confused by this thread, because I advocate for compulsory DBS checks for certain jobs and feel that I have come under attack for doing so.
I know that when I had to complete an enhanced DBS check 3 years ago it went a whole lot further back than 3 years - copy of birth certificate, passport, photos, driving licence, adoption certificates (if applicable) and a whole lot of other questions.
I really do not know what "safeguarding" means, because I believe it to be what any company believes it to be, and it is not regulated by any laws, so therefore it is much akin to letting the fox wait outside the henhouse and then giving him a pair of wirecutters to get through the fence.

Datun
For those jobs working with children / vulnerable adults etc that are subject to a DBS check, the potential employee fills in the form in conjunction with the employer who also confirms the neccesary ID.

The employer then submits the DBS check as it is specific to the role offered.

This usually happens after a job offer and before taking up post.

(I presume)
The policy which allows a transperson to add their previous name (s) confidentially directly with DBS means that the purpose of the check eg to demonstrate no relevnt previous convictions is fulfilled whilst also protecting the privacy of the indivdual.

So with your example, Sophia Smith's DBS check is completed satisfactorily, their are no bars to her taking up the role.
Her employer does not know that she used to be called Stephen Smith, she contacted DBS with this information which meant that they were able to do the full screen eg no gaps in history.

The purpose of the DBS check is specific, to disclose convictions/ intelligence which are specific to the type of check being requested.
The type of check is determined by the role.

Because the potential employer etc will only get the report back in your current name - it will cover all previous identities but under the current name.

lang can you clarify this, i still don't get it. It's me, I'm sure!

If I'm going for a job and I'm a transwoman and I give my new name, Sophia Smith. But no other. What happens?

There is useful information about the scope, nature and legislative basis for the range of possible screening options, including various DBS options:

cbscreening.co.uk/faqs/

VickyE Searches are less searching only 3 years addresses now required.

That applies if you have one of the cat 1 digital ID docs. If you don't have a current passport or driving licence they'll come back & ask for 10 years worth still.

That’s sort of what I’m asking - a name comes in for a DBS check - what’s the process for making sure you’ve got all the names and Identities?

Without a single identifier tied to you from birth (like most countries have as an ID number) how can you be sure you’ve covered everything? What about country moves?

I guess I was hoping there was a system where Jane Doe applies and bleep! All her previous names come up on the screen and then checks are run from there. I know in the times in my life I’ve moved (a lot) the authorities have been dire at updating details. In other countries a central registry plugs into almost everything.