Safeguarding Beyond the DBS: What Recent Events Mean for Your Setting
In the early years sector, our commitment to safeguarding is the absolute cornerstone of our profession. We often rely on the Disclosure and Barring Service (DBS) as a critical tool in our recruitment processes, believing it to be a robust shield for the children in our care.
However, recent reports concerning a case in Leeds—where an individual secured a position in a nursery while on bail for serious offences—have sent shockwaves through the sector. This has prompted vital questions about the limitations of our current vetting systems and, more importantly, what we can do to protect the children in our settings when systemic gaps are exposed.
Understanding the 'Gap' in the System
The core issue highlighted by these events is that a clean DBS check at the point of hiring does not guarantee safety indefinitely. DBS records are a snapshot in time. They do not always provide real-time, proactive alerts when an employee’s circumstances change—such as when they are arrested or placed under investigation for serious offences while already in a position of trust.
This creates a dangerous "false sense of security." If we rely solely on a piece of paper to validate a person's suitability to work with children, we may miss the warning signs that can only be picked up through rigorous, ongoing internal safeguarding practices.
Moving from 'Process' to 'Culture'
If the formal systems have limitations, our internal culture must be our strongest line of defence. For those of us working with children from birth to three—who are the most vulnerable and unable to advocate for themselves—safeguarding must be a daily, active practice rather than a one-off recruitment tick-box.
1. Cultivate a Culture of 'Healthy Curiosity' Safeguarding is about more than just paperwork; it’s about the environment we create. Are you fostering a setting where staff feel comfortable raising concerns about a colleague’s behaviour? A "no-blame" culture where any staff member can speak up if something doesn’t feel right is the most effective safety mechanism a nursery can have.
2. Never Rely on DBS in Isolation A DBS check is one part of a multi-layered recruitment and retention strategy. It must be paired with:
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Robust Induction: Ensuring every new staff member fully understands the setting’s safeguarding policy from day one.
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Ongoing Supervision: Regularly observing staff interactions with children and maintaining a high level of professional supervision.
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Strengthened Reference Checks: Always verifying references thoroughly and being alert to any gaps in employment or inconsistencies.
3. Staying Alert to Change The recent news serves as a sober reminder that circumstances change. As leaders and practitioners, we have a responsibility to keep our safeguarding training updated and to remain vigilant to changes in staff behaviour, wellbeing, or personal circumstances that might suggest a risk to children.
A Call for Sector-Wide Reflection
This case has sparked calls for urgent reform, including better integration between police/legal systems and the DBS to provide more timely updates to employers. Until such reforms are implemented, the burden of vigilance falls on us.
Our primary duty is to the children who cannot speak for themselves. While we wait for the broader systems to evolve, let’s use this moment to review our own settings. Are your safeguarding policies robust enough to pick up on concerns before they escalate? How are you empowering your team to be the eyes and ears of your setting’s safety?
Safeguarding is not a static task; it is an active, evolving commitment. Let’s keep this conversation open and ensure that our settings remain the safe, nurturing environments every child deserves.
If you are an early years provider looking to review your safeguarding policies, the NSPCC and Foundation Years offer excellent resources and guidance on best practices for safer recruitment and ongoing staff supervision.