Safeguarding Policy

1: Purpose and Scope

This policy explains how The Good Apple Effect seeks to safeguard people who engage with us, how safeguarding concerns will be recognised and responded to, and the limits of our role. This policy applies to everyone who engages with The Good Apple Effect. It recognises that children and adults at risk may require additional safeguarding consideration.

The Good Apple Effect is an awareness, education and signposting organisation. Our role is to respond appropriately to safeguarding concerns, maintain appropriate boundaries and help people access specialist support where required.

2: Introduction

The Good Apple Effect is a catalyst movement shining a bright spotlight on the misuse of power and bullying in hospitality, and on the positive impact the sector sees when it is reduced. The Good Apple Effect creates practical tools, guidance and inspiration to help people recognise it, address it and take positive action to improve the environments they are part of.

Because people working in hospitality share their experiences, tell their stories and seek guidance through The Good Apple Effect, we recognise that some individuals may disclose experiences that raise safeguarding concerns or suggest they would benefit from specialist support.

Whenever someone places their trust in The Good Apple Effect by sharing their experiences, we have a responsibility to listen carefully, respond appropriately and, where necessary, help them access the support that is right for them.

Safeguarding is therefore fundamental to The Good Apple Effect. It reflects our commitment to treating everyone with dignity, fairness and respect, whilst recognising the limits of our role as an awareness, education and signposting organisation.

3. What we mean by bullying and the misuse of power

The Good Apple Effect bases its understanding of bullying and the misuse of power on the definitions published by ACAS.

• Bullying

Behaviour that is offensive, intimidating, malicious or insulting, and which undermines, humiliates or diminishes someone.

• Misuse of power

When position, authority or influence is used in a way that creates unfair pressure, limits someone’s voice, or disadvantages them.

Misuse of power and bullying occur when behaviour crosses the line and reduces dignity, confidence or voice.

4. Our safeguarding approach

The Good Apple Effect believes safeguarding is about protecting people, reducing harm and encouraging positive cultural change across hospitality. We believe preventing harm is just as important as responding when harm occurs, and that creating healthier workplace cultures benefits individuals, teams, businesses and the wider hospitality sector.

Our safeguarding approach is guided by six principles.

Positive, not punitive

The Good Apple Effect seeks to create safer workplaces through learning, understanding and better leadership rather than blame. Our aim is to encourage reflection, accountability and positive action.

Preventative as well as responsive

The Good Apple Effect believes preventing harm is just as important as responding when harm occurs. By encouraging earlier conversations, increasing awareness and sharing practical tools, we aim to reduce the likelihood of bullying and the misuse of power occurring in the first place.

Behaviour-led

The Good Apple Effect focuses on behaviours and their impact rather than labels, assumptions or personalities. We believe that recognising and changing behaviours is one of the most effective ways to create healthier workplace cultures.

Informed by neuroscience

The Good Apple Effect recognises that bullying and the misuse of power can profoundly affect how people think, feel and perform. Our approach is informed by contemporary neuroscience and the principles explored in our neuroscience film trilogy. These resources explain why trust, fairness, belonging and psychological safety are essential to healthier relationships, stronger leadership and better-performing hospitality businesses.

Fair and balanced

Safeguarding concerns should always be taken seriously. Equally, everyone deserves to be treated fairly, respectfully and without predetermined conclusions. The Good Apple Effect is committed to encouraging understanding, accountability and positive change rather than judgement.

Appropriately signposted

The Good Apple Effect recognises the limits of its role. We are committed to helping people access organisations best placed to provide specialist support. Before recommending our support partners, we undertake careful due diligence to understand who they support, the services they provide, how individuals access those services and what they can expect when they do.

These principles underpin every aspect of The Good Apple Effect’s work. They shape how we develop resources, engage with people working in hospitality, work alongside partner organisations and respond to safeguarding concerns.

5. Our role

The Good Apple Effect is an awareness, education and signposting movement. Our role is to shine a bright spotlight on the misuse of power and bullying in hospitality, encourage reflection, share practical learning and inspire positive cultural change across the sector.

People engage with The Good Apple Effect in many different ways. Most do so through our website, where they can explore learning resources, real-life stories and practical guidance, or access immediate support through our trusted partner organisations.

Where safeguarding concerns are identified through direct contact with The Good Apple Effect, we will listen carefully, take concerns seriously and respond appropriately. Recognising the limits of our role is one of the ways we safeguard people. Where specialist support is needed, The Good Apple Effect will help people access organisations that are better equipped to provide it.

The Good Apple Effect is not:

• A counselling or therapy service
• A crisis intervention service
• An investigative body
• An employment law advisory service
• An HR consultancy
• A mediation service
• A regulator.

The Good Apple Effect will not investigate allegations, determine whether complaints are substantiated or act on behalf of individuals in disputes with employers or colleagues.

By understanding the limits of our role, The Good Apple Effect believes it can provide a safer, more effective service for people working in hospitality whilst helping them access the specialist support they need.

6. Who we support

The Good Apple Effect exists to support positive cultural change across hospitality. Our work is designed to engage three broad audiences, whilst recognising that silence can exist across them all.

• The Affected

People who have experienced bullying or the misuse of power and who may be looking for understanding, reflection or support.

• The Willingly Engaged

People who want to learn, develop and create healthier workplace cultures.

• The Resisting

People who may not yet recognise the impact of their own behaviour or the behaviour of others, or who recognise it but resist changing it.

• The Silent

Silence is not a separate audience. It is a response that can exist across all three audiences.

Silence can have many causes. It may stem from fear, uncertainty, loyalty, self-preservation, previous experiences or simply not knowing how to respond.

The Good Apple Effect seeks to create the conditions in which people feel more able to reflect, have conversations and, where it is safe and appropriate to do so, speak up.

Safeguarding considerations may arise across all three audiences. The Good Apple Effect is committed to responding appropriately, fairly and consistently whenever concerns are identified.

7. When safeguarding concerns arise

Most people who engage with The Good Apple Effect will do so to learn, reflect or explore our resources. However, safeguarding concerns may occasionally arise through direct contact with The Good Apple Effect.

This may happen through:

• Our website or contact form
• Email correspondence
• Telephone conversations
• One-to-one conversations with directors, volunteers or others representing The Good Apple Effect
• Real-life story interviews
• Podcast recordings
• Speaking engagements
• Meetings or events
• Social media
• Conversations with partner organisations

Safeguarding concerns may relate to current or historic experiences and may involve bullying, harassment, discrimination, emotional abuse, coercive behaviour, domestic abuse, sexual misconduct, self-harm, suicidal thoughts, vulnerable adults, children or young people, or any other situation where someone may be at risk of significant harm.

Bullying and the misuse of power do not automatically become safeguarding matters. However, they can contribute to situations where safeguarding concerns arise.

Whenever there is reason to believe that someone may be at risk of harm, The Good Apple Effect will take concerns seriously and respond appropriately.

8: Safeguarding reporting flowchart

9: Recognising safeguarding concerns

Safeguarding concerns can arise in many different ways and may affect children or adults.

Those representing The Good Apple Effect should remain alert to situations where someone may be at risk or require additional support. Within the context of our work, safeguarding concerns may include, but are not limited to:

• Bullying, intimidation or the misuse of power
• Coercive or controlling behaviour
• Emotional, psychological, physical or sexual abuse
• Financial abuse or exploitation
• Neglect
• Concerns relating to the welfare of a child 
• Situations where someone appears to be at immediate risk of serious harm, including self-harm or suicide.

The Good Apple Effect does not investigate concerns or determine whether abuse has occurred. The examples above are intended to help people recognise when a safeguarding concern may exist and know what to do next. This may include seeking advice, making a referral or, where appropriate, sharing information with the police or other statutory agencies so they can investigate.

10. Responding to safeguarding concerns

The Good Apple Effect recognises that every safeguarding concern is different.

Where a safeguarding concern is identified, we will listen carefully, take concerns seriously and respond appropriately to the circumstances.

Our response may include:

• Listening respectfully.
• Explaining the limits of our role.
• Recording the concern where appropriate.
• Referring the matter to the Designated Safeguarding Lead.
• Helping the individual access appropriate specialist support.
• Taking immediate action where there is reason to believe someone is at immediate risk of serious harm, including contacting the emergency services where appropriate.

Every safeguarding concern will be considered on its own circumstances.

11. Accessing the right support

The Good Apple Effect believes that helping people access the right support is an important part of safeguarding.

Recognising the limits of our role, we seek to connect people with organisations that are best placed to provide specialist advice, practical assistance or crisis support.

The Good Apple Effect does not recommend support organisations casually. Before recommending Hospitality Action and the Licensed Trade Charity, a Good Apple Effect Director undertook detailed due diligence to understand:

• Who they support.
• The services they provide.
• How people access those services.
• What individuals can expect when they make contact.
• Where the boundaries of their support sit.
• Which parts of hospitality they are best placed to support.

This helps us signpost people with greater confidence and provide reassurance about what they can expect when accessing specialist support.

For those requiring immediate help, The Good Apple Effect provides direct access through its website to Hospitality Action, the Licensed Trade Charity and publishes the telephone number of the Samaritans.

The Good Apple Effect will periodically review its support partners and referral pathways to help ensure they remain accurate, appropriate and in the best interests of people working in hospitality.

12: Real-life stories

Real-life stories are central to The Good Apple Effect’s mission to encourage reflection, increase understanding and inspire positive cultural change across hospitality.

The Good Apple Effect recognises that sharing personal experiences of bullying or the misuse of power can be both empowering and emotionally demanding. Protecting the wellbeing of contributors is therefore an important part of our safeguarding approach.

Recognising that telling a personal story requires trust, The Good Apple Effect has carefully designed its storytelling process. Contributors are invited to share their experiences with experienced writers who have been selected not only for their ability as writers, but also for their empathy, sensitivity and experience of conducting thoughtful conversations with people sharing deeply personal experiences.

The purpose of a Real-life Story interview is not to obtain every detail. It is to understand the contributor’s experience safely, respectfully and sufficiently to tell their story. The Good Apple Effect will never prioritise completing a story over the wellbeing of the person telling it. Interviews may be paused, rearranged or brought to an end whenever the contributor wishes, or whenever the interviewer believes doing so is in the contributor’s best interests.

The Good Apple Effect also recognises that listening to deeply personal experiences can affect those conducting interviews. Writers and interviewers will be encouraged to recognise the potential emotional impact of these conversations, seek support where appropriate and discuss any concerns with a Good Apple Effect Director. Looking after the wellbeing of those gathering real-life stories is an important part of our safeguarding approach.

Stories are structured to explore what it was like, what happened and what it is like now. They are intended not simply to revisit difficult experiences, but to encourage reflection, share learning and demonstrate that positive change and recovery are possible.

Contributors are given clear information about how their story may be used. Participation is entirely voluntary, and contributors may pause or withdraw from the process at any time before publication.

The Good Apple Effect recognises that adults sharing their experiences may also refer to children or young people. Where this occurs, particular care will be taken to protect their identity, privacy and wellbeing. Stories will be anonymised accordingly, and the interests of any child or young person will always take precedence over publication.

Where technology, including AI-assisted transcription or editing tools, is used as part of the storytelling process, contributors will be informed and appropriate steps will be taken to protect confidentiality and personal information.

Where there are concerns that sharing a story may cause significant distress or place someone at risk, The Good Apple Effect will pause the process and prioritise the individual’s wellbeing over publication. Where appropriate, contributors will be encouraged to access specialist support.

13: Limits of confidentiality

The Good Apple Effect will respect confidentiality wherever possible. However, confidentiality cannot be guaranteed where there is an immediate risk of serious harm, where a child or adult at risk may be at risk of abuse or neglect, where a crime may have been committed, where disclosure is required by law, or where sharing information is necessary to protect someone from significant harm.

Further information about how The Good Apple Effect collects, stores, shares and protects personal information can be found in our Data Protection Policy.

14: Escalation principles

Where safeguarding concerns indicate that someone may be at immediate risk, The Good Apple Effect may seek advice from, or make referrals to, the appropriate statutory authorities. Depending on the circumstances, this may include the emergency services, the police, Children’s Services or Adult Social Care. The Good Apple Effect does not investigate allegations or determine whether abuse has occurred. Decisions to share information or make referrals will be based on the information available at the time and the need to protect people from harm.

15. Podcasts, interviews and filming

Podcasts, interviews and filmed conversations are an important part of The Good Apple Effect’s work to encourage reflection and share learning across hospitality.

Whilst these conversations are generally held with hospitality leaders and invited guests rather than people seeking support, The Good Apple Effect recognises that discussions about bullying, the misuse of power and workplace experiences may occasionally become emotional or distressing.

Interviewers representing The Good Apple Effect will always seek to create a respectful and supportive environment. Where appropriate, conversations may be paused or stopped, contributors offered time to compose themselves and, where necessary, signposted to appropriate specialist support.

No contributor will be placed under pressure to answer questions or continue a conversation if they no longer wish to do so.

The wellbeing of contributors will always take priority over completing a recording or interview.

16. Online engagement and social media

People may contact or engage with The Good Apple Effect through our website, social media channels or other online platforms.

Where safeguarding concerns are raised through online engagement, The Good Apple Effect will respond appropriately within the limits of our role and, where appropriate, help individuals access specialist support.

The Good Apple Effect will not investigate allegations or facilitate disputes through its online channels. Where comments identify individuals or organisations, we reserve the right to moderate, remove or respond to content where necessary to help protect those involved and maintain a respectful environment.

17. Working with businesses

The Good Apple Effect works with hospitality businesses to encourage healthier workplace cultures and reduce bullying and the misuse of power.

From time to time, employers may contact The Good Apple Effect seeking advice about concerns within their organisation, including allegations of bullying or the misuse of power.

The Good Apple Effect’s role is to educate, encourage reflection and share learning. We do not investigate complaints, determine whether allegations are substantiated or become involved in disciplinary, grievance or legal processes.

Where appropriate, we may signpost businesses towards specialist organisations or professionals better placed to provide advice, investigation or support.

By maintaining these boundaries, The Good Apple Effect can remain an independent catalyst for positive cultural change whilst safeguarding the interests of everyone involved.

18. Children and young people

The Good Apple Effect’s work is intended primarily for adults working in hospitality. However, we recognise that young people, including apprentices and employees under the age of 18, may engage with our work or contact us directly.

The Good Apple Effect also recognises that concerns relating to children or young people may arise indirectly, including through the experiences shared by adults. Where this occurs, the safety and wellbeing of any child or young person will always be considered as part of our safeguarding response.

The Good Apple Effect takes any safeguarding concern involving a child or young person seriously. Where there is reason to believe that a child or young person may be at risk of harm, we will respond appropriately, seek advice where necessary and, where appropriate, share concerns with the relevant statutory authorities or organisations responsible for safeguarding children.

The Good Apple Effect does not provide specialist support for children or young people. Where appropriate, we will help them access organisations that are best placed to provide the support they need.

The Good Apple Effect will always place the safety and wellbeing of children and young people above all other considerations.

19. Governance and responsibilities

The Board of Directors has overall responsibility for safeguarding within The Good Apple Effect and for ensuring that appropriate policies, procedures and governance arrangements remain in place. Responsibility for Board oversight of safeguarding sits with the Board Portfolio Lead / Risk and Safeguarding, who will provide assurance to the Board that appropriate safeguarding arrangements are maintained and reviewed.

The Founder will act as the Designated Safeguarding Lead (DSL) until the Board determines that a different arrangement is appropriate. As The Good Apple Effect grows, the Board will keep this arrangement under regular review and appoint additional safeguarding capacity where required.

Any director, volunteer or person representing The Good Apple Effect who becomes aware of a safeguarding concern has a responsibility to raise it promptly with the Designated Safeguarding Lead.

The Designated Safeguarding Lead is responsible for:

• Receiving safeguarding concerns.
• Assessing the appropriate response.
• Seeking specialist advice where necessary.
• Ensuring appropriate records are maintained.
• Reviewing safeguarding concerns to identify learning and opportunities for continuous improvement.

The Board will receive periodic safeguarding updates, review this policy at least annually and ensure safeguarding remains an integral part of The Good Apple Effect’s governance.

The Good Apple Effect is committed to continually strengthening its safeguarding arrangements. This includes regular policy review, Board oversight and ongoing safeguarding training. In 2026, the Board undertook dedicated safeguarding training with safeguarding specialist Yvette Whitwam of Beanstalk HR, reflecting The Good Apple Effect’s commitment to learning, continuous improvement and good governance.

20. When concerns are raised about Directors or people connected with The Good Apple Effect

The Good Apple Effect recognises that concerns may occasionally be raised about the behaviour of people connected with the organisation, including Directors, Ambassador Advisers, Strategic Advisers, volunteers, partners or supporters.

These concerns may include allegations of bullying, the misuse of power or other behaviour that may place another person at risk or be inconsistent with The Good Apple Effect’s values.

If a concern relates to the conduct of The Good Apple Effect, a Director, the Designated Safeguarding Lead (DSL), a volunteer or anyone acting on behalf of the organisation, it should be raised with the Chair. If the concern relates to the Chair, it should be raised with another Director.

No one connected with The Good Apple Effect is exempt from this policy. Every concern will be considered fairly, respectfully and without regard to someone’s position, profile or relationship with the organisation.

The Good Apple Effect will not ignore concerns simply because they relate to someone connected with the organisation. Equally, we will not assume concerns are well founded simply because they have been raised.

Anyone with a personal connection to the matter will step away from any decisions about how the concern is considered or responded to. Another Director will take responsibility for considering the concern and, where appropriate, independent safeguarding or governance advice will be sought.

The Good Apple Effect will always seek to act in the best interests of those involved whilst protecting the integrity and independence of its safeguarding arrangements.

The Good Apple Effect encourages anyone connected with the Good Apple Effect organisation to raise concerns where they believe safeguarding standards are not being followed or where behaviour may place someone at risk. Individuals raising concerns in good faith will be treated respectfully and their concerns considered seriously. Concerns should normally be reported to the Safeguarding Lead or, where appropriate, to another Director where a conflict of interest exists.

21: Safer recruitment and appointment of volunteers / paid staff

The Good Apple Effect is committed to taking reasonable and proportionate steps to ensure that Directors, volunteers and others acting on behalf of the organisation are suitable for their roles. As a minimum, appointments will include reading and agreeing to abide by this Safeguarding Policy, together with a meeting with the Founder (or their nominated representative) to discuss The Good Apple Effect’s values, safeguarding responsibilities and the importance of representing the organisation appropriately. Additional measures, such as references, Disclosure and Barring Service (DBS) checks or safeguarding training, will be undertaken where appropriate to the role.

22. Confidentiality and record keeping

The Good Apple Effect will treat safeguarding concerns sensitively and respectfully.

Information will normally be treated as confidential. However, where there is reason to believe that someone may be at risk of serious harm, or where there is a legal safeguarding obligation, information may need to be shared with appropriate individuals or organisations.

Where safeguarding concerns arise, The Good Apple Effect will keep an appropriate record of the concern and any action taken. Records will be stored securely and handled in accordance with our data protection obligations. Information will be shared only with those who need to know in order to safeguard an individual or fulfil The Good Apple Effect’s safeguarding responsibilities.

Safeguarding records will normally be retained securely for six years from the date the case is closed, unless there is a legal, regulatory or safeguarding reason to retain them for longer.

23. Learning and continuous improvement

The Good Apple Effect is committed to continually strengthening its safeguarding arrangements as the organisation grows and develops.

Safeguarding is not a one-off exercise. We will regularly review our policies, practices, partnerships and learning to help ensure they remain effective, proportionate and aligned with our purpose.

This safeguarding policy will be reviewed by the Board of Directors at least annually, or sooner if there are significant changes to legislation, guidance, organisational activity or following a safeguarding incident.

The Good Apple Effect welcomes feedback from contributors, volunteers, partner organisations and others who engage with our work, recognising that listening and learning are essential to creating safer environments across hospitality.

The Good Apple Effect will also periodically review its support partners, referral pathways and safeguarding arrangements to help ensure they remain effective and in the best interests of people working in hospitality.

24: Definitions

• Adult at risk

For the purposes of The Good Apple Effect Safeguarding Policy, the term adult at risk refers to a person over the age of 18 who may be more vulnerable to misuse of power, bullying and other forms of harm because their ability to understand, communicate, make informed decisions or seek help is affected by disability, illness, poor mental health, a learning disability, communication barriers or other circumstances.

This may include, for example, someone with additional support needs, someone facing significant communication barriers, someone recovering from serious illness or experiencing poor mental health, or someone whose personal circumstances make it harder to recognise, challenge or report harmful behaviour.

It can be easy to assume that adults at risk are more likely to be found in certain roles or parts of the hospitality industry. In reality, vulnerability is not determined by job role or seniority. An adult at risk may be found anywhere within the industry, from the kitchen and front of house to head office, regional operations, support services or the boardroom. Each situation should be considered on its own circumstances.

• A child 

For the purposes of The Good Apple Effect Safeguarding Policy, a child is anyone under the age of 18. In a hospitality context, this may include an employee, an apprentice, a customer or a child living on licensed premises.

End of policy

25: Policy information

Policy owner: Elton Mouna, Founder and Chair

Approved by: Board of Directors

Version: 1.0

Approval date: October 2026

Review date: October 2027