Last week, I had the privilege of joining the brilliant Health, Safety and Safeguarding Team at Sky for a roundtable discussion on what real safeguarding leadership looks like in practice. It was energising to be in a room with people who not only understand safeguarding but genuinely care about embedding it into the culture of a major organisation. Being surrounded by likeminded professionals, all determined to push standards higher, was a reminder of why this work matters.

As a speaker, I shared insights drawn from two decades in safeguarding, and from my experience as a former RASSO and Child Abuse Barrister. What impressed me most at Sky was the openness in the room. Nobody was hiding behind job titles. Nobody was pretending that safeguarding belongs to one person or one department. There was a willingness to ask difficult questions and an appetite to do better.

These were my five key takeaways from the session.

Policies and procedures are not “paperwork”. They are the backbone of safe practice. Without them, staff have no clear direction, accountability becomes diluted, and risk escalates. But even the strongest policy document is pointless unless people understand it and apply it.

It takes determination, consistency, and a willingness to reflect on where gaps still exist.

Policies and procedures are not “paperwork”. They are the backbone of safe practice. Without them, staff have no clear direction, accountability becomes diluted, and risk escalates. But even the strongest policy document is pointless unless people understand it and apply it.

It takes determination, consistency, and a willingness to reflect on where gaps still exist.

One of the biggest misconceptions I continue to see across sectors is the belief that safer recruitment is a one-off exercise. A DBS check and two references do not protect an organisation for the next ten years.

Safer recruitment is continuous. It is about professional curiosity, quality supervision, monitoring conduct, and noticing patterns of behaviour. It is about having the courage to challenge when something doesn’t feel right. It is also about ensuring staff know the organisation’s code of conduct, that it is reinforced regularly, and that breaches are taken seriously.

If culture is what people do when no one is watching, then safer recruitment is what leaders do after the contract is signed.

Safeguarding is not a vague moral obligation. It is a strategic priority. When organisations set a clear safeguarding strategy, supported by measurable targets and KPI, it becomes possible to track progress, highlight risk, and demonstrate accountability.

A strategy allows leaders to ask meaningful questions:

• Are our policies being followed?

• Have all staff completed the appropriate training?

• What do our incident themes tell us about organisational culture?

• What does good look like, and how do we know we are getting there?

Without a strategy, safeguarding becomes reactive. With one, it becomes embedded, monitored, and understood at every level.

Safeguarding is not comfortable work. It requires bravery. Speaking up when something is wrong is brave. Challenging colleagues, managers, or long-standing cultural norms is brave. Acknowledging that harm can happen in your organisation, even one you are proud of, is brave.

Creating a safe space for everyone means exactly that: everyone. Not just children. Not just adults at risk as defined by law. But every person who walks through your door, staff, contractors, visitors, volunteers, athletes, performers, clients.

Human beings deserve to be safe where they work, train, learn, create and contribute. And that responsibility sits firmly with leadership.

The conversations at Sky showed what can be achieved when an organisation is willing to confront its blind spots and commit to meaningful change. Safeguarding is everyone’s responsibility, but leadership sets the tone, allocates the resources, and holds the culture.

If your organisation is ready to strengthen its safeguarding culture, set clear KPIs, review safer recruitment, or build a coherent safeguarding strategy, our team at Safeguarding Today Ltd and Safeguarding Today Online Ltd can support you through training, consultancy, supervision, and policy development.

Being brave is the first step. Taking action is the next.