• Prevent Policy


Revisions to the Policies Manual shall be published as and when required.
The Policies Manual shall be formally reviewed by the Compliance & Strategy Manager to reaffirm its adequacy to current Company requirements.
Unauthorised Revisions are prohibited.

Prevent “CONTEST” Strategy

Employees need to allow others as well as themselves to go about their lives freely and with confidence. Employees, learners, visitors and contractors have the right to be present on site, where authorised, to be free from the fear of extremists’, radicalisation and terrorism. Employees must monitor all those individuals with which they come into contact; ensuring attempted radicalisation isn’t practiced by anyone. The aim of this policy is to reduce the risk to the local area and UK as a whole from terrorism. Should an employee witness radicalisation or negative doctrine in any form then this must be reported to line manager immediately.

Prevent is 1 of the 4 elements of “CONTEST” the governments counter-terrorism strategy.

  • Persue
  • Prevent
  • Protect
  • Prepare

Its aim is to stop people becoming terrorists and/or supporting terrorism.

The objectives of CONTEST, set by government:

  • Respond to the ideological challenge of terrorism and the threat we face from those who promote it.
  • Prevent people from being drawn into terrorism and ensure that they are given appropriate advice and support;


  • Work with a wide range of sectors (including education, criminal justice, faith, charities, the internet and health) where there are risks of radicalisation which we need to address.

The company will monitor and evaluate learner groups, contractors, clients and customers. The company will not work with extremist groups in any capacity. The company will carefully evaluate the credibility of those we support, train, contract and supply.

In all of the company’s “Prevent” work we must all be clear about our purpose and our methods. The great majority of learner groups, contractors, clients and customers find terrorism repugnant and will never support it. Work to challenge ideology should not try to change majority opinion because it does not need changing. The company and its employees purpose is to reach the much smaller number of people who are vulnerable to radicalisation.

We must mobilise and empower learner groups, contractors, clients and customers and not give the impression that they need to be convinced terrorism is wrong. Employees need to identify and report those individuals who perpetrate and condone radicalisation, extremism and terrorism.

What is Extremism?

The government has defined extremism in Prevent Duty as: “vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and beliefs.” This also includes calls for the death of members of the British armed forces.

What are British Values?

British values are defined as:-

(“democracy, the rule of law, individual liberty and mutual respect and tolerance for those with different faiths and beliefs”; institutions are expected to encourage students to respect other people with particular regard to the protected characteristics set out in the Equality Act 2010).

All employees and service providers must ensure they are aware of when it is appropriate to refer concerns about students, learners, visitors or colleagues to the Designated Safeguarding Lead.

All employees and service providers must ensure they exemplify British values of “democracy, the rule of law, individual liberty and mutual respect and tolerance for those with different faiths and beliefs” into their practice.

All employees and service providers must report any Safeguarding and Prevent concerns to the Designated Safeguarding Lead or line manager. Identification of concerns might include the following, although this list is not exhaustive:

  • Expression of views which are discriminately against protected groups or individuals
  • Third party reports of concerns about behaviour e.g. plans to travel abroad or extremist activities
  • Evidence of discriminately treatment of other groups or individuals
  • Evidence of bullying behaviour or harassment
  • Evidence of non-compliance with the company’s expectations of behaviour
  • Possessing, accessing extremist materials.
  • Evidence of family concern about vulnerability to extremism
  • Expression of extremist views including on social media eg. Facebook or Twitter
  • Use of extremist language
  • Threats of violence

If your professional experience gives you concerns about the behaviour of individuals then discuss this with the Designated Safeguarding Lead or line manager immediately.

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