4.3 Explain how and when to use policies and procedures to challenge discriminatory, abusive or oppressive behaviour

This guide will help you answer 4.3 Explain how and when to use policies and procedures to challenge discriminatory, abusive or oppressive behaviour.

Every childcare setting has policies and procedures designed to protect children, young people, staff and visitors. These policies give clear rules and guidance on how to act in different situations. They cover matters such as equality, safeguarding, professional conduct and complaints. They are an agreed framework for everyone in the setting.

When facing discriminatory, abusive or oppressive behaviour, staff must follow these policies. Policies explain what action to take, who to report incidents to and how to record what has happened. Procedures set out step-by-step actions so there is no confusion. Following them keeps responses consistent and lawful.

They make sure staff act fairly and avoid personal bias. They also protect staff from being accused of acting improperly, as their actions are based on agreed organisational rules rather than personal opinion.

Defining Discriminatory, Abusive and Oppressive Behaviour

Before challenging poor behaviour, it helps to know what each term means in the workplace.

• Discriminatory behaviour is treating someone unfairly or less favourably because of who they are or a characteristic they have. This can include race, religion, sex, disability, age or sexual orientation.
• Abusive behaviour involves actions or language that cause harm, distress or injury. This may be physical, verbal, emotional or sexual abuse.
• Oppressive behaviour is using power or authority to keep someone in a disadvantaged position, limit their rights or deny their voice in a decision.

These behaviours may come from staff, children, young people, families or visitors. No matter who acts this way, it must be addressed.

Why Prompt Action Matters

If poor behaviour goes unchallenged, it can cause harm to individuals and the whole setting. Children and young people can feel unsafe, unwelcome or fearful. Staff morale can drop. Legal and regulatory standards may be breached.

Policies exist to help staff act quickly and appropriately. They make sure behaviour is challenged in a way that promotes respect, safety and equality. Speedy, correct action prevents escalation and protects everyone involved.

Identifying When To Use Policies

Policies are useful at two stages: when behaviour first happens and during follow-up action.

You use policies:

• As soon as poor behaviour is seen, heard or reported
• When deciding what immediate action to take
• To guide who to speak to, such as a manager or safeguarding lead
• For recording incidents accurately
• When planning support for the person affected
• When reviewing how to prevent future incidents

Recognising behaviour early is important. Even small comments can escalate if ignored.

Equality and Diversity Policies

Equality policies promote inclusion and respect. They explain the setting’s stance on discrimination, harassment and prejudice. They outline rights in law, particularly under the Equality Act 2010.

Action steps may include:

• Politely challenging a discriminatory remark
• Explaining why it is unacceptable
• Encouraging more respectful language
• Reporting the incident to a manager
• Writing an incident note as required

Staff follow these steps exactly as the policy states. This ensures fair handling and supports the individual on the receiving end.

Safeguarding Policies

Safeguarding protects children and young people from harm. Safeguarding policies set out how to respond to abuse or neglect. They include contact details for designated safeguarding officers and external agencies.

If abusive behaviour is suspected or witnessed:

• Step back from the immediate situation if safe
• Contact the safeguarding lead without delay
• Record facts in writing using the exact words spoken where possible
• Keep information confidential except with authorised staff
• Follow instructions given by safeguarding staff

These steps must be taken at once. Delay can increase risk to the child or young person.

Anti-Bullying Policies

Bullying can be verbal, physical or emotional. An anti-bullying policy explains how to recognise, report and respond to it.

Workers follow the policy by:

• Challenging bullying directly, telling the person their behaviour is unacceptable
• Supporting the child or young person affected
• Logging the incident in line with procedure
• Notifying a senior member of staff
• Providing ongoing monitoring and support

Consistency with policy stops bullying from becoming a normalised part of the environment.

Behaviour Management Policies

These policies guide staff in promoting positive behaviour and addressing poor behaviour constructively. They include strategies for de-escalation, redirection and consistent consequences.

When a situation turns oppressive, staff can:

• Use calm, neutral language and voice tone
• Avoid physical confrontation unless necessary for safety
• Refer to agreed consequences set in the policy
• Offer opportunities to repair and learn from poor behaviour

Policies ensure this is done respectfully and without bias.

Whistleblowing Policies

Whistleblowing is reporting wrongdoing that affects safety or lawfulness. A whistleblowing policy protects staff who raise concerns about discriminatory, abusive or oppressive actions by colleagues or management.

Workers might use this when:

• Management ignores reports of serious incidents
• Safeguarding rules are broken intentionally
• Discrimination is normalised in practice

Policies explain how to report concerns, sometimes to a regulator like Ofsted. They guarantee confidentiality and protect the whistleblower from punishment.

Complaints Policies

Complaints policies deal with concerns raised by parents, carers, staff and children. They outline how complaints should be submitted, handled and resolved.

When discriminatory or abusive behaviour is part of a complaint:

• Follow the policy’s procedure to acknowledge the complaint
• Investigate promptly and fairly
• Document findings and action taken
• Keep complainant informed through the agreed process

This gives reassurance that behaviour is taken seriously.

Recording and Documentation

Policies demand accurate recording of incidents. Recording keeps facts clear and supports further action.

Records should include:

• Date and time of incident
• Names of people involved and witnesses
• Exact words spoken or actions seen
• Context and location
• Actions taken by staff at the time

Clear records protect the rights of everyone involved and may be used in investigations or court proceedings.

Supporting Those Affected

Policies often include steps to support the people affected. Support may be emotional, practical or safeguarding-related. This could involve:

• Giving time and space to talk in private
• Referring to counselling or family support services
• Assigning a trusted staff member to check in regularly
• Making adjustments so they feel safe in the setting

Providing support shows the organisation is committed to a safe and respectful environment.

When Staff Are Unsure

If a worker is unsure whether behaviour counts as discriminatory, abusive or oppressive, policies outline who to consult. This may be a senior colleague, safeguarding lead or inclusion officer.

It is better to report suspicions than ignore them. Policies are in place to guide next steps so staff do not have to judge entirely on personal opinion.

Legal Duties

Policies and procedures are linked to law. Key laws include:

• Equality Act 2010
• Children Act 1989 and 2004
• Working Together to Safeguard Children guidance
• Keeping Children Safe in Education (for school-based settings)

These laws require action when someone experiences discrimination, abuse or oppression. Staff must know how policy aligns with legal duties.

Creating A Culture Of Challenge

Policies help create a culture where poor behaviour is always challenged. This culture makes staff and service users feel respected and protected. Everyday actions under policy make this possible.

It means discriminatory comments are corrected instantly, abuse is reported without delay and oppressive patterns are dismantled quickly.

Escalation Procedures

Some incidents need higher-level action. Policies outline escalation routes, which may include:

• Informing senior management
• Contacting social services
• Calling police for immediate danger
• Involving health professionals

Escalation is done when ordinary measures cannot fix the situation or safety is at risk.

Training And Awareness

Policies are only effective if staff understand them. Most settings provide regular training on equality, safeguarding and behaviour management.

Training helps staff recognise poor behaviour early, respond appropriately and feel confident using procedures without delay.

Final Thoughts

Addressing discriminatory, abusive or oppressive behaviour is non-negotiable in any children and young people’s workforce role. Policies and procedures make the response consistent, fair and lawful. They remove guesswork and provide a clear plan for action.

By knowing when to use these policies and following them step by step, staff can act quickly to protect children, young people and colleagues. This builds a safe, respectful environment where everyone knows unacceptable behaviour will be challenged every time.