Independent Safeguarding (Learning & Culture) Review

Report commissioned by: Michael Hewat and Colin Bloom, Chairman and ICEO, respectively, for Barnabas Aid International and Barnabas Aid Ministries, on behalf of the Board of Barnabas Aid International, and Andrew Carey*, Trustee for Barnabas Aid Ltd.

Primary internal contact: Anna Beck, International Chief Support Officer

Background:

The review has been commissioned following multiple (102) whistleblowing accounts containing allegations of bullying, controlling behaviour, and intimidation by key individuals in senior leadership positions who no longer work for the Barnabas Aid Family of Ministries.

In addition to this the whistleblowing accounts included expressions of an environment where it was difficult to bring challenge and employees felt they were ostracised.

Under new leadership, Barnabas Aid seeks to redress issues of the past by holding to four guiding principles, which we wish to express through this piece of work:

• Owning our mistakes
• Corporate repentance (and where possible reparation)
• Transparency
• Pursuing excellence

The intent of this review is to undertake a robust and comprehensive exploration of both good practice and any failings in culture and safeguarding practice that have occurred at Barnabas Aid.

Purpose of the review:

• To review safeguarding practice and concerns pre-April 2024, (whistleblowing accounts were received in April 2024);
• To highlight any learning from the case and how it was managed;
• To review current safeguarding practice to ensure the organisation is now working in accordance with best practice; and
• To prepare a final report including conclusions and recommendations and any potential reparations as appropriate.

The review is intended to enable the voices of those impacted as expressed in the whistleblowing reports received, to be expressed and heard alongside other contextual information and concerns from other legitimate sources.

To support the review, the following questions are to be considered:

• What were the nature of the safeguarding concerns and issues that arose at Barnabas Aid, and identify which are safeguarding, which are HR (and potentially misconduct) and clarify where there are areas of overlap or confusion between the two?
• What themes and patterns can be identified from the safeguarding reports received?
• What has been the impact of these behaviours on those who have reported concerns?
• What mechanisms were in place at the time and what barriers existed that prevented these mechanisms from being used?
• To what extent were the governance and accountability arrangements adequate and able to prevent and respond to the harm reported?
• To what extent did the overall culture of the organisation contribute towards the behaviours experienced and their impact upon those affected?
• How have any concerns identified impacted the culture and working environment at Barnabas Aid since they were reported?
• What measures could be taken to help address these concerns going forward?
• Have those impacted felt listened to, cared for and supported and has appropriate apology and redress been made?
• What additional steps have already been taken to improve Barnabas Aid's processes, culture, etc to mitigate any risk of repetition of such events or similar?
• In keeping with Charity Commission requirements, what lessons need to be learned by Barnabas Aid, and what measures still need to be implemented to help prevent such abusive incidences from re-occurring, and how are these supported by current policies and procedures?

Expected stages of the review:

1. Review set-up

• Review information held by leadership;
• Create and agree project and communication plan;

2. Communications

• Agree key methods of communication to potential participants inviting participation in the review.

3. Interviews

• To conduct exploratory interviews with all identified and requested individuals in line with the scope/terms of reference and where those individuals agree to participate.
• This includes (but should not be limited to): board members (former and present); staff (former and present); others who have raised whistleblowing reports; individuals of concern; and others with an agreed and legitimate interest.
• There are expected to be 30-40 interviews needed. Interviews are expected to last for 1-1.5 hours online or in-person.

4. Analysis and Reporting

• An analysis of information gathered will be undertaken and compiled to form the report, to address the questions under consideration.
• The full report, including findings and recommendations will be delivered to the Barnabas Aid commissioners and primary internal contact for any agreed changes to be made to matters of factual accuracy. It will be for reviewers to consider any suggested changes and to make any necessary amendments thereafter.
• The final decision and action of publishing any report will rest with Barnabas Aid International, under expectation that certain information may need to be redacted or summarised, in the interests of preserving the anonymity assured to participants where requested.

Report recipients and remit of circulation

• Report will be provided to:
  • Michael Hewat (Chairman, Barnabas Aid International);
  • Colin Bloom (ICEO, Barnabas Aid International); and
  • Anna Beck (ICSO, Barnabas Aid International).
  • Thereafter, the report will be shared with all Barnabas Aid International board members.
• There is a commitment to publish the report or a suitably redacted or summarised version.