- Conference
- 2017 Community Service Group Conference
- Date
- 8 November 2016
- Decision
- Carried
Within the Community and Voluntary Sector there are many members that due to the requirements of the services provided find themselves in the position of lone working. There are services up and down the country with many organisations that provide support to the vulnerable that live in single occupancy homes or within supported living schemes that for one reason or another are occupied by only one service user.
Lone working means long hours alone with a service user who may or may not have challenging behaviour of some description. Working alone can have the same risks as faced by other groups of staff, but the issues faced can have greater consequences because the support worker is working alone. These issues can involve physical attack, threats and verbal abuse. It is reported that as many as 46% of the UK workforce in full time employment count themselves as lone workers and a recent survey shows that around 150 lone workers are attacked every day.
Lone work does not automatically imply a higher risk of violence, but it is generally understood that working alone does increase the vulnerability of staff. The Health and Safety Executive gives the definition of lone working as: “Someone who works by themselves without close or direct supervision.”
Employees within the Community and Voluntary Sector are dedicated, conscientious and aware of the needs of individuals that they support on a daily basis and where they are required to lone work they should have the full protection from the organisations that they are employed by. All organisations should have a Lone Working policy, but due to issues with contracts that affect funding to the organisations it is becoming an increasingly regular position where staff are expected to work alone sometimes with more than one individual and this will increase the risks and the possibility of dealing with threatening situations.
Examples of Incidents:
a. Verbal abuse and harassment, including racial and personal abuse.
b. Physical assaults.
c. Threats of physical violence, including the use of weapons. Intimidating behaviour.
d. Staff being shut in a room and not allowed to leave.
Health and Safety and management play a major part in maintaining a safe and danger free environment and with organisations in the Third Sector providing services in the face of difficult financial times, it is sometimes taken for granted that staff will be confident and be able to handle tricky situations alone. Managers have a responsibility to ensure the safety of staff and to this end it is also noted that consistency in support reduces the risks but for one reason or another is not always the case and this can be a catalyst to challenging behaviour. Rota management is the key and this can reduce the risks that can arise by ensuring staff are supporting individuals where there is empathy, understanding of needs and a general respect between the individuals and staff.
We call on the Community Service Group Executive to:
1. Support the Community and Voluntary Sector workers by developing a National Campaign to highlight the risks and hazards associated with Lone Working.
2. Work with UNISON Health and Safety representatives in the sector to ensure that all adequate safeguards and checks are in place to protect and limit the vulnerability of Lone Workers.