https://stryx.co.uk Stryx Mon, 30 Mar 2026 14:49:44 +0000 https://stryx.co.uk en https://stryx.co.uk/VR-Archives-Exhibition Thu, 26 Feb 2026 09:40:36 +0000 Stryx https://stryx.co.uk/VR-Archives-Exhibition VR Archives Exhibtion Private View Digbeth First Friday 6/3, 6-8pm Stryx, Minerva Works <img width="1080" height="1350" width_o="1080" height_o="1350" data-src="https://freight.cargo.site/t/original/i/a2256363bd9d477e2115dc3cd87454cf4910730d3a10dd64cd61623d7cebffa0/VR-Archives-26.png" data-mid="245357856" border="0" data-scale="41" src="https://freight.cargo.site/w/1000/i/a2256363bd9d477e2115dc3cd87454cf4910730d3a10dd64cd61623d7cebffa0/VR-Archives-26.png" /> Come and explore Stryx’s VR archive exhibition, together with an exciting introduction to the upcoming Mothership Residency Program.&nbsp; The exhibition includes a VR experience offering full access to the Stryx exhibition archive, along with videos that introduce and explain the Mothership program. A collaborative film made by all the mother‑artists from the first cohort is featured, alongside new work from a selection of artists who took part in last year’s program. The gallery is a recreation of the actual physical gallery space, complete with changing exhibitions, created by Psicon Lab (Ben Neal). You will have the chance to explore the VR space on our headsets, for an unforgettable immersive experience. https://stryx.co.uk/About Mon, 05 Oct 2020 21:53:18 +0000 Stryx https://stryx.co.uk/About <img width="2480" height="250" width_o="2480" height_o="250" data-src="https://freight.cargo.site/t/original/i/bff235f5079272537a3db3f8d8cb7645b1090e5c6fe7d041ed0fc96dc7cd15f1/About.png" data-mid="105372084" border="0" src="https://freight.cargo.site/w/1000/i/bff235f5079272537a3db3f8d8cb7645b1090e5c6fe7d041ed0fc96dc7cd15f1/About.png" /> Stryx is an female artist led residency, with studios and exhibition spaces in Digbeth, and Jewellery Quarter, Birmingham. Founded in 2012, Stryx focuses on supporting artists through residencies and artist development programmes. We invite the public to experience the process of art making and exhibition production creating an open platform for learning and growth. Stryx seeks to initiate and develop regional and national artistic collaborations in order to promote and strengthen an accessible and vibrant network of ideas and practices. Stryx Staff <img width="908" height="865" width_o="908" height_o="865" data-src="https://freight.cargo.site/t/original/i/b2865cf11ae6962459075aee3c8d609b0a79258018e126ff07642806c1e1921c/karolina-copy.jpg" data-mid="105124983" border="0" src="https://freight.cargo.site/w/908/i/b2865cf11ae6962459075aee3c8d609b0a79258018e126ff07642806c1e1921c/karolina-copy.jpg" /> Karolina Korupczynska Founder/Director <img width="908" height="865" width_o="908" height_o="865" data-src="https://freight.cargo.site/t/original/i/ba48ea24a57a5c03eaaca0e4d495a9660b7fffb5b6a382e3f762f3f5b523c565/anna.jpg" data-mid="104280551" border="0" src="https://freight.cargo.site/w/908/i/ba48ea24a57a5c03eaaca0e4d495a9660b7fffb5b6a382e3f762f3f5b523c565/anna.jpg" /> Anna Katarzyna Domejko Director <img width="908" height="865" width_o="908" height_o="865" data-src="https://freight.cargo.site/t/original/i/706c57823e6877e508ebd8998ad81f53d885664d890bff9db4e162af559270a2/ed.jpg" data-mid="104280552" border="0" src="https://freight.cargo.site/w/908/i/706c57823e6877e508ebd8998ad81f53d885664d890bff9db4e162af559270a2/ed.jpg" /> Edward Wakefield Marketing Co-ordinator <img width="1080" height="1080" width_o="1080" height_o="1080" data-src="https://freight.cargo.site/t/original/i/6b6803f589c1655e74e05d3ac5cbc407833a18e890cd219794441e7d3b3a75e1/Mim-Website.png" data-mid="181948645" border="0" src="https://freight.cargo.site/w/1000/i/6b6803f589c1655e74e05d3ac5cbc407833a18e890cd219794441e7d3b3a75e1/Mim-Website.png" /> Jemima Graham Studios Co-ordinator and Artists Assistant <img width="1080" height="1080" width_o="1080" height_o="1080" data-src="https://freight.cargo.site/t/original/i/1ce636894197be052db1d6b15f4eef28759b5ecfa77d66d47719db68c5451e4d/Abi-Website.png" data-mid="221668838" border="0" src="https://freight.cargo.site/w/1000/i/1ce636894197be052db1d6b15f4eef28759b5ecfa77d66d47719db68c5451e4d/Abi-Website.png" />Abiola Graham Mothership Studios Play Worker <img width="1080" height="1080" width_o="1080" height_o="1080" data-src="https://freight.cargo.site/t/original/i/63aab602bbbc21a9687e138f713fb4fa526986a267e0498ea81c5e5e91faefcc/Ella-Byrne.png" data-mid="221668902" border="0" src="https://freight.cargo.site/w/1000/i/63aab602bbbc21a9687e138f713fb4fa526986a267e0498ea81c5e5e91faefcc/Ella-Byrne.png" /> Ella ByrneMothership Studios Play Worker <img width="1080" height="1080" width_o="1080" height_o="1080" data-src="https://freight.cargo.site/t/original/i/d8ba5d9c9ca2dad81ab72e954a041e90504b38652c79e675e5f13f557278a7ea/1.png" data-mid="136382720" border="0" src="https://freight.cargo.site/w/1000/i/d8ba5d9c9ca2dad81ab72e954a041e90504b38652c79e675e5f13f557278a7ea/1.png" /> Evie BrankaWriter / Film Producer Work Placement Advisory BoardTrevor Pitt // Roma Piotrowska // Jakub Ceglarz // Dr Gabriela Rozenfeld // Izabella Cooper // Craig Edwards // Yukimi Daule Blindspot Project Brenda Hickin // Anastasia Starikova // Jakub Ceglarz Office Past Megan de Greef Stryx Founders Sophie Bullock // Aly Grimes // Karolina Korupczynska // Emma Leppington Partners Ikon Gallery // Marcin Sz // Room Art // Artist Workhouse // The Asylum Gallery // Direct Art Action // Meter Room // Short Circuit Project&nbsp;// European Welfare Association // Eastcote Park // Birmingham City University Stryx Policies Equality, Diversity and Inclusion Policy Health, Safety and Wellbeing Policy Safeguarding Policy Whistleblowing Policy Environmental Policy https://stryx.co.uk/EDI-Policy Mon, 14 Mar 2022 11:33:53 +0000 Stryx https://stryx.co.uk/EDI-Policy STRYX GALLERY Equality, Diversity and Inclusion 1. INTRODUCTION 1.1 The Board of Directors at Stryx Gallery (SG) are fully committed to delivering equality of opportunity for all artists, clients, staff, and visitors (further known as Participants), eliminating all forms of unfair, unjust and unlawful discrimination as well as all forms of harassment and bullying. SG runs an EDI Committee that as has helped to shape and developed policy and procedures that promote equality, diversity and inclusion throughout the SG. These principles are central to SG, namely: ∙ Inclusion – We make sure everyone can participate fully in SG life and feel welcome, safe and valued. ∙ Excellence – We take pride in our work and aim to exceed all our targets to provide the best possible outcomes for Participants. ∙ Enabling – We have high expectations for our Participants and help them to achieve their potential. ∙ Collaboration – We work successfully and constructively together with internal and external partners to ensure we achieve our goals. ∙ Integrity – We are honest and demonstrate strong moral principles. &nbsp;&nbsp; ∙ Respect – We consistently show sensitivity, dignity and compassion to others whilst holding our own view. 1.2 SG promotes British Values of democracy, the rule of law, individual liberty,&nbsp; mutual respect and tolerance of different faiths and beliefs. SG Participants should be confident that our organisational values and practice, culture and ethos embrace not only these but overlapping and complementary themes of fairness, respect, equality, diversity, inclusion and engagement. 1.3 The term ‘Participant’ is used throughout this document and refers to any artist, staff, client, volunteer and visitor benefiting from the SG work. 1.4 This Policy and the SG work towards EDI values provides a framework and&nbsp; guidance on how the SG will meet its equality duties, general and specific,&nbsp; legal and moral, and how the SG will handle complaints of discrimination, harassment and bullying. Action may also be taken, where appropriate. 1.5 As with all policies, procedures and plans, this Policy will be monitored for its achievements and adverse impact and outcomes. Where necessary, remedial action will be identified and delivered to address any concerns identified. This Policy document sets out the SG commitment to the current and future legislation.&nbsp; 2. VALUES AND AIMS 2.1 All Participants of SG are entitled to equality of rights and opportunities and have the same responsibility to respect and treat people with dignity regardless of their differences. 2.2 The SG will respect and seek to utilise to their full potential, the diverse skills, talents and experiences of all its Participants. To this end, the SG will actively engage with Participants in the development of policies and procedures as appropriate to Participants understanding. 2.3 SG recognises that differentials in socio-economic groups may reduce equality of opportunity for some Participants - SG staff works hard to ensure access to both internal and external services during their time at SG, as well as transition planning towards future goals. 2.4 The SG EDI Mission Statement is: “ As an artist-run gallery, Stryx Gallery offers close, interpersonal and collaborative ways of supporting artists, studio holders, volunteers and other participants in their work, to enable and create a diverse and&nbsp; inclusive community.”&nbsp; 2.5 The overall purpose of this Policy is to identify and establish key equality and diversity principles, structures and monitoring arrangement for the SG. It aims to ensure that the SG meets its legal duties in relation to: Race Gender Maternity and Pregnancy Disability Religion and Belief Gender Reassignment Age Sexual Orientation Marriage and Civil Partnership 3. STRATEGIC PLANNING 3.1 As an organisation, SG draws direction and inspiration from the diversity of its Participants. The College caters for Participants with vision impairment and other disabilities, including those with Autism and more complex needs. This necessitates a requirement to ensure planning for individual Participant needs prior to working with SG. 3.2 The SG Recruitment and Selection Policy (for Participants) and procedure actively encourages applications from all groups and is committed to continuous improvement in accommodating the needs of all of its employees, volunteers and other Participants with disabilities or other protected characteristic needs.&nbsp; 3.3 The SG monitors both its workforce and Participants in the categories outlined in section 2.4 above. 4. LEGISLATION - THE EQUALITY ACT 2010 4.1 Underpinning the Equality, Diversity and Inclusion Policy is The Equality Act 2010 and the public sector Equality Duty. The Equality Act consolidated and brought together previous anti-discrimination law into one piece of legislation. The Act established nine ‘protected characteristics’, on the grounds of which it is unlawful to discriminate against a person. These are: ∙ Age (all ages and age groups) ∙ Disability (physical and mental impairments) ∙ Gender reassignment (people who are proposing to undergo, are undergoing or have undergone gender reassignment) ∙ Marriage and civil partnership ∙ Pregnancy and maternity ∙ Race (including ethnic or national origin, colour and nationality) ∙ Religion or belief (including an organised religion or a lack or religion, a religious or philosophical belief or a lack of belief) ∙ Gender (women and men) ∙ Sexual orientation (gay, lesbian, bisexual and heterosexual orientation) or the perceived sexual orientation or the sexual orientation or perceived sexual orientation of a family member, friend or associate for example. 4.2 As a public-funded body, the SG also has duties to promote equality – The&nbsp; Equality Duty1. This requires SG to have ‘due regard’ to the need to: a) Eliminate unlawful discrimination, harassment and victimisation on the grounds of a protected characteristic; b) Advance equality of opportunity between people who share a protected characteristic and those who do not; and 1. The Equality Duty does not apply in relation to the protected characteristic of marriage and civil partnership, although it remains&nbsp; unlawful to discriminate against a person on these grounds. c) Foster good relations between people who share a protected characteristic and people who do not. 4.3 This requires the SG to consciously consider and embed the three duties into&nbsp; its activities. SG has a strong culture of promoting and celebrating cultural events and staff maintain local community awareness. We utilise such links to strengthen community integration; there are themed events throughout the year.&nbsp; 4.4 Eliminate Unlawful Discrimination 4.4.1 Direct Discrimination occurs when an individual is treated less favourably than another person because of a protected characteristic, for example, refusing to employ an individual because of their race or sexual orientation. 4.4.2 The law also protects people from being discriminated against: ∙ by someone who wrongly perceives them to have one of the protected characteristics: o Direct discrimination can occur when a staff member is treated less favourably because an individual mistakenly thinks that they have a protected characteristic (other than marriage and civil partnership and pregnancy and maternity). ∙ because they are associated with someone who has a protected characteristic: o Direct discrimination might occur when a member of staff, student or visitor is treated less favourably because of their association with another person who has a protected characteristic (other than marriage and civil partnership and pregnancy and maternity). For example, this might occur when a student or client is treated less favourably because their sibling, parent, carer or friend has a protected characteristic, such as disability. This would therefore include the parent of a disabled child or adult or someone else who is caring for a disabled person. ∙ because of pregnancy and maternity: o It is discrimination to treat a woman unfavourably (including a female student or client of any age) because of pregnancy of hers, at any point during her pregnancy or within 26 weeks of her having given birth. This includes unfavourable treatment because of breastfeeding during this period. 4.4.3 It may not be direct discrimination against a male student to offer a female student more favourable treatment as a result of her pregnancy.&nbsp; 4.5 Indirect Discrimination 4.5.1 Indirect discrimination is also covered by the Equality Act. Indirect discrimination would occur if the SG were to apply a provision, criteria or practice to all staff&nbsp; or Participants which had the effect of putting a person with a protected characteristic at a disadvantage. For example, if the SG were to refuse all requests for flexible working, this may have the effect of putting women at a disadvantage because women often take on greater care responsibilities. A&nbsp; provision, criteria or practice will not be unlawful where it is a proportionate means of achieving a legitimate aim. 4.6 Victimisation 4.6.1 Victimisation occurs when an individual is treated detrimentally because they&nbsp; have made a complaint or intend to make a complaint about discrimination or&nbsp; harassment or have given evidence or intend to give evidence relating to a&nbsp; complaint about discrimination or harassment. 4.6.2 Management and staff must not penalise any individuals who make a complaint&nbsp; of discrimination. This applies to all staff and Participants, including those who are the subject of a complaint, mentioned as a witness, asked to give relevant evidence, or are supportive of the alleged discrimination. 4.7 Harassment 4.7.1 Harassment occurs where a person engages in unwanted conduct which has the&nbsp; purpose or effect of violating another person’s dignity or creating an intimidating,&nbsp; hostile, degrading, humiliating or offensive environment for that person. This&nbsp; includes conduct of a sexual nature. Examples of harassment include name calling and making innuendos. Treating a person less favourably because they&nbsp; have either rejected or submitted to harassment related to sex or gender&nbsp; reassignment will also be harassment. 4.7.2 Staff must not engage in any conduct which could potentially offend another member of staff or a Participant or make that person feel intimidated, humiliated or degraded.&nbsp; 4.8 Advance Equality of Opportunity 4.8.1 Having due regard of the need to advance equality of opportunity means actively considering how the SG can: ∙ Remove or minimise disadvantages faced by staff and Participants due to a protected characteristic; ∙ Take steps to meet the needs of staff and Participants with each protected characteristic including where those needs are different from the needs of staff and Participants who do not share the relevant protected characteristic; and ∙ Encourage people with each protected characteristic to participate in the public life of the SG and in other activities where their participation is low. 4.9 Foster Good Relations 4.9.1 Having due regard of the need to foster good relations means identifying&nbsp; opportunities in our activities to tackle prejudice and promote understanding&nbsp; between people who share a protected characteristic and those who do not. 4.9.2 The Equality Duty can mean treating some people differently to others in order to&nbsp; meet their needs or address under-representation, provided this does not amount&nbsp; to discrimination against others. The Equality Duty also explicitly recognises that&nbsp; disabled people’s needs may be different from others, and that public bodies have&nbsp; a duty to consider and take reasonable action to accommodate the needs of&nbsp; disabled people, even if this means treating disabled people differently or more&nbsp; favourably. 5. THE PUBLIC SECTOR EQUALITY DUTY: SPECIFIC DUTIES 5.1 The specific duties are intended to support organisations, such as SG, to meet the requirements of the public sector equality duty. The specific duties regulations required QAC to publish: ∙ one or more equality objectives at least every four years. Equality objectives must be specific and measurable and relate to the achievement of the equality duty. ∙ information to demonstrate compliance with the equality duty at least annually. 5.2 The information that the SG is required to publish must relate to employees&nbsp; and others affected by their policies and practices such as Participants who share a relevant protected characteristic. 5.3 The information must be published in a manner that is accessible to the public&nbsp; and can be published within another published document 6. RESPONSIBILITY 6.1 Corporate Responsibility 6.1.1 The Directors of SG recognise and accept their responsibility to provide a working environment that is free from unfair, unjust and unlawful discrimination. They will also ensure that an environment exists in which all potential employees, employees, Participants and anyone else who comes into contact with the SG feels valued, safe and secure and are treated with respect at all times. In such an environment, Participants will feel confident in working to their full potential and enjoy the satisfaction of achievement in a diverse environment. The inclusive culture of SG will be celebrated and EDI training undertaken. 6.2 Management Responsibility 6.2.1 All managers at SG have particular responsibility to ensure the organisation acts lawfully and that the spirit of the policy is maintained and promoted in all aspects&nbsp; of the business. As managers, they each have responsibility for ensuring that Participants are aware of the SG policy and action plan for equality, diversity and inclusion. They are responsible for monitoring their work area and stopping unacceptable behaviour immediately. 6.3 Individual Responsibility 6.3.1 Each Participant who works for the SG or attends SG events is responsible&nbsp; for his/her own actions and must respect the spirit of equality and diversity. They&nbsp; are equally liable for their actions under anti-discrimination legislation and are&nbsp; expected to treat others with respect and dignity at all times and to act in&nbsp; accordance with SG Values. SG has staff and Participants ‘Users Safety’ and&nbsp; a Managers Charter which provide frameworks for appropriate behaviour. 6.3.2 It is expected that each individual will commit to and promote the policy of equality and diversity and report any incident(s) of discrimination, harassment or bullying they encounter or observe. 7 COMPLAINTS OF DISCRIMINATION, HARASSMENT AND BULLYING 7.1 SG is committed to preventing discrimination, harassment and bullying but unfortunately despite the best intentions such action or behaviour can occur.&nbsp; 7.2 The SG has in place a Health and Safety, Safeguarding and Whistleblowing Policies that are available to Participants who feel they may be subject to bullying or harassment, as well as to anyone who has been accused of such behaviour. 7.3 The SG records and monitors external complaints and complaints Participants, including analysis of survey results (see also section 9 below). 8 THE EQUALITY AND DIVERSITY GROUP 8.1 The Equality and Diversity and Inclusion Group (EDI Group) exists to ensure that SG delivers its&nbsp; equality agenda in line with legislation and Codes of Practices by removing inequalities, preventing discrimination, harassment and bullying and improving Participants services. 8.2 The chair of the group will be responsible for the provision of reports to the Board of Directors. Membership consists of a multidisciplinary group to ensure full representation of Participants. 9. MONITORING STAFF AND PARTICIPANTS DATA 9.1 SG collects and evaluates comprehensive data, at Participants and Board of Directors levels, to assist in evaluating its performance. This includes the following broken down in gender, race (including colour, ethnic or national origin), disability, religion or belief, sexual orientation, age, gender reassignment, marriage or civil partnership and maternity and pregnancy: 9.2 For Participants: ∙ Applications ∙ Achievements ∙ Success rates ∙ Outcomes ∙ Satisfaction surveys ∙ Category of work ∙ Types of contract (permanent, temporary, full time, fractional) ∙ Training and staff development applications, attendance and outcomes ∙ Promotion applications ∙ Promotion appointments ∙ Disciplinary, grievance and capability proceedings ∙ Satisfaction surveys ∙ Gender Pay Gap differentials ∙ Category of work ∙ Disciplinary, grievance and capability proceedings ∙ Monitoring of the area of governance 9.5 All of the above will inform the annual evaluation of the SG’s Equality,&nbsp; Diversity and Inclusion Policy for statutory purposes and SG’s planning. All data will be captured in line with the Data Protection Act&nbsp; requirements. Monitoring reports will inform future Action Plans, target setting and staff development. Training will be provided for those responsible for, and involved in, collating monitoring data. 9.6 The outcome of the annual monitoring exercise will be provided in reports to funding partners where required. Exception reports may be required on an ad&nbsp; hoc basis for specific purposes. Where requested, SG will ensure that&nbsp; information and material is accessible in user-friendly formats. 9.7 Where monitoring shows that people are not accessing services, or where&nbsp; policies or procedures are not working effectively, the SG will take action to&nbsp; attempt to improve such situations. APPENDIX 1 VICARIOUS LIABILITY 1. All employers are initially held responsible for the discriminatory acts of their employees. If an employee takes an action that has a discriminatory effect, the employer would be deemed responsible, except where they have taken clear steps to ensure that such discriminatory acts do not happen. 2. The Equality Act 2010 places responsibility on to individuals and not just the employer. If an employee, in the course of employment, commits unlawful discrimination, both the individual and the employer are held responsible regardless of whether or not the employer knew or approved of the action. However, if it can be proved that all reasonable, practicable action was taken by the employer to prevent the employee from discriminating then this may be a defence. Policy Number 1.0Department/Area of Operations Management Information Version Final Date of Review 11/03/2022Approval: 01/01/2021 https://stryx.co.uk/Health-and-Safety-Policy Mon, 14 Mar 2022 11:42:53 +0000 Stryx https://stryx.co.uk/Health-and-Safety-Policy Stryx Gallery Policy Number2TitleHealth &amp; Safety Area of OperationsHealth, Safety &amp; WellbeingDate implementedSeptember 2010Date last reviewedMarch 2022Responsible Person (Signed) Karolina Korupczynska1General Statement of Policy1.1It is the policy of Stryx to comply with the terms of the Health and Safety at Work Act 1974 and subsequent legislation and to provide and maintain a healthy and safe working environment. Stryx's health and safety objective is to minimise the number of instances of occupational accidents, illnesses and incidents and ultimately to achieve an accident and incident free working environment. This includes protecting the mental and physical health of all individuals and the avoidance of any form or harassment, bullying or unfair, unjust or unlawful discrimination.1.2All employees, volunteers, studio holders and participants will be provided with such equipment, information, training and supervision as is necessary to implement the Policy and achieve the stated objective. 1.3Stryx also recognises and accepts its duty to protect the health and safety of all visitors to Stryx, including contractors and temporary workers, as well as any members of the public who might be affected by Stryx’s operations.&nbsp; 1.4While the management of Stryx will do all that is within its powers to ensure the health and safety of its employees, volunteers, studio holders and participants it is recognised that health and safety at work is the responsibility of each and every individual associated with Stryx. It is the duty of each employee, volunteer, studio holder and participant to take reasonable care of their own and other people's health, safety and welfare and to report any situation which may pose a threat to the well being of any other person.1.5The management of Stryx will provide every employee, volunteer and participant with the training necessary to carry out tasks safely.&nbsp; However if anyone is unsure how to perform a certain task or feels it would be dangerous to perform a specific task then it is their duty to report this to Stryx Directors / Health &amp; Safety Lead Karolina Korupczynska. An effective health and safety programme requires continuous communication between everyone. Studio holders are independent entities, hiring work spaces from Stryx. Studio holders will be provided with general H&amp;S and Fire induction regarding using Stryx for their own work purposes. However, each studio user should have their own insurance covering them for the work they undertake at Stryx and is responsible for their own equipment and training to safely carry out the tasks their work involves.1.6All accidents and injuries, however small, sustained by any person must be reported to the Directors / Health &amp; Safety Lead. Accident records are crucial to the effective monitoring and revision of the policy and must therefore be up to date, accurate and comprehensive.1.7Stryx's Health and Safety Policy will be continually monitored and updated, particularly when changes in the scale and nature of the Stryx’s operations occur. The policy will be reviewed and updated annually. Audits will be undertaken at regular intervals within the year, with the outcome contributing to the review process.1.8The specific arrangements for the implementation of the policy and the personnel responsible are detailed in the following paragraphs. More detailed health and safety related policies, procedures, checklists and report forms can be accessed via the shared policy folder on Stryx Google drive.1.9Stryx is committed to the health and safety of participants and inducts new participants on the importance of health and safety and safe behaviour.&nbsp; It is essential that staff provide and promote a safe environment in the gallery. 2.Safety Personnel2.1Overall and final responsibility for health and safety in Stryx lies with the Stryx Directors Body. 2.2The person responsible for overseeing, implementing and monitoring the policy is the Director Karolina Korupczynska is the H&amp;S Lead. The H&amp;S Lead will deputise in case of his / her absence.2.3Each employee, volunteer and studio holder is responsible for health and safety in their particular areas and must report any concerns to the Health &amp; Safety Lead or the other Director.3.Consultation3.1Communication between staff and volunteers at all levels is an essential part of effective health and safety management. Consultation will be facilitated by means of direct contact with the Health &amp; Safety Lead and Stryx Directors Board.4.Communication4.1The management of Stryx will endeavour to communicate to employees, volunteers and studio holders their commitment to safety and to ensure that employees are familiar with the contents of the Health &amp; Safety Policy and supporting documentation. Stryx communicates with its employees, volunteers, and studio holders in the form of directions and statements and in writing in the form of directives and this policy statement.&nbsp; All communication will be presented in a format suitable for the recipient.5.Co-operation and Care5.1Employees, volunteers, studio holders and participants are expected to co-operate and to accept their duties under this policy. Disciplinary action may be taken against any employee, volunteer or studio holder who violates safety rules, who fails to perform his or her duties under this policy or the Stryx’s commitment to equality and diversity.5.2Employees, volunteers, studio holders and participants have a duty to take all reasonable steps to preserve and protect the health and safety of themselves and all other people affected by the operations of the Stryx and to treat everyone with whom they come into contact with dignity and respect at all times.6.Safety Training6.1Safety training is regarded as an indispensable ingredient of an effective health and safety programme. It is essential that everyone in the organisation is trained to perform tasks safely.&nbsp; All staff and volunteers will receive comprehensive health and safety induction training immediately on joining the Stryx. Studio holders will receive general health and safety induction training when joining Stryx Studios but will be responsible for their own ongoing training allowing them to carry out their independent work safely.6.2Everyone will be trained in safe working practices and procedures prior to being allocated any new role. Training will include advice on the use and maintenance of personal protective equipment appropriate to the task concerned.6.3Staff and volunteer training records will be maintained by the Directors. 7.Risk Assessments7.1Risk assessments will be undertaken on all activities presenting risk and documented on the standard reporting form.&nbsp; This will include the work activities of employees and use of studios for studio holders who have informed the Directors of illness or injury.&nbsp; 7.2Only suitably trained staff or volunteers will undertake risk assessments.&nbsp; Frequency of risk assessment review is at least annually or at the sign of change of risk.7.3Directors should ensure that resources are made available to provide any additional control measures deemed necessary as a result of risk assessments.8.Workplace Inspections8.1It is the policy and responsibility of Stryx to comply with the Workplace (Health, Safety &amp; Welfare) Regulations.&nbsp; An agreed workplace inspection regime is in place. Health and safety Lead will be responsible for ensuring that inspections are carried out at the agreed intervals and using the standard inspection checklist and reporting form. They will be responsible for ensuring that any identified non-compliances are addressed and rectified.8.2Workplace inspections will also provide an opportunity to review the continuing effectiveness of the Health and Safety Policy and to identify areas where revision of the policy may be necessary.9.Stryx Equipment9.1It is the policy and responsibility of Stryx to comply with the law as set out in the Provision and Use of Work Equipment Regulations 1998 and the Lifting Equipment &amp; Lifting Operations Regulations 1998. Stryx will ensure that all equipment used in at Stryx is safe and suitable for the purpose for which it is used. All contractors and studio holders are responsible for their own equipment and its safety.9.2Employees, volunteers, studio holders and participants will be provided with adequate information and training to enable them to use Stryx equipment safely.&nbsp; The use of any Stryx equipment which could pose a risk to the well being of persons in or around the workplace will be restricted to trained and authorised persons only.9.3All Stryx equipment will be maintained in good working order and repair. Appropriate records (where relevant) will be maintained by the Health &amp; Safety Lead.9.4 9.5Employees, volunteers, studio holders and participants will be provided with personal protective equipment adequate to protect them from dangers occasioned by the use of Stryx equipment and as identified in risk assessments.&nbsp; All Stryx equipment will be clearly marked with health and safety warnings where appropriate. All contractors, independent artists hiring Stryx and studio holders are responsible for their own equipment and protective equipment when working at Stryx.10.Personal Protective Equipment10.1It is the policy and responsibility of Stryx to comply with the law as set out in the Personal Protective Equipment at Work Regulations 1992 and as amended. &nbsp; Anyone who may be exposed to a risk to their health and safety while at Stryx will be provided with suitable, properly fitting and effective personal protective equipment as identified in risk assessments.10.2All personal protective equipment provided by Stryx will be properly assessed prior to its provision and maintained in good working order by the user. &nbsp; Anyone provided with personal protective equipment by Stryx will receive comprehensive training and information on the use, maintenance and purpose of the equipment.&nbsp; A log of PPE is held by the H&amp;S Lead.11.Manual Handling Operations11.1It is the policy and responsibility of Stryx to comply with the law as set out in the Manual Handling Operations Regulations 1992 (as amended 2002). Manual handling operations will be avoided as far as is reasonably practicable where there is a risk of injury. Manual Handling training is provided where applicable to the role.&nbsp; Studio holders and contractors are responsible for their own Manual Handling training and following safety procedures and guidelines.11.2Minimal amount of manual handling is undertaken by a Stryx staff as part of their duties and an assessment of the situation will be made taking into account the task, the load, the working environment and the capability of the individual concerned. Responsibility for the assessment process should rest with the employee.11.3Stryx will take all possible steps to reduce the risk of injury to the lowest level possible.&nbsp; 12Display Screen Equipment12.1It is the policy and responsibility of Stryx to comply with the law as set out in the Health and Safety (Display Screen Equipment) Regulations 1992 and as amended.&nbsp; Stryx will conduct health and safety assessments of all workstations staffed by employees and volunteers who use DSE as part of their usual work and will ensure that all workstations meet the requirements set out in the Schedule to the Regulations.&nbsp; 12.2The risks to DSE users will be reduced to the lowest extent reasonably practicable.&nbsp; All DSE users will be given appropriate and adequate training on the health and safety aspects of this type of work and will be given further training and information whenever the organisation of the workstation is substantially modified.13.Control of Hazardous Substances13.1It is the policy and responsibility of Stryx to comply with the law as set out in the Control of Substances Hazardous to Health Regulations 2002 and as amended (COSHH).13.2A risk assessment will be conducted of all tasks involving exposure to hazardous substances. The assessment will be based on manufacturers' and suppliers' health and safety guidance and Stryx managers’ own knowledge of the work process.&nbsp; Stryx will ensure that exposure to hazardous substances is eliminated where possible or, where this is not possible, minimised and adequately controlled. Stryx contractors and studio holders are responsible for their own COSHH Risk Assessment and Stryx will not be liable for safety of any substances that those listed above use on Stryx premises.14.Stress Management14.1Stryx takes seriously its responsibility to ensure the risks from work related stress are effectively managed and controlled.&nbsp; A supportive and sensitive approach is used with a Stress Risk Assessment tool to identify stressors as well as strategies and solutions for reducing stress.&nbsp; These could include: Signposting to external servicesReferral to GP Review of role and work environment14.2This approach, taken by Directors: demonstrates good practice through a step by step risk assessment approach; allows assessment of the current;promotes active discussion and working in partnership with employees to help decide on practical improvements that can be made; helps simplify risk assessment for work related stress by: identifying the main risk factors for work related stress; helping employers focus on the underlying causes and their prevention; and providing a yardstick by which to gauge organisational performance in tackling the key causes of stress15.Asbestos15.1The Landlord is responsible for a suitable and sufficient surveys and assessments for the control of asbestos will be undertaken on a regularised basis to ensure full legislative compliance.&nbsp; 15.2An external specialist is used by the Landlord to undertake such tasks.16Electrical Safety16.1We aim for all power and lighting circuits to be tested every five years by a competent person.16.2We aim for all electrical portable appliances to be tested annually by a competent person. Residential students bringing their own portable electrical equipment on site must ensure that it is tested during their induction.16.4Full records of all electrical testing will be maintained by the Health and Safety Lead. 17.Fire Safety17.1Stryx is a responsible employer which takes its fire safety duties seriously. For this reason the Stryx has formulated a separate Fire Safety Management Plan to help comply with its legal obligations to and visitors under the Regulatory Reform (Fire Safety) Order 2005. These include the provision of a safe place of work where fire safety risks are minimised and reflects a high level of health well-being and organisational performance.17.2Stryx has a dedicated Fire Safety Plan and Evacuation policies on the shared google drive.17.3Employee and Volunteer duties All employees, studio holders, contractors and volunteers have a duty to take reasonable steps to ensure that they do not place themselves or others at risk of harm. They are also expected to co-operate fully in complying with any procedures that may be introduced as a measure to protect the safety and well-being of employees, studio holders, contractors and volunteers, participants and visitors.17.4Communications Employees, studio holders, contractors and volunteers will be kept informed of any changes that are made to the Stryx’s fire safety procedures and fire risk assessments.&nbsp; Stryx will also ensure that all visitors to Stryx premises are briefed on emergency procedures and not left alone unless they are aware of, and familiar with, all available escape routes.&nbsp; It is the responsibility of the Directors to ensure that all hires and visitors using Stryx facilities are made aware of emergency procedures.17.5Procedures Stryx has introduced the following procedures in order to maintain high standards of fire safety: a fire risk assessment is reviewed annually. However, more frequent reviews will be undertaken if there are any changes that will impact on its effectiveness. These may include alterations to the premises or new work processes.the Responsible Person (the Stryx Directors) are appropriately trained and updatedthe fire evacuation procedure will be discussed with studio holders annuallytraining will be provided as necessaryemployees, studio holders, contractors and volunteers will be provided with induction training on how to raise the alarm and shown the available escape routesall escape routes will be clearly signed and kept free from obstruction at all timesall fire-related equipment will be regularly serviced and maintained. If any employee or volunteer notices a defect or missing equipment, they must report it to a DirectorLandlord is responsible for regular alarm systems testing Landlord is responsible for any other safety system checks to ensure correct operation, e.g. emergency lighting.17.6Procedures in the event of a fire17.6.1On discovering a fire if you discover a fire raise the alarm immediately manually operating the nearest fire alarm, if you have been trained and feel that it is safe to do so, attempt to fight the fire using the equipment provided nearby.if this fails, evacuate immediately. Ensure that no one is left in the room and close the door behind you.&nbsp; Ensure that assistance is provided to anyone who needs assistance in evacuating the buildingensure that you or a designated person has called the fire service by dialling 999 on mobile phones or 9999 on internal telephones play your part in any roll call so that you are accounted for.17.6.2If you hear the fire alarmoperate any essential shut down devices e.g. machineryimmediately leave using the nearest available fire exit and do not return for personal possessions.&nbsp; Do not panic and leave the building in an orderly mannerdo not use the lift when evacuating the buildingprovide whatever help us necessary to others who need assistancereport to the assembly pointif you are with a visitor, ensure they accompany you to the assembly point.17.6.3Person in chargegather all information regarding the evacuationestablish if it is a genuine fire or false alarmensure that the fire service has been called liaise with the fire brigade on its arrival17.6.4Fire Detection Equipment17.6.5Smoke detectors and manually operated fire alarms are located at strategic points throughout the Stryx gallery and Minerva Works building. Employees, studio holders, contractors and volunteers should ensure that they are aware of the positions of the ‘alarm points’ within their areas.&nbsp; Awareness raising on this is carried out at induction training. Induction should be carried out for persons hiring Stryx gallery prior any independent work can be started.17.6.6Fire Fighting Equipment17.6.7Fire extinguishers are located at strategic points throughout the Stryx (generally by the exits). Only staff, studio holders and volunteers who are appropriately trained are to operate extinguishers.17.6.8Fire Doors17.6.9Fire doors designed to slow the spread of fire and smoke throughout the Stryx have been installed at strategic points.&nbsp; Fire doors are designed to close automatically after opening and must never be blocked, jammed or tied open.17.6.10Fire Exits17.6.11Fire exits are located at strategic points in Stryx gallery. Exit doors and corridors must never be locked, blocked or used as storage space.&nbsp; 17.6.12Emergency lighting has been installed in some exit corridors, above emergency exit doors and throughout the Minerva Works building in case of power failure.17.6.13Emergency Evacuation Procedure17.6.14In the event of the fire alarm being activated, or in any other emergency situation (such as a bomb alert), everyone must leave the building by the nearest available exit and assemble at the designated assembly point.&nbsp; Lifts must not be used when evacuating.&nbsp; The designated assembly point for Stryx is at the car park by the bin shed.17.7Smoking Smoking is prohibited in all areas of the Stryx gallery and Minerva Works buildings other than the designated sites. Smoking areas should at all times be kept fire safe. Combustible materials must never be stored or allowed to accumulate in areas where smoking is permitted.&nbsp; 17.7.1List of designated smoking areas:17.7.2Employees, studio holders, contractors and volunteers smoke outside at the side of the main building by the main entrance to the building.17.7.3Smoking is prohibited anywhere inside Minerva Works buildings. 18Accident Investigation &amp; Reporting18.1It is the policy and responsibility of Stryx to comply with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR 95).&nbsp; Stryx sees accident investigation as a valuable tool in the prevention of future incidents. In the event of an accident resulting in injury a report will be drawn up by the person supervising. Accident records are kept centrally with the Directors: the circumstances of the accidentthe nature and severity of the injury sustainedthe identity of any eyewitnessesthe time, date and location of the incidentthe date of the reportuse of body map18.2All eyewitness accounts will be collected as near to the time of the accident as is reasonably practicable. Any person required to give an official statement has the right to have a trade union representative or work colleague present.18.3The completed report will then be submitted to and analysed by Directors who will attempt to discover why the accident occurred and what action should be taken to avoid a recurrence of the problem. Studio holders are responsible for their own health and safety when carrying out their freelance work at Stryx and should have sufficient insurance in place to cover them against accidents at work.18.4A follow up report will be completed after a reasonable period of time examining the effectiveness of any new measures adopted.18.5The Directors are responsible for reporting cases of accident and disease to the relevant enforcing authority under the RIDDOR 95 Regulations where applicable. 18.7Accident Procedure18.7.1First aid stations are located in areas where employees, studio holders, contractors and volunteers are concentrated in the Stryx. All first aid stations are clearly marked and are easily accessible by all staff and volunteers during all working hours.18.7.2Directors are responsible for the proper use and maintenance of each first aid station. 18.8Qualified first aiders18.8.1A list of first aiders is available in the first aid boxes.19Safety Rules19.1General for Stryx employees and volunteersEveryone should be aware of, respect and adhere to the rules and procedures contained in this policy statement.All shall immediately report any unsafe practices or conditions.Any person under the influence of alcohol or any other intoxicating drug which might impair motor skills or judgement, whether prescribed or otherwise, shall not be allowed to remain on the premises. Horseplay, practical joking or any other acts which might jeopardise the health and safety of any other person are forbidden.Any person whose levels of alertness and / or ability are reduced due to illness or fatigue will not be allowed to undertake tasks that might jeopardise the health and safety of that person or any other person.No one shall adjust, move or otherwise tamper with any electrical equipment, machinery or air or water lines in a manner not within the scope of their duties and for which they are suitably trained.All waste materials must be disposed of carefully and in such a way that it does not constitute a hazard and is in line with legislation.No one should undertake a task which appears to be unsafe.No one should undertake a task until he or she has received adequate safety instruction and is authorised to carry out the task.All injuries must be reported to the Health and Safety Lead (Dave Holdaway) or Vice Principal-Corporate Services (Angela Litchfield)Everyone should take care to ensure that all protective guards and other safety devices are properly fitted and in good working order and shall immediately report any deficiencies to their supervisor.Tasks shall be well planned and supervised to avoid injuries in the handling of heavy materials and while using equipment.No one should use chemicals without the knowledge required to work with those chemicals safely.Suitable clothing and footwear will be worn at all appropriate times. Personal protective equipment shall be worn wherever appropriate.All team meetings are expected to include H&amp;S concerns as part of their agendas. All studio holders and contractors should adhere to the guidance above but are overall responsible for their own safety and equipment. Stryx shall not take any responsibility for accidents or incidents occurring at Stryx gallery or studios where a studio holder or contractor was carrying out their own freelance work. Studio holders and contractors must carry out their own risk assessments for freelance work activities they carry out at Stryx. Studio holders must submit risk assessments for tasks and activities carried out in Stryx communal areas or galleries. It is not permitted for any studio holders to carry out activities in communal areas or Stryx gallery without the Directors acknowledgement and written approval of the submitted risk assessment. 19.2Working EnvironmentWork sites areas must be kept clean and tidy at all times.Any spillage must be cleaned up immediately.Waste materials and rubbish must be removed routinely.19.3.WalkwaysWalkways and passageways must be kept clear from obstructions at all times.If a walkway or passageway becomes wet it should be clearly marked with warning signs and / or covered with non-slip material.Trailing cables are a trip hazard and should not be left in any passageway.Any change in the floor elevation of any walkway or passageway must be clearly marked.Where objects are stored in or around a passageway, care must be taken to ensure that no long or sharp edges jut out into the passageway in such a way as to constitute a safety hazard.Where a passageway is being used by any vehicles, or other moving machinery, an alternative route should be used by pedestrians wherever possible. If no alternative route is possible the area should be clearly marked with warning signs.19.4.Tool and Equipment MaintenanceStryx machinery and tools are only to be used by qualified and authorised personnel. It is the responsibility of the Directors to determine who is authorised to use specific tools and equipment and to ensure that they are appropriately trained and competent.It is the responsibility of all to ensure that any tools or equipment they use are in a good and safe condition. Any tools or equipment which are in any way defective must be repaired or replaced.All tools must be properly and safely stored when not in use.No tool should be used without the manufacturers recommended shields, guards or attachments.Persons using machine tools must not wear clothing, jewellery or long hair in such a way as might pose a risk to their or any other person’s safety.Staff, studio holders, volunteers and contractors are prohibited from using any tool or piece of equipment for any purpose other than its intended purpose.19.5Manual Lifting and Moving of ObjectsLifting and moving of objects should always be done by mechanical devices rather than manual handling wherever reasonably practicable. The equipment used should be appropriate for the task at hand.The load to be lifted or moved must be inspected for sharp edges, slivers and wet or greasy patches.When lifting or moving a load with sharp or splintered edges gloves must be worn. Gloves should be free from oil, grease or other agents which might impair grip.The route over which the load is to be lifted or moved should be inspected to ensure that it is free of obstructions or spillage which could cause tripping or falling.No one should attempt to lift or move a load which is too heavy to manage comfortably.Where team lifting or moving is necessary one person should act as co-ordinator, giving commands to lift, lower etc.When lifting an object off the ground employees should assume a squatting position, keeping the back straight. The load should be lifted by straightening the knees, not the back. These steps should be reversed for lowering an object to the ground.There is separate, comprehensive guidance and training for moving and handling people. https://stryx.co.uk/Safeguarding-Policy Mon, 14 Mar 2022 11:47:45 +0000 Stryx https://stryx.co.uk/Safeguarding-Policy STRYX Policy Number 1 Title Safeguarding (Protection of Vulnerable People) Area of Operations: Health &amp; Safety Date implemented November 2021 Date last reviewed January 2025 INDEX 1. Introduction p.1 2. Stryx Safeguarding Charter p.1 3. Code of Conduct p.2 4. Code of conduct for working with children, young people and adults at risk p.3 5. Legislations and guidance p.3 6. Safeguarding Procedures p.4 7. Safe Environment p.5 8. Safe Recruitment p.5 9. Training p.5 10.Communication p.6 11. Whistle-blowing policy p.6 Appendix A – Definitions and responsibilities p.7 Appendix B - Safeguarding Procedures document p.9 Appendix C - Definitions of abuse (Birmingham Safeguarding Children and Adult Boards) p.13 Appendix D - Allegations of abuse against staff / directors p.15 Appendix E - Statement of Conduct on Freedom of Speech and Expression p.16 Appendix F - Stryx Disclosure of Information Report form p.18 1. INTRODUCTION Stryx recognises its responsibility to safeguard the welfare of all children, young people and adults at risk, by a commitment to practice which protects them. All employees, workers, contractors and agency workers should be aware of their obligations to ensure the safeguarding of children, young people and adults at risk. Taking into account legislation, guidance and best practice Stryx does not believe that it undertakes any ‘regulated activities’ for children, young people and adults at risk – see Appendix A for definitions. Stryx’s recruitment and appointment processes include robust and transparent pre-employment checks including criminal record checks and regular re-vetting for employees, contractors, workers and agency workers. Changes to the public programme are reviewed in accordance with health and safety and risk management policies to assess whether or not they constitute regulated activity and safeguarding measures are implemented as required. If a risk assessment concludes that regulated activity is to be carried out additional checks will be carried out to review spent criminal records and other information, as relevant to the protected group. 2. STRYX SAFEGUARDING CHARTER We recognise that: ● the welfare of the child, young person and adult at risk is paramount ● all children, young people and adults at risk have the right to equal protection from all types of harm or abuse The purpose of this policy is to provide: ● protection for the children, young people and adults at risk who receive Stryx’s services both onsite and offsite ● employees, workers, contractors and agency workers with guidance on procedures they should adopt in the event that they suspect a child, young person or adult at risk may be experiencing, or be at risk of harm. We will seek to safeguard children, young people and adults at risk by: ● valuing them, listening to and respecting them ● adopting safeguarding procedures and a code of conduct for employees and workers, contractors and agency workers ● recruiting employees and engaging workers, contractors and agency workers safely and ensuring all necessary checks are made ● sharing information about concerns with agencies who need to know, and involving children, young people, adults at risk and parents/guardians appropriately ● providing effective management for employees through supervision and support ● creating a safe environment by risk assessing all activities undertaken onsite and offsite ● protecting the identity of children by restricting access to personal information and reproduction of images in print or online This policy applies to all employees, workers, contractors and agency workers engaged to work on behalf of Stryx. Stryx is committed to reviewing this policy every year or earlier if there are major changes in legislation or within the organisation. 3. CODE OF CONDUCT This section outlines the behaviour expected of Stryx employees, workers, contractors and agency workers. This code has been developed to provide advice which will not only help to protect children, young people and adults at risk, but will also help identify any practices which could be mistakenly interpreted and perhaps lead to false allegations of abuse being made against individuals. Following this good practice code will also help to protect Stryx by reducing the possibility of anyone either using their role within the organisation to gain access to children in order to abuse them or leaving themselves open to allegations of abuse. When working on behalf of Stryx with children, young people and adults at risk all employees, workers, contractors and agency workers are considered to be acting in a position of trust. It is therefore important that they act in an appropriate manner at all times and follow the code of conduct. All employees, workers, contractors and agency workers are expected to report any breaches of this code to a Director. Employees who breach this code of conduct may be subject to Stryx’s disciplinary procedures. Any breach of this code involving a worker, contractor or agency worker may result in termination of their engagement. Serious breaches of this code may also result in a referral being made to the police or a statutory child or adult protection agency. 4. CODE OF CONDUCT FOR WORKING WITH CHILDREN, YOUNG PEOPLE AND ADULTS AT RISK You should: ● always follow Stryx’s Safeguarding Policy and Safeguarding Procedures ● ensure that there is more than one adult present ● listen to and respect children, young people and adults at risk ● treat children, young people and adults at risk fairly and without prejudice ● value and take the contributions of children, young people and adults at risk seriously ● always ensure equipment is used appropriately and for the purpose it was designed for e.g. computers, cameras etc. ● ensure any physical contact is appropriate and in relation to the nature of the session (n.b. physical contact may be necessary in the case of emergencies but must remain appropriate and be kept to a minimum at all times) ● always ensure language is appropriate and not offensive or discriminatory ● recognise that special caution is required when you are discussing sensitive issues with children, young people and adults at risk ● challenge unacceptable behaviour and report all allegations or suspicions of abuse You should not: ● put a child, young person or adult who may be vulnerable at risk ● patronise children, young people and adults at risk ● allow allegations to go unreported ● develop inappropriate relationships with children, young people and adults at risk: ● let children, young people and adults at risk have your personal telephone number or email address ● make contact via social media that is unrelated to Stryx business ● make personal remarks or discuss themes that encourage children, young people and adults at risk to share personal information ● use sarcasm or insensitive comments ● act in a way that can be perceived as threatening or intrusive ● make inappropriate promises to children, young people and adults at risk, particularly in relation to confidentiality ● jump to conclusions about others without checking facts ● either exaggerate or trivialise safeguarding issues ● be complacent about the potential risks to others and yourself ● take a chance when common sense, policy or procedures suggest another more prudent approach 5. LEGISLATIONS AND GUIDELINES This policy for Stryx is derived from a variety of legislative provisions and statutory guidance. In particular, it is based on good practice found in: ● Keeping Children Safe in Education (2021). ● Working Together to Safeguard Children (2018). Our safeguarding policy and procedures comply with all of this guidance and are updated with local arrangements agreed and published by the three local safeguarding partners. The following legislation is also incorporated into this policy: ● The Children Act 1989 (and 2004 amendment), which gives a broad framework for the care and protection of children and includes provisions for Local Authority inquiries, care proceedings, and emergency provisions. ● Female Genital Mutilation Act 2003 S 5B(11), as inserted by section 74 of the Serious Crime Act 2015, places a statutory duty on teachers to report to the police where they discover/find that female genital mutilation (FGM) appears to have been carried out on a girl under 18. Responsibilities for safeguarding and supporting girls affected by FGM are found in Statutory Guidance on FGM. ● The Rehabilitation of Offenders Act 1974 which outlines provisions for when people with criminal convictions can work with children. ● “PREVENT” duties under the Counter-Terrorism and Security Act 2015 with respect to protecting people from the risk of radicalisation and extremism can be found in: Statutory Guidance on the Prevent Duty. Other statutory provisions and guidance relevant to child protection and safeguarding include: ● The Education Act 2002 (Section 175). ● The Sexual Offences Act, 2003, Home Office. ● Guidance on Sharing Information. ● Guidance on Peer-on-Peer Sexual Abuse 6. SAFEGUARDING PROCEDURES What happens if a child, young person or adult discloses or you have a safeguarding concern? If a child, young person or adult at risk discloses (i.e. tells you about abuse or harm s/he is suffering or has suffered) all employees, workers, contractors and agency workers will: ● listen carefully, only asking questions for clarification ● remain calm and caring and avoid interpreting information ● tell the child, young person or adult at risk that you need to share this information with others but make it clear to them that you will only tell people who need to know and who can help; you should not promise to keep it a ‘secret’ ● speak immediately to a Safeguarding Officer (if activity is delivered at an external organisation) or Stryx Director ● make a signed and dated record of what was said using the words of the child, young person or adult at risk as soon as possible after the disclosing conversation using a standard Disclosure of Information Report form (Appendix C) which you can also use to record your observations If you have a safeguarding concern but the child, young person or adult at risk has not disclosed then you can also use this form to record your concern. A summary of the referral process is provided in the Safeguarding Procedures (Appendix B). Stryx Directors fulfill the role of Designated Safeguarding Persons at Stryx. Safeguarding concerns and referrals should be reported directly to a Stryx Directors, who are responsible for: ● receiving and recording information from anyone who has concerns ● assessing the information promptly and carefully, clarifying or obtaining more information when they need to ● consulting initially with a statutory child/adult protection agency ● following Stryx’s referral process as outlined in the Safeguarding Procedures document, and if necessary making a formal referral to a statutory child/adult protection agency ● ensuring that procedure is followed on such matters as making a referral, confidentiality and recording ● leading in the development of safeguards and review of Stryx policy and procedures It is not the Director’s responsibility to determine whether a disclosure is valid. In addition to managing the referral process Directors will meet on a regular basis to monitor, review and develop the work of Stryx in delivering its duty of care, to help keep abreast of good practice initiatives and changes to legislation. The Lead Safeguarding Officer is Anna Domejko. Confidentiality The right of a child, young person or adult at risk to be protected takes precedence over a parents’/guardians’ right to confidentiality. Directors will keep all Disclosure of Information Report forms in a locked non-portable cabinet for 12 years. 7. SAFE ENVIRONMENT Risk assessment Risk assessment is undertaken as required and takes into account operational and organisational risks including safeguarding. A Health and Safety Informative for Education Programme vulnerable persons is available on the website for schools and other education groups website In the event that employees, workers, contractors or agency workers undertake project work onsite or offsite which constitutes ‘regulated activity’ involving children, young people or adults at risk, such projects will be risk assessed on a case by case basis and referred to the Directors to ascertain whether enhanced DBS checks are required. Lost or unaccompanied child procedure There are established procedures for reporting lost or unaccompanied children, young people and adults at risk. These can be found in the Safeguarding Procedures. Photography Visitors are allowed to photograph, film and record in Stryx for personal, non-commercial purposes, although some exceptions apply. There are established procedures which apply if Stryx undertakes photography, filming and recording of children, young people and adults at risk, including the recording, storing and publishing of images. Full details are outlined in the Safeguarding Procedures document. 8. SAFE RECRUITMENT Stryx’s Recruitment and Selection Policy covers the pre-employment checks necessary to work for Stryx, including criminal record checks. The approval process to fill a post, or engage workers, agency workers or contractors, assesses if the role is likely to carry out regulated activities, following a risk assessment by a Director. Reference to Stryx’s Safeguarding Policy will be included in the recruitment pack. It is a criminal offence for an individual who is disqualified from working with children to knowingly apply for, offer to do, accept or undertake any work in a regulated position. It is a criminal offence for Stryx to knowingly employ an individual who is disqualified from working with children and therefore Stryx undertakes not to do so. 9. TRAINING Employee induction Safeguarding is included in the general induction on the first day of employment and all new employees are signposted to this policy. Stryx induction itinerary covers the Safeguarding Policy and Safeguarding Procedures as part of the Health and Safety induction process. All employees are briefed that they should be alert to the safety and welfare of children, young people and adults at risk and made aware of the referral process for reporting disclosures or concerns to a Director. Training Directors are required to attend training for reviewing the legislative framework and ensuring that Stryx is delivering its duty of care. Directors will attend refresher training on a regular basis. Safeguarding training will also be provided for other employees if it is required to fulfil their role. 9. COMMUNICATIONS Employees An up to date version of the Safeguarding Policy and Disclosure of Information Report form is available on Gmail Drive in Stryx Shared Folder where all employees can access these documents at any time. Directors are responsible for notifying employees of changes to the Safeguarding Policy, Safeguarding Procedures and Disclosure of Information Report form. Workers, contractors and agency workers Directors are responsible for ensuring that all workers, contractors and agency workers receive a copy of the Safeguarding Policy and Safeguarding Procedures document at the point of engagement and that they are informed of any changes to this documentation. Public Stryx Safeguarding policy is published on the website. 10. WHISTLE-BLOWING POLICY There are established procedures for whistle-blowing. These can be found on Gmail Drive in Stryx Shared Folder. Appendix A – Definitions and responsibilities Child In the context of this policy a child is defined as anyone under the age of 18, thus including those commonly referred to as ‘young people’. Adult at risk An adult at risk may be someone aged 18 years or over who ‘may be in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation’. This definition is taken from the current Department of Health guidance to local partnerships. Regulated activity The full, legal definition of regulated activity is set out in Schedule 4 of the Safeguarding Vulnerable Groups Act 2006, as amended (in particular, by the Protection of Freedoms Act 2012). The following summary of the definition is derived from this document: https://www.gov.uk/government/publications/disclosure-and-barring- information-leaflets Regulated activity excludes family arrangements, and personal, non-commercial arrangements. 1.Regulated activity relating to children comprises: i. Unsupervised activities: teach, train, instruct, care for or supervise children, or provide advice/guidance on well-being, or drive a vehicle only for children; ii. Work for a limited range of establishments (‘specified places’), with opportunity for contact: for example, schools, children’s homes, childcare premises. Not work by supervised volunteers; Work under (i) or (ii) is regulated activity only if done regularly by the same person: • Once a week or more, or • 4 or more days in 30, or • Overnight 2. Regulated activity relating to adults Regulated activity relating to adults no longer labels adults as ‘vulnerable’. Instead, the definition identifies the activities which, if any adult requires them, lead to that adult being considered vulnerable at that particular time. This means that the focus is on the activities required by the adult and not on the setting in which the activity is received, nor on the personal characteristics or circumstances of the adult receiving the activities. There are six categories of people who fall within the definition of regulated activity (and so will anyone who provides day to day management or supervision of those people). i. Providing health care ii. Providing personal care iii. Providing social work iv. Assistance with cash, bills and/or shopping v. Assistance in the conduct of a person’s own affairs vi. Conveying Minimum age for independent visitors Stryx accepts independent visitors aged 16 and over. Responsibility for children, young people and adults at risk Responsibility for a child ultimately lies with the parent or whoever is in loco parentis for that child. This is usually a teacher, social worker, carer or guardian, whichever applies. Responsibility for an adult at risk ultimately lies with the person undertaking regulated activity relating to that individual. Local authorities have a responsibility for organisations working with children in their boroughs to have their own safeguarding and child protection policies. Employees from schools and other institutions will therefore comply with their own policies and procedures and Stryx ensures that these responsibilities are always made clear to the organisations it works with. Children aged 15 or under must be accompanied at all organised events by a responsible adult; at school visits the teacher is in loco parentis. These adults are responsible for supervising the children in their care at all times and this is clearly stated in all marketing material. Adult to pupil ratios for facilitated school visits To protect students, employees, workers, contractors and agency workers we require the following adult to pupil ratios for facilitated school visits: Early Years Foundation Stage (3-5 years old) 1:6 Key Stages 1-2 (5-11 years old) 1:10 Key Stages 3-5 (11-18 years old) 1:15 Appendix B – Safeguarding Procedures document Contents 1 Introduction. 2 Procedure for staff receiving and reporting an allegation of suspected abuse 3 Procedure for the Directors 4 Safeguarding Case Management Guidelines 1 Introduction These procedures must be followed if a vulnerable person alleges abuse which has occurred whilst at Stryx or elsewhere. In all cases where an allegation of abuse or a sustainable allegation is made, Stryx Directors must be informed immediately. Stryx Directors are:  Karolina Korupczynska  Anna Katarzyna Domejko Indicators of abuse may include but are not limited to:-  Disclosure  Injuries that appear non - accidental  A change in behaviour  Neglect of a person’s emotional or physical needs 2 Procedure for staff receiving and reporting an allegation of suspected abuse 2.1 Record and report minor incidents that in themselves do not constitute abuse or suspected abuse but, if repeated over a period of time, would give rise to concern. 2.2 When abuse is suspected or disclosed, explain to the vulnerable person that you have a duty to share the information with the Directors or the Safeguarding Lead of the partner organsiation the vulnerable person is under care off. Ensure they know that the issue will be dealt with and taken seriously, by appropriate professional people. 2.3 Offer the person support at all times. Ease their anxieties as best you can. 2.4 The staff member talking to the vulnerable person should ask the vulnerable person open questions to establish an outline of the incident(s) and use the Disclosure of Information Report form (Appendix F). Be aware that, at this stage, the facts need to be established as accurately as possible as the information may be needed for the full investigation. 2.5 Clearly record any injuries and all details the vulnerable person gives to you. Situations of abuse may lead to criminal investigation and you may be required to make a statement and any records you make may be subject to disclosure as evidence. Photographic evidence must not be taken e.g. of bruising but recorded on a body map. 2.6 Record the vulnerable person and /or the referer’s details as required on the Disclosure of Information Report , including:  the referrer’s own status or involvement.  the nature of abuse, including specific incidents.  the alleged abuser’s personal details, including their relationship to the vulnerable person.  the need for a signer, an interpreter / intervener.  details of any other agencies involved if known by the referrer.  whether the vulnerable person or the alleged abuser is aware of the referral.  the current whereabouts of the vulnerable person and alleged abuser and their likely movements for the next 24 hours. 2.7 If another person is involved in the allegation, ensure they remain in separate areas. 2.8 Ensure confidentiality is maintained by only informing those who need to know. The incident is not to be discussed with other vulnerable persons, families, other Stryx staff, professionals or the media. If you require assistance from another member of staff give minimal information only. 2.9 All other necessary action required will be taken by the Directors or the Safeguarding Lead of the partner organization the vulnerable person is under care off, including, involving other agencies (police, social services, CQC) informing parents and carers and supporting vulnerable persons and staff. If you believe that it would not be appropriate for the Directors or the Safeguarding Lead of the partner organization the vulnerable person is under care off, to be involved, you should inform another member of the partner organisation Safeguarding Team or one Director only. You are able to contact social services or the police. This should only occur if you believe none of the Stryx’s Management Team will also be appropriate. 2.10 If you need urgent support and none of the Directors or the Safeguarding Team of the partner organization the vulnerable person is under care off, are not contactable, get in touch with the next senior person. Whatever the circumstances, if the individual insists on going to the police, then that must be facilitated and, where practical, the vulnerable person should be accompanied by an appropriate member of staff form Stryx or the partner organisation (what is most appropriate). 2.11 In general we will discuss safeguarding concerns with parents/carers (for vulnerable persons under the age of 18) before approaching other agencies, and will seek their consent to making a referral to another agency. We will seek the consent of vulnerable persons over the age of 18 and will ask them if we can tell their parents. However, there may be occasions we will contact another agency before informing parents/carers because we consider that contacting them may increase the risk of significant harm to the vulnerable person. 3 Procedure for the Directors when dealing with suspected abuse 3.1 Review the referral/incident and whether the vulnerable person or client needs medical attention 3.2 Ensure any medical attention needed is provided immediately. Establish that the vulnerable person or client is not in immediate danger. 3.3 Inform staff making the referral that there is a Whistleblowing Policy in place to protect them if they have any concerns about reporting incidents. 3.4 Remember that the report and records you make may be required as evidence in any subsequent criminal proceedings. 3.5 Check if there are any previous Stryx records for previous information relating to the vulnerable person and their alleged abuser. 3.6 Having gathered and recorded as much information as possible, contact Designated Safeguarding Leads in a partner organisation responsible for the vulnerable person or make an external referral and Early Help guidance. See also 2.10 above. 3.7 Having discussed the seriousness and severity of the allegations, Contact if required : ● CASS (Children’s Advice and Support Service) 0121 303 1888. Or: Emergency Duty Team (outside normal hours): 0121 675 4806. ● West Midlands Police: 0845 113 5000 or 101 and ask for the Police Child and Vulnerable ● Adult Protection Officer - Make it clear you are making a referral and request a referral/incident reference number. State that this is a child protection referral which will be followed by a written report. ● Birmingham Social Services – Adults &amp; Communities /Emergency Duty Team (outside normal office hours): 0121 675 4806. ● If it is not an emergency and you want to report adult abuse please call the “Adults &amp; Communities Access Point” (ACAP) on 0121 303 1234. 3.8 Follow advice from those listed above, also clarify the position of parental involvement and other agencies. Where the vulnerable person already has a safeguarding social worker, the request for service should go immediately to the social worker involved, or in their absence, to their team manager. Stryx will co operate with any multi agency meetings or discussions. 3.9 If the police are involved, arrange for the vulnerable person(s) to be escorted to and from the police station and ensure they receive support and advocacy from the Stryx. 3.10 Only inform those staff who need to know of the incident, giving the briefest details possible. 3.11 Record all actions undertaken on the Disclosure of Information Report 3.12 Report details of the incident/complaint to the Disclosure and Barring Service if the investigation finds allegations to be substantiated as per the DBS guidance. 3.13 Addresses of relevant organisations and local offices which deal with Child and Adult Protection:  Birmingham Safeguarding Children Partnership Contact details Monday to Thursday: 8:45am to 5:15pm Friday: 8:45am to 4:15pm Telephone: 0121 303 1888 Emergency out-of-hours Telephone: 0121 675 4806 CASS@birminghamchildrenstrust.co.uk https://www.lscpbirmingham.org.uk/safeguarding-concerns/cass PO Box 17340 Birmingham B2 2DR  Birmingham Safeguarding Adults Team Birmingham B2 2DP ACAP@birmingham.gov.uk ● Email: CSAdultSocialCare@birmingham.gov.uk ● Telephone: 0121 303 1234 ● Text Relay: Dial 18001, followed by the full national phone number ● Online form: https://forms.olmapps.com/ewfprod/manage/view/#/form/bccsafeguardingconcernlive?he ader=1&amp;reset=1 CSAdultSocialCare@birmingham.gov.uk https://www.birmingham.gov.uk/info/20018/adult_social_care/111/report_possible_abuse_or_ne glect_of_an_adult_with_care_and_support_needs Appendix C - Definitions of abuse (Birmingham Safeguarding Children and Adult Boards) Physical Abuse Physical abuse may involve hitting, shaking, throwing, poisoning, burning or scalding, drowning, suffocating or otherwise causing physical harm to a vulnerable person. Physical harm may also be caused when a parent or carer fabricates the symptoms of, or deliberately induces ill health in a vulnerable person. Emotional Abuse Emotional abuse is the persistent emotional maltreatment of a person such as to cause severe and persistent adverse effects on their emotional development. It may involve conveying to children that they are worthless or unloved, inadequate, or valued only insofar as they meet the needs of another person. It may feature age or developmentally inappropriate expectations being imposed on children. These may include interactions that are beyond the child’s developmental capability as well as overprotection and limitation of exploration and learning, or preventing the child participating in normal social interaction. It may involve seeing or hearing the ill treatment of another person. It may involve serious bullying causing the person frequently to feel frightened or in danger, or involve their exploitation or corruption. Some level of emotional abuse is involved in all types of maltreatment of a child, though it may occur alone. Sexual Abuse Sexual abuse involves forcing or enticing a person to take part in sexual activities, including prostitution, whether or not the person is aware of what is happening. The activities may involve physical contact, including penetrative (e.g. rape or oral sex) or non-penetrative acts. They may include non-contact activities, such as involving children in looking at, or in the production of, pornographic material or watching sexual activities, or encouraging children to behave in sexually inappropriate ways or grooming in preparation for abuse (including via the internet). Sexual Exploitation Sexual exploitation occurs when a person receives ‘something’ (e.g. food, accommodation, drugs, alcohol, cigarettes, affection, gifts, money) as a result of them performing sexual activities or another person performing sexual activities on the person. Significant indicators can include having a relationship of concern with a controlling adult or young person; entering and/or leaving vehicles driven by unknown adults, possessing unexplained amounts of money, expensive clothes or other items, frequenting areas known for risky activities; being groomed or abused via the internet or mobile technology; having unexplained contact with hotels, taxi companies or fast food outlets. Child Sexual Exploitation (DfE 2017) is a form of child sexual abuse and occurs when an individual or group takes advantage of an imbalance of power to coerce, manipulate or deceive a child or young person under the age of 18 into sexual activity a) in exchange for something the victim wants or needs, and/or b) for the financial advantage or increased status of the perpetrator or facilitator. The victim may have been sexually exploited even if the sexual activity appears consensual. The exploitation does not always involve physical contact, it can also occur through the use of technology. Neglect or acts of omission Neglect is the persistent failure to meet a person’s basic physical and/or psychological needs, likely to result in the severe impairment of their health or development. Neglect may occur during pregnancy as a result of maternal substance abuse. Once a child is born, neglect may involve a parent or carer failing to provide adequate food, clothing or shelter, including exclusion from home or abandonment, failing to protect a vulnerable person from physical and emotional harm or danger, failing to ensure adequate supervision including the use of inadequate carers, or failing to ensure access to appropriate medical care or treatment. It may also include neglect of, or unresponsiveness to, a person’s basic emotional needs. Financial Abuse This may include theft, fraud, exploitation, (and for vulnerable adults: pressure in connection with wills, property or inheritance or financial transactions), or the misuse or misappropriation of property, possessions or benefits. Some of the recognised signs of financial or material abuse are: loss of jewellery and personal property, lack of money to purchase basic items, a bill not being paid when money is entrusted to a third party, inadequate clothing, unexplained withdrawal of cash, and loss of money from a wallet or purse. Discriminatory Abuse This may include abuse, bullying and harassment based on the individual’s age, sex, disability, religion, race or ethnicity or sexual orientation. Institutional Abuse “Institutional abuse” is sometimes used to describe abuse which pervades a particular establishment. Institutional abuse may take the form of repeated incidents of poor or unsatisfactory professional practice, at one end of the spectrum, through widespread and persistent ill treatment or gross misconduct at the other. There may be a variety of underlying factors in relation to poor care standards which could include, for example, inadequate staffing, an insufficient knowledge base within the service, lack of essential equipment, rigid routines or a controlling management regime. Any of the types of abuse outlined above may be raised as allegations in the context of abuse within an institution. Domestic abuse Controlling and coercive behaviour, forced marriage, ‘honour’-based violence including female genital mutilation. Self-neglect Neglecting to care for oneself or environment Modern Slavery Trafficking; forced labour and domestic servitude Appendix D - Allegations of abuse against staff / directors Allegations of abuse against staff Due to their close professional relationship with service users, some staff at Stryx may be particularly open to allegations of misconduct or abuse. Staff can harm vulnerable persons accidentally, deliberately or as a result of failure to follow procedures, policies or good practice. All staff are required to read and sign an agreement to the Stryx’s Staff Code of Conduct. Any allegation about a member of staff will be reported to the Directors. If an allegation is made about a member of staff or volunteer, or for any other reason suspicion falls on a member of staff or volunteer, Stryx will follow the advice of the Local Authority Designated Officer (LADO) 0121 675 1669 or Police Child and Vulnerable Adult Protection Officer until the enquiries are complete. A child or Vulnerable Adult protection investigation will take precedence over an internal disciplinary investigation. The Directors will determine whether the member of staff should be suspended, or some other action taken. This assessment will take into account the context of the allegation, background information regarding the member of staff and information regarding the vulnerable person. A decision to suspend will be considered if information received alleges that: - the member of staff may have committed an act of gross misconduct and/or - his/her continued presence at work would impede an investigation and/or - he/she could pose a risk to the vulnerable person or other vulnerable persons. The member of staff may also be suspended if their remaining at Stryx leaves him or her vulnerable. The suspension in no way indicates or implies guilt. The Stryx recognises the person’s need for support and will be able to help identify suitable sources of support. If the investigation identifies fault by the member of staff any subsequent action will be linked to the Stryx’s disciplinary procedure. If the Principal decides that the allegation is without foundation and no further formal action is necessary, all those involved should be informed of this conclusion, and the reasons for the decision recorded on the young person’s safeguarding file. Allegations of abuse against the Director Staff who identify a potential vulnerable person concern/allegation about the Director must act on those concerns and immediately contact the other Director. Appendix E - Statement of Conduct on Freedom of Speech and Expression Introduction Stryx recognises and endorses that freedom of speech and expression within the law is important for Stryx. Stryx is required to take measures to protect freedom of lawful speech and expression. This principle is also enshrined in Article 10 of the Human Rights Act 1998. The obligations of this Statement shall apply to:  All vulnerable persons and clients of Stryx, including all those working with Stryx under an agreement with a partner organisation.  All staff and volunteers  All persons invited to speak or otherwise take part in events to be held on Stryx premises (to vulnerable persons/staff)  All organisations and individuals using Stryx gallery hire facilities for business and social events.  All contractors to the Stryx Stryx obligations The Stryx has the responsibility to maintain good order on its premises. It has the right and the power to regulate and, if necessary, to impose conditions or restrictions upon events such as meetings and demonstrations held or proposed to be held on its premises. Where it is foreseeable that an event may raise issues of controversy in some way, a request should be made in writing to the Principal for permission to hold such an event. For vulnerable person/staff focussed events a Visitors Log must be completed. For Hospitality bookings, all hires must comply with this Statement. Contractors will also be sent the Statement as part of their obligations and terms. Expression of views Stryx will not suppress freedom of thought and expression, provided such thoughts and expressions do not go beyond the articulation of views and do not constitute incitement to riot, insurrection, racial hatred, religious hatred, sexual harassment or other activities which are likely to cause a breach of the peace or public disorder or otherwise to be unlawful and provided that, by allowing such views to be expressed, the Stryx would not be failing in its wider legal duties (for example, the Equality Act 2010 and the Prevent Duty within the Counter-Terrorism and Security Act 2015). Reasonable grounds for action would include, but are not limited to, the fact that the event or expression of views by individuals may, within the premises of the Stryx:  Incite those present to commit a criminal act  Lead to the unlawful expression of views  Be in direct support of an organisation whose aims and objectives are illegal  Give rise to a breach of the peace Holding of events In determining whether the holding of an event on Stryx premises might reasonably be refused, consideration will be given to:  The health and safety of people attending the event and all staff, vulnerable persons or other visitors on Stryx premises who might foreseeably be put at risk.  The security of the Stryx’s property and premises  The good name and reputation of the Stryx Sanctions and penalties Where those responsible for the breach are vulnerable persons, staff or volunteers of the Stryx, action may be taken against them under the relevant disciplinary procedure. The Stryx will work with external agencies and families in accordance with its Safeguarding Policy to ensure the safety and wellbeing of vulnerable persons is maintained. Where those responsible for the breach are vulnerable persons or staff of a partner organisation of Stryx, the Directors shall inform the partner organisation with a view that the partner organisation takes action under its relevant procedures. Where a breach of this Statement takes place at an event, the Stryx may take steps to assist the police to secure identification of the persons committing offences with a view to appropriate action being taken against them. Communication Communication of this Statement will be undertaken by: Directors - All staff circulation Appendix F - Stryx Disclosure of Information Report form For completion by staff or volunteers when they become aware of child welfare concerns in accordance with government guidance and the child protection policy. The Designated Safeguarding Lead will monitor concerns and report where appropriate to Children’s Social Care if a child is deemed at risk of significant harm. This information will be disclosed only to those staff who need to know for the purposes of child protection. Concerns should usually be shared with parent/child, unless to do so may place a child/ren at increased risk of harm (if in doubt about this, the DSL should consult with Children’s Social Care). Please write legibly and do not use acronyms. Exact words must be used even if they may offend. <img width="1063" height="668" width_o="1063" height_o="668" data-src="https://freight.cargo.site/t/original/i/8973309aa9d1f1d13fd64f38f06d46e999c37642fa85dfd85dcbea6d781efbef/Screenshot-2024-07-16-at-23.58.40.png" data-mid="214787398" border="0" src="https://freight.cargo.site/w/1000/i/8973309aa9d1f1d13fd64f38f06d46e999c37642fa85dfd85dcbea6d781efbef/Screenshot-2024-07-16-at-23.58.40.png" /> <img width="1014" height="1372" width_o="1014" height_o="1372" data-src="https://freight.cargo.site/t/original/i/bb1cb0f234ef19ea9b1a78e61c0da0bf92532b3861d1ccd702c3ad183db3c2f5/Screenshot-2024-07-16-at-23.59.50.png" data-mid="214787405" border="0" src="https://freight.cargo.site/w/1000/i/bb1cb0f234ef19ea9b1a78e61c0da0bf92532b3861d1ccd702c3ad183db3c2f5/Screenshot-2024-07-16-at-23.59.50.png" /> <img width="1093" height="1425" width_o="1093" height_o="1425" data-src="https://freight.cargo.site/t/original/i/2a0bae905aa75e48c6e4105aa765dc407d2047eda62984263d8a9f07bd22bf05/Screenshot-2024-07-17-at-00.01.08.png" data-mid="214787443" border="0" src="https://freight.cargo.site/w/1000/i/2a0bae905aa75e48c6e4105aa765dc407d2047eda62984263d8a9f07bd22bf05/Screenshot-2024-07-17-at-00.01.08.png" /> <img width="1088" height="1344" width_o="1088" height_o="1344" data-src="https://freight.cargo.site/t/original/i/5b32a2855194377ab04df06020ed0aa2a69f3738748e7e7631a454b280543a85/Screenshot-2024-07-17-at-00.03.17.png" data-mid="214787499" border="0" src="https://freight.cargo.site/w/1000/i/5b32a2855194377ab04df06020ed0aa2a69f3738748e7e7631a454b280543a85/Screenshot-2024-07-17-at-00.03.17.png" /> https://stryx.co.uk/Whistleblowing-Policy Mon, 14 Mar 2022 11:51:15 +0000 Stryx https://stryx.co.uk/Whistleblowing-Policy STRYX GALLERY Policy Number 3 Title: Whistleblowing Area of Operations: Health &amp; Safety&nbsp; Date implemented November 2020&nbsp; Date last reviewed March 2022 1 Introduction&nbsp; 1.1 Stryx operates within legal requirements and regulations and expects all employees to co-operate in this by adhering to all laws, regulations,&nbsp; policies and procedures. Any employee, studio holder or volunteer becoming aware of another employee, studio holder or volunteer acting inappropriately is obliged and encouraged to report this activity.&nbsp; 1.2 Stryx is committed to the values of accountability, but the determined perpetrator may find a way round systems and procedures. It is therefore necessary for all managers and employees, studio holders and volunteers to be aware of what is required in the event of suspicions. This document sets out the procedure for employees who wish to notify any suspicions and how Stryx should respond.&nbsp; 2 Purpose&nbsp; • To encourage employees, studio holders and volunteers to feel confident in raising serious concerns, to question and act upon their concerns about practice.&nbsp; • To provide them with a method of raising concerns and receive feedback on how this is being&nbsp; followed up.&nbsp; • To ensure employees, studio holders and volunteers receive a response to their concerns and they are aware of how to&nbsp; pursue them if they are not satisfied.&nbsp; • To reassure employees, studio holders and volunteers that they will be protected from possible reprisals or victimisation if&nbsp; they have reasonable belief that they have made any disclosure in good faith.&nbsp; 3 Definitions&nbsp; 3.1 Throughout this policy, the term ‘whistleblower’ denotes the person raising the concern or making the complaint. It is not meant in a pejorative sense and is entirely consistent with the terminology used by Lord Nolan as recommended in the Second Report of the Committee on Standards in Public Life:&nbsp; Local Spending Bodies published in May 1996.&nbsp; 4 Scope&nbsp; 4.1 This policy applies to all employees and studio holders and applies equally to those designated as casual, temporary, agency authorised volunteers or work experience, advisors and those contractors working for Stryx on Stryx premises, for example artists, agency staff, builders, drivers.&nbsp; 4.2 It also covers suppliers and those providing services under a contract with Stryx in their own&nbsp; premises.&nbsp; 4.3 The Whistle Blowing Policy is intended to cover major concerns that fall outside the scope of other&nbsp; procedures. These include:&nbsp; financial malpractice or fraud&nbsp; inappropriate use of Stryx assets or funds&nbsp; decision-making for personal gain&nbsp; any criminal activity&nbsp; disclosures related to miscarriages of justice&nbsp; failure to comply with a legal obligation&nbsp; abuse of position&nbsp; improper conduct or unethical behaviour dangerous procedures or practice risking Health and Safety, including risks to the public as&nbsp; well as other employees, studio holders and volunteers serious breaches of Stryx procedures which may advantage a particular party (for example&nbsp; tampering with tender documentation, failure to register a personal interest)&nbsp; other unethical conduct&nbsp; attempts to conceal any of the above 5 Maintaining Good Practice&nbsp; 5.1 Stryx is committed to the highest standards of openness, honesty and accountability. In line with that commitment, we encourage employees, studio holders and volunteers, and others that we deal with, who have serious concerns about any aspect of Stryx work to come forward and voice those&nbsp; concerns. It is recognised that certain cases will have to proceed on a confidential basis.&nbsp; 5.2 Expected standards of conduct and practice derive from a variety of sources including:&nbsp; • Job descriptions&nbsp; • Policies, Procedures and Guidelines&nbsp; • Professional standards&nbsp; • Legal requirements and guidelines&nbsp; • Inspection standards and reports&nbsp; • Codes of Conduct 5.3 The above list is not exhaustive, but indicates the framework within which Stryx operates.&nbsp; Employees, studio holders and volunteers should ensure that they are aware of the standards expected of them. If they are in any doubt they should discuss this with Stryx Directors..&nbsp; 5.4 The system for maintaining good standards is founded on proper induction, supervision and&nbsp; appraisal, team meetings and briefing sessions, training and development and, where necessary, the&nbsp; positive use of the Capability and Disciplinary Procedures&nbsp; 5.5 Stryx recognises that the decision to report a concern can be a difficult one to make. If what&nbsp; employees, studio holders or volunteers are saying is true, they should have nothing to fear because they will be doing their duty to Stryx and those who are providing a service.&nbsp; 5.6 Stryx will not tolerate any form of harassment or victimisation and will take appropriate action to protect employees when they raise a concern in good faith.&nbsp; 5.7 Any investigation into allegations of potential malpractice will not influence or be influenced by any&nbsp; disciplinary or redundancy procedures that already affect them.&nbsp; 6 How to Raise a Concern&nbsp; 6.1 When an employee, studio holder or volunteer considers that they have encountered a possible case of malpractice they will need to identify the issues carefully. An employee must be clear about the standards against which&nbsp; they are judging practice:&nbsp; • Is it illegal?&nbsp; • Does it contravene professional codes of practice?&nbsp; • Is it against government guidelines?&nbsp; • Is it against LA guidelines?&nbsp; • Is it about one individual’s behaviour or is it about general working practices?&nbsp; • Does it contradict what the employee has been taught?&nbsp; • Has the employee witnessed the incident?&nbsp; • Did anyone else witness the incident at the same time?&nbsp; 6.2 With whom an employee should raise concerns, depends upon on the seriousness and sensitivity of the issue involved and who is suspected of the malpractice. Once an employee is certain that&nbsp; malpractice exists the following action should be considered:&nbsp; • Concerns may be raised verbally or in writing. Employees who wish to make a written report&nbsp; should give the background and history of the concern and the reason why they are&nbsp; particularly concerned about the situation. The earlier concerns are expressed the easier it is&nbsp; to take action • If the employee, studio holder or volunteer wishes he or she may ask for a private confidential meeting with the person to whom he or she wishes to make the complaint&nbsp; • An employee, studio holder or volunteer may take another person with them as a witness or for support&nbsp; • The employee, studio holder or volunteer should take to the meeting – if possible - dated and signed written supporting&nbsp; statements from anyone who can confirm the allegations.&nbsp; • When making the complaint verbally, the employee, studio holder or volunteer should write down any relevant&nbsp; information and date it. Keep copies of all correspondence and relevant information.&nbsp; • The employee, studio holder or volunteer should ask the person to whom he or she is making the complaint what the next steps will be and if anything more is expected of them.&nbsp; • Ask to be informed of the outcome of the investigation into the complaint.&nbsp; 6.3 Although employees, studio holders or volunteers are not expected to prove beyond doubt the truth of an allegation, they will&nbsp; need to demonstrate to the person contacted that there are reasonable grounds for their concern.&nbsp; 6.4 An employee, studio holder or volunteer may wish to consider discussing their concern with a colleague first and they may find it easier to raise the matter if there are two people who have had the same experience or&nbsp; concerns.&nbsp; 6.5 Employees, studio holders or volunteers may ask their trade union or professional association representative to advise them, or&nbsp; be present during any meetings or interviews in connection with the concerns they have raised.&nbsp; 6.6 Employees, studio holders or volunteers will not be victimised, disciplined or disadvantaged in any way for raising genuine&nbsp; concerns. All employees have legal protection under the Public Interest Disclosure Act 1998. This Act protects employees from victimisation by their employer as a result of raising genuine concerns both&nbsp; inside and outside their organisation. However, this does not apply where allegations are found to be malicious or deliberately false. Such behaviour will be dealt with under the Disciplinary Procedure. 6.7 Stryx has designated a number of individuals to specifically deal with such matters and the&nbsp; whistleblower is invited to decide which of those individuals would be the most appropriate person to&nbsp; deal with the matter.&nbsp; Position Name Contact Details&nbsp; Karolina Korupczynska Director - karolina@stryxgallery.org Anna Domejko Director - anna@stryxgallery.org https://stryx.co.uk/Environmental-Policy Tue, 26 Sep 2023 20:41:02 +0000 Stryx https://stryx.co.uk/Environmental-Policy ENVIRONMENTAL POLICY Stryx recognises that it has a responsibility to the environment beyond legal and regulatory requirements. We are committed to reducing our environmental impact and continually improving our environmental performance as an integral part of our business strategy and operating methods. Responsibility Anna Katarzyna Domejko, Director, is responsible for ensuring that this environmental policy is implemented, however, all employees have a responsibility in their area to ensure that the aims and objectives of this policy are met. Policy Aims We endeavour to: Comply with all relevant regulatory requirements. Continually improve and monitor environmental performance. Continually improve and reduce environmental impacts. Incorporate environmental factors into business decisions. Increase employee awareness and training. Paper We will: Minimise the use of paper in the office. Reduce packaging as much as possible. Seek to buy recycled and recyclable paper products. Reuse and recycle all paper where possible. Energy and Water We will seek to: Reduce the amount of energy used as much as possible. Switch off lights and electrical equipment when not in use. Adjust heating with energy consumption in mind. Take energy consumption and efficiency of new products into account when purchasing them. Office Supplies We will: Evaluate if the need can be met in another way. Evaluate if renting or sharing is an option before purchasing equipment. Evaluate the environmental impact of any new products we intend to purchase. Favour more environmentally friendly and efficient products wherever possible. Reuse and recycle everything we are able to. Transportation We will: Reduce the need to travel, restricting to necessary trips only. Promote the use of travel alternatives such as e-mail or video/phone conferencing. Make additional efforts to accommodate the needs of those using public transport or bicycles. Favour 'green' vehicles and maintain them rigorously to ensure ongoing efficiency. Maintenance and Cleaning We will: Use cleaning materials that are as environmentally friendly as possible. Use materials in any office refurbishment that are as environmentally friendly as possible. Only use licensed and appropriate organisations to dispose of waste. Monitoring and Improvement We will: Comply with all relevant regulatory requirements. Continually improve and monitor environmental performance. Continually improve and reduce environmental impacts. Incorporate environmental factors into business decisions. Increase employee awareness through training. Review this policy and any related business issues at monthly management meetings. Culture We will: Update this policy at least once annually in consultation with staff and other stakeholders where necessary. Involve staff in the implementation of this policy, for greater commitment and improved performance. Provide staff with relevant environmental training. Use local labour and materials where available to reduce CO and help the community. <img width="988" height="145" width_o="988" height_o="145" data-src="https://freight.cargo.site/t/original/i/5e1d0ee83411f9846e0c3db1f0b2a741159d4736b94cfbec16a7a95088cf9f55/KW-Signature.PNG" data-mid="192007427" border="0" src="https://freight.cargo.site/w/988/i/5e1d0ee83411f9846e0c3db1f0b2a741159d4736b94cfbec16a7a95088cf9f55/KW-Signature.PNG" /> https://stryx.co.uk/What-s-On Sat, 16 Jan 2021 12:03:24 +0000 Stryx https://stryx.co.uk/What-s-On <img width="2480" height="250" width_o="2480" height_o="250" data-src="https://freight.cargo.site/t/original/i/403b1a9a20c145dfa27c932e4422f5c54a49ae5e5af0e5ae3365d1051f4c0ec2/What-s-On.png" data-mid="105368820" border="0" src="https://freight.cargo.site/w/1000/i/403b1a9a20c145dfa27c932e4422f5c54a49ae5e5af0e5ae3365d1051f4c0ec2/What-s-On.png" /> <img width="600" height="400" width_o="600" height_o="400" data-src="https://freight.cargo.site/t/original/i/ca2f0e4bbfd074bbde83ceab3b8ab3e0f5a7a7f91483cf68d9b8a8e87dd2e700/M-for-Mama.png" data-mid="227599526" border="0" src="https://freight.cargo.site/w/600/i/ca2f0e4bbfd074bbde83ceab3b8ab3e0f5a7a7f91483cf68d9b8a8e87dd2e700/M-for-Mama.png" /> Mothership Residency 2026 2/3/26 - 5/6/26 <img width="600" height="400" width_o="600" height_o="400" data-src="https://freight.cargo.site/t/original/i/7aeeaa1e4bd013d52fe33db1a21d29c3aaaab016a458c2091ecd1a6a3fa95bf1/Stryx-Website-What-s-On.png" data-mid="246670752" border="0" src="https://freight.cargo.site/w/600/i/7aeeaa1e4bd013d52fe33db1a21d29c3aaaab016a458c2091ecd1a6a3fa95bf1/Stryx-Website-What-s-On.png" /> HOT PLATE: Soup PtVIII - Meet the Artists 3/4/26 - 25/4/26&nbsp; <img width="600" height="400" width_o="600" height_o="400" data-src="https://freight.cargo.site/t/original/i/cd714652cc5fc75a62058a954b0c5fb85a981cda36c1fdfe729dceb2d8078714/Crow-SMALL.png" data-mid="246468453" border="0" src="https://freight.cargo.site/w/600/i/cd714652cc5fc75a62058a954b0c5fb85a981cda36c1fdfe729dceb2d8078714/Crow-SMALL.png" /> Small 2/4/26 - 23/4/26 <img width="600" height="400" width_o="600" height_o="400" data-src="https://freight.cargo.site/t/original/i/00d8a9c69dad5a85f1cb6858b406dda5e37a82f04bc4896393ad4ad7fab5d070/Crow-SFK.png" data-mid="246468773" border="0" src="https://freight.cargo.site/w/600/i/00d8a9c69dad5a85f1cb6858b406dda5e37a82f04bc4896393ad4ad7fab5d070/Crow-SFK.png" />Stryx for Kids: Make Your Own Poppet 4/4/26 <img width="600" height="400" width_o="600" height_o="400" data-src="https://freight.cargo.site/t/original/i/be3133a674a6ebdb0aef3a038ce12dfb5211e3ce922725469b64910f7824602d/Messy.png" data-mid="227597586" border="0" src="https://freight.cargo.site/w/600/i/be3133a674a6ebdb0aef3a038ce12dfb5211e3ce922725469b64910f7824602d/Messy.png" /> Mini Stryx: Creative Stay and Play Every Friday @Cafe Stryx https://stryx.co.uk/Hot-Plate-Soup-PTVIII-Meet-the-Artists Mon, 30 Mar 2026 14:49:44 +0000 Stryx https://stryx.co.uk/Hot-Plate-Soup-PTVIII-Meet-the-Artists <img width="795" height="252" width_o="795" height_o="252" data-src="https://freight.cargo.site/t/original/i/895419dfbf584eb717f1aca36a6d0a10be73c9a673422feb0b51655b9c2f70ae/Soup-Banner-1.png" data-mid="246670664" border="0" src="https://freight.cargo.site/w/795/i/895419dfbf584eb717f1aca36a6d0a10be73c9a673422feb0b51655b9c2f70ae/Soup-Banner-1.png" /> HOT PLATE: Soup Pt VIII - Meet the ArtistsStryx, Minerva WorksPrivate view Friday 3rd April 6pm - 8pmOpen Wednesday to Saturday 12pm - 4pm, Sunday to Tuesday by appointment until 25/4/26Stryx, Minerva Works <img width="1080" height="1440" width_o="1080" height_o="1440" data-src="https://freight.cargo.site/t/original/i/e6d92c13ffdead143895e1ad1dc5335b6a2b775ccfdf79792d6d447d4b54332b/Hot-Plate-Soup-PtVIII---Meet-the-Artists.png" data-mid="246670317" border="0" data-scale="30" src="https://freight.cargo.site/w/1000/i/e6d92c13ffdead143895e1ad1dc5335b6a2b775ccfdf79792d6d447d4b54332b/Hot-Plate-Soup-PtVIII---Meet-the-Artists.png" /> Stryx presents the recently selected HOT PLATE: Soup ptVIII early career artists in residence: Maya Davis Stokes, Hadis Ensafi, Gugan Gill and Tegen Kimbley. This exhibition showcases their current practices as an introduction to the first stage of the residency programme. Join the artists for Digbeth First Friday Drinks will be provided at the bar.HOT PLATE: Soup ptVIII Artist Residency and Development Programme, is the newest iteration of the established Soup residency, providing a combined approach to the growth of local artistic talent, partnering with 01902 Gallery in Wolverhampton.The project is a catalyst to strengthen relationships &amp; exchanges between the partners, supporting a strategy to build a strong connected local arts community and allows expansion of networks &amp; diversification of audiences across Birmingham and Wolverhampton.Supported by:<img width="95" height="144" src="https://freight.cargo.site/w/95/q/94/i/70434cf67241e8d705dd3686acc3558e25cab8fb38b63e144796b951c1e13575/logo2.svg" style="width: 95px; height: 144px;">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<img width="571" height="181" src="https://freight.cargo.site/w/571/q/94/i/fdd2e64606f7b01b5c6f3aa6eac1fa78818c65bc912c7a6adbc0f92d7da165ef/grant_png_black.png" style="width: 571px; height: 181px;"> https://stryx.co.uk/Amplify-Micro-Fest Tue, 24 Mar 2026 23:14:42 +0000 Stryx https://stryx.co.uk/Amplify-Micro-Fest Sunday 29/3/26 3pm - 7pmAmplify: Micro FestStryx, Jewellery Quarter <img width="838" height="1118" width_o="838" height_o="1118" data-src="https://freight.cargo.site/t/original/i/eb62fe339f183309be47d3a5dc19e8782ce4fbff9cc016ac666b21aec7eb7384/Screenshot-2026-03-24-at-23.19.16.png" data-mid="246469308" border="0" data-scale="41" src="https://freight.cargo.site/w/838/i/eb62fe339f183309be47d3a5dc19e8782ce4fbff9cc016ac666b21aec7eb7384/Screenshot-2026-03-24-at-23.19.16.png" /> To celebrate 3 years in our JQ Space and the opening of our new music studio, Stryx invites you to Amplify: Micro Fest on Sunday 29/3/26 from 3-7pm.We’ll have open artist and music studios, kids activities, live music from Ideas of Noise and free food on standby, along with our unbeatable drinks.A perfect Sunday in the beating heart of the JQ.No need to book, just come along and soak up the late weekend vibes.