I had a wonderful conversation today with a long-term member. The question was asked, "Melodie, why is abuse still so prevalent when we are doing so much to prevent it?"

The short answer is: prevention is making a difference, but prevention cannot eliminate human brokenness, power imbalances, opportunity, or deliberate choices to harm others.

I identified six things that are happening simultaneously:

1. 1. 1. We are better at recognizing and reporting abuse.
   2. Some of what appears to be an increase is actually an increase in disclosure. People who would have suffered in silence 20 or 30 years ago may now recognize what happened to them, have language for it, and know where to report it. That is painful, but it is also progress.
   7. 2. Abuse is fundamentally about the misuse of power and trust.
   8. Policies can regulate environments, but they cannot change the heart of someone who intentionally chooses to exploit another person. A person determined to abuse may look for weaknesses in systems, relationships, and supervision. Unfortunately, society is influencing how people spend their time and energy. Pornography is on the rise, and sexual content is available on prime-time television shows.
   13. 3. Predators are smart and they adapt.
   14. As organizations become better at identifying certain behaviours, people who intend harm can become more sophisticated in how they build trust, gain access, manipulate relationships, and avoid detection. That's why safeguarding has to be ongoing rather than a one-time training exercise.
   19. 4. Most abuse doesn't happen because there is no policy.
   20. It can happen because policies aren't implemented consistently, concerns aren't taken seriously, boundaries gradually erode, people don't know what to do with a disclosure, or an organization protects its reputation instead of protecting the vulnerable person. Churches, charities and not-for-profits that once were diligent with safeguarding have let down their guard and become lax in supervision.
   25. 5. We cannot safeguard through rules alone.
   26. Policies, screening, training, reporting procedures and supervision are essential-but they need to be accompanied by a culture of accountability. People need permission to ask questions, challenge leaders, report concerns, and act when something doesn't feel right. Unfortunately, I hear of too many incidents where the culture of the organization discourages whistleblowing or asking hard questions and raising concerns.
   31. 6. Prevention is bigger than stopping the first incident.
   32. Sometimes we think prevention means "nothing bad happened." A more realistic measure is whether we have reduced opportunity, increased accountability, recognized warning signs earlier, responded appropriately to concerns, and prevented one incident from becoming ten.
5. And there is one thing particularly important for those of us who have been doing this work for a long time:
10. The continued existence of abuse does not mean our prevention work has failed.
15. My husband often reminds me, "Melodie, it won't be until you reach heaven, that you really know how many children and individuals you have protected." If stronger screening prevented one person from gaining access to vulnerable people, that's prevention. If a volunteer recognized grooming behaviour and reported it, that's prevention. If a survivor finally felt safe enough to disclose, that's progress. If an organization responded appropriately to the first concern rather than dismissing it, potentially significant further harm may have been prevented.
18. Perhaps the better question isn't "Why hasn't all this prevention stopped abuse?"
23. It's:
24. "How do we continue building environments where abuse is harder to commit, easier to recognize, safer to report, and more appropriately addressed when it occurs?"
29. That is the work of safeguarding. And unfortunately, it is work we will probably never be finished with. But that doesn't make the work futile. It makes the work necessary.(I may need to live as old as Methuselah -- 969 years old).
34. Finally, safeguarding has to happen alongside good mentoring, coaching and discipleship. It has to exist alongside creating a culture of goodness, transparency, humility and righteousness.

During the past year, as we have taken on the project of updating our branding and our website, we have had the privilege of looking back at the last 30 years since we incorporated and have considered how we have evolved and the strong relationships that we have formed with clients and service providers who have become trusted partners.

Over the past 30 years, Plan to Protect® has evolved from a policy manual into a comprehensive safeguarding organization that helps churches, charities, and other organizations build safer environments through prevention, education, consulting, and ongoing support.

Here are nine ways to describe that evolution:

1. From a Manual to a Comprehensive Safeguarding Framework

Plan to Protect® began as a practical resource to help churches reduce the risk of child abuse through sound policies and procedures. While policies remain foundational, the organization now emphasizes that policies and processes alone do not create safety-people, culture, training, accountability, and leadership do.

2. From Child Protection to Safeguarding All Vulnerable People

Originally focused primarily on protecting children, Plan to Protect® has expanded its scope to include

• Youth
• Adults with disabilities
• Older adults
• Individuals receiving pastoral care
• People experiencing trauma or crisis
• Volunteers and staff serving vulnerable populations

This reflects a broader understanding of safeguarding as protecting the dignity and well-being of all vulnerable people.

3. From Compliance to Healthy Organizational Culture

Early conversations often centred on reducing liability and meeting insurance expectations. Today, Plan to Protect® encourages organizations to develop a culture where:

• Safety is a value and a priority within the organization.
• Healthy relationships are intentionally cultivated.
• Concerns can be raised without fear.
• Leadership models accountability and transparency.
• Prevention becomes part of everyday ministry rather than an annual task.

4. From One-Time Training to Continuous Learning

Training has evolved from classroom sessions to a comprehensive learning model that includes:

• Online learning
• Instructor-led workshops
• Webinars
• Specialized seminars
• Certified trainer programs
• Ongoing refresher education
• Leadership development
• Group and one-on-one coaching

This recognizes that safeguarding requires continual reinforcement rather than one-time orientation.

5. From Churches to Multiple Sectors

While churches remain central to our mission, Plan to Protect® now serves:

• Camps
• Schools
• Charities
• Sports and recreation organizations
• Non-profit organizations
• Community ministries
• International ministries
• Businesses
• Many safeguarding principles apply across any organization serving vulnerable people.

6. From Templates to Customized Solutions

Organizations now receive support tailored to their unique context through:

• Policy development
• Policy reviews
• Risk assessments
• Operational audits 
• Incident response consulting
• Investigations
• Leadership coaching
• Strategic safeguarding planning

The focus has shifted from simply "having policies" to ensuring they are practical, implemented, and sustainable.

7. From Risk Management to Trauma-Informed Practice

Plan to Protect® increasingly recognizes that safeguarding includes responding well after harm occurs. This means promoting:

• Trauma-informed responses
• Appropriate support for victim-survivors
• Fair and respectful investigative processes
• Healing alongside accountability
• Restoration where appropriate without compromising safety

8. From Paper Resources to Digital Support

What began with printed manuals has expanded to include:

• Online training
• Digital policy resources
• Membership portals
• Ongoing updates
• Virtual coaching
• Live webinars
• Technology that makes safeguarding resources more accessible and easier to maintain

9. From Rules to Values-Based Safeguarding

While practical risk management remains important, Plan to Protect® increasingly frames safeguarding as an expression of value. Safeguarding is presented not merely as compliance but as living out your values through relationships and calling:

• Loving our neighbours
• Protecting the vulnerable
• Exercising faithful stewardship
• Demonstrating servant leadership
• Reflecting God's heart for justice, truth, and compassion

The Continuing Mission

Although the methods and services have evolved, the mission has remained remarkably consistent:

To help organizations create environments where vulnerable people are protected, abuse is prevented, concerns are responded to appropriately, and trust can flourish.

Today, Plan to Protect® is more than a manual or a training program. It is a comprehensive safeguarding partner, equipping organizations with the policies, training, consulting, technology, and ongoing support needed to build and sustain a culture of safety over time.

I have a t-shirt that says 1/168 - Not Enough?

The sentiment behind the t-shirt is that one hour per week is not enough time to develop meaningful influence in a child's life, that the more time you spend with someone, the greater the influence you have on that individual's life. Similarly, the phrase, quality over quantity is not actually true.

The quantity of time also increases the risk. Yes, the more time you spend with a child or young person, the greater the influence you will have on the life of a child or youth. However, the more time you spend with a vulnerable person, the risk will increase. Several factors increase vulnerability, including the intensity of relationships, opportunities for boundary violations, increased isolation, and demands on the time available to supervisors. This calls for an elevated need to ensure the character of the leaders/ counsellors you select, the quality of the safeguarding training, and the dedication of time spent on active supervision and calls for accountability, which will all reduce the risk of abuse. 

That does not mean camps are unsafe; many are exceptionally well-run. It does mean they require stronger safeguarding systems, supervision, and culture.

Some of the key risk factors include:

• 24-hour care and supervision
  • Staff are responsible for children around the clock, including vulnerable moments such as bedtime, changing, hygiene, emotional distress, and medical care.
• Increased isolation from parents
  • Campers are away from their normal support systems, and parents cannot directly observe interactions, making transparency and accountability especially important.
• High relational intensity
  • Camps often foster deep emotional bonds quickly through shared experiences, mentorship, spiritual discussions, and overnight environments. Healthy relationships are valuable, but emotional dependency and blurred boundaries can develop if not carefully managed.
• Physical environment challenges
  • Cabins, washrooms, wooded areas, waterfronts, transportation, and off-site activities create supervision challenges and potential one-to-one situations.
• Sleep deprivation and fatigue
  • Staff and campers are often tired, emotionally heightened, and operating outside normal routines, which can impair judgment and increase conflict or misconduct.
• Young or inexperienced leaders
  • Many camps rely heavily on teens or young adults serving as counselors, sometimes with limited training in child protection, trauma awareness, boundaries, or crisis response. Often, Jr. Counsellors are assigned to work with one Sr. Counsellor, which poses an additional risk
• Higher activity and adventure risks
  • Swimming, climbing, boating, campfires, sports, and wilderness activities introduce physical safety concerns alongside relational safeguarding concerns.
• Culture of trust and community
  • Camps often emphasize family-like belonging, spiritual connection, and close mentoring. While positive, these cultures can unintentionally discourage thorough screening, checking references from previous camp and work experience, reporting concerns, or create pressure to "protect the ministry" or community reputation.
• Technology and communication issues
  • Residential settings can create blurred lines around private messaging, photography, social media, and post-camp relationships between staff and campers both during the summer and after camp season.

Because of these realities, residential camps should typically have:

• enhanced screening and reference checks,
• strong supervision ratios,
• established boundaries,
• clear cabin, showering, and bathroom protocols,
• rules against isolated one-to-one interactions,
• robust staff training,
• mandatory reporting procedures,
• incident documentation,
• overnight-specific policies,
• clear communication with parents,
• and a culture where concerns are welcomed and acted upon quickly.

From a safeguarding perspective, camps are often viewed similarly to other "high trust/high access" environments such as boarding schools, residential treatment settings, or overnight retreats. The goal is not fear-based programming, but recognizing that greater access and vulnerability require greater intentionality and accountability.

One of the healthiest perspectives for camps is this: The more meaningful the influence, the greater the responsibility to protect.

Where Safeguarding Goes Wrong: A Plan to Protect® Perspective

Safeguarding in churches, charities, and organizations is rarely undermined by a lack of care. In fact, most failures begin in places where people deeply value children, youth, and vulnerable adults. The challenge is that good intentions alone are not enough. Without a consistent culture, accountability, and practice, even strong safeguarding efforts can quietly weaken over time.

From a Plan to Protect® perspective, safeguarding tends to go wrong in predictable ways. Recognizing these patterns is one of the most important steps toward strengthening protection and building a healthier culture of care.

These are common areas where safeguarding goes wrong:

When culture overrides policy

Today, most organizations have safeguarding policies in place. The difficulty arises when the culture and tradition begin to override them.

Phrases like:

• "We've always done it this way."
• "They're a trusted volunteer."
• "We don't want to seem unwelcoming."
• "We will scare off volunteers."

can slowly shift decision-making away from established safeguarding standards.

When culture and policy are not aligned, practice becomes inconsistent-and inconsistency is where risk increases.

When familiarity replaces vigilance

Communities are built on relationships, trust, and long-term connections. While this is a strength, it can also become a vulnerability.

Over time, familiarity can lead to assumptions such as:

• Long-standing volunteers no longer need screening updates
• Known individuals are automatically considered safe
• Oversight feels less necessary for "people we trust."

Safeguarding requires ongoing vigilance, not assumptions based on history.

When safeguarding becomes a task instead of a value

Safeguarding can sometimes drift into being treated as:

• A checklist to complete
• A training requirement to fulfill
• A compliance exercise to satisfy insurance

When this happens, it loses its deeper purpose.

At its core, safeguarding is not administrative-it is an expression of how we value and steward people. When it is embedded as a core value, it shapes everyday decisions, not just formal processes.

When accountability is unclear or uneven

Safeguarding systems weaken when responsibility becomes unclear or concentrated in one place.

This often looks like:

• One person carrying the safeguarding role without adequate support
• Concerns are being handled informally rather than through a process (check out our case study for an example of this)
• Leadership being distant from day-to-day safeguarding realities

Healthy safeguarding requires shared accountability at every level of leadership and ministry.

When concerns go unspoken

One of the most common breakdowns in safeguarding is silence. Concerns may be:

• Not fully recognized
• Minimized or rationalized
• Left unspoken due to fear of conflict or uncertainty

When concerns are not raised early, they are harder to address later. A strong safeguarding culture creates space where people feel both safe and responsible to speak up.

When training is not reinforced in practice

Training is essential-but it is not enough on its own.

Without reinforcement:

• Volunteers revert to habit
• Policies fade into the background
• Safeguarding language is forgotten in real-time decisions

Ongoing conversations, scenario-based learning, and leadership modelling are what keep safeguarding alive in practice.

When trust is misunderstood as reduced risk

One of the most subtle misconceptions is the belief that trust eliminates the need for safeguards. In reality, safeguarding is not about suspicion-it is about wisdom. Strong safeguarding cultures understand that:

• Trust and protection are not opposites. They are meant to work together.
• Safeguards exist not because people are untrustworthy, but because people are valuable.

When the response is based on fear and doubt

Safeguarding can also go off track when responses are driven primarily by fear, uncertainty, or reputational anxiety rather than clarity and process. This may show up as:

• Delaying action because the situation feels unclear
• Overreacting without following established procedures
• Avoiding decisions due to fear of making a mistake
• Prioritizing organizational image over appropriate response steps

Fear-based responses can lead to two extremes: inaction or reaction. Both can be harmful.

A healthy safeguarding culture does not ignore risk, but it also does not allow fear to lead. Instead, it anchors response in:

• Clear policies and procedures
• Calm, informed decision-making
• A commitment to act even when full certainty is not possible
• Trust in established safeguarding frameworks

When fear and doubt take the lead, clarity is lost. But when safeguarding is grounded in values, process, and accountability, responses remain steady-even in complex or sensitive situations.

In closing, from a Plan to Protect® perspective, safeguarding begins to break down when it shifts from being:

• A shared conviction → to a delegated responsibility
• A lived value → to a written policy
• A culture of vigilance → to a culture of assumption
• A culture of mission → to culture of fear

Healthy safeguarding is not something an organization simply implements. It is something it becomes-woven into leadership, relationships, and daily practice.

When safeguarding is truly embedded as a value, it does more than reduce risk. It shapes a community where people are not only protected, but also seen, valued, and cared for with intention.

Why a Circle of Care Matters

No one plans for a loved one to face neglect, loneliness, or loss of voice as they age. Yet, these risks grow quietly when care falls on the shoulders of just one person. A healthy circle of care-family, friends, community members, and professionals working together-makes all the difference. When support and decisions are shared, the older adult's safety, dignity, and wishes stay front and center. Shared oversight is more than a safety net. It's what allows older adults to remain not just protected, but truly connected.

Anna's Story

When Anna's father died, she quickly became the backbone of her mother's care. Her siblings lived hours away, so Anna managed the bills, medical appointments, groceries, and all the little emergencies that come with aging at home. At first, everyone was grateful for her willingness to step up.

But as months passed, Anna's helpfulness became a quiet habit. Her siblings relied on her updates instead of checking in themselves. Jean, her mother, began to say, "Ask Anna," or let decisions happen without her input. Anna's days blurred together with errands and paperwork, always feeling one step behind, always alone at the centre of it all.

No one meant for things to narrow this way. But with each passing season, Jean's world grew smaller-and so did Anna's. The more responsibility landed on Anna's shoulders, the less anyone else saw, and the less Jean's wishes were voiced.

The Hidden Risk of "Doing It All"

Anna's experience is all too common. When one person ends up handling everything-finances, appointments, medications, and decisions-risk builds quietly. Without regular check-ins from others, errors and changes can go unnoticed. The older adult loses chances to speak privately, and their wishes may fade into the background.

This isn't about blame. It's about the vulnerability that arises when caregiving becomes an unsupported effort instead of a shared one. Even with the best intentions, isolation makes it harder to notice concerns, ask for help, or catch small problems before they grow.

Sharing Support and Oversight as a Protective Factor

There's a better way. Sharing oversight creates a protective circle around both the older adult and the main caregiver. When roles are defined and decisions are shared, safety grows for everyone. Information flows openly. More eyes and ears mean issues are spotted sooner, and solutions are found together.

Oversight is not about distrust-it's about everyone having permission to ask questions and to speak up if something feels off. When family, friends, and professionals pay attention together, the older adult stays at the heart of every conversation.

Abuse thrives in isolation; protection thrives in shared responsibility.

The Turning Point: What Shared Oversight Looks Like for Anna

Anna's routine continued until a friend gently asked how she was managing. For the first time, Anna admitted she felt overwhelmed and alone. She realized she hadn't truly talked with her siblings about their mother's care in months. Jean, too, seemed more withdrawn and less involved in decisions about her own life.

Anna decided things had to change. She reached out to her brother and sister, this time not just to update them, but to ask for help. Together, they arranged a family call to talk openly about Jean's needs. Her brother began handling medical appointments remotely, joining by speakerphone and following up with doctors. Her sister set up a regular schedule to visit every few weeks and take care of groceries and household tasks. Jean's meals-on-wheels program was reactivated, and the local church that Anna and Jean were long time members of began making friendly check-in calls and helping with small tasks.

With more people involved, Jean found her voice again. Her children asked her opinion on major decisions and listened to her preferences. A home care nurse started visiting monthly, offering another set of eyes on Jean's well-being.

Nothing changed overnight, but the load became lighter. Jean felt less dependent on a single person and more connected to a network of care. Anna felt less exhausted, more supported, and more confident that her mother's wishes were being respected. A group chat kept everyone in the loop and made sure no one felt left out.

By widening the circle and sharing the work, they found not just better protection for Jean, but a healthier, more sustainable way to care.

Expanding the Circle: The Role of Organizations and Communities

Families are not alone in this work. Financial institutions can notice and flag changes in spending patterns, offering another layer of protection with the older adult's permission. Care providers-like home care workers or nurses-are trained to document and share concerns appropriately, so nothing slips through the cracks.

Faith groups and community organizations can create safe spaces for older adults to speak independently, through regular visits, social gatherings, or confidential check-ins. Public education matters, too. When communities understand the risks of isolation and the importance of shared oversight, asking for a second set of eyes becomes a sign of care, not distrust.

Protection becomes a community value, not just a private concern.

Strengthening the Circle: A Call to Action

Who is in the circle around the older adults you care about? Take a moment to name them. Is there someone you could invite in-another family member, a neighbour, a volunteer, or a professional? Could you add one more checkpoint, one more connection, one more open conversation?

Strengthening the circle isn't about adding rules or forms. It's about making sure no one is carrying the weight alone, and no one's voice is left out. Sometimes it means simply checking in after appointments or decisions, or analyzing the question, "Who else should know about this?" "Do we have a plan to protect?"

Safety doesn't come from working harder. It comes from serving together.

By widening the circle and sharing the work of care, we can make elder abuse less likely-not just in theory, but in the everyday choices we make together.

Safeguarding is not static - risks, laws, technologies, and social contexts constantly change. Committing to continuous learning helps you protect people more effectively and responsibly.

LIFE-LONG LEARNING is one of our values at Plan to Protect®. We live our value of this out ourselves by encouraging our team to continue learning themselves, maintain their certifications, provide "LUNCH 'n LEARNS" for our staff, where we dig deep into safeguarding

Here are the key reasons:

Safeguarding risks evolve

New forms of harm emerge over time (for example, online exploitation, radicalization, or digital abuse). Guidance from bodies such as the United Nations Rights of a Child and the stated 12 Child Rights by Children First shape how safeguarding expectations develop as society changes. Ongoing learning ensures you stay aware of new threats and warning signs.

Laws and policies change

Safeguarding responsibilities are shaped by legislation and statutory guidance. The standard of care is shifting and evolving, and this is the standard you will be held to in a court of law. Regular training keeps you compliant and confident in applying the most up-to-date procedures.

Improves professional judgement

Continuous learning sharpens your ability to:

• Recognize subtle indicators of abuse or neglect
• Respond appropriately and proportionately
• Record and report concerns accurately
• Reflect on practice and avoid complacency

Promotes a culture of vigilance

When safeguarding is treated as an ongoing learning priority, it:

• Encourages open conversations
• Supports accountability
• Builds trust with children, families, and vulnerable adults
• Reinforces that safeguarding is everyone's responsibility
• Reduces risk when planning for events

Strengthens confidence and competence

Regular refreshers, supervision, and professional development:

• Reduce uncertainty in difficult situations
• Improve inter-agency working
• Help you respond calmly and effectively under pressure

In summary, Life-long learning in safeguarding is a value because it protects people, improves professional standards, ensures legal compliance, and promotes a proactive culture of care. It demonstrates a commitment not just to meeting minimum requirements, but to continually improving how you keep others safe.

Keeping Older Adults at the Center

Caring for older adults is about much more than organizing meals or managing appointments. At its heart, it's about protecting dignity and keeping people active in decisions that shape their daily life-even as care needs change. Families and staff are usually driven by love and good intentions. Still, over time, it's surprisingly easy for the voice of the older adult to get quieter. Habits set in. Routines take over. One day you might realize decisions are being made for someone, rather than with them.

That's why true safeguarding isn't just a checklist. It's a daily practice of checking in, inviting input, and keeping the older adult's wishes at the center.

Rosa's Story

Rosa is eighty-four and recently moved into a long-term care home. Her son, always her steady support, helped her settle in. He spoke to staff, attended meetings, and made sure she was comfortable. As weeks passed, he stayed closely involved, wanting the best for his mom.

Gradually, staff started consulting him more than Rosa. Decisions about meals, activities, and daily routines often happened before Rosa was asked what she wanted. Rosa trusted her son and knew the staff meant well. But she started to notice her preferences were being overlooked. Not wanting to create tension or seem ungrateful, Rosa just went along, even when she wished for something different.

Her sense of independence and choice began to fade.

If this feels familiar, you're not alone. Rosa's story is shared by many families and older adults. Advocacy can quietly shift from supporting someone's voice to speaking over it. The warning sign is small: you realize you're not hearing from the person at the center as much as you used to.

Consent, Communication, and Boundaries in Daily Life

Consent in elder care is never "one and done." Instead, it's a series of ongoing conversations. Maybe someone is happy to have help organizing medication but still wants to choose their own meals. Preferences shift with time and health. It's important to ask, "What feels right today?" and to make space for answers to change.

Real partnership means talking directly to the older adult. Ask about plans. Offer real choices. Give time for a response. Even a simple question-"What would you like to do this afternoon?"-reminds someone that their voice still matters.

Boundaries aren't cold or rigid. In fact, clear boundaries protect everyone. When families and staff know their roles, there's less risk of misunderstanding or overstepping. Good boundaries are signposts-they guide us in respecting each other's responsibilities and help keep burnout at bay.

Partnering for Safe, Person-Centred Care

The most fulfilling care is built on open communication and shared responsibility. When only one family member or staff person takes on most decisions, it's easy for the older adult's wishes to get lost. Scheduling regular check-ins, inviting feedback, and ensuring everyone (including the older adult) is part of the discussion keeps care plans current and meaningful.

If routines or care needs change, don't just inform-invite input. Take time to explain why, and listen to questions or concerns. When everyone-family, staff, and especially the older adult-has a chance to share ideas, it creates a safer, more supportive environment.

Remember: safeguarding is not about more rules or restricting help. It's about making sure every older adult has a real agency in their life. When everyone works together, care becomes not just safer, but more rewarding.

Bringing It All Home

Caring for older adults brings challenges and deep rewards-especially when their voice remains at the center of every decision. Small habits can make all the difference. Check in regularly. Have open, genuine conversations. Ask for preferences, and listen with intention. These moments build trust, preserve dignity, and help everyone work together.

If you support someone in care, try making it a habit to ask, "What matters most to you today?" Every time you do, you strengthen the foundation of safe, person-centred care.

Safeguarding is not static - risks, laws, technologies, and social contexts constantly change. Committing to continuous learning helps you protect people more effectively and responsibly.

LIFE-LONG LEARNING is one of our values at Plan to Protect®. We live our value of this out ourselves by encouraging our team to continue learning themselves, maintain their certifications, provide "LUNCH 'n LEARNS" for our staff, where we dig deep into safeguarding

Here are the key reasons:

Safeguarding risks evolve

New forms of harm emerge over time (for example, online exploitation, radicalization, or digital abuse). Guidance from bodies such as the United Nations Rights of a Child and the stated 12 Child Rights by Children First shape how safeguarding expectations develop as society changes. Ongoing learning ensures you stay aware of new threats and warning signs.

Laws and policies change

Safeguarding responsibilities are shaped by legislation and statutory guidance. The standard of care is shifting and evolving, and this is the standard you will be held to in a court of law. Regular training keeps you compliant and confident in applying the most up-to-date procedures.

Improves professional judgement

Continuous learning sharpens your ability to:

• Recognize subtle indicators of abuse or neglect
• Respond appropriately and proportionately
• Record and report concerns accurately
• Reflect on practice and avoid complacency

Promotes a culture of vigilance

When safeguarding is treated as an ongoing learning priority, it:

• Encourages open conversations
• Supports accountability
• Builds trust with children, families, and vulnerable adults
• Reinforces that safeguarding is everyone's responsibility
• Reduces risk when planning for events

Strengthens confidence and competence

Regular refreshers, supervision, and professional development:

• Reduce uncertainty in difficult situations
• Improve inter-agency working
• Help you respond calmly and effectively under pressure

In summary, Life-long learning in safeguarding is a value because it protects people, improves professional standards, ensures legal compliance, and promotes a proactive culture of care. It demonstrates a commitment not just to meeting minimum requirements, but to continually improving how you keep others safe

Yes, this is a question we have been asked many times over.

To be honest, we often pause when we hear this question - perhaps even bite our tongues - holding back the response we would like to give.

Jefferson Fisher (a lawyer from Texas who coaches individuals on how to make their "next conversation" a healthy one) would coach us to respond, "Would you repeat your question, please?" Jefferson suggests that most people would not word the question the same way if they heard it out loud, as they would realize that questions like this do not reflect their values or a commitment to reasonable care.

Preventing harm is often discussed in the language of policies, procedures, and legal obligations. Mandated reporting laws, duty of care, insurance requirements, and standards of care all play a critical role in safeguarding people - especially children, youth, and vulnerable individuals. These requirements matter, and compliance is essential.

But compliance alone is not enough.

At its core, preventing harm is not simply about meeting a standard - it is about living out deeply held values. It is about dignity, trust, responsibility, and care for one another. When safeguarding is rooted only in obligation, it risks becoming a checklist. When it is rooted in values, it becomes a culture - part of our DNA.

Mandated requirements exist to establish a baseline of protection. They define what organizations must do:

• Report concerns
• Screen staff and volunteers
• Provide training
• Maintain supervision and accountability structures

These requirements protect individuals and organizations alike. They provide clarity and consistency, and they are non-negotiable in 2026. However, the law and insurance requirements define the minimum acceptable standard of behaviour - not the highest expression of care.

At Plan to Protect®, we unapologetically state that we provide the HIGHEST STANDARD of abuse prevention and safeguarding. For us, this mission and mandate are rooted in a values-based approach. We ask a different question than, "What is the minimum we have to do or provide?"

"What is the right thing to do, even when no one is watching?"

Thirty years ago, the Plan to Protect® manual was first written for a family of churches. Since then, we have expanded to serve a much broader audience. However, our deep desire - which has never shifted - was to protect and care for children, because children matter. The question was never, "What is the minimum we should be doing?" but rather, "What is the right thing to do, even when no one is watching?"

This triggers a memory from my childhood, when I was reminded that God is always watching - and calling us to do our very best.

A values-based approach to safeguarding means doing our very best to prevent harm. It calls for:

• A commitment to human dignity
• A desire to prevent harm before it occurs
• Courage to act early and thoughtfully
• Willingness to prioritize people over reputation or convenience
• A pursuit of justice
• Humility in our actions
• A commitment to healing
• A dedication to doing good

When values guide decisions, organizations do not wait for certainty, crisis, or instruction. They act out of care, wisdom, and responsibility.

Let's shift the questions we ask. Let's pause to ask ones rooted in our vision, values, and mission. And let's be willing to put on paper - and into practice - what we are truly committed to do.

In the last few weeks, I have heard many friends share their concerns about their parents with me. Over the holidays, they witnessed subtle shifts in memory, confidence, or decision-making, which often signal increasing vulnerability in older adults. Family members mentioned that parents or grandparents were repeating themselves, forgetting bills, or hesitating with daily routines. These small signs raise an important question:

How can support be provided as capacity changes, without removing independence or dignity?

Safeguarding is most effective when it is proactive and collaborative. Support should be introduced thoughtfully, in ways that respect autonomy and adapt as needs change.

Margaret's story demonstrates how her children, Andrew and Lisa, is supporting her during this life change. 

Margaret's Story: Recognizing and Responding to Change

Most changes in capacity are gradual and inconsistent. Older adults may manage well in many areas, while quietly starting to struggle with specific tasks such as paperwork, technology, or finances. It is rarely a single event that signals the need for intervention. More often, it's the accumulation of small changes over time. Margaret's story illustrates this.

At 79, Margaret lives independently in her Toronto apartment, proud of maintaining her routines and close-knit social circles. Her daughter, Lisa, lives nearby and has always been hands-on. She stops by regularly for tea, groceries, and a chat about the week's news. Lisa has a gentle way of noticing small things, like an unpaid bill on the counter, a new medication in the cupboard, or Margaret's hesitation with an unfamiliar phone call.

Andrew, Margaret's son, brings a different kind of support. He balances a busy job and teenage kids, but he never misses his regular phone check-ins with Margaret. He is the go-to for anything involving technology, helping her set up the tablet for virtual church meetings, explaining how to screen scam calls, or gently teasing her when she calls about a mysterious TV remote problem. Their conversations often end in laughter, but Andrew keeps a mental note of any changes in Margaret's confidence or routines.

During the holidays, the siblings start to notice patterns. Margaret repeats herself at dinner, and a story about her garden resurfaces more than once. Lisa finds a small pile of unopened mail, including late payment notices. Margaret asks Andrew for her bank card PIN more than once, something she's never needed help with before. While she continues to handle most aspects of daily life, these subtle signals suggest her needs may be shifting.

Practical Safeguards: Support Without Taking Over

Lisa and Andrew quickly realize that waiting for a crisis is not the answer. Instead, they choose a proactive, team approach. They openly discuss what each has noticed and brainstorm ways to support their mother while preserving her independence. Their goal is not to take over but to quietly add just enough support so that Margaret can remain confident in her daily life.

Lisa begins visiting more often, weaving extra time into her midweek stops. Sitting together at the kitchen table, she helps Margaret open mail and review bills. These check-ins become part of their rhythm. It is a gentle way to keep important paperwork from slipping through the cracks while also giving Margaret the final say on the help she wants.

At the same time, Andrew addresses the technology side. He sets up payment reminders that go to both him and Margaret, reducing the chance of missed bills. With his son Noah, he also spends time with Margaret talking about scam tactics, using real examples and family anecdotes to keep the conversation engaging and reassuring rather than intimidating. They approach these lessons with humour, turning a potentially stressful topic into a chance for connection.

Throughout this process, Margaret remains central to every adjustment. Lisa and Andrew are careful to check in and ask for her input-what feels helpful, what feels unnecessary, and what she'd prefer to handle on her own. Some weeks, Margaret needs little more than a second set of eyes. Other times, she is happy to accept extra support. The family stays flexible, adapting to Margaret's changing needs with ongoing respect and open communication.

Safeguarding is a Process, not a Verdict

This collaborative approach is strengthened by the broader community. Local banks, care providers, legal clinics, pharmacies, social service agencies, libraries, and faith groups all play vital roles. These organizations support families by training staff to recognize subtle changes, sharing educational resources, and actively involving older adults in decisions about their care, safety, and finances.

For example, Margaret's church now offers Plan to Protect® workshops on elder abuse awareness and prevention, online safety and financial management. Public libraries frequently host talks on scam prevention and digital literacy for seniors. Pharmacies can alert families to changes in medication routines. Legal clinics provide information on power of attorney and advance care planning. Social service agencies and community centers often offer caregiver support programs and referrals to specialized elder-care services.

Staying flexible, communicating openly, and seeking support from community partners allows older adults to remain safe, respected, and engaged, no matter how capacity changes over time. No one needs to navigate these transitions alone.

Resources

Government of Canada: Elder Abuse Prevention https://www.canada.ca/en/public-health/services/health-promotion/aging-seniors/elder-abuse.html

Alzheimer Society of Canada: Elder Abuse Information https://alzheimer.ca/en/help-support/im-caring-person-living-dementia/ensuring-safety-security/elder-abuse

Canadian Network for the Prevention of Elder Abuse (CNPEA) https://cnpea.ca/en/

Elder Abuse Prevention Ontario (EAPO) https://eapon.ca/

Canadian Centre for Elder Law (CCEL) https://cleoconnect.ca/organization/canadian-centre-for-elder-law-ccel/

Ontario Caregiver Organization: Resources for Families https://ontariocaregiver.ca/resources/

Canadian Anti-Fraud Centre: Senior Scams https://www.antifraudcentre-centreantifraude.ca/scams-fraudes/seniors-aines-eng.htm

National Institute on Ageing (Toronto Metropolitan University) https://www.nia-ryerson.ca/

At the heart of Advent is love-the love of God made visible through Christ's coming. Safeguarding is a practical expression of this love. It shows up in the choices we make to protect others: setting boundaries, planning well, supervising carefully, and placing the safety of the vulnerable above our own convenience. Love compels us to acknowledge the realities of harm and to take real, consistent steps to prevent it. When we steward our roles with responsibility, we reflect a love that protects, restores, and honours the dignity of every person.

Love also calls us to perseverance. Safeguarding takes ongoing effort, humility, and a willingness to keep learning. It invites us to listen to those who have experienced harm and to ensure they are met with compassion and care. During this Advent season, may the love we celebrate in Christ inspire us to lead with courage-choosing practices that keep people safe and create communities where the vulnerable are cherished, supported, and deeply valued.

At Plan to Protect®, we are committed to providing our members and clients the HIGHEST STANDARD of safeguarding and abuse prevention. We are deeply grateful to our community who join us in raising the bar on protection.

We wish you a very Merry Christmas!

Advent joy is more than cheerfulness-it is a deep assurance that God's goodness meets us where we are. Joy flourishes in communities where people feel safe, included, and valued, and safeguarding is essential to nurturing that kind of environment. When we intentionally reduce risks, train our leaders well, and prioritize protection, we remove obstacles that overshadow joy. Every time a child laughs freely, a youth participates confidently, or a vulnerable adult experiences genuine belonging, we witness joy in action.

One of the camps we work with shared a story about a parent who was hesitant to send her daughter to overnight camp. Although the child had been begging to go, she grew fearful at the last minute as she prepared to board the camp bus. The parent expressed several concerns to the camp counsellor, who gently explained the steps the leadership and staff take to safeguard every camper. With some encouragement-though unsure who was more nervous, herself or her daughter-the mother allowed her child to go.

The week flew by, and the camper didn't want to leave. She loved every minute and was overflowing with joy. At pick-up, her mom noticed how carefully staff ensured each child left safely with the correct guardian. The following week, she sent a heartfelt note to the camp director, thanking the team for prioritizing safety. She signed off, "I have never seen my daughter experience such joy! Thank you. Together, we are counting down the days to next year!"

Joy grows when the community commits to doing better. It shows up in volunteers who take safeguarding seriously, in leaders who champion accountability, and in camps, schools and churches that choose proactive care over complacency. This Advent, as we celebrate the joy Christ brings, may we also celebrate the joy that emerges from safe, healthy environments-communities where trust can deepen, relationships can thrive, and every person has the freedom to flourish.

As we step into January 2026, we are filled with gratitude and purpose as we celebrate 30 years since the first Plan to Protect® manual was written-a milestone that marks three decades of commitment to safeguarding children, youth, and vulnerable adults. This anniversary also celebrates 20 years since we incorporated Winning Kids Inc., now known as Plan to Protect®, the company, walking alongside churches, charities, not-for-profits, and businesses that serve the vulnerable sector.

What began as a practical resource has grown into a trusted standard across Canada, the United States, and beyond-supporting organizations that want to partner with subject experts, do the right thing, not only because it is required, but because it reflects their values.

Our Story: From Manual to Movement

In 1996, the first Plan to Protect® manual was developed in response to a growing awareness that good intentions alone were not enough to keep people safe. At the time of writing, churches needed clear policies, practical procedures, and thoughtful training to reduce the risk of abuse and respond well when concerns arose. Our focus in those early days were "Children Matter"!

As demand grew, so did the vision. Plan to Protect® was formally established as a company to provide more hands-on expert guidance, customizable policies, training, and ongoing support-helping organizations move from uncertainty to confidence. Over the years, our work has expanded, but our purpose has remained the same: to help organizations create safer environments where trust can flourish. We were quickly endorsed by insurance companies, Associations, and Denominations.

Why Organizations Partner with Plan to Protect®

For 30 years, organizations and denominations have chosen Plan to Protect® because we offer more than documents-we offer partnership. After 30 years, we continue to believe that children matter, but we now want to raise the bar on safeguarding, as we know that each individual we serve, and we serve alongside, matters!

Here's what our members consistently tell us:

• "Plan to Protect® gave us clarity and peace of mind."
• "Their team understands both safeguarding and the realities of ministry and non-profit work."
• "We finally feel confident that we are meeting our duty of care."

Our members value:

• A proven, nationally recognized safeguarding framework
• Expert support from a responsive, knowledgeable team
• Customizable policies that reflect real-world operations
• Ongoing training and resources that grow with their organization

Partnering with Plan to Protect® is not just about compliance-it's about stewardship, credibility, and trust.

Looking Ahead - Our Commitment

As we celebrate this milestone, we also look forward and renew our commitment. Safeguarding is not static, and neither are we. In 2026 and beyond, Plan to Protect® remains committed to innovation, education, and advocacy-equipping organizations to uphold the highest standard of protection in a changing world. We are committed to serving with excellence and integrity.

Thank you for being part of this journey with us. Together, we are building safer organizations and stronger communities.

Here's to 30 years of protecting people-and to the future ahead.

On behalf of the Board of Plan to Protect®

The second week of Advent draws our hearts toward peace-a peace that passes understanding and brings calm even in the midst of hardship. Yet in the context of abuse, peace is often the first thing stolen. Safeguarding restores peace by creating environments where people can trust that their wellbeing matters. Through clear policies, healthy boundaries, and consistent supervision, we actively work to reduce chaos and confusion, replacing them with predictability and protection. This kind of peace is tangible, felt in the stability and security of a well-prepared community.

We recently spoke to a young woman who started working at a Christian NGO. She shared that she was not a person of faith, but that it was a new experience to work in a place that had weekly chapels, started meetings in prayer, and promoted a safe, non-toxic work environment. An organization that prioritizes safety. She described the workplace as "a safe space where I feel peace." 

Peace also requires courage. It asks us to address harmful behaviours, intervene when something seems off, and ensure our work places, activities and programs hold safety as a sacred responsibility. When we choose integrity, transparency and accountability, we foster a peace that allows everyone to learn, thrive, and grow without fear. This Advent, may the peace of Christ compel us to pursue practices that reflect His care-creating places where people feel safe, known, and welcomed.

Advent begins with hope-a quiet, steady confidence that God is at work even in the most broken places. For many, stories of harm and abuse can feel overwhelming, leaving communities discouraged or unsure of where to begin. But safeguarding is, at its core, an act of hope. It declares that things can be different and that every child, youth, and vulnerable adult deserves a safe place to belong. When we put thoughtful policies in place, strengthen accountability, and build teams who serve with integrity, we help usher in a future where safety is the norm, not the exception.

When I completed my doctorate in my mid-60's, I wondered what I would be able to do with it during the last few chapters of my life. The research focus of my thesis was listening to the lived experiences of victim-survivors of child sexual abuse. I  asked these brave individuals what was most instrumental in their healing journey. Over and over I heard stories of individuals who had walked alongside of them and had planted seeds of hope - hope that healing was possible.  Soon after graduating, I was invited to be a victim advocate, listening to intake stories of individuals who had been harmed. I attribute any successes I have had as a victim advocate to the research I undertook for my thesis.  I was able to pay it forward by gifting seeds of hope. 

This hope is not passive; it compels us to act. Each time we commit to training, reduce risks, or listen attentively to concerns, we offer hope to those who have been silenced or overlooked. During this Advent season, may the hope we celebrate in Christ inspire us to keep building safer communities-places where healing is possible and where the vulnerable are protected with diligence and care.

As the winter lights go up and the holiday cheer begins, something else quietly rises too: the risk of scams aimed at older adults. It might start with a fake charity email, an urgent text about a family emergency, or a too-good-to-be-true holiday deal. What begins as excitement or generosity can quickly turn into confusion, financial loss, and a sense of violation.

A Familiar Story

Clara, 72, was looking forward to buying her grandchildren their favourite toys online. She found a "limited edition" bundle, paid immediately, and clicked the link. A few days later, she got a call: the payment didn't go through, and if she'd send the gift-card codes to the caller, the order would be fulfilled. Feeling pressured, she complied. By the time she realized what had happened, the money was gone, and the toy never arrived.

Clara's experience isn't rare. For many older Canadians, holiday stress, the rush to do good, and digital unfamiliarity combine to create the perfect storm for deception.

Why the Holidays Increase Risk

There are three main reasons why the scam risk spikes at this time of the year. People are more generous and distracted during the holidays, and scammers take advantage of that. Online activity increases as older adults shop, donate, and connect virtually. And emotional pressure is higher - the messages sound caring or urgent, designed to rush a decision before there's time to think.

Recognizing the Trick

Scams aimed at older adults often follow familiar patterns. A caller or message poses as a charity, government agency, or even a family member in distress. They ask for payment through gift cards, cryptocurrency, or wire transfers - methods that can't be reversed. They insist that you act quickly or keep it secret. These tactics aren't random. They are carefully planned to exploit trust and emotion.

How to Protect Yourself or a Loved One

The best defence starts with slowing down. Before you click or pay, pause and ask if you expected the message or know the sender. Talk to a friend or family member if something feels off. Use strong passwords and two-factor authentication, and keep your devices up to date. Treat gift cards like cash - if someone asks you to send codes or use them for payment, stop immediately. Most of all, stay connected. Regular contact with friends and family makes it harder for scammers to isolate anyone.

What Communities and Professionals Can Do

Financial institutions, social workers, and community groups can all help. Bank staff can flag unusual transactions. Neighbours can notice when something doesn't seem right. Local programs or churches can host short workshops on safe online shopping or how to spot fake charities. These small actions can prevent large losses.

Moving Forward

Clara cancelled her cards, reported the fraud, and talked with her grandchildren about shopping online safely. It took time to rebuild her confidence, but she says she feels stronger now. "I thought this wouldn't happen to me," she says, "but I learned that being cautious is not the same as being fearful."

Holiday scams can take away money and trust, but they don't have to take away hope. Awareness, patience, and kindness are still the best defences.

Helpful Resources

• Office of the Seniors Advocate BC. (2024). "Scams of the Holiday Season 2024." Retrieved from https://www.seniorsadvocatebc.ca/current-issues/scams-of-the-holiday-season-2024/
• Government of Canada. (2025). "What every older Canadian should know about: Fraud and scams." Retrieved from https://www.canada.ca/en/employment-social-development/corporate/seniors-forum-federal-provincial-territorial/fraud-scams.html
• Royal Canadian Mounted Police. (2022). "Seniors Guidebook to Safety and Security." Retrieved from https://rcmp.ca/sites/default/files/doc/2022-seniors-guidebook-to-safety-and-security.pdf
• Verafin. (2023). "Elder Financial Abuse in Canada." Retrieved from https://verafin.com/wp-content/uploads/2023/07/elder-abuse-infographic-canada-verafin-20230707-1.pdf
• Canadian Anti-Fraud Centre - https://www.antifraudcentre-centreantifraude.ca
• Elder Abuse Prevention Ontario - Fact Sheets - https://www.eapon.ca/factsheets/
• Advocacy Centre for the Elderly - Scams Targeting Seniors - https://www.acelaw.ca/consumer-protection-resources/warning-scams-targeting-seniors/

When her son lost his job, Margaret didn't think twice. She wanted to help. She covered groceries, gave him gas money, and said he could stay until he got back on his feet. That was two years ago.

Now, her pension goes into a joint account her son manages. She no longer sees the bills. When she asks questions, he tells her not to worry. Sometimes he gets angry. Margaret knows he's stressed, but she also knows something doesn't feel right. 

It started with love, but somehow it turned into something that makes her feel uneasy in her own home. 

A Quiet Kind of Abuse

Many older adults find themselves in similar situations. They help a child, grandchild, or friend through a tough time. However, over time, what began as support can become control. The older person stops asking questions because it causes tension, or because they don't want to seem ungrateful .

Financial abuse often hides in everyday life. It isn't always about stealing. Sometimes it's about pressure, silence, or guilt. A child says, "You owe me after all I've done for you." A caregiver insists on handling all the banking. A neighbour suddenly has access to someone's debit card. Little by little, the person with the money loses the ability to make their own choices.

Why It's Hard to See

Most families don't think of what they're doing as abuse. They may be struggling too. They might tell themselves it's temporary, that they'll pay it back. But when an older adult starts losing control of their money, it can cause stress, confusion, and fear.

For seniors, speaking up can be challenging. Many feel embarrassed or afraid of losing family contact. Some don't want to involve outsiders or believe they caused the problem. They may not even realize what's happening until it's gone too far.

What Can Help

The first step is talking about it. A quiet, respectful conversation can make a difference. Ask gentle questions: "Are you happy with how your bills are being handled?" or "Do you still see your bank statements?" These questions open the door without blame.

If something feels wrong, it helps to speak with the bank, a lawyer, or a trusted professional.

Financial institutions have staff who can check for unusual activity. Seniors can ask for statements, review their Power of Attorney documents, and make sure their accounts are set up the way they want .

It's also helpful for families to stay involved in small ways. When more than one person is part of financial decisions, it's harder for abuse to stay hidden.

What We Can All Do

Financial abuse doesn't just happen inside families. It's a community problem. Health workers, neighbours, and friends can all play a part in noticing changes and offering help. A simple check-in or a phone call can stop isolation from growing.

Protecting older adults means treating money talk as part of health and safety. We talk about fall prevention and medication safety; we should talk about financial safety, too.

Moving Forward

Margaret eventually talked to her niece, who helped her review her accounts and set new boundaries with her son. It was painful, but she says she feels more at peace now. "I learned it's okay to help," she says, "but not at the cost of my own security."

Financial abuse doesn't always look like a crime. Sometimes it looks like love that's gone off balance. The solution begins with paying attention, asking questions, and ensuring that help never turns into harm.

Where to Get Help

• Canadian Network for the Prevention of Elder Abuse - https://cnpea.ca
• Elder Abuse Prevention Ontario - https://eapon.ca
• Seniors First BC - https://seniorsfirstbc.ca
•  Government of Canada - Caregiver and Financial Resources - https://www.canada.ca/en/employment-social-development/corporate/seniors/caregiving.html
• Canadian Anti-Fraud Centre - https://www.antifraudcentre-centreantifraude.ca
• The National Council on Aging https://www.ncoa.org/

References

• "What Every Older Canadian Should Know About Financial Abuse" (Government of Canada) - https://www.canada.ca/en/employment-social-development/corporate/seniors-forum-federal-provincial-territorial/financial-abuse.html (Canada)
• "Financial Abuse of Older Adults: Training Module" (Elder Abuse Prevention Ontario) - https://eapon.ca/wp-content/uploads/2018/08/EAPO-Financial-Abuse-of-Older-Adults-Training-Module.pdf (Elder Abuse Prevention Ontario)
• "Report on Vulnerable Investors: Elder Abuse, Financial Exploitation, Undue Influence and Diminished Mental Capacity" (FAIR Canada & Canadian Centre for Elder Law) - https://faircanada.ca/wp-content/uploads/2022/02/REPORT-ON-VULNERABLE-INVESTORS-ELDER-ABUSE-FINANCIAL-EXPLOITATION-UNDUE-INFLUENCE-AND-DIMINISHED-MENTAL-CAPACITY.pdf (FAIR Canada)
• "Financial Abuse of Seniors: An Overview of Key Legal Issues and Concepts" (Canadian Centre for Elder Law) - https://www.bcli.org/sites/default/files/CCEL_Background_Paper_Financial_Elder_Abuse_2013_0.pdf (BCLI)

Intergenerational programs are not simply community-building exercises. They are strategic interventions that protect vulnerable populations, reduce isolation, and foster resilience across age groups. When designed with safeguarding principles at the core, these programs become essential tools for promoting dignity, inclusion, and safety.

Why These Programs Are Critical

Older adults are increasingly vulnerable to loneliness, cognitive decline, and neglect, conditions that often go unnoticed until they become critical. At the same time, youth frequently struggle with emotional regulation, lack of mentorship, and are disconnected from meaningful relationships. Intergenerational programs offer a structured solution to these parallel challenges by creating environments where both groups thrive.

When seniors are engaged in these programs, they often experience a renewed sense of purpose and social connection. Youth, in turn, gain empathy, develop stronger communication skills, and learn to value the lived experiences of older generations. The ripple effect extends beyond individual participants: communities become more cohesive, less fragmented, and more resilient.

However, these outcomes are only achievable when intergenerational initiatives are grounded in safeguarding protocols, designed for accessibility, and informed by trauma-sensitive practices. Without these foundational elements, the potential for harm outweighs the promise of connection.

Real-Life Success Story: Maple Ridge's Intergenerational Garden Project

In Maple Ridge, British Columbia, the Intergenerational Garden Project stands as a successful example of what thoughtful collaboration can achieve. Initiated by the Maple Ridge, Pitt Meadows, Katzie Seniors Network, and supported by the federal New Horizons for Seniors Program, the project created a shared garden space where seniors and elementary school students could work side by side.

Senior volunteers, ranging from master gardeners to retired educators, were carefully vetted and trained to ensure meaningful and secure engagement. Students participated in hands-on learning focused on food literacy, environmental awareness, and teamwork. Teachers actively incorporated seniors' life experiences into classroom discussions, enriching the curriculum with intergenerational wisdom. Meanwhile, the broader community rallied behind the initiative: local firefighters assisted with infrastructure, businesses donated supplies, and the garden adopted an open-gate policy to encourage broad participation.

The program fostered strong relationships between generations and became a valued part of the community. Participants expressed appreciation for the opportunity to connect, contribute, and learn from one another.

Safeguarding Standards That Must Be Met

For intergenerational programs to succeed, safeguarding must be central to their design and implementation. I recommend the following standards:

Comprehensive Screening: All participants must undergo background checks, interviews, reference checks and role-specific training.

Qualified Supervision: Facilitators must be trained in trauma-informed care and elder and youth engagement.

Accessibility Planning: Physical, cognitive, and emotional accommodation must be built into the program design.

Boundary Management: Clear guidelines for interaction protect both youth and seniors from harm.

Informed Consent: Parents and Caregivers should be well-informed of the program activities and the risks associated with the activities, and sign consent forms for their loved ones to participate.

Continuous Evaluation: Feedback mechanisms ensure the program remains responsive and safe over time.

These measures help create environments where participants of all ages feel secure, respected, and supported. ​​Plan to Protect® can provide resources and tools to help you accomplish these standards. 

7. Final Thoughts

   Intergenerational programs, when guided by strong safeguarding principles, offer a powerful way to build connections and community. They provide opportunities for older adults and youth to learn from each other, share experiences, and contribute meaningfully. With thoughtful planning and oversight, these programs can become lasting assets to the communities they serve.

   Note: If you are a not-for-profit, you can apply for a grant to support your efforts in protecting and engaging Seniors in your community through Canada's New Horizons for Seniors Program. You can apply for grants up to $25k. The grant application has closed for this year, but consider applying for a grant in 2026. We would welcome the opportunity to partner with you in these endeavours.

Today, we remember and honour those who were also uprooted from their homes as young children and placed in residential schools across our nation on the National Day for Truth and Reconciliation. These children, some as young as six, were torn from their parents, placed in residential schools, and told they could not speak in their own language. They were given new beds, forced into a new way of life-taught a different language, culture, and faith.

I don't want this day to pass by without meditating on its importance.

History continues to repeat itself. Ecclesiastes declares there is nothing new under the sun. Throughout history, people have been uprooted from their homes and forced into exile or displacement. These involuntary movements, often driven by war, persecution, political upheaval, or ethnic cleansing, represent a profound loss of home, culture, and community.

As a child in Sunday School, I heard stories of Daniel and his friends who were taken into exile by King Nebuchadnezzar. They were uprooted from Jerusalem to Babylon-torn away from their homes, families, friends, work, and culture. They were held in exile, taught a new language, given new foods, and even new names. Their very identities were challenged.

Unlike Daniel, who lived in the palace of the king and was treated with a measure of privilege, many children in residential schools were abused, defiled, and mistreated. From Daniel chapter 1, it appears Daniel and his friends were given food from the king, but they refused it and stayed with what they considered clean. We know from later chapters in Daniel that he and his friends faced the fiery furnace and Daniel was forced into the lions' den. Daniel and his friends consistently faced persecution as exiles and for practicing their faith.

History lessons of forced displacement in modern history is not foreign to us including,  

• Greek-Turkish Population Exchange (1923): The Lausanne Convention mandated the transfer of populations by religion. About 1.3 million Greeks were expelled from Turkey, while roughly 400,000 Turks were sent from Greece to Turkey¹.
• The Holocaust (1940s): The Nazis systematically murdered about 6 million Jews, following forced removal into ghettos, concentration camps, and extermination camps².
• Partition of India (1947-48): The division of British India into India and Pakistan displaced 14-16 million people (Hindus, Muslims, Sikhs), making it the largest mass migration in modern history. Up to 2 million were killed in the violence that followed³.
• Palestinian Refugees (1948): During the Arab-Israeli War, about 750,000 Palestinian Arabs fled or were expelled, becoming refugees in neighbouring countries or in what became the Gaza Strip and West Bank⁴.
• Vietnamese Boat People (1975-1995): After the Vietnam War, nearly 800,000 refugees fled Vietnam by sea. Many perished at sea due to storms, overcrowding, or piracy⁵.
• Sudan (2003-present): The Darfur conflict (2003-2008) killed an estimated 200,000-400,000 and displaced 2.7 million internally⁶. Renewed conflict in 2023 has created the world's largest displacement crisis today: as of mid-2024, over 12.8 million people had been forcibly displaced (8.1 million internally; 4.7 million across borders)⁷.
• Syrian Civil War (2011-present): By the end of 2024, more than 14 million Syrians had been displaced, including 6.1 million refugees abroad and 7.4 million internally displaced⁸.
• Ukraine (2022-present): Russia's full-scale invasion has displaced about 6.3 million refugees abroad and 3.7 million internally displaced within Ukraine⁹.

History continues to repeat itself. We cannot stay silent! We must seek after truth, repentance, and reconciliation. Reconciliation will not be realized without truth-telling and repentance.

But today our minds reflect on the experience of First Nations children in Canadian residential schools-this is part of our own history, and is a stark example of forced displacement aimed at cultural annihilation, where children were forcibly removed from their homes and families to institutions far away. Similar actions were implemented in the United States through the Indian boarding school system.

Will you join me today in reflecting on these questions?

• Where have I been party to silencing victims?
• Who do I discriminate against or show bias toward?
• Who have I harmed or persecuted?
• Where have I justified my actions which harmed others?
• Where have I chosen silence and turned away from injustice?
• Do I support or condone behaviour that places people in harm's way?

My Faith Perspective

Daniel and his friends were told to speak a different language, eat different food, and dress differently. Residential school children were robbed of the opportunity to practice their beliefs and spirituality. Priests, nuns, and ministers tried to force Christianity upon them.

There are striking similarities across these stories of displacement: people stripped of their home, culture, identity, and dignity. But forcing faith, beliefs, or lifestyle is not God's way. The Bible makes it clear that faith is a personal decision, and God grants free will to believe.

I take great comfort in how Daniel's story ends. Through the prophet Ezekiel (chapter 36), God promised the exiled Jewish people that they would be restored and regenerated.

History repeats itself, but thankfully, the story has not yet ended, and God's promises are fulfilled.

King David once prayed: "Lift up the light of your face upon us, O Lord! You have put more joy in my heart than they have when their grain and wine abound. In peace I will both lie down and sleep; for you alone, O Lord, make me dwell in safety." (Psalm 4:6-8)

Today, I pray for all who live in captivity-whether held by oppressors today or by painful memories of residential schools, prisons, or war. May they know the source of joy. May they rest in peace, trusting that the Lord will one day restore, regenerate, and bring them to dwell in safety.

Let's shift the future for the next generation. Reconciliation begins with truth telling and repentance-for our actions, and for the actions of those that went before us.

Footnotes

1. Turkey: History - Encyclopedia Britannica. Link
2. United States Holocaust Memorial Museum - Documenting Numbers of Victims. Link
3. Partition of India - National Institutes of Health / PMC (2024). Link
4. Palestinian Refugees - UNRWA, Palestine Refugees. Link
5. UNHCR - The Vietnamese Boat People Crisis. Link
6. Human Rights Watch - Darfur 2003-2008. Link
7. UNHCR - Mid-Year Trends Report 2024. Link
8. UNHCR - Syria Emergency. Link
9. UNHCR - Ukraine Emergency. Link

Deception in Disguise

Ed and his wife Lillian had been quietly managing their financial struggles when Ed received a phone call that seemed to offer a lifeline. A stranger (saying he was representing a political incumbent) promised a generous deposit if Ed would simply provide his bank card number and PIN. He was told this was an initiative of the federal government on behalf of Seniors. Desperation led to trust, and within hours, their account was emptied and their credit maxed out.

Stories like Ed's aren't rare. They're part of an alarming pattern. Seniors across Canada are increasingly the targets of fraud schemes that not only drain their savings but also shake their confidence and independence. These scams aren't just clever tricks-they're calculated attacks on those least equipped to fight back.

The Growing Threat in Canada

The tactics used by fraudsters are constantly evolving. Some impersonate government agencies like the CRA, others pose as tech support or long-lost romantic interests. Many use fear and urgency to pressure seniors into handing over personal details.

And the financial damage is staggering. In 2024 alone, losses reported by seniors to the Canadian Anti-Fraud Centre exceeded $137 million. Yet this is only a fraction of the true cost. Many victims never report what happened, ashamed or afraid of losing autonomy in their affairs. Too often, those who do report never see their money returned.

Why Seniors Are Targeted

The reasons are painfully clear. Many older adults live alone and are more likely to engage with unsolicited calls or emails. They're often from generations that value trust and politeness, making them less likely to challenge strangers. Gaps in digital literacy add another layer of vulnerability. Scammers exploit confusion around new technologies to gain access.

What's often overlooked is the emotional vulnerability that can make these tactics so effective. A senior who's isolated might welcome conversation from a stranger. A grandparent deeply invested in family might leap to help someone they believe is a relative in trouble.

Helping Seniors Stay Safe

Families and caregivers play a vital role in protection. Start by having regular conversations. Talk about scams you've heard about and ask how your loved one might respond. Be encouraging, not critical. Empower them with the tools to pause and evaluate.

Offer help with digital safety. Set up strong passwords, review account settings, and install security software on devices. For banking and communication accounts, enable two-factor authentication when possible.

Make it easy to reach out. Suggest a simple rule: if something feels off, stop and check in with someone they trust. That small pause can make all the difference.

If the Worst Happens

If fraud does occur, act swiftly. Report the incident to the Canadian Anti-Fraud Centre and contact local authorities. Notify financial institutions immediately-they may be able to freeze accounts or recover funds.

Document everything: messages, emails, transactions, even handwritten notes. These details help investigators trace the scam and may protect others down the line.

Most importantly, offer reassurance. Victims of fraud often feel ashamed, believing they should have known better. Remind them this can happen to anyone. Their trust was misplaced-but your trust in them remains whole.

Closing Thoughts

The rise in scams targeting seniors is more than a troubling trend-it's a form of abuse that undermines dignity and autonomy. Protecting older Canadians starts with listening, educating, and standing beside them.

Ed and Lillian's story doesn't need to be repeated. Every conversation we have, every safeguard we implement, is a step toward making sure it isn't.

We recently featured a podcast with a victim of financial fraud. We encourage you and your loved seniors to listen to Lily's lived experience of financial fraud and her learnings. CLICK HERE

To learn more about Financial Scams, visit the references below.

References

• Canadian Anti-Fraud Centre. (n.d.). Fraud and scams. Government of Canada. https://www.canada.ca/en/employment-social-development/corporate/seniors-forum-federal-provincial-territorial/fraud-scams.html
• CARP. (2025, April 1). Frauds and scams: CARP demands justice for seniors. https://www.carp.ca/2025/04/01/frauds-and-scams-carp-demands-justice-for-seniors/
• Elder Abuse Prevention Ontario. (n.d.). 5 cyber scams targeting seniors. https://eapon.ca/5-cyber-scams-targeting-seniors/
• Toronto Police Service. (n.d.). Frauds against seniors. https://www.tps.ca/crime-prevention/frauds-against-seniors/
• Get Cyber Safe. (n.d.). Common scams older adults should watch out for. https://www.getcybersafe.gc.ca/en/common-scams-older-adults-watch-out-for
• Lifeline Canada. (n.d.). Digital safety for seniors: Avoiding scams, fake news & social media pitfalls. https://www.lifeline.ca/en/blog/digital-safety-for-seniors-avoiding-scams-fake-news-social-media-pitfalls/

History is full of leaders who started strong but ended in moral failure. Whether in the church, government, business, or non-profit work, the sad truth is that position and influence do not make a person immune to temptation. In fact, leadership can intensify both opportunity and vulnerability.

Why Leaders Compromise and Fail

Isolation and Lack of Accountability:

Leadership often separates people from honest feedback. The higher someone climbs, the fewer voices are willing-or able-to challenge them. Without regular, trusted accountability, blind spots go unchecked. Out of their mouth, you hear comments like, "There's nothing wrong with an innocent coffee ... lunch ... dinner ...travelling together?"

Hero Mentality:

Some leaders see themselves as the "only one" who can fix the problem, carry the burden, or protect the mission. This self-perception can foster arrogance and overreach. The "hero" believes they are indispensable, which can justify breaking rules, taking shortcuts, or ignoring wise counsel "for the greater good." Out of their mouth, you hear comments like, "I think I have earned this!"

Entitlement Mentality:

Over time, leaders may start to believe their position entitles them to special treatment, privileges, or exceptions to the rules. They justify unethical behaviour because they think their past sacrifices, hard work, or "importance" make them the exception. Out of their mouth, you hear comments like, "Oh, you want me to also account for my time and expenses?"

Incremental Compromise:

Moral failure rarely happens overnight. It usually begins with small compromises-cutting corners, shading the truth, ignoring warning signs. Each "small" lapse makes the next one easier. Out of their mouth, you hear comments like, "Well, you just don't understand."

Burnout and Emotional Fatigue:

Exhaustion clouds judgment. When leaders neglect rest and personal renewal, they become more susceptible to temptation-whether that's dishonesty, financial mismanagement, or sexual misconduct. Out of their mouth, you hear comments like, "No one understands me like you do, you understand the pressure I am under."

Misplaced Identity:

When a leader's sense of worth comes from position, success, or public approval rather than from Christ, they may compromise to protect that image or cling to their status. Out of their mouth, you hear comments like, "No one can ever know about this; this will have to go to the grave with you, as the future of the church rests on your silence."

Safeguards for Leaders and Their Organizations

Shared Leadership and Decision-Making:

Avoid placing absolute authority in the hands of one person. Healthy governance boards, leadership teams, and committees can challenge, question, and collaborate with the leader.

Regular, Transparent Accountability:

Leaders should have trusted mentors or peers who ask direct, hard questions about their integrity, finances, relationships, and thought life. This accountability must be consistent, honest, and unavoidable.

Guard Against the Hero Mentality:

Promote a culture where responsibility is shared, delegation is encouraged, and credit is distributed. Leaders should be reminded they are part of a body (1 Corinthians 12), not the saviour of it.

Clear Policies and Boundaries:

Written codes of conduct, financial controls, and conflict-of-interest guidelines protect both the leader and the organization. Policies should be reviewed, updated and enforced-not just filed away. Even senior leaders should be required to attend safeguarding training on an annual basis.

Rhythms of Rest and Renewal:

Encourage and model Sabbath, vacations, sabbaticals and healthy work hours. A rested leader is a more grounded leader.

Culture of Truth-Telling:

Create an environment where staff, volunteers, and congregants can raise concerns without fear of retaliation. Whistleblower protections are a safeguard against abuse of power.

Public Commitment to Integrity:

Leaders should regularly affirm their personal and organizational commitment to biblical principles, ethical standards, and transparency. This reminds both the leader and the community of the stakes involved. I have a Pastor friend who asks his Board to regularly ask him hard questions and challenge him about the health of his marriage, thought life, temptations, etc.

A Final Word

Moral failure destroys credibility, wounds people, and tarnishes the witness of the gospel. But it's not inevitable. Leaders who humbly embrace accountability, reject the hero mentality, and walk closely with Christ can finish well. And communities that love their leaders will not simply cheer them on-they will also hold them to the highest standard, for their sake and for the glory of God.

"So, if you think you are standing firm, be careful that you don't fall." - 1 Corinthians 10:12

To access a supplementary Leader Integrity Safeguard Checklist, visit our member section of our website. 

When Resignations Mask Accountability: The Case of Florida's Resigning Teacher

Please note this true case study is alarming. As of June 5th, 2025, the teacher had yet to be arrested, but a criminal investigation was underway. https://www.bradenton.com/news/local/article305571141.html

A fifth-grade teacher at B.D. Gullett Elementary School, identified as Jarrett Williams, allegedly groomed an 11-year-old student-sending her a two-page, hand-written letter confessing, "You know I truly love you no matter what... I love how close we have gotten this year" (https://www.mysuncoast.com). After the letter was discovered on March 9, 2025, authorities and district officials were notified the next day, and Williams was immediately reassigned to a non-teaching role (WESH, WTSP).

Despite the severity of the allegations-including parents calling it a "textbook grooming letter"-the school board voted on April 29 to accept Williams's resignation under investigation, rather than officially firing him (https://www.mysuncoast.com). Only one dissenting voice, board member Cindy Spray, urged the district to fire him outright (Your Observer).

District officials later defended the resignation stance as functionally equivalent to a firing. They emphasized that his personnel file would be flagged, and multiple agencies-including the state Department of Children and Families, the Department of Education's Office of Professional Practices, and local law enforcement-were looped in (WESH).

However, the parents-shaken by the letter's discovery-said they had hoped for a firmer statement: "To us, we felt termination was tougher language... somebody we would hope would never be in a classroom again" (WESH).

Resignation vs. Termination: What's at Stake?

I have a growing concern: individuals who have engaged in sexual harassment, abuse, or grooming behaviours are too often being allowed to quietly resign (as we see in this story) rather than first being suspended pending a proper investigation. If a preponderance of evidence supports the allegations-or there is a conviction-termination should be the only acceptable outcome.

When personnel are suspended due to allegations or suspicions of abuse, they must have no contact with vulnerable individuals and must not be placed in a Position of Trust. Such suspensions should only be lifted if the individual is cleared of all allegations or concerns.

Before any reinstatement, organization leaders must consult legal counsel, their insurance provider, and child protection authorities. However, it is not uncommon for legal counsel to recommend accepting a resignation rather than pursuing the termination. One lawyer told me this gives the individual an opportunity to "take responsibility" for their actions.

But does it really?

This reasoning is deeply flawed. Allowing someone to resign under investigation does not equate to accountability. It often enables the offender to move on quietly, potentially securing similar roles elsewhere, without consequences or disclosure.

Organizations must have clear policies outlining a progressive discipline approach. Some behaviours warrant a warning. Others-particularly those involving a serious breach of trust or a failure to comply with the code of conduct-demand immediate suspension or termination. In cases of abuse, harassment, or grooming, the safety of others must take priority over reputational protection or legal convenience.

We must stop allowing resignations to replace real accountability... 

Accepting resignations in grooming or abuse allegations, rather than formal firings, can:

1. 1. 1. Diminish Public Accountability: A resignation may appear less punitive to the community and doesn't always carry the same stigma as termination.
   3. 2. Reduce Transparency: Employment records may obscure the real reason behind resignation, potentially enabling future employment in similar roles.
   5. 3. Slow Institutional Learning: Annual reporting and policy revisions-especially relevant to churches, faith-based schools, and other institutions-often rely on firings as triggers for review and audit processes.
   7. 4. Hinder Survivor Justice: Victims and families may view resignation as a form of "soft exit," without the closure or formal acknowledgment they need.
5. In this Florida case, while the district insists the resignation triggers the same procedural flags as termination, it avoided the public spectacle-and legal clarity-of firing him under a cloud. However, the parents and community believe this action calls for termination. 

6.  

8. The Broader Church-School Nexus

9.  

11. Religious institutions and school boards often share oversight, leadership, and reporting structures, particularly in private or parochial schools. When abuse occurs, the inclination to quietly accept resignations-including through agreements that prevent further disclosure-can undermine transparency and accountability.

14.  

15. Key Concerns:

16.  

17. • Cover-ups vs. Protection: While resignation can seem protective, it risks re-hiring in another context, sometimes under the guise of having "left for personal reasons."
    • Legal Loopholes: Resignations rarely involve admission of guilt, and non-disclosure agreements (NDAs) accompany them more frequently than with firings.
    • Consistency in Safeguarding: Church communities must insist that workers who exhibit grooming behaviours be removed decisively and records flagged permanently, not simply offered an "exit."

18.  

19. Recommendations for Stronger Systems

20.  

    1. 1. Mandatory Firing in Serious Claims: Institutional policy should require termination (with cause) if there is credible evidence of grooming or abuse.
    2. 2. Clear Reporting Mandates: School boards, dioceses, and boards of elders must report to appropriate regulatory or legal bodies, and make minimal sanitized records available for background checks.
    3. 3. Independent Oversight: External reviews (by child protection agencies or independent safeguarding boards) should verify whether cases are handled properly-not internally decided.
    4. 4. Transparency with Community: Notifications-including general statements about cause (e.g., "resigned amid grooming allegations")-should be made to the congregation or school community to maintain trust.
    5. 5. Survivor-Centred Responses: Provide counselling, clear options for legal recourse, and public acknowledgement of wrongdoing, not quiet agreements.

21.  

22. Conclusion

23. The Williams case highlights a systemic problem: resignations often serve as institutional escape hatches. Schools and churches risk compounding harm unless they commit explicitly to accountability-firing abusers, reporting misconduct, and protecting community members through transparent, survivor-focused measures.

    Communities of faith and education must ask: Are we shielding abusers through silent exits, or are we standing firmly with justice and prevention? Accepting resignations in serious cases sends a dangerous message-something survivors and families rightly criticize.

Sources & Further Reading:

• WESH/CNN affiliate WFLA coverage (WTSP, WESH)
• Suncoast.com reports on grooming allegations (https://www.mysuncoast.com)
• East County Observer coverage of resignation vote (Your Observer)

How One Small Church Is Reimagining Children's Ministry Safety

In the heart of our community stands a small yet vibrant church, a congregation of about 100 people, where nearly half of the attendees are children under the age of 12. Recently, I had the privilege of sitting down with one of the church's deacons and engaging in a thoughtful conversation about a challenge that many small churches face: how to uphold the high standards of Plan to Protect® when resources are limited and meeting ratios seem daunting.

The Challenge of Ratios in a Small Church Setting

For those unfamiliar, Plan to Protect® is a leading standard in safeguarding programs for children and vulnerable persons, outlining best practices and policies to reduce the risk of harm and ensure a safe environment. One of its core recommendations is maintaining a ratio of two screened and trained adults in every classroom. This not only provides accountability and oversight but also ensures that children are always protected, no matter the circumstance.

But for this church-like so many others with small congregations and big hearts-the mathematics of the ratio are challenging. With 100 people on a Sunday, and 40 of those being children under age 12, it's easy to see how staffing every classroom with two fully screened and trained adults can feel nearly impossible. In many small churches, adults are already serving in multiple ministries or carrying other responsibilities, making volunteer recruitment a constant concern.

The leadership team, along with the deacon, is deeply committed to safeguarding and recognizes the non-negotiable importance of protecting their youngest members. Yet, they are feeling stretched thin and wondering if there's a sustainable way to live up to Plan to Protect® without burning out the faithful few who serve week after week.

Working Toward Good Practice: Rethinking Volunteer Roles

As we talked, I listened to the passion and care the deacon has for the children in their midst-and also the practical struggles. I suggested a few ways they might adapt their approach, seeking to bridge the gap between the gold standard of two adults per classroom and the reality of their available volunteers.

Hall Monitors and Open Door Policies

One of the first recommendations I made was to consider screening and training additional hall monitors. These volunteers, while not stationary in a classroom, would roam the church hallways, periodically checking in on each classroom, ensuring that the doors remain open and that a visible adult presence is always nearby. This added layer of accountability helps maintain a safer environment, even when only one screened and trained adult is able to be inside the classroom itself.

This approach has several benefits:

• Increases overall adult presence in the children's wing, deterring inappropriate behavior and providing quick access to help if ever needed.
• Allows flexibility in how volunteers are deployed, maximizing the impact of those who are available.
• Keeps volunteer requirements manageable for a small congregation.

One Screened and Trained Adult Per Classroom with a Hall Monitor

While best practice is always two adults in each room, an exception can be made in smaller church settings when hall monitors and open doors are utilized. In this scenario, each classroom would have at least one vetted adult, and with the hall monitor's oversight, the church can meet the spirit of Plan to Protect® good practice, prioritizing both safety and feasibility.

Large Group and Breakouts: Maximizing Impact and Minimizing Risk

Another alternative I proposed was transitioning to a large group and breakouts model. Instead of splitting the children immediately into smaller classrooms, all the children would initially gather in a single, larger space for a time of teaching, worship, or storytelling. This model not only makes supervision easier-since more adults can be present in one space-but it also fosters a sense of unity and excitement among the children.

Once the large group session concludes, the children can be divided into smaller breakout groups (in the large room) for age-appropriate discussion and activities. Here, the breakout leaders apply the story or lesson to the children's real lives, based on their developmental level.

This model has several strategic benefits:

• Reduces the number of rooms needing separate adult supervision, making ratios easier to maintain.
• Creates opportunities to recruit leaders with specific skill sets: storytellers and teachers for the large group, and mentors or relational volunteers for the breakouts.
• Allows children to engage with both dynamic teaching and age-specific discussion, enhancing both safety and discipleship.

Identifying and Recruiting Volunteer Strengths

To make this model work, I encouraged the deacon and their team to identify volunteers who shine in different areas:

• Large group leaders: Those who can captivate a room, tell a story with energy, or lead songs and games. These individuals bring the Gospel to life for a crowd of young listeners.
• Breakout leaders: Individuals who are highly relational, patient, and passionate about mentoring children. They help kids connect the big story to their everyday experiences and spiritual growth.

By deploying volunteers according to their gifts, not only does the program become more sustainable, but it also ensures a greater impact in the lives of children.

Rotational Volunteer Scheduling: Overlap for Continuity and Safety

A final piece of advice I shared was on how to structure the volunteer schedule. Rather than asking volunteers to serve every single Sunday, which often leads to burnout, I suggested dividing the team into three groups. Each group would serve for two weeks, followed by a week off. Most adults would not want a different person in the pulpit each Sunday, nor do children.  This ensures that:

• There's always an overlap between the groups, allowing for continuity and stronger relationships between volunteers and children.
• Young children see a familiar face, leaving them more comfortable separating from their parents.
• No volunteer is overcommitted, reducing fatigue and increasing retention.
• Classroom management and safeguarding remain consistent, as familiar faces are always present.

This rotational model is especially helpful for small churches, as it keeps the load manageable and the quality of care high. Children benefit from seeing the same leaders regularly while also interacting with a broader group of caring adults.

Upholding the Spirit of Plan to Protect®

As we wrapped up our conversation, the deacon expressed genuine relief and excitement. The practical solutions we discussed not only seemed doable but also aligned with the heart of Plan to Protect®: to create environments where children are safe, valued, and able to flourish. While best practice remains two trained and screened adults in every classroom, these adaptations allow the church to maintain good practice, safeguarding children even when resources are stretched.

Ultimately, upholding the spirit of Plan to Protect® is about more than ratios and rigid policies -it's about fostering a culture of vigilance, care, and intentionality. It's about equipping volunteers, supporting families, and ensuring that every child who walks through the church doors is met with a safe, loving, and nurturing environment.

Conclusion: A Call to Creative Faithfulness

Safeguarding in small churches will always require creativity, flexibility, and a willingness to adapt. But with thoughtful planning, intentional recruitment, and a commitment to best (and good!) practices, even the smallest congregation can rise to the challenge. The conversation with this deacon is a testament to what's possible when leadership is willing to think outside the box and prioritize both safety and the spiritual development of their youngest members.

If you're a church leader facing similar challenges, know that you're not alone. With a bit of ingenuity and a lot of heart, you can create a children's ministry where every child is protected, cherished, and given the opportunity to grow in faith-no matter the size of your church.

David and Lisa Thompson, along with their children Sophie (12) and Ben (9), set out to create a summer full of connection and fun with David's parents, Henry and Martha. They knew that Henry's mobility challenges and Martha's sensitivity to heat required thoughtful planning to ensure safe and enjoyable activities for all generations.

Lisa took charge, designing outings that blended excitement, relaxation, and accessibility so everyone could participate. Their approach offers a blueprint for families seeking to create lasting summer memories with their senior loved ones.

Choose Activities That Include Everyone

Lisa carefully selected activities that allow full family participation, ensuring fun without physical strain for Henry and Martha.

Walk in the Park During Cooler Hours

• Schedule morning or evening strolls to avoid midday heat.
• Select short, shaded trails that are accessible to wheelchair users.
• Allow time for rest breaks so everyone can enjoy the outing.

Create a Garden Space for Relaxation

• Set up a shaded area for planting flowers and herbs.
• Provide comfortable seating for senior family members.
• Encourage storytelling while bonding over nature.

Host Outdoor Picnics with Games

• Choose tree-covered areas with accessible paths.
• Pack light meals and refreshing drinks to keep everyone hydrated.
• Bring board games and cards for family-friendly entertainment.

Attend Local Summer Events with Accessibility in Mind

• Research festivals with wheelchair-friendly paths and shaded seating.
• Ensure plenty of cooling stations and rest areas.
• Plan for breaks so senior family members stay comfortable.

How Your Family Can Follow Their Lead:

• Schedule outings when temperatures are mild.
• Pick destinations with shade, rest spots, and accessible paths.
• Focus on low-energy activities that encourage conversation and connection.

Ensure Comfort and Safety During Outings

Lisa and David took proactive steps to keep Henry and Martha safe and comfortable during family outings.

Protect Senior Family Members from Heat

• Plan activities for early morning or late evening to avoid overheating.
• Dress seniors in light clothing, hats, and sunglasses.
• Apply sunscreen before heading outdoors.
• Pack cold compresses for extra cooling.

Keep Everyone Hydrated

• Provide water bottles and electrolyte-rich drinks throughout the day.
• Serve water-rich foods such as cucumbers and melons.
• Schedule rest stops to prevent exhaustion.

Support Mobility Needs

• Select locations with accessible seating and smooth walking paths.
• Use wheelchair-friendly routes to ensure participation.
• Encourage comfortable footwear to prevent strain or discomfort.

How Your Family Can Take Action:

• Keep hydration a priority-pack water and refreshing snacks.
• Choose locations with shade and wheelchair-friendly access.
• Be mindful of heat exposure by applying sunscreen and dressing appropriately.

Find Local Programs That Enhance Senior Engagement

Lisa and David involved Henry and Martha in structured senior-friendly activities, providing more opportunities for socialization and engagement.

Explore Senior-Friendly Community Programs

• Visit libraries and museums for book clubs and storytelling events.
• Attend music performances or film screenings with comfortable seating.
• Look for festivals and concerts that offer accessibility accommodations.

Encourage Participation in Fitness and Wellness Classes

• Sign up for gentle exercise sessions like seated yoga.
• Try art and craft workshops for creative enjoyment.
• Join discussion groups to foster connections with others.

How Your Family Can Get Involved:

• Look into local wellness programs for seniors.
• Attend events that offer shade and seating accessibility.
• Encourage senior family members to join low-energy group activities.

Make Summer Meaningful for All Generations

Lisa and David successfully created a summer full of joyful memories with Henry and Martha by balancing activity, accessibility, and comfort.

How Your Family Can Follow Their Example:

• Schedule outings in shaded areas with plenty of seating.
• Plan a mix of active and relaxed events for seniors and kids alike.
• Prioritize hydration and cooling strategies to ensure comfort.
• Encourage storytelling and shared traditions to strengthen bonds.

By taking these steps, families can ensure a fun and meaningful summer that includes senior family members in every activity.

References:

1. National Institute on Aging - Summer Safety Tips for Seniorshttps://www.nia.nih.gov
2. Government of Canada - Senior Wellness and Physical Activity Guidelines https://www.canada.ca/en/public-health/services/healthy-living/seniors-health.html
3. Canadian Red Cross - Hydration and Heat Safety for Older Adultshttps://www.redcross.ca

A Call for Safer Ministry Practices in Our Churches

I grew up in the church. Within days of being born, my parents bundled up my brother and me and brought us to Sunday services. I was raised under the tender, loving care of nursery workers and Sunday School teachers-those who cradled me, changed my diapers, read me Bible stories, introduced me to Jesus, celebrated my baptism, and later, attended my wedding.

At 13, I volunteered in the nursery and began teaching the two- and three-year-old Sunday School class. For the next five decades, I taught almost every Sunday-celebrating 50 years of children's ministry. Back then, no one asked for a criminal record check or references. I attended many training meetings, but I can't recall ever hearing about child protection or safeguarding.

Still, most of my teachers were remarkable. They offered loving and protective care, and I am deeply grateful for their example. However, the need for safeguarding was still very real.

I remember hearing hushed conversations about inappropriate behavior. I remember children going missing or being bullied. These were warning signs that, even if ignored or downplayed at the time, should have led to stronger safety measures.

A Sad Goodbye to the Nursery

In a church we attended, I stepped down from the nursery ministry. It wasn't an easy decision.

When we first started attending the church, there was no nursery. I was concerned that young parents had no opportunity to worship without distraction. I longed for little ones to experience a caring environment, and I gladly volunteered to serve regularly.

The nursery looked great-clean, organized, and stocked with toys, a change station, a reading centre, and even a quiet room. There were thoughtful touches like cubbies for diaper bags, shoe-free zones, and a sign-in/sign-out process.

I was asked for a criminal record check and given a nursery smock. But that was it. No application. No reference checks. No training. I began to realize the church wasn't meeting even basic safeguarding standards or insurance requirements.

When the Nursery Becomes a Social Hour

Things got worse.

Parents began using the nursery as a place to socialize. They stayed through the whole service, chatting with friends. Grandparents joined in. Aunties and uncles followed. It wasn't unusual to have 10 or more adults in the room and only five children.

Snacks were shared without much care for allergies or age appropriateness. Then came the smartphones. Parents took photos of all the children and posted them online. When I asked them to stop, they laughed it off-"They're our kids. We don't mind."

My Voice Was Not Heard

I brought my concerns to church leadership. I offered to help write policies. I volunteered to lead safeguarding training. My offers were declined.

Parents were not screened or trained. My concerns were overlooked. I was silenced.

Eventually, I could no longer volunteer with joy. I could not confidently say the children were safe. I didn't feel safe myself-not physically, but emotionally and ethically. The burden of responsibility weighed heavily, and yet no one seemed to care.

I stepped down.

A Prayer and a Plea

I later had an opportunity to walk by the nursery and I whispered a prayer for the children inside. I felt sadness that I couldn't bring about change. But I know I tried. I know I raised my voice. And I know that safeguarding is worth fighting for.

I am proud of the many years I served. I cherish the hundreds of children and young people I had the privilege to care for.

If you're in a similar position, know that you are not alone. Many others have tried to raise the bar for safeguarding, but without leadership buy-in, lasting change is difficult. Churches, charities, and not-for-profits must understand that safeguarding is not just about children. It's also about protecting and valuing the volunteers they ask to serve.

We All Have a Duty of Care

We must do better. We must prioritize safety. We must support and protect those who serve.

We must have a plan to protect.

Because safeguarding isn't optional-it's essential.

Have you ever experienced similar concerns in ministry? What steps do you think churches need to take to raise the bar on safeguarding? Share your thoughts in the comments below or contact us to learn more about creating safer environments for all.

This week, I've taken time to reflect on what makes someone a strong advocate and effective leader in safeguarding the vulnerable.

In the news, Pope Leo XIV reinforced his commitment to combatting clergy sexual abuse by appointing Bishop Thibault Verny of France to lead the Vatican's child protection advisory commission. Bishop Verny succeeds Cardinal Sean O'Malley, the founding president of the Pontifical Commission for the Protection of Minors. Established in 2014, this commission was created to advise the Church on best practices to prevent abuse and protect children.

While the commission initially faced setbacks-such as the failure to implement a tribunal to judge bishops who covered up abuse-recent reforms and new leadership have helped restore its relevance. Today, it serves as a place where victims are heard and church leaders receive guidance on safeguarding policies.

Bishop Verny has served on the commission since 2022 and leads the child protection council for the French bishops' conference-a country deeply shaken by revelations of decades-long abuse by clergy. I pray Bishop Verny is the right person for this critical role, and that he will rise to the calling and be found faithful.

The Weight of the Role

Over the past 25 years, I've observed that many churches, charities, and not-for-profits begin with sincere intent to appoint someone experienced to lead safeguarding, only to drop the ball or minimize the importance of this role a few years later.

Appointing someone with a heart for protecting children and youth is not the same as appointing someone who is fully qualified or equipped for the role. Passion is essential-but expertise is critical.

So, what should organizations look for in a safeguarding leader?

Two Essential Qualities

1. Integrity and Moral Courage

1. Look for someone who consistently demonstrates integrity, who lives above reproach, and who is willing to make hard, sometimes unpopular decisions. This is a person who inspires others and is committed to raising the bar for safeguarding.
3. 2. A Lifelong Learner
15. Safeguarding is a constantly evolving field. New risks emerge with changes in technology, culture, and society. For example, I spend considerable time learning about threats such as online grooming, sexting, sexual exploitation, and the misuse of artificial intelligence. A safeguarding leader must be a curious, informed, and articulate learner who stays ahead of the curve. 

21. Once appointed, the safeguarding lead must commit to continuous learning, pursuing certifications, and engaging with experts. Smaller organizations may need to share the responsibility through a safeguarding committee with diverse skills-such as administration, discernment, and training. Larger organizations and missions, however, should appoint a full-time safeguarding professional. Even then, additional trained support staff and a robust committee are often needed.

38. The Cost of Safeguarding Work

    The role of a safeguarding leader can be incredibly taxing. It demands emotional resilience and ongoing support. Without proper care, vicarious trauma and burnout are real threats.

    In December 2024, CBC reported on Stephen Greensides, a former staff member of Scouts Canada who led safety complaints for over 42,000 youth and 13,000 volunteers.The report shared how Greensides is now on long-term disability, having developed PTSD and depression from repeated exposure to traumatic content. His lawsuit claims he was expected to handle overwhelming cases without sufficient support or supervision.

    Tragically, I have witnessed similar tolls firsthand.

    This is why it is crucial that those in safeguarding roles are not left to carry the burden alone. One of the greatest blessings of being part of a network-like the one we foster at Plan to Protect®-is the mutual support and encouragement shared among safeguarding professionals. One member recently wrote:

    "I am so grateful for the staff of Plan to Protect. I have never felt alone in this role. Whenever I had a question, you were quick to answer. I would have been so ill-equipped without the certification courses I've taken. Thank you for everything you do to support me."

    We Are in This Together

    We must never underestimate the importance of appointing wise, trained, and supported individuals to safeguard roles. And we must empower and walk alongside them as they face the immense responsibility of protecting the vulnerable.

    The Bible offers us a powerful picture of shared responsibility in Exodus 17:10-14. During the battle against Amalek, Moses stood on a hill with his hands raised. As long as his hands were lifted, Israel prevailed. But when he grew weary, Aaron and Hur stood beside him, holding his hands up until victory was won.

    This passage is a reminder: safeguarding is a battle-against injustice, exploitation, and evil. No one should fight it alone. We must appoint the right leaders, support them, and equip them to succeed.

    Together, we can raise the standard and ensure our most vulnerable are protected with excellence and compassion.

Recent headlines have shaken parents and educators across the country. A Peel District School Board teacher in Mississauga has been charged with four counts of assault and four counts of forcible confinement involving elementary students during the 2024-2025 school year. According to Peel Regional Police, the teacher allegedly confined four students in a room and physically prevented them from leaving.

These disturbing allegations remind us why safeguarding children must never be an afterthought in our education system.

At Plan to Protect®, we work with thousands of organizations across Canada to raise the bar on abuse prevention. Every case of misconduct reminds us that protecting children requires more than good intentions-it requires consistent education, clear policies, and a culture of accountability.

A Word from Dr. Melodie Bissell

In response to this recent case, our Chair and Sr. Safeguarding Consultant, Dr. Melodie Bissell, shared these reflections:

"As schools break for the summer, we know that the majority of teachers are wonderful, caring and inspiring leaders in their classrooms. However, too often we read stories like this in the news of an educator who has put children at risk and has caused physical and emotional harm. We need good teachers and parents to stand in the gap for students.

The best approach to raising the bar on safety in our schools is education. Teachers, Administrators and Parents need to become lifelong learners in spotting and addressing child abuse. It is not enough to take training during your university years, or when you first begin to teach. Safeguarding training must be reviewed on an annual basis, applying the knowledge of awareness, prevention and reporting and responding to child abuse against real-life case studies that are surfacing in the news.

It takes a village to raise a child, it takes a community to stand up and give voice to children that are confined and silenced."

What Needs to Change?

When a child is harmed by someone in a position of authority, the effects are not only personal-they're communal. Trust is broken, trauma is created, and systems are called into question.

This is why we advocate for the following changes in all school environments:

• Mandatory annual safeguarding training for teachers, administrators, and support staff
• Real-life case studies in training programs to ensure practical application of skills
• Robust reporting mechanisms for students, staff, and families
• Regular review and strengthening of child protection policies

A culture where children are seen, heard, and safe

From Headlines to Action

We hope this story compels education leaders across the country to re-evaluate their commitment to child protection. Safeguarding isn't a box to check-it's a culture to cultivate. We owe it to every student walking into a classroom to make that space safe, supportive, and worthy of their trust.

If you are an educator, school board member, or parent, now is the time to act. Let's not wait for another headline. Let's make safeguarding a daily practice-not just a yearly policy. During the summer, when you have a few minutes of quiet to put up your feet and rest, we encourage you to read Andrea Clemens book, Invisible Target available on Amazon.

Interested in learning how Plan to Protect® can help your school or organization raise the standard of protection?Explore our training programs, policy development services, and customized safeguarding solutions at www.plantoprotect.com or contact us at info@plantoprotect.com.

How Plan to Protect® Can Help You Create Safer, Stronger Sport Environments

The sport sector is facing a crisis of trust. In recent years, the headlines have exposed what many survivors have known for decades - abuse, misconduct, and cover-ups have been far too common in sport.

From grassroots clubs to national teams, athletes have reported emotional, physical, and sexual abuse, often at the hands of those in positions of power. The consequences are devastating - to victims, to organizations, and to the public's trust.

At Plan to Protect®, we believe it's time to raise the bar on safeguarding in sport. We equip sport organizations with the tools, training, and policies they need to build safer programs, protect participants, and earn the trust of families. Over the last three years, we have had the privilege of working with the sports sector to raise the bar on safeguarding.

What We Offer the Sport Sector

1. Customizable Safeguarding Policies

We help sport organizations develop and implement policies that:

• Align with provincial laws and national standards like the Universal Code of Conduct (UCCMS).
• Address risks to children, youth, and vulnerable adults.
• Cover issues like harassment, grooming, boundary violations, and misconduct - with prevention and response protocols clearly laid out.

2. Sector-Specific Training for Coaches, Volunteers, and Staff

Equip your teams with the confidence and clarity they need:

• Sport-specific scenarios and risks (e.g., one-on-one training, travel, locker rooms).
• Clear boundaries, appropriate conduct, and how to recognize and report red flags.
• Online and in-person options with certification tracking and compliance records.

3. Safe Hiring & Screening Support

We help you build a reliable team from the ground up:

• Criminal record checks and vulnerable sector checks.
• Interview and reference templates designed to screen out high-risk individuals.
• Ongoing performance and suitability monitoring for coaches and volunteers.

4. Incident Response Support

Our consulting team and account managers can help you navigate complex situations with confidence:

• Clear reporting protocols and documentation tools.
• Guidance on working with law enforcement and child protection services.
• Access to crisis consultation and response coaching.

5. Safeguarding Audits, Risk Assessments and Investigations

Our safeguarding audits identify your strengths and risks:

• Review of policies, supervision, facility layout, and program design.
• Tailored recommendations to reduce liability and elevate safety.
• A strong foundation for accountability and continuous improvement.
• If the worst has happened, Plan to Protect® can provide experienced investigators to help you navigate the crisis.

6. Creating a Culture of Protection

Safeguarding is not a checklist - it's a culture, it becomes part of your DNA

• Regular education for athletes, parents, staff, and leaders.
• Tools for open communication, boundary setting, and conflict resolution.
• A proactive, positive approach to building a safe and respectful environment.

7. Rebuilding Trust with Parents and Families

In light of high-profile abuse cases in sport, parents are more cautious than ever. When your organization adopts the Plan to Protect® standard:

• You give parents peace of mind knowing their children are in safe, well-supervised environments.
• You signal to families that you prioritize protection, accountability, and integrity.
• You build a program families can trust - and proudly recommend.

8. Qualifying for Abuse Coverage

Insurers are tightening requirements around abuse liability coverage. Without clear policies, training, and screening, you may be at risk of:

• Denied or revoked abuse coverage
• Increased premiums
• Financial liability in the event of a claim

Plan to Protect® helps you:

• Meet or exceed insurance requirements.
• Provide documentation that demonstrates your commitment to safeguarding.
• Position your organization as low-risk and high-accountability - and coverage-ready.

The Reality: Abuse in Sport

• Over 50% of athletes report experiencing some form of psychological abuse in sport.
• 1 in 5 report experiencing sexual harassment or sexual abuse.
• Cases continue to emerge across all levels - from local clubs to national governing bodies.

These numbers are not just statistics - they represent real lives. The time to act is now.

Why Partner with Plan to Protect®?

• 30+ years of leadership in abuse prevention and safeguarding.
• Trusted by thousands of organizations in Canada and beyond.
• Experts in policy, training, screening, and crisis response.
• A comprehensive, turnkey solution that helps you raise the standard of protection - and restore public trust.

📞 Let's Raise the Bar Together

You care deeply about athlete well-being - and so do we. When you partner with Plan to Protect®, you protect your athletes, reassure families, qualify for coverage, and lead with integrity.

Let's build a culture where every athlete can thrive - safely.

[1]Dr. Gretchen Kerr and Dr. Sandra Kirby:  These Canadian researchers have conducted extensive studies on maltreatment in sport including their peer-reviewed research unveiling these statistics.

Sheldon Kennedy's Respect Group / Safe Sport Canada Reports. The Canadian Safe Sport Movement and affiliated organizations like Respect Group (co-founded by abuse survivor Sheldon Kennedy) echo similar stats in their training materials and white papers, reinforcing the prevalence of Widespread emotional abuse by coaches and peers and underreporting of sexual misconduct due to fear, stigma, or power imbalances.

International Studies andResearch from countries such as the UK, Australia, and the U.S. (e.g., the Athlete Culture & Climate Study, and Project CARE) also corroborate these findings, especially in elite youth sport.

Dr. Melodie Bissell, is the Sr. Safeguarding Consultant at Plan to Protect®.  She consults with clients striving to achieve a high standard of safeguarding in sports. Contact Melodie at Plan to Protect® to schedule a consultation or request a demo of our training.mbissell@plantoprotect.com 1-877-455-3555 ext. 14

Caring for elderly loved ones is a profound responsibility shared by families, healthcare professionals, and the broader community. It's a commitment that requires vigilance, advocacy, and ongoing oversight to ensure that seniors receive safe, dignified, and high-quality care. While governments and care facilities have introduced reforms aimed at improving elder care, persistent challenges-including staffing shortages, inconsistent regulations, and accessibility gaps-continue to affect thousands of families.

For many families, elder care facilities represent a place where their loved ones should receive compassionate attention, medical support, and an environment that respects their dignity. However, navigating the system often feels daunting. Families may struggle to understand elder care policies, secure transparent information about facility conditions, or find effective ways to advocate for better treatment when issues arise. This guide serves as a roadmap to understanding the challenges within long-term care and assisted living systems, enabling families to hold these facilities accountable.

I remember my grandmother, who was placed in a Long-term care facility, asking me for help and to intervene when she did not feel safe with the care workers. My grandmother struggled with dementia, so we questioned if she was being harmed or if it was her imagination. Years later, I still regret not considering her fears - I wish I had asked more questions, watched more carefully and insisted on better care.

Understanding Systemic Challenges in Elder Care

Despite policy reforms, elder care facilities continue to face serious systemic challenges that can directly impact the health, safety, and overall well-being of seniors. Understanding these issues is essential for families who want to advocate for better care.

Staffing Shortages & Care Quality Concerns

One of the most significant problems plaguing long-term care (LTC) facilities and nursing homes is the shortage of caregivers. Overstretched staff struggle to provide the necessary level of individualized attention, leading to rushed care, missed medical treatments, and an increased likelihood of errors. Many caregivers face burnout, affecting their ability to offer compassionate care. Assisted living communities often have limited medical personnel, which can slow emergency response times. Hospitals, too, are overburdened, resulting in premature discharges that compromise the recovery of elderly patients.

Families can play a pivotal role in addressing these issues by demanding transparency on staffing ratios and advocating for policies that improve caregiver retention, wages, and working conditions.

Oversight & Transparency Issues

Elder care regulations vary widely across provinces, resulting in gaps in oversight. Public reporting of facility violations and complaints is often delayed or inaccessible, making it difficult for families to assess whether a care home meets safety standards. Additionally, facilities may prioritize cost-cutting over resident well-being, leading to inadequate services, improper medical administration, and other care deficiencies.

Advocating for clearer public records, pushing for uniform provincial care standards, and demanding independent inspections are all ways families can work toward improving transparency in elder care.

Resident Rights & Quality of Life

A safe and well-maintained environment is only one component of quality elder care. Seniors also need enriching engagement programs to combat isolation, healthier meals and nutrition plans, and access to mental health resources. Unfortunately, weak engagement initiatives in many nursing homes leave seniors isolated, which can impact their mental and emotional health. Assisted living communities vary widely in the wellness services they offer, which can impact seniors' ability to maintain social connections and an active lifestyle.

Families can advocate for better patient rights and the implementation of stronger wellness programs to help seniors thrive.

Continuity of Care in LTC Facilities

Research has consistently shown that seniors benefit from receiving care from familiar providers over a sustained period. Continuity of care reduces stress, improves emotional well-being, and fosters better health outcomes. However, frequent staff turnover, inadequate training, and time constraints make it difficult for caregivers to provide consistent, personalized care.

Advocating for stable staffing, better training programs, and clear care coordination strategies can help ensure seniors receive uninterrupted, high-quality care.

How Families Can Hold Elder Care Facilities Accountable

Advocacy is key in ensuring elder care facilities meet their obligations. Families must be active participants in oversight efforts to ensure their loved ones are receiving the best possible care.

Know Your Rights & Demand Transparency

Understanding provincial elder care laws and protections is critical. Families should familiarize themselves with facility inspection processes, staffing guidelines, and resident rights. They should also request access to their loved ones' care plans, medical records, and emergency response protocols.

Joining family advisory boards or attending advocacy meetings can provide opportunities to shape policies that impact seniors in long-term care settings.

Document & Report Concerns

When issues arise-whether they involve delays in care, neglect, medication errors, or unsafe facility conditions-it's vital for families to document everything. Keeping detailed records of incidents and submitting formal complaints to provincial health offices strengthens oversight efforts.

Families can also amplify concerns by raising awareness through advocacy groups or media channels, ensuring that issues remain at the forefront of public discussions.

Advocate for Policy Reforms & Stronger Protections

Beyond individual advocacy efforts, families can push for broader policy reforms. These include:

• Mandatory staffing minimums across LTC facilities
• Increased government funding for home care alternatives
• Stronger elder rights legislation to enhance accessibility and accountability

Petitioning lawmakers and supporting organizations dedicated to elder care advocacy can contribute to meaningful change.

Case Study: Family Advocacy Making an Impact

The Challenge

Margaret, an 82-year-old retired teacher, entered an LTC facility expecting attentive and compassionate care. However, within weeks, her family noticed troubling signs-missed medications, inconsistent meals, and a lack of engagement in programs. Margaret seemed withdrawn, and her health declined rapidly.

The Advocacy Effort

Her daughter, Lisa, documented instances of neglect and inquired about facility staffing levels. She discovered widespread shortages and a lack of continuity in care. Determined to push for change and reforms, Lisa joined a local advocacy organization, worked with other families to petition lawmakers, and engaged media outlets to bring attention to elder care concerns.

The Outcome

Due to public pressure, the facility made improvements, implementing better staffing protocols and enhanced engagement programs. Margaret's care improved significantly, and Lisa's advocacy efforts contributed to broader discussions on strengthening elder care regulations. Her story illustrates how family involvement can lead to systemic change, ensuring seniors receive dignified, quality care.

Recent Elder Care Reforms & Global Comparisons

Canada has made significant investments-$6 billion in elder care reforms aimed at enhancing oversight, improving staffing retention, and raising facility standards. Stricter regulations now enforce staffing minimums, enhance infection control measures, and improve hospital discharge processes. Despite these reforms, challenges persist, including continued staffing shortages and long LTC placement waitlists.

Compared to leading elder care nations like Japan, the Netherlands, and Sweden, Canada ranks lower due to inconsistent funding and accessibility disparities:

Advocating for national consistency in long-term care (LTC) funding, expanding aging-in-place options, and regular public reporting can help improve Canada's elder care system.

Families Drive Accountability in Elder Care

Caring for our aging loved ones isn't just about meeting medical needs-it's about ensuring they feel safe, valued, and supported. Families, caregivers, and policymakers all have a role to play in making elder care more transparent, effective, and compassionate. 

By staying informed, raising concerns when needed, and advocating for meaningful reforms, families can shape a system that respects and protects seniors. A commitment to better policies today helps build a future where every senior has access to the dignified care they deserve. When we work together, we make real change happen-one conversation, one action, and one policy at a time.

"To care for those who once

cared for us is one of the

highest honours."

Tia Walker

References

• Canadian Network for the Prevention of Elder Abuse -https://cnpea.ca
• Seniors First BC -https://seniorsfirstbc.ca
• Meals on Wheels Canada -https://mealsonwheels.ca
• Commonwealth Fund - Global Elder Care Rankings -https://www.commonwealthfund.org
• Health Standards Organization - LTC Reforms -https://www.healthstandards.org
• Government of Canada - Elder Care Policies & Funding -https://www.canada.ca/en/public-health/services/seniors.html
• Canadian Institute for Health Information - LTC Statistics -https://www.cihi.ca

• Healthy Aging: Safe and Supportive Care for Older Adults - A report by the Canadian Institute for Health Information (CIHI) discussing aging with dignity and the need for improved home and long-term care services.
• Public Reporting of Performance Indicators in Long-Term Care - A study from the Canadian Journal on Aging exploring the impact of public reporting on quality improvement in long-term care facilities.
• Safe Long-Term Care Act Engagement: What We Heard Report - A government report outlining consultations on improving long-term care services and the development of a Safe LTC Act.

• Canadian Nurses Association: Aging and Seniors Care - Discusses systemic challenges in long-term care, the impact of COVID-19, and recommendations for national standards in elder care.
• RTOERO: Why Older Adults in Canada Need Advocates - Explores the importance of senior advocacy, the role of independent advocates, and policy recommendations for improving elder care.
• Canadian Medical Association: Aging with Dignity in the Community - Highlights the need for better home care services, national standards for long-term care, and funding improvements to support aging Canadians.

We truly believe that the majority of staff members and volunteers are remarkable - they show up with servant hearts, ready to help, encourage, and love those around them. These people create safe, welcoming environments in our churches, schools, camps, and organizations. But even in the best communities, it's possible for someone unsafe to slip in unnoticed. That's why we need each of us - every amazing volunteer and staff member - to not only be safe themselves, and to care for the vulnerable, but to be alert for those who may be unsafe.

Let me share a story that has deeply stuck with me - one that drives home how powerful one person's care can be.

In a busy Orlando restaurant, a waitress noticed something strange: a young boy sat quietly with two adults and a little girl. He wasn't eating. He wore a mask and hoodie. The adults said he'd eat later, but the waitress noticed bruises on his face and arm.

She had a choice - to ignore her concerns or to act.

She wrote a note and held it where only the boy could see:

"Are you OK?"

The boy shook his head. No.

She wrote a second note:

"Do you need help?"

He nodded. Yes.

The waitress called 911. When authorities arrived, they discovered heartbreaking abuse - the boy had been beaten, denied food, and tortured. He was severely underweight and covered in bruises.

This story is difficult to hear - and yet, it's a stunning example of what it means to be a safe adult.

That waitress didn't save the world. She saved one child. But to that boy, that was the world.

And here's the truth: you - whether you are a volunteer or a staff member, have the same power! You are already trusted adults. You're already present in the lives of children, youth, and vulnerable individuals. And your presence, your attentiveness, your willingness to say something when something doesn't feel right - that can make all the difference.

We're not asking you to become detectives. We're asking you to be:

• Observant
• Empathetic
• Willing to speak up when something seems off

No fear, just love in action. Just people caring enough to notice. Just hearts tuned to protect.

It's not about suspecting everyone. It's about refusing to overlook the one who might be hurting in silence.

Let's be the kind of people who don't just show up - but who stand up. For safety. For compassion. For the vulnerable.

Let's be like that waitress - ordinary people, doing the extraordinary: paying attention, and taking action.

If you see something, please say it (share your concern and suspicion with your team leaders). Together, we will sort it out. The Duty to Report Child Abuse is a law that must be followed for the protection of our children.

Elder abandonment is a growing concern, often stemming from caregiver stress, financial strain, and emotional exhaustion. Without proper support, caregivers may find themselves unable to meet an elder's needs, leading to neglect or even abandonment. Fortunately, with early planning, government resources, and community support, families can prevent caregiver burnout and ensure their aging loved ones receive proper elder care.

Why Caregiver Burnout Leads to Elder Abandonment

Caregiver burnout occurs when the physical, emotional, and financial demands of caregiving become overwhelming. Key risk factors include:

• Lack of financial resources for senior care
• Limited access to respite care or elder support services
• Unaddressed caregiver mental health challenges, such as anxiety or depression
• Strained family relationships and conflict over long-term care decisions
• Lack of proper eldercare training for informal caregivers

Without proper intervention, overwhelmed caregivers may unintentionally neglect or abandon elderly relatives, leaving them vulnerable to social isolation, financial exploitation, and elder abuse.

How to Prevent Caregiver Breakdown: Strategies for Families

By proactively addressing caregiver stress, families can prevent elder abandonment and ensure seniors receive the long-term care and aging support they need. Here are five essential strategies to safeguard elder care:

1. Develop a Long-Term Care Plan

• Planning ahead prevents care crises and allows families to:
• Identify affordable senior housing and long-term care options
• Prepare legal arrangements such as appointing a power of attorney
• Establish financial strategies for assisted living or in-home care

2. Use Respite Care Services

Temporary relief services allow caregivers to take breaks, preventing caregiver burnout and elder neglect. Many provincial and nonprofit agencies offer short-term home care support, adult daycare services, and volunteer caregiving programs.

3. Access Mental Health Support

Emotional exhaustion leads to caregiving stress and elder mistreatment. Families should encourage caregivers to:

• Attend therapy or caregiver support groups
• Utilize stress management techniques for caregivers
• Seek mental health resources for elder caregivers

4. Explore Financial Assistance Programs

Many caregivers struggle with elder care costs, leading to neglect or abandonment. Helpful financial assistance options include

• Canada's Home and Community Care Support Services
• Government subsidies for assisted living and in-home care
• Nonprofit grants for caregiver relief

5. Establish Legal Safeguards

To prevent financial elder abuse, families should:

• Arrange a power of attorney for aging parents
• Utilize elder fraud prevention programs
• Work with legal advisors specializing in seniors' rights

Recovery Resources for Abandoned Elders

For seniors who have experienced abandonment, community and legal resources can help restore security and dignity. Key elder care services include:

• Emergency elder housing programs for abandoned seniors
• Canadian elder abuse prevention networks offering protection and legal aid
• Nonprofit organizations providing elder companionship and caregiving support
• Counselling services for elders experiencing social isolation and neglect

Case Study: Overcoming Caregiver Abandonment

After his 78-year-old grandfather, Elliot, suffered a stroke, Kyle stepped in as his informal caregiver. At first, he managed caregiving duties well, but financial stress and increasing medical needs caused him to emotionally shut down. One day, overwhelmed, he left without warning, abandoning Elliot entirely.

For weeks, Mr. Elliot suffered from elder neglect, malnutrition, and social isolation. Thankfully, a concerned neighbour contacted 911, leading to intervention. Through government-funded senior housing, Elliot found a stable home, emotional support, and renewed social connections.

This case illustrates that while caregiver abandonment is painful, recovery is possible with community intervention and elder care assistance.

How You Can Help Prevent Elder Abandonment

As a concerned citizen, you can support elder care and caregiver wellness in the following ways:

• Report elder neglect to local authorities, but only if the elder does not have the cognitive capacity to report on their own
• Support senior mentorship and community volunteer programs
• Advocate for increased caregiver financial assistance
• Encourage aging-friendly policies in local government

Even small actions can help ensure that seniors receive the dignity, care, and protection they deserve.

Final Thoughts: Ensuring a Future of Compassionate Elder Care

Communities, caregivers, and governments all play a crucial role in ensuring seniors receive the care and support they need. By committing to caregiver support, financial preparedness, and legal protections, we can help prevent elder abandonment and create a safer environment for aging loved ones.

If additional guidance or resources are needed, Plan to Protect® is here to help. We provide workshops, training, and educational materials to equip individuals and organizations with the tools to recognize and respond to elder abuse. Our Elder Abuse Awareness Kit offers practical insights for those working to safeguard seniors in their communities.

Together, we can build a future where older adults are valued, protected, and supported. If your organization or community could benefit from additional training, reach out-we'd love to help.

References

1. Canadian Network for the Prevention of Elder Abuse -https://cnpea.ca

2. Seniors First BC -https://seniorsfirstbc.ca

3. Meals on Wheels Canada -https://mealsonwheels.ca

4. Ontario Seniors Safety Line -https://www.eapon.ca

5. Alberta Elder Abuse Help Line -https://www.albertaelderabuse.ca

6. BC Seniors Abuse & Information Line -https://www.bcceas.ca/sail

7. Government of Canada - Caregiver Resources -https://www.canada.ca/en/employment-social-development/corporate/seniors/caregiving.html

8. Canadian Nurses Association - Long-term Care Advocacy -https://www.cna-aiic.caCanada's Home and Community Care Support Services -https://www.health.gov.on.ca/en/public/programs/ltc/home.aspx

In recent years, the Canadian Church has come under increased scrutiny regarding its response to allegations of child abuse and clergy sexual misconduct. These incidents are not only morally reprehensible and spiritually devastating-they also carry serious legal and financial implications. Churches are entrusted with the care of the most vulnerable among us. To honour that trust and walk in obedience to Christ, it is imperative that churches in Canada implement strong safeguarding protocols.

A Sobering Case Study

Consider the case of Father Brian Boucher in Montréal, Québec. In 2019, Boucher was sentenced to eight years in prison for sexually abusing boys over a span of 20 years. Reports indicated that concerns had been raised to church authorities on multiple occasions, but no decisive action was taken until many years later. The case not only highlighted failures in internal accountability but also underscored the lifelong trauma victims suffer. Civil lawsuits followed, and the Church's credibility was severely damaged. This is just one of many examples where the absence of proper safeguards allowed abuse to persist unchecked.

A Biblical Mandate

Scripture offers clear instruction regarding our responsibility to protect the vulnerable. Jesus' words in Matthew 18:6 are stark: "If anyone causes one of these little ones-those who believe in me-to stumble, it would be better for them to have a large millstone hung around their neck and to be drowned in the depths of the sea." The Church is called to be a sanctuary, not a place of harm.

In Micah 6:8, believers are reminded to "act justly and to love mercy and to walk humbly with your God." Justice includes protecting children, reporting wrongdoing, and establishing structures that prevent harm. Safeguarding is not just a legal obligation-it is a spiritual responsibility.

Legal and Insurance Responsibilities

Canadian law requires the mandatory reporting of suspected child abuse. Every adult in Canada, particularly those in positions of trust, must report reasonable suspicions to child protection authorities. This duty overrides confidentiality agreements and organisational hierarchies. Churches that fail to report abuse can be held legally liable.

Insurance companies are increasingly requiring churches to meet stringent abuse prevention standards before providing coverage for abuse claims. Since 1996 insurance companies in Canada have adopted an exclusion clause for abuse coverage. Failure to comply to the following standards limit a church's ability to qualify for abuse coverage and may result in denied claims or the loss of coverage altogether. Insurers demand evidence of:

• Documented safeguarding policies
• Clear definitions of abuse and the various categories of abuse and maltreatment
• Comprehensive screening, including background checks for all staff and volunteers
• Initial orientation and annual refresher abuse prevention training
• Appropriate protocols and procedures for supervision and interaction with the vulnerable sector
• Premises modified to mitigate the risk of abuse
• Compliance with legal requirements for reporting and responding to allegations and disclosures of abuse

Creating a Culture of Protection

Safeguarding is not simply about policies-it is about creating a culture where abuse is neither tolerated nor concealed. This includes empowering victims to speak up, encouraging bystanders to report concerns, and training leaders to respond with trauma-informed compassion and resolve.

Pastors and boards must take proactive leadership in prioritising protection, not just as a risk management strategy but as a gospel imperative. Abuse prevention is an act of love, justice, and obedience to Christ.

Help Is Available

The good news is that churches do not have to navigate these challenges alone. Trusted organisations exist to equip churches with the tools, policies, training, and support needed to achieve a high standard of protection. Partnering with experts who understand legal obligations, insurance requirements, and biblical principles ensures that your church can create a safe environment while staying compliant and proactive. Collaboration with safeguarding professionals helps lighten the load and build confidence in your ministry's ability to protect those in its care. It will also help churches stay abreast of the ever changing standard of care, expected of churches.

Conclusion

Canadian churches must do more than hope that abuse won't happen-they must actively work to ensure it doesn't. By implementing strong safeguarding protocols, meeting legal and insurance requirements, and adopting the high standards noted above, churches demonstrate a commitment to protecting the vulnerable and honouring God's call to shepherd His people faithfully.

This article was written by Dr. Melodie Bissell, Chair and Sr. Safeguarding Consultant at Plan to Protect®. Visit Plan to Protect® on the web at www.plantoprotect.com

Two Compelling Case Studies

Summer camp (either day camps or residential camps) has long been celebrated as a highlight of childhood. For many, it's a place of laughter, deep friendships, personal growth, and learning new skills... But for others, it's a place where painful memories were born-often in the absence of proper protections. As we reflect on two very different camp experiences, we are reminded of the sacred responsibility we carry to protect children and youth.

Case Study 1: The Best Time of Her Life

Emily, now in her thirties, still talks about her time at Camp Timber Ridge as "the best summer of my life." At thirteen, she spent two weeks surrounded by nature, engaging in deep conversations, making crafts, and kayaking on the lake. Her cabin leaders were fun, encouraging, and, most importantly, trustworthy.

"They took time to get to know each of us," Emily recalls. "One of them even helped me work through some stuff I'd been struggling with. I felt seen, safe, and supported."

Camp Timber Ridge had a strong culture of protection: staff were trained in child and youth safety, cabins had a two-leader minimum at all times, and there were clear protocols for supervision, bathroom use, and reporting concerns. Communication with parents was transparent, and leaders were held accountable through daily check-ins and ongoing oversight. For Emily, the environment fostered both fun and deep faith formation.

Case Study 2: When Camp Becomes a Place of Pain

In contrast, Alex's story is one of heartbreak. He attended a weeklong camp when he was twelve. It was marketed as a safe, adventure camp, but it lacked many of the protections necessary to keep children safe. Alex's counselor began grooming him with extra attention, one-on-one outings, and isolated conversations. By the end of the week, Alex had been sexually abused-an experience that took years to disclose and decades to begin healing from.

"No one ever noticed," Alex shared in a survivor support group. "I thought I was the only one, and I did something wrong. That shame followed me into adulthood."

Looking back, it became clear that the camp had a nonexistent abuse prevention program, minimum safeguarding training, no consistent supervision, and no safe reporting mechanism. Staff were hired based on personal relationships rather than thorough screening or reference checks from previous camp experiences... Though the camp's mission was strong values, the values were seldom tested, policies were never audited, and the lack of accountability and safeguards led to devastating harm.

What We Can Learn

These two stories illustrate a stark reality: the experience of summer camp, whether joyful or traumatic, often hinges on the presence or absence of intentional protection.

Emily's story shows what's possible when protection is prioritized. Safe camps are led by individuals who recognize the importance of accountability, establish clear boundaries, and commit to ongoing training. They don't just assume good intentions will be enough-they build systems that actively prevent harm.

Alex's story, painful as it is, offers a warning and a call to action. Even well-meaning camp ministries can become environments for abuse if there are no safeguards in place. The presence of faith-based programming does not exempt us from the need for rigorous protection standards.

A Sacred Responsibility

As those entrusted with the care of children and youth, we must do better. Abuse prevention is not just a legal obligation-it is a high calling. We are called to protect the vulnerable, reflect pure love, and ensure that our camps are places of healing, not harm.

With proper policies, screening, supervision, and training, summer camps can be places where memories like Emily's are the norm, and stories like Alex's become increasingly rare. Let's be intentional. Let's be prepared. And let's build camps that are not only fun and adventurous, but are truly safe!

Summer Camp Safeguarding Checklist

for Camp Directors

1. Policy and Procedure Review

• Review all safeguarding policies and procedures for current relevance and alignment with legal requirements and best practices.
• Update protocols based on lessons learned from previous years or incidents.
• Ensure policies include clear definitions of abuse, steps for reporting, and boundaries for appropriate behaviour.
• Confirm emergency response plans are up to date (e.g., missing child protocol, injury, weather-related emergencies).

2. Staff and Volunteer Screening

• Conduct criminal background checks for all new and returning staff and volunteers.
• Ensure vulnerable sector checks are completed where applicable.
• Require completed applications, reference checks, and interviews for ALL personnel.

3. Abuse Prevention and Safeguarding Training

• Provide mandatory training on abuse prevention for all staff and volunteers before camp begins.
• Include training on:
  • Recognizing and reporting abuse
  • Appropriate physical and emotional boundaries
  • Supervision expectations
  • Camp-specific safeguarding protocols
• Ensure documentation of attendance and completion of training is kept on file.

4. Qualified Staff for High-Risk Activities

• Verify that staff leading water-based activities, ropes courses, archery, or other high-risk programs have proper certification and training.
• Ensure first aid and CPR certifications are up to date for designated staff.
• Conduct risk assessments for each high-risk activity and ensure appropriate safety measures are in place.

5. Staff-to-Camper Ratios

• Review and confirm that staff-to-camper ratios meet or exceed legal and best practice standards for each age group.
• Ensure two-deep leadership is maintained-no staff member should be alone with a camper.
• Account for extra staff for high-needs children or campers with disabilities.

6. Parent Communication and Consent

• Send detailed information packages to parents outlining:
  • Daily schedules
  • Activity-specific risks
  • Safety protocols
  • Contact information
• Obtain written informed consent for participation in all activities, especially high-risk ones.
• Provide parents with a code of conduct and outline expectations for behaviour and discipline.
• Communicate your reporting and response protocol in the event of an incident.

7. Facility and Site Safety

• Conduct a thorough site inspection for hazards (e.g., sharp objects, poison ivy, loose boards).
• Ensure first aid kits are well-stocked and accessible throughout the camp.
• Test all communication equipment(radios, phones, alarms).
• Confirm safe and secure sleeping arrangements(with supervision protocols).

8. Daily Supervision and Monitoring

• Implement daily check-in/check-out protocols for campers.
• Monitor and document camper health concerns or behaviour issues.
• Schedule daily debriefs for staff to review concerns or incidents.

9. Incident Reporting and Follow-Up

• Review and distribute incident report forms.
• Ensure a transparent chain of communication for reporting suspected abuse or misconduct, sharing information on a need-to-know basis.
• Pre-identify a Designated Safeguarding Officer (DSO) or equivalent.
• Establish procedures for post-incident care, including support for victims and debriefing for staff.

10. Trauma-Informed Care

• Ensure staff are trained in trauma-informed practices, including how trauma may affect behaviour, communication, and emotional regulation in children.
• Promote compassionate, non-judgmental responses to camper distress or behavioural issues.
• Avoid re-traumatizing practices such as isolation, shaming, or excessive discipline.
• Provide safe spaces and trusted team members that campers or counsellors can go to if they feel overwhelmed or upset.
• Encourage consistency, predictability, and clear boundaries to help campers feel secure.
• Equip staff to recognize when a child may need additional support or a referral to a mental health professional.

A Glimpse into Caregiver Burnout: Megan's Story

Megan is a full-time remote worker caring for her mother, Esther, who has early-onset dementia. Esther is mobile but often confused, demanding attention throughout the day. With Megan's husband, Josh, working long hours as an electrician, Megan manages the entire caregiving responsibility often alone. Worried about elder fraud and security, Megan rarely leaves Esther alone. Meanwhile, she juggles responsibilities with her adult children and grandchildren, further stretching her emotional and physical limits.

Over time, stress builds-Megan struggles to sleep, loses patience, and begins forgetting essential tasks, including Esther's medication schedule. One evening, overwhelmed, Megan snaps at her mother, shocking herself. This moment of frustration makes her realize that caregiver burnout is real, and if she doesn't seek support, her own well-being and Esther's safety are at risk.

The Growing Demand for Caregivers in Canada

Canada's aging population has placed an unprecedented strain on family caregivers. With medical advancements extending life expectancy, seniors increasingly need long-term care for chronic illnesses, mobility challenges, and cognitive conditions like dementia.

Over 8.1 million Canadians serve as unpaid caregivers, balancing jobs, household duties, and elder care. By 2040, the number of adults aged 65 and older will exceed 80 million, intensifying the demand for family caregiving and professional elder care services.

Meanwhile, skyrocketing costs of long-term care facilities, nursing home shortages, and a preference for aging in place mean families must take on greater caregiving responsibilities. Unfortunately, many caregivers lack formal training or financial aid, increasing their risk of burnout, neglect, and unintended elder mistreatment.

What Is Caregiver Burnout? Recognizing the Emotional Toll of Elder Care

Caregiver burnout is a severe state of physical, mental, and emotional exhaustion that affects millions of family caregivers worldwide. It develops when caregivers overextend themselves, putting their loved one's needs before their own, without sufficient respite care, support, or resources.

The psychology behind caregiver burnout is rooted in chronic stress, guilt, and emotional strain. Many caregivers feel trapped in their role, fearing they must do everything alone or believing that asking for help means failure. This cycle often leads to depression, anxiety, and cognitive overload, impairing their ability to provide effective senior care.

Common Signs of Caregiver Burnout

Recognizing early warning signs is key to preventing burnout before it results in caregiver fatigue, elder neglect, or health complications.

• Chronic exhaustion - Feeling physically drained even after resting.
• Increased irritability - Losing patience with loved ones.
• Social withdrawal - Avoiding friends, family, or hobbies.
• Anxiety & depression - Experiencing hopelessness or emotional numbness.
• Forgetfulness & disorganization - Struggling with daily caregiving tasks.
• Physical health problems - Headaches, insomnia, high blood pressure, or frequent illnesses.

If left untreated, caregiver stress can negatively affect both the caregiver and the elderly individual receiving care.

How Caregiver Burnout Can Lead to Elder Neglect or Mistreatment

While most caregivers provide compassionate and dedicated elder care, extreme stress and exhaustion can lead to unintentional neglect, frustration, and even mistreatment.

Here's how caregiver burnout may contribute to elder abuse:

• Elder Neglect - Missing meals, medication schedules, hygiene care, or appointments.
• Emotional Detachment - Feeling numb, avoiding meaningful interactions with seniors.
• Caregiver Frustration - Reacting with anger or impatience during caregiving tasks.
• Financial Strain - Misusing elder finances due to economic hardship or poor planning.

Without intervention, burnout endangers both caregivers and seniors, leading to severe emotional and physical consequences.

How to Recover from Caregiver Burnout: Practical Steps for Resilience

If you recognize signs of burnout, it's time to prioritize your well-being. Here are proven strategies for caregiver stress management and recovery:

• Use Respite Care Services - Short-term home care help or senior daycare programs can provide temporary relief.
• Join a Caregiver Support Group - Connecting with others facing similar struggles fosters emotional healing and new caregiving strategies.
• Prioritize Self-Care - Eating nutritious meals, getting exercise, and taking mental health breaks improve resilience.
• Set Clear Boundaries - Avoid taking on more responsibilities than you can handle alone.
• Seek Professional Counseling - Therapy can help caregivers manage stress and emotions more effectively.
• Explore Government Caregiver Programs - Learn about financial aid, home care benefits, and workplace accommodations available to family caregivers.

Caregivers need to ensure they maintain their own health while providing care. Addressing caregiver fatigue involves receiving support, allocating sufficient time, and prioritizing one's own well-being. Remember, you can't pour from an empty cup; take care of yourself first.

Essential Caregiver Support Programs in Canada

Fortunately, Canada offers valuable caregiver relief resources to ease the strain of senior care responsibilities.

• Ontario Caregiver Organization - Provides mental health support, respite care services, and peer assistance for caregivers.
• Alzheimer Society of Canada - Offers educational guides, stress management tools, and specialized dementia caregiving programs.
• Canadian Public Health Association (CPHA) - Focuses on mental health awareness and caregiver wellness.
• Government of Canada - Caregiver Benefits & Support - Provides financial support, workplace accommodations, and home care assistance.
• Community Respite Care Services - Various provinces offer short-term caregiving relief through assisted living programs and senior support networks.

Taking advantage of caregiver support programs can reduce stress and prevent burnout, ensuring caregivers and seniors receive quality care.

You Are Not Alone: Caregiving Is a Journey, Not a Burden

Caregiving is one of the most selfless acts, but caregivers cannot pour from an empty cup. If you are struggling with burnout, anxiety, or emotional fatigue, help is available, and you deserve it.

Prioritizing your well-being is not selfish-it is essential for both you and your loved one.

You are doing enough. You are enough. And you deserve care, too.

References

1. https://alzheimer.ca/en/help-support/im-caring-person-living-dementia
2. https://www.cpha.ca/caregiver-burden-takes-toll-mental-health
3. https://ontariocaregiver.ca/
4. https://www.canada.ca/en/services/benefits/caregivers.html
5. https://www.betterhelp.com/advice/abuse/calming-the-storm-of-caregiver-stress-to-prevent-elder-abuse/
6. https://caremakers.ca/uncategorized-en/the-impact-of-caregiving-on-mental-health/
7. https://gritpsychology.com/understanding-caregiver-burnout-the-psychology-behind-the-struggle/

This past month, I was called in as an Expert Witness for a lawsuit of abuse that occurred 50 years ago. The standard of care in the 1970s was significantly less than it is in 2025. Remarkably, the organization was able to retrieve volunteer application forms, registration records of the children enrolled in the program, policies on volunteer recruitment and screening, and a code of conduct for engagement with youth. Even with this information in hand, there was not enough documentation to shift the responsibility from the organization. Fearing the worst outcome, the case was settled outside of court.

Would you be able to put your hand on this amount of documentation from the 70s? Most organizations would not be able to do this, but today there would be no excuse if a similar request was made.

Maintaining good documentation is an essential practice for any organization that wants to demonstrate due diligence and uphold its duty of care. Proper documentation not only protects organizations from legal liabilities, but also fosters transparency, accountability, and operational efficiency. It serves as a tangible record of policies, procedures, and actions taken to ensure the safety and well-being of individuals under their care including your volunteers and staff...

Why Documentation is Essential

1. Legal Protection and Compliance

Documentation acts as evidence in legal situations, proving that an organization took reasonable steps to fulfill its obligations. Without proper records, it becomes challenging to demonstrate compliance with insurance requirements, standard of care and good practices. Maintaining a history of documentation is needed to confirm that appropriate measures have been taken to prevent harm and mitigate risks.

Examples of documents to keep for legal protection and compliance

• • Insurance policies
  • Safeguarding policies and procedures
  • Registration and attendance records
  • Volunteer and staff files

2. Accountability and Transparency

Accurate documentation ensures that individuals and organizations can be held accountable for their actions. It provides a clear timeline of events, decisions, and procedures followed, reducing ambiguity and preventing misunderstandings.

Examples of documents to keep for accountability and transparency purposes:

• • Daily schedules
  • Case notes
  • Driving logs
  • Activity plans
  • Code of Conducts

3. Risk Management and Incident Response

In cases of allegations or incidents, well-maintained documentation enables organizations to respond effectively. It helps establish a clear picture of what occurred, who was involved, and what corrective actions were taken. This can be crucial in mitigating potential legal or reputational damage.

Examples of documents to keep for risk management and incident responses:

• • Informed Letters of Consent
  • Incident Report Forms
  • Substantiated and non-substantiated case files
  • Investigation outcomes
  • Care plans

4. Training and Continuous Improvement

Comprehensive records support staff training and continuous improvement efforts. Organizations can use documentation to identify gaps in policies and procedures, refine their strategies, and enhance overall safety and efficiency.

Examples of documents to keep for training and continuous improvement:

• • Training Records and certificates
  • Progressive Steps of Discipline
  • Professional development and certification records

Case Study: The Importance of Documentation in a Child Protection Case

In 2018, a youth organization faced similar allegations of negligence after a volunteer was accused of misconduct. The parents of a minor involved claimed that the organization failed to take appropriate precautions to ensure the child's safety.

However, the organization maintained meticulous documentation, including background checks, volunteer training records, incident reports, and communication logs with parents. These records demonstrated that the organization had followed all prescribed safety protocols, informed parents of the risks associated with the activities, and had conducted thorough screenings and provided abuse prevention training to volunteers.

When the case went to court, the documentation played a crucial role in proving that the organization had taken reasonable steps to protect the children under its care. As a result, the court ruled in favour of the organization, acknowledging its commitment to due diligence and duty of care.

Plan to Protect^® and our Partners Recommend Best Practices for Maintaining Good Documentation

• Standardized Record-Keeping:  Use consistent formats for incident reports, policies, and meeting notes.
• Regular Audits: Review policies and documentation periodically to ensure accuracy and compliance.
• Secure Storage: Protect sensitive records with appropriate security measures, including digital encryption and controlled access.
• Clear Documentation Policies: Train volunteers and staff on the importance of record-keeping and provide guidelines on what needs to be documented.
• Timely Updates: Ensure records are updated promptly to reflect the latest actions and decisions.

Conclusion...

Maintaining thorough documentation is not just a bureaucratic requirement-it is a fundamental aspect of demonstrating due diligence and fulfilling duty of care obligations. Organizations that prioritize good record-keeping are better equipped to protect individuals, manage risks, and uphold their ethical and legal responsibilities. As demonstrated in the case study, proper documentation can mean the difference between liability and exoneration, making it a crucial component of responsible organizational management.

Elder abuse within Indigenous communities is a grave but often hidden issue. Many elderly Indigenous individuals feel afraid or ashamed to report abuse, particularly when family members are the perpetrators. This abuse takes many forms, including spiritual, emotional, physical, sexual, and financial exploitation, all of which compound their vulnerability. 

The causes of elder abuse in Indigenous communities are deeply rooted in a combination of historical trauma and contemporary inequalities. The legacy of colonization, residential schools, and the ongoing crisis of Missing and Murdered Indigenous Women and Girls (MMIWG) have all played significant roles in fostering conditions that leave Indigenous elders exposed to harm. A lack of respect for oneself and for others is another factor contributing to these abuses, highlighting the erosion of traditional values and family structures over generations.

The Aftermath of Residential Schools

Residential schools were government-funded institutions that operated in Canada from the late 19th to the late 20th century. Their purpose was to assimilate Indigenous children into Euro-Canadian culture, forcibly removing them from their families and communities. These institutions erased Indigenous languages, cultures, and identities, often replacing them with feelings of shame and loss.

The disruption caused by residential schools had far-reaching consequences. Many survivors were left without the parenting and emotional skills necessary to maintain healthy family relationships. This has perpetuated cycles of abuse and relationship struggles across generations, leaving many Indigenous families fractured and hurting.

For elderly Indigenous survivors of residential schools, the scars of abuse, neglect, and cultural loss remain ever-present. Many carry deep feelings of guilt, believing they are to blame for their suffering, which only perpetuates the cycle of trauma. The intergenerational effects of these schools have led to heightened poverty, mental health challenges, and substance abuse in Indigenous communities, further compounding the issues faced by elders.

Additionally, the profound legacy of mistrust fostered by these institutions complicates efforts to provide support systems and elder protection for Indigenous individuals. Survivors and their families may hesitate to engage with institutions or authorities, fearing further harm or neglect.

The Crisis: Missing and Murdered Indigenous Women and Girls (MMIWG)

Another harsh reality facing Indigenous communities is the crisis of Missing and Murdered Indigenous Women and Girls (MMIWG). This epidemic highlights the disproportionate rates of violence against Indigenous women and girls, driven by systemic racism, colonialism, and social inequalities. The crisis has left families and communities devastated, with its impact reverberating across generations.

For elderly Indigenous individuals, the grief and loss of daughters, granddaughters, and other loved ones profoundly affect their mental health and emotional well-being. The loss of caregivers disrupts family structures and caregiving systems, leaving elders without essential care and support. Women often play central roles as primary caregivers and cultural anchors in Indigenous families; their absence leaves a void that is deeply felt by elders.

The ongoing crisis profoundly fuels intergenerational trauma, amplifying emotional and psychological challenges for elders. As knowledge keepers and cultural pillars, they carry the weight of these losses, often facing isolation and severe mental health struggles. The widespread violence epidemic further disrupts community network structures that elders traditionally rely on for vital support systems.

Adding to their hardship are significant economic challenges, where the loss of younger family caregivers heightens financial strain. Already burdened by systemic inequities, these setbacks jeopardize the financial security and well-being of elderly Indigenous individuals, deepening their vulnerability.

Mistrust in institutions, fueled by systemic neglect and racism, leaves elders hesitant to seek help or report mistreatment. This mistrust makes it even harder to address the challenges faced by elderly Indigenous individuals, who may already feel marginalized and unsupported.

Prevalence of Domestic Violence and Financial Abuse

Domestic violence and financial abuse are also significant issues for Indigenous elders in Canada. Studies show that they are disproportionately affected by violence and exploitation within their homes and communities. Dependency on caregivers, limited access to resources, and societal stigma often exacerbate their vulnerability.

Financial exploitation, in particular, is a growing concern. Perpetrators, often family members or trusted individuals, may exploit elders' financial resources, leaving them impoverished and dependent. This exploitation not only strips elders of their financial security but also their dignity and autonomy, leaving them feeling powerless.

The combination of these factors creates an environment where many Indigenous elders suffer in silence, unable or unwilling to seek help due to shame, fear, or mistrust in systems that have historically failed them.

Addressing the Challenges

Efforts to address elder abuse in Indigenous communities must be multifaceted and culturally sensitive, acknowledging the historical and cultural contexts that shape these issues. Effective interventions should include:

• Community-Based Approaches: Empowering Indigenous communities to develop their own solutions is essential. Traditional practices and values must be incorporated into support systems, ensuring they are culturally relevant and respectful.
• Raising Awareness: Public and community awareness campaigns can help highlight the signs of elder abuse and promote reporting mechanisms. This education can empower elders and their families to recognize and address abuse.
• Culturally Appropriate Services: Indigenous-led organizations and individuals who understand the nuances of historical trauma and cultural practices are best suited to provide support systems. These services must be accessible, inclusive, and tailored to meet the unique needs of vulnerable elders.
• Collaborative Partnerships: Working in partnership with Indigenous leaders, organizations, and communities ensures that approaches to elder abuse are relevant and effective. Collaboration builds trust and fosters long-term solutions.

The Path Forward

Ensuring the safety and well-being of elderly Indigenous people in Canada is a complex journey. It requires addressing both historical trauma and ongoing social inequities that compound their vulnerability. Public education, culturally appropriate support systems, and collaboration with Indigenous communities are critical steps forward.

Listening to the voices of Indigenous elders is essential. Their resilience, wisdom, and experiences provide invaluable guidance in creating solutions that honor their histories and traditions. Indigenous elders are cultural anchors and pillars of strength for future generations.

Through collective action and a commitment to justice, equity, and elder protection, we can address the impacts of residential schools, the crisis of MMIWG, and the broader issue of elder abuse. Together, we can foster a society that values, respects, and protects its most vulnerable members.

References:

https://afn.ca/rights-justice/murdered-missing-indigenous-women-girls/?form=MG0AV3

https://www.thecanadianencyclopedia.ca/en/article/missing-and-murdered-indigenous-women-and-girls-in-canada

https://www.canada.ca/en/crown-indigenous-relations-northern-affairs/news/2024/06/government-of-canada-makes-progress-in-addressing-the-calls-for-justice-to-end-national-crisis-of-missing-and-murdered-indigenous-women-girls-two-s.html

https://www.canada.ca/content/dam/canada/employment-social-development/corporate/seniors/forum/social-isolation-indigenous/social-isolation-indigenous-seniors-EN.pdf

https://www.theindigenousfoundation.org/articles/residential-schools-their-lasting-impacts

https://iasquared.org/2023/05/30/hidden-elder-abuse-in-aboriginal-communities/

https://nwac.ca/assets-knowledge-centre/Fact_Sheet_Root_Causes_of_Violence_Against_Aboriginal_Women-1.pdf

Do you know a senior suffering in silence?

Elder abuse is a silent epidemic that affects millions of older adults worldwide. It takes many forms-physical, emotional, financial, neglect, and even spiritual abuse. Often, it happens behind closed doors, making it difficult to detect and address. As a community, we have a collective responsibility to protect our elders, ensuring they receive the dignity, care, and respect they deserve.

According to the World Health Organization, one in six adults aged 60 and older experience some form of abuse. Sadly, many cases go unreported due to fear, shame, or the inability to seek help. According to research gathered through the Department of Justice Canada (2023), "about 45 percent of seniors report experiencing some form of abuse from the age of 65 on." Further research has indicated that "the overall prevalence of elder abuse in Canada is similar to the levels found in the United States." These statistics highlight an urgent need for increased awareness and proactive measures to safeguard our aging population.

At Plan to Protect®, we believe that prevention starts with education, policies, and community involvement. By implementing best practices, organizations and individuals can work together to create safer environments for seniors. Here are some ways we can take action:

1. 1. 1. Educate and Train - Churches, community groups, and caregivers must be equipped with knowledge on recognizing signs of elder abuse and how to respond appropriately. Training programs should include intervention strategies, reporting protocols, and support services.
   4. 2.Establish Safe Policies - Every organization working with older adults should have a clear abuse prevention policy. This includes screening volunteers and staff, implementing reporting procedures, and ensuring accountability at all levels.
   7. 3. Encourage Open Conversations - Elders should feel safe discussing concerns without fear of retaliation. Communities must foster a culture of trust and transparency where older adults know their voices matter.
   10. 4. Support Caregivers - Burnout is a leading cause of neglect. Providing respite care, mental health support, and education for caregivers can reduce stress and improve overall care quality.
   12. 5. Report and Advocate - If you suspect elder abuse, report it to local authorities or support organizations. Advocacy efforts, such as policy changes and public awareness campaigns, are crucial in strengthening protective measures.

By taking these steps, we can create a world where every elder is valued and protected. Let's break the silence, stand up for justice, and ensure that the golden years of life are lived in safety and dignity.

I feel your pain!  Twenty-five years ago, I was the Executive Director of a charity, and our insurance company notified me that they would not continue our abuse coverage as we were not meeting their requirements to qualify for coverage.  I can assure you that it was not due to a claim or any historical abuse that we were aware of, but it still concerned our Board of Directors enough that they asked me to prioritize the securing of abuse coverage. I was to report back to them in 30 days about my progress.  This event was a pivotal point in my journey and impetus for me to gain the knowledge and skills to raise the bar on safeguarding.  With focus and hard work, we were able to demonstrate we did qualify for coverage. 

I am a person of faith. However, many individuals may question why an organization (or myself) would operate out of fear and depend so heavily on insurance when faith is in play.

I believe that faith and trust are intertwined with wisdom and knowledge.  I trust God to protect my important work, but I also know that God has given me the wisdom and knowledge to take the necessary steps to protect the people and assets entrusted to me. I desire to be a good steward of those resources.  Insurance, in this context, is a tool that allows me to exercise that stewardship. 

But, what if hard work and determination to raise the bar on safeguarding is not enough to convince your insurance company.

It's not uncommon for insurance companies to exclude abuse coverage from policies. We often bring this to our clients' attention. Many churches, charities, and organizations may be operating without abuse coverage, unaware of the potential risks they face.  It's crucial to check with your insurance company and confirm you have this coverage.  Most organizations serving vulnerable populations should have $5M abuse coverage to protect against the potential consequences of not having it.

To secure adequate abuse coverage, organizations will need to qualify for it by demonstrating they have the following:

1) robust policies on safeguarding,

2) definitions of abuse and misconduct,

3) comprehensive screening of staff and volunteers,

4) annual training on safeguarding,

5) operational procedures to mitigate abuse,

6) modifying your premises to reduce the risk of abuse and

7) reporting and response protocols that reflect provincial laws. The duty to report child abuse is the most important law relating to child protection. 

Insurance companies may exercise their right to remove coverage when there have been abuse claims.  If you receive this news, it would be wise to pause your activities to determine the next steps and ensure everything is in place to reduce the risk of abuse before continuing the work with or without insurance.

If you lose coverage due to recent claims or historical abuse, it's a risk that many insurance companies will not want to take on. It would be a tremendous risk to any Board to proceed without insurance.  If you choose to proceed without insurance in place, we highly recommend you seek legal counsel and approval from your Board and members. Input from your legal team will provide the support and guidance to help you make informed decisions about your organization's future. 

Over the past twenty years Plan to Protect® has helped thousands of organizations qualify for and maintain abuse coverage. Call us today at 1-877-455-3555.

As I write this article, it is 6:00 a.m., and I am sitting in a guest house on the coast of Kenya. For the first time in six years our family has come together from our different corners of the world for a holiday.  Here I am grandmama, and mama!  Two names that I adore! Each moment with my family is precious.

The house is quiet, so I go outside to listen to the rooster’s crow and watch the sunrise from the East. Here, I am enjoying my favourite things to do: read, journal and pray!

In today's journal entry, I recount memories: things I felt I did right as a parent and things I wish I had known when my children were young.

When my son was born, I never wanted him to leave my side. I wanted to protect him from experiencing any hurt and pain. I remember a time when the doctor attempted to take his bloodwork. I winced in sympathetic pain, wishing that I could bear the suffering on his behalf.

A year later, we welcomed our first daughter into our family. She had two huge blue eyes, and we all fell in love with her. I soon found out that having one child feels like one, but having two feels like ten.  Despite my best efforts to protect her, we found ourselves in the hospital for eight surgeries on her ears, stitches and a broken bone. I’m sure my heart stopped the day I saw her stroller careen down the driveway and cross a busy road.  I am so grateful that although I was not able to protect her, an angel protected her on my behalf.

We finished off our family with a third child. She brought so much joy into our lives, but she too, suffered more trauma than any momma wants their child to bear. When she arrived, we knew then our quiver was full. 

As young parents, we did many things right. We taught our children:

1. to pray!
2. to believe in God!
3. to be lifelong learners.
4. to serve others and to give of themselves.
5. to love diversity, people, and food.
6. to be respectful to adults.
7. to be strong and courageous.
8. to stand up for the oppressed.
9. not to talk to strangers but to seek out help from another parent or a police officer.
10. a secret family phrase. (When there was a family emergency, I had to share the secret family phrase with a neighbour, who we asked to pick up the children from school.)

But, we  could not protect our children from all harm as much as we tried.

There are things that I now wish we had done differently and things that I wish we had known… 

1. I wish I had prayed more for my children.
2. I wish I had been more patient and kind!
3. I wish I had pursued not only being their parent but also a friend.
4. I wish I had talked less and listened more!
5. I wish I had taught them more about consent.
6. I wish I had known that friends, family, teachers, and peers could be as dangerous as strangers.
7. I wish I had known the indicators of abuse and could recognize them.
8. I wish I had known more about anxiety and mental illness.
9. I wish I had known the questions to ask when entrusting my children to the care of others.
10. I wish I had told them how beautiful and very special they are more often.

These are things that I also wish for my grandchildren. Thankfully, I think they are one step ahead of me. My daughters have taught my granddaughter a precious little song by Mother Moon. They sing it with her often.

I love my body from my head to my toes

I love my face, my eyes, my mouth, my nose

I love the way I look when I look in the mirror

I stand a little closer just to see a little clearer.

Who is that? It’s me

And I am looking good as good can be

So, what do I say?

I tell myself, I love me every day

Papa God made me, and he doesn’t make mistakes, no sir’e

*My daughter added this line.

Children are so precious, children matter. May our actions and choices make a difference in their lives.

Author: Melodie Bissell, D.Min.

Confronting AI-Generated Child Sexual Abuse Material

Science fiction is pretty annoying. It keeps coming up with new ideas, like AI, which then become reality and change the world for everybody. In many ways, AI promises to improve our world. In others, it brings new risks and threats. Typically, when Americans think “Threats from AI,” we think of science fiction scenarios involving rogue AIs and exploitive mega-corporations. But evil robots and syndicates aren’t the only ones able to exploit AI: child predators can too.

AI-Generated Child Porn

The name speaks for itself. An AI is trained—possibly using actual child porn, or using facsimiles—to create images of children in pornographic and sexually abusive situations. In one sense, the material doesn’t directly show actual children (the same way a drawing doesn’t). But in another sense, it does: the AI had to be trained using images it got from somewhere. And often there’s a victim involved in that process. Children’s faces from different contexts may also be appropriated.

Why is AI-Generated Porn Abusive?

This question is a bit like asking, “Why is murder wrong?” The idea inherently revolts our humanity. But rage and disgust are hardly appropriate legal metrics. AI generated child pornography promotes the sexual exploitation and objectification of minors. It doesn’t matter if those minors are real, child porn programs the brain of the consumer and potentially creates future child sex offenders. Tolerating AI child porn inherently pushes individuals and cultures towards tolerating pedophilia and normalizing child sexual abuse.1 This in turn creates a dangerous environment for children.

In fact, many child safety advocates note that the term “child pornography” minimizes what is actually happening. These advocates prefer the term “Child Sexual Abuse Material” (CSAM) to distinguish it from adult pornography. With adult pornography, regardless of morality, it’s theoretically possible to portray something non-abusive—for example, a monogamous married couple. This is a far cry from what happens in CSAM, where what is being portrayed is inherently abusive and evil. That’s why, morality and victimhood aside, adult pornography remains legal, while child pornography is a high crime: one is far worse than the other.

How is it “Worse”?

CSAM desensitizes society to the seriousness of child abuse. Any type of CSAM, including AI-generated, can be used to encourage sexual attraction to minors, perpetuating harmful behaviors and attitudes. Sexual predators frequently use child pornography to groom their victims and convince them that sexually abusive behavior is normal. In cases where the material is generated using real children’s faces, the children depicted may face trauma, shame, and harm even if they were not physically involved.

Psychological research shows that exposing children to sexually explicit material causes systemic, long-term harm. Exposure disrupts normal childhood development and makes children more vulnerable to predators and more likely to become predators. It encourages high risk and inappropriate behaviors and makes early intercourse much more likely. When sexual behavior is modelled from abusive behaviors, that in turn introduces an array of new dangers.

But it’s still worse than that. AI functions as a loudspeaker for content, making it faster and easier to distribute. AI generation amplifies the dangers of CSAM in the same way it amplifies any other kind of content.

Can This be Stopped?

Many countries—including the United States—have banned AI-generated CSAM

as it involves the sexual exploitation and abuse of minors. While the USA criminalizes any kind of CSAM—including drawings, cartoons, and digitally created content2—cartoon and AI-generated CSAM is rarely prosecuted.

And so, it falls to the private sector to combat AI CSAM generation. Stable Diffusion has been a longtime offender for nonconsensual nude pictures, both of adults and children. However, it claims to be making strides on better filters on its newer versions. Some of the new AI-image generators contain mechanisms to block CSAM, and early indicators show that closed AI models do a better job filtering dangerous content than open models.

Tech companies, law enforcement agencies, and advocacy groups are actively working to identify and remove such content from the internet. AI detection tools have been developed to help identify and report instances of AI-generated child pornography to authorities for investigation and prosecution. But this alone isn’t enough. The public needs to be aware and advocate to strengthen laws and regulations, close legal loopholes, and actually prosecute those promoting these images.

Parents Can Protect Their Children.

The most important role in protecting a child’s life is their parents. Parents can maintain open and honest conversations about online safety, digital boundaries, sexual morality, and appropriate internet usage. Parents can put controls on minors’ phones as well as technology devices in the home such as smart TVs, tablets, computers, and internet access.

Families can work with companies like Thorn, which uses technology to fight against CSAM. Thorn helps bring awareness to the issue, identify victims, and educate parents about how to best protect kids. Good blocking software is also available to block out sexually explicit content such as pornography; these are not always completely effective but are still worth having on home devices.

Social media use has increased visibility and created an unprecedented amount of access to minor content than ever before. Parents can protect their children by locking down social media accounts, being cautious about posting photos and videos of their children, and not sharing locations and information about their children. When it comes time for minors to have their own phones or devices, the devices can be limited, such as a safety feature limiting texts and calls to an approved list and blocking the Internet. When minors are old enough for their own social media accounts, parents should educate their children about possible dangers, monitor those accounts to ensure responsible internet usage is being followed, and encourage/enforce time limits for devices. 

Parents can make sure their local schools, churches, and ministries are up to speed on child safeguarding, with programs like Telios Teaches. Part of a child safeguarding policy should address online behavior and digital risks. Schools should not give children access to sexually explicit material and parents should be aware that some (usually public) schools do.

How Should Ministries Address This?

Ministries should have and enforce strict policies, banning AI-generated or any other child pornography, treating CSAM with zero tolerance like any other form of sexual abuse. They should do screening and background checks in hiring for potential red flags, introduce trainings and education on the dangers of porn use and CSAM, and place blocking software on all ministry devices. They should adopt and enforce robust child safety policies that consider digital access for kids and adults.

1 "Why Language Matters: Why We Should Never Use ‘Child Pornography’ and Always Say Child Sexual Abuse Material." NSPCC Learning, 30 Jan. 2023, https://learning.nspcc.org.uk/news/why-language-matters/risky-behaviour-young-people-experiencing-abuse

2 18 U.S.C. § 2256; 18 U.S.C. § 1466A

Because of the generality of the information on this site, it may not apply to a given place, time, or set of facts. It is not intended to be legal advice, and should not be acted upon without specific legal advice based on particular situations.

Provided by Telios Law. 

Psychological safety in churches, charities, and businesses is of paramount importance, as it creates an environment where your people feel comfortable expressing themselves, sharing ideas, and taking risks without fear of retribution or harm. Addressing psychological safety is an important component of safeguarding children, youth, vulnerable adults, paid staff and volunteers. 

Plan to Protect^® and Psychological Safety: It is vital to incorporate measures to protect against psychological abuse within your abuse prevention framework. Ensure that your policies and procedures explicitly address psychological abuse and emphasize that it won't be tolerated.

1) Understanding and Awareness: Recognize that your responsibility as a leader is to be aware of potential psychological hazards and risks within your organization. Understand the potential harm that can occur and the importance of preventing it. A significant aspect of awareness building is understanding the terminology and the indicators of the behaviour and harm that can occur. See below definitions of psychological abuse, emotional abuse, spiritual abuse and more.

Psychological abuse:  Psychological Abuse is the systemic destruction of a person’s self-esteem or sense of safety, often occurring in relationships where there are differences in power and control. It includes threats of harm or abandonment, humiliation, deprivation of contact, isolation and other psychologically abusive tactics and behaviours. A variety of terms are used interchangeably with psychological abuse, including emotional abuse, verbal abuse, mental cruelty, intimate terrorism, and psychological aggression. Also, when the abuse occurs in a residential care setting, it is often called systemic or institutional abuse. (Follingstad, D. & DeHart, D., 2000; Doherty, D. & Berglund, D., 2008)

Emotional abuse: “Emotional abuse is a pattern of behaviour that attacks a child’s emotional development and sense of self-worth. It includes excessive, aggressive or unreasonable demands that place expectations on a child beyond their capacity. Emotional abuse includes constantly criticizing, teasing, belittling, insulting, rejecting, ignoring or isolating the child. It may also include exposure to domestic violence.”  (Ontario Association of Children’s Aid Societies, 2017)

Spiritual abuse: Spiritual Abuse is the use of spiritual or religious language and/or beliefs to unduly influence and exert control over individuals, exploiting them for the apparent benefit of the organization or those in positions of greater authority.

Discrimination: Discrimination is differential treatment based on a personal characteristic which has an adverse impact on an individual or group. Examples of personal characteristics include race, ancestry, place of origin, colour, ethnic origin, citizenship, faith or creed, sex, sexual orientation, age, marital status, family status or handicap.

Discrimination robs people of their dignity and their ability to fulfill their capabilities. It is important to note that any person or group can discriminate, and any person or group can be the target of discrimination. 

Harassment: Harassment can be physical, sexual, verbal and visual, against an individual or a group. Whether intentional or not, harassment demonstrates a lack of respect for the dignity and character of its targets. There is no requirement that the victim formally object to the behaviour before it is considered a violation.

Toxic Employee: A toxic employee/volunteer can be identified by their overconfidence, self-centered attitudes, and lack of cooperation. They often disrespect co-workers and prioritize their interests over the team's. Their behaviour disrupts team dynamics, lowers morale, and hinders productivity.

Narcissistic Personality Disorder: A personality disorder characterized especially by an exaggerated sense of self-importance, persistent need for admiration, lack of empathy for others, excessive pride in achievements, and snobbish, disdainful, or patronizing attitudes

A toxic work culture: A toxic culture is a culture in which conflict is common, and the work environment is negative because of unethical behaviours, a lack of inclusion, and disrespect. Antagonistic, potentially abusive working relationships develop and cause good employees to disengage from their work and even leave the organization. Both employees and employers can be the cause of team members being distracted from the vision and mission of the organization. 

2) Policy and Procedures: Ensure that your organization has clear policies and procedures in place that address psychological safety. These policies should cover issues like bullying, harassment, discrimination, whistleblowing, and stress management.

3) Training and Education: Educate individuals in your organization to recognize and prevent psychological and spiritual abuse as part of a holistic abuse-prevention training program.

4) Reporting Mechanisms: Establish clear and confidential reporting mechanisms for individuals to report all abuse – psychological, spiritual, or emotional. We recommend a clearly articulated whistleblower policy that protects individuals from being penalized when raising concerns. 

5) Awareness Campaigns: Raising awareness about psychological and spiritual abuse is crucial. Create campaigns, workshops, or seminars to educate employees, volunteers and leaders about the signs of psychological and spiritual abuse and how to address it.

6) Regular Assessments: Conduct regular assessments and surveys to gauge the psychological well-being of your staff, volunteers, and members. Use this feedback to identify issues and make improvements. 

7) Support Systems: Provide trauma-informed support systems for victims of abuse. This can include counseling services, victim advocacy or access to resources that can help them cope with the effects of abuse.

8) Leadership Commitment: Encourage leaders to model the behaviour you want to see and hold them accountable for maintaining a safe and respectful workplace culture. This is essential to promoting psychological safety in your organization.

9) Crisis Response: Be prepared to respond promptly and effectively to crises or incidents that threaten psychological safety. Create a crisis management plan. If you don’t have one yet, check out our Crisis Response and Management course, or book a complimentary coaching call with us on this service.

10) Continuous Improvement: Regularly review and update your abuse prevention policies and procedures to stay current with best practices. Lori Adams-Brown in her recent A World of Difference podcast: Unlocking Psychological Safety by Empowering Diverse Individuals for Workplace Impact, encourages one-on-one conversations with your team members by asking three questions:

1. What do you love about working here?
2. What do loathe about working here?
3. What do you need to feel more empowered and successful? 

Remember, the work you do aligns with your faith and values, and promoting psychological safety is essential for creating a compassionate, respectful and safe environment. 

Check out Lori Adams-Brown podcast

where she provides additional tips on creating

a psychological safe environment.

I have spent much time over the last decade considering the term Duty of Care, as it relates to safeguarding the vulnerable sector. 

The concept of duty of care identifies the relationship that exists between two persons (e.g. two individuals, an individual and an organization) and establishes the obligations that one owes the other, in particular the obligation to exercise reasonable care with respect to the interests of the other, including protection from harm. The duty of care arises from the common law, as well as municipal, provincial, federal and international statutes. (Law.com)

Both organization (leadership) and the staff and volunteers have a duty to care for each other. 

Negligence is a breach of duty of care which results in loss or injury to the person or entity the duty is owed. Negligence usually includes doing something that an ordinary, reasonable, and prudent person would not do, or not doing something such a person would do considering the circumstances, situation, and the knowledge of parties involved. In civil liability (see tort), an aggrieved person or entity is entitled to claim damages in a court.

In May of 2014 Lorna Weafer was attacked by a black bear while working at Suncor Energy Inc’s base camp north of Fort McMurray.

Other workers who were with the 36-year-old tried to scare off the animal with air horns, but the noise had no effect.

At the time of the attack, there were mixed messages in the media, indicating that Suncor Energy did provide training and bear spray, however employees of Suncor Energy said they had never received wild life training or spray. 

After completing an investigation, media reported that Suncor Energy Inc. is now bringing in mandatory wildlife safety training for its oil sands workers in northern Alberta. 

 “I think that was the real wake up call for people working in industry,” said Kim Tichener, owner of Bear Safety & More.  She has offered wildlife safety training for nearly a decade.

“If you work in bear country you have to have bear safety training, have bear spray accessible and have the tools to keep bears out of facilities,” Tichener said. (Global News Calgary, November 18, 2014)

Suncor spokeswoman Sneh Seetal says the company reviewed its training practices following the woman’s death.  However, it took a tragic death for the training to become mandatory. The training was launched in 2015. In 2011, wildlife officers killed 145 black bears near the oil sands.  Should it take a tragedy in your own camp for you to make changes.  Can we not learn from tragedy that other’s experience?

This case study (true) provides us lessons on Duty of Care. 

The best place to communicate this mutual duty of care is in position descriptions. 

For example, the organization should provide every volunteer and employee a position description outlining what steps they are taking to demonstrate the care they will provide employees and volunteers within an organization. 

The position description or job description as some may call it should also spell out how a staff member or volunteer should demonstrate their duty of care to the organization.  Staff members and volunteers have rights, but they also have responsibilities.

To achieve a high standard of protection, Plan to Protect® believes organizations (in no particular order) have the following responsibilities in demonstrating their duty of care:

• Managing employee and volunteer recruitment, conduct and performance so as not to take reasonable responsibility not to put other’s in harm’s way;
• Committing to providing a safe and supportive environment for their staff and volunteers;
• Will act with respect of all personnel;
• Will act responsibly and with integrity;
• Providing mandatory training;
• Providing the tools and equipment needed to fulfil the role;
• Ensuring their practices include effective involvement;
• Establishing and communicating policies, procedures and parameters for engagement;
• Clearly communicating if insurance is in place that will provide protection against wrongful allegations of abuse, injury or harm;
• Providing suitable and safe premises;
• Recruiting staff and volunteers to meet ratios, not to overburden existing personnel;
• Not stand in the way or interfere when a staff member or volunteer feels they have a legal duty to report abuse;
• Providing ample notice when a staff member or volunteer is on duty;
• Providing an adequate system of supervision;
• To believe the best of their employees or volunteers unless history proves otherwise;
• Maintain documentation;
• Providing clear communication and employee/volunteer performance evaluations;
• Implementation of strategies to prevent bullying;
• Invest in their professional development; and
• Show appreciation.

In most cases an organization cannot delegate their duty to another party.

To achieve a high standard of protection, Plan to Protect believes staff members and volunteers (in no particular order) have the following responsibilities in demonstrating their duty of care:

• Being truthful on applications and interviews during the recruitment process;
• Will act with respect for the cause, the stakeholders, the organization and the community;
• Will act responsibly and with integrity;
• Disclose past criminal activity that involve a violent crime or a crime against children, youth and vulnerable adults;
• Update leadership on any changes that occur i.e. valid driving license, criminal investigations or convictions;
• Attend mandatory training;
• Communicate concerns regarding the safety of tools and equipment provided to fulfil the role;
• Keep things they learn during the course of their work assignment confidential unless required by law or leadership to disclose it;
• Adhere to policies, procedures and parameters of engagement;
• Arrive early to program when on duty and staying until all children, youth or vulnerable adults have been dismissed;
• Provide ample notice if they cannot be present when scheduled to be on duty;
• Provide written and oral communication to leadership anything that happens out of the ordinary during a program i.e. Incident Report Form;
• Disclose if they are not physically or mentally able to fulfill their responsibilities;
• Not post things on the internet which could harm the organization’s reputation;
• To believe the best of the organization’s leadership unless history proves otherwise;
• Fulfill their legal duty to report abuse;
• Raise concerns about safety issues; and
• Help the organization be successful.

These are not exhaustive lists.  However, they do demonstrate that both parties have a responsibility to care for each other. 

I don’t believe many of our organizations will encounter bear attacks, but we have heard of similar situations that happen at camps and overnight retreats.  Every organization will face its own type of tragedy, and unfortunately some of those tragedies lead to burnout, emotional hardship, injury, and even death. 

Together let us all raise the bar on protection and demonstrate our duty of care to each other.

Are you interested in learning more?  Check out these relevant articles and definitions.

Law.com 

Gosai Law 

Weir Bowen

The Role and Responsibility of Members at Large

 Over the last few months we have been unpacking the roles and responsibilities of individuals that sit on a Plan to Protect® committee.  If you missed the earlier segments, check out our blog for the

 This month we will end this series with the role and responsibilities of Members at Large, that sit on the Plan to Protect® Committee.

 Members at large, also known as at-large members, typically refer to individuals who are part of the committee but do not hold specific officer positions or titles. They serve as general members and often play important roles in decision-making, oversight, and providing diverse perspectives. Given your involvement with Plan to Protect® and your desire to prevent abuse, you might find it interesting to know that members at large can play a crucial role in ensuring accountability and transparency within organizations, especially those focused on abuse prevention.

 Their responsibilities can include:

Participation in Meetings: Members at large are expected to attend regular meetings, discussions, and workshops related to the organization's activities, goals, and initiatives.

Decision-Making: While they might not have specific titles, members at large are usually given the opportunity to participate in decision-making processes or influence of the content of policies and procedures. Their input is valued and can contribute to well-rounded decisions.

Representing Diverse Perspectives: Members at large often bring diverse viewpoints and experiences to the table. They can help ensure that decisions consider a wide range of factors and potential impacts. They may be students, parents, grandparents, or department heads.

Oversight and Accountability: They can help hold departments accountable to the policies and procedures by monitoring actions and ensuring the department volunteers and staff are complying to policies and procedures and aligning with the organization's mission, values, and goals.

Advocacy: Members at large can advocate for abuse prevention helping to address the challenges or obstacles that arise.

Feedback and Input: They provide valuable feedback and input on various matters, contributing to safeguarding.

Supporting Leadership: Although not in formal leadership roles, members at large can offer support and assistance.

Engagement: Members at large often can assist the Administrator with screening steps and the Trainer during a training event, etc.

Though Members at Large may feel their roles are small and insignificant on the committee, they can make such a difference in helping to spread the word of the importance of safeguarding.

How to be an AWESOME trainer in 5 easy steps

While the title of this article may be a little misleading – there are no guarantees that following these steps will make someone an AWESOME trainer – there most certainly are things that we can do to make us more effective and have a greater impact as we train our staff and volunteers in abuse prevention.

First, I must confess that when I became a certified trainer with Plan to Protect® in 2013, I was fairly certain that the company wouldn't be in business for long. I was confident that people would learn to do better through the training and would thus put this small company out of business in no time flat. I could not have been more wrong! Today, more than ever, we need to train people on abuse prevention and protection as child, youth, and vulnerable adult abuse reports seem to be multiplying exponentially! The work that our certified trainers do is critically important. It is thrilling to have people delivering our abuse prevention training worldwide! We should not be discouraged that things do not seem to be changing on a global level as we can be confident that we are making a difference in our own little corners of the world one training at a time!

The five things trainers can do to become even stronger and more impactful in their training are: 

1. Keep learning! I recently read a disturbing yet powerfully motivating book, "Unspeakable" by Jessica Willis Fisher. I also watched the movie "The   Sound of Freedom," which has rocked my world. Continuously incorporating new scenarios and stories into our training keeps us current and demonstrates to our students that these things are happening today. Continuous learning breathes new life into what we are doing – AWESOME!

2. Keep watching! Be involved in the goings on at your organization so that you can observe for yourself what works and what doesn't. If you see things that need to change or be tweaked or retaught, this is AWESOME!

3. Keep connecting! Be available to your volunteers and staff and ask them questions. Let them help you see how the policies and procedures impact the people that are carrying them out. Being there as a source of support and encouragement is AWESOME!

4. Keep recruiting! Safety is not one person's responsibility! Find other like-minded people to help with the training (make sure they get certified) and to keep working at ensuring the safety of everyone in your organization. Building a team is AWESOME!

5. Keep certifying! Our Train the Trainer certification is valid for three years. We recently added Train the Trainer Evergreen for those who already have their Train the Trainer Levels 1 and 2. Evergreen is receiving rave reviews!

We are truly thankful for the hundreds of Plan to Protect® certified trainers that are in the trenches working tirelessly to make the world a better and safer place. We consider our trainers to be one of the most incredible people in the world; they are truly AWESOME!

“This has been very insightful and is jam packed with information!” Roots Christian Homeschool

“You get very thorough information and I appreciate how the course is organized and well structured. I would recommend this course to any organization working with children/youth and vulnerable adults.” Strong Minds Strong Kids

“I really benefited from the comments from my practicum's coach.” Saddleback Church

We appreciate the dedication of Plan to Protect® Trainers. Every year we certify nearly 300-400 individuals to be qualified Plan to Protect® trainers. They attend our Train the Trainer Level One, Level Two or Train the Trainer Evergreen course. Certification is for three years. We recommend you recertify to stay abreast of changes in insurance requirements, best practices and legislation. We recommend recertifying to get the most updated Plan to Protect® training materials.

That’s right when an individual takes one of our certification courses to become a qualified trainer, they receive our PowerPoints, Instructor Notes, Student Notes, and creative training methods for both Plan to Protect® initial orientation training and refresher training. You will also receive similar but modified, creative content to deliver our Be A SuperHero Training (course for teens that work with children).

A qualified trainer will deliver training to leadership, volunteers and staff that work with or engage with the vulnerable sector. They are committed to training in a classroom setting to ensure comprehension and engagement with the material. Every Plan to Protect® Trainer provides abuse prevention, prevention, and protection (reporting and response) in their training. This formula elevates the content from just a list of do’s and don’ts to inspiring training that helps the learner understand the big picture. 

In our Train the Trainer course, trainers also have learned the value of providing an initial orientation training that is 2 – 2.5 hours long and annual refresher training that is 45-60 minutes long. One of the responsibilities of the trainer is to schedule the training throughout the year, anticipating times that work for the greater audience. The trainer has also learned the importance of maintaining good documentation, meaning taking attendance during every training. 

The benefits are many, both for the learner and the trainer.

“I learned so much in this training, I never knew abuse was so prevalent.”

“I am a victim and can’t tell you how much this means to me that you are training on this topic.”

“As a trainer I find opportunities throughout the year to post and send out tips, reminders and quotes, reminding our workers that we have chosen Plan to Protect® to be our safeguarding model because they communicate that these precious people matter!”

“I never want my team to complain about coming to my training, so I add new creative methods to deliver this important topic. I am so grateful for the courses I have received that have helped me become a better Trainer.”

“The feedback I received from my coach, and from my audience is affirming. I have learned so much as I sharpen my skills.”

For the very first time in my life, I attended a movie alone. I tried to bring someone along. I invited five different people, in fact. Finally, I resigned myself to the fact that no one else was interested, so I grabbed my box of Kleenex and watched what would end up being a life-changing film!

 Let me preface my review of this movie by saying I rarely go to the theatre. This is because I tend to be frugal, and I am pretty sensitive to watching sex and violence. Despite the fact that this movie deals with sex trafficking, the topic was dealt with respectfully. There are many scenes in which the viewer knows what is going on but is not expected to endure the horror by watching it. There was no gratuitous sex nor flesh, and while the alcohol flowed freely and cigar smoke filled the screen, these elements enhanced the story's tragedy for me.

 How did "The Sound of Freedom" impact me so profoundly? It served as a reminder that the lives of children worldwide often hold very little value except to be used and abused by evil humans. Adults are known to consume children in almost the same way as baby animals are by lions! Violently and without remorse. I didn't end up needing my Kleenex as I was left more angry than sad, and I have set out to learn more about how I can help free children from the clutches of those who prey on them. "The Sound of Freedom" was a clear call to action. I am confident that this would be music to the ears of those who created this profound production!

 We strongly encourage you to see this movie. We do not recommend it for children. Check out the official trailer by CLICKING HERE

Update:  October 26, 2023: Since posting this video, we have learned that Tim Ballard is being investigated for sexual harassment and misconduct.  This highlights the importance of screening and safeguarding, It also emphasizes the importance of taking every allegation seriously by engaging third-party investigations. We still believe the messaging in the film is critical, but we do not want to neglect the concerns regarding Tim Ballard.  CLICK HERE  to learn more. 

We are often asked the question, whose responsibility, is it? In our newsletters over the next few months, we will be offering a series on “Whose responsibility, is it?”  

Check out our blogs for the first two segments in the series:

1. The role and responsivities of the Board

2. The role and responsibilities of Senior Leaders and Staff.  

Hats off to Plan to Protect^®Administrators! You really deserve the summer off, but unfortunately you know as well as I do that September is coming and you must gear up for the on slot of a new team of volunteers and staff that need to be screened. 

There are five steps of implementing Plan to Protect^®:

1. Conducting a Risk Assessment

2. Preparing for and Establishing your plan: Professional Development and Policy/Procedure Writing

3. Implementing the plan by screening and training your volunteers

4. Maintaining your plan and your documentation

5. Leveraging your experience and raising the bar of protection even higher

If you have heard me speak of the five steps, you have heard me state that Step #3 is the most difficult and challenging step in the process. This is the stage where the Plan to Protect^® Administrator/Committee often gets push back, and will face obstacles. This is where the hard work is of identifying who all needs to be screened and trained and ensuring your volunteer files are in order. 

I do feel your pain! I have been there and done that. If you are a solo Plan to Protect^® Administrator and not working with a committee, the burden of Plan to Protect^® rests on your shoulders. 

As a Plan to Protect^® Administrator/Leader you will be responsible to administer, implement and maintain a strong abuse prevention program. 

Your role and responsivities include: 

• Uphold the standard of protection and abuse prevention that Plan to Protect^® recommends and the requirements of the insurance company; 
• Demonstrate an understanding of the value and importance of abuse prevention and vulnerable sector protection and disseminate that to volunteers and staff;
• Understand the legal requirements for reporting and responding to abuse of children and youth, and vulnerable adults, ensuring the organization adheres to those legal requirements;
• Assist and support volunteers and staff in reporting abuse
• Assist with the development and maintenance of your Plan to Protect
• policy, ensuring amendments are approved the Board
• Identify and develop a strong recruitment and screening process for volunteers and staff outlined by the policies and procedures

• Ensure a 6-month waiting period for newcomers
• Application
• Interview
• Reference Checks
• Police Record Checks
• Orientation Training 
• Sign a Covenant of Care
• Secure final approval from Senior Leadership

• Work with the Trainer and Department Heads to communicate the needs of screening requirements 
• Schedule Hall Monitors in conjunction with department heads 
• Ensure the Information Management System captures all the necessary fields necessary to track data needed for documentation management 

• Update and maintain personnel files
• Ensure volunteers and staff know when upcoming training dates are scheduled
• Assure personnel are up to date and current with their Police Record Checks
• In conjunction with leadership determine next steps for individuals that have red flags regarding

• Flagged criminal record checks
• Unfavorable references
• Lack of compliance with training

• Ensuring documentation is created, stored, protected, and maintained permanently
• Annually submit safeguarding budget needs to the Board for approval
• Prepare and submit an annual report 
• Prepare for and comply to annual policy audit (the Administrator should not be the one doing the audit)
• Stay current with Plan to Protect^® and your certification as a Plan to Protect^® Administrator
• Support the Crisis Response Team during a Crisis

The list is long. You will also see that this is not a role or project that you undertake and complete, rather it needs ongoing maintenance. Due to the learning curve, we recommend a three-year term of office. Truthfully, we recommend that a committee share the responsibilities of the Plan to Protect^® Administrator. If you are reading this and you are a Board Member or Senior Leader, please work with the Administrator to recruit and mobilize a committee to share the load. (More about a committee in an upcoming newsletter). 

If you are doing this role as a volunteer or just one segment of your portfolio on a staff team, you are our heroes! I truly believe you will receive extra jewels in your crown in heaven for the work that you do. 

Thank you so much.

We are often asked the question, whose responsibility is it? In our newsletters, we are offering a series on “Whose responsibility, is it?” Last month we focused on the responsibility of the Board, today we focus on Senior Staff Members.

My grandson is 2 ½ years old and lives in Kijabe, Kenya. My daughter had a sandbox made for him with cement walls and a wood cover. She reminds him often that the toys and sand must stay in the sandbox. The cover protects the sandbox from spiders, monkeys, and rain (Grandma doesn’t even want to consider the reality of snakes). As we learned last month, the role of a board is to establish parameters for staff and volunteers when interacting with the vulnerable sector. It is the responsibility of staff and volunteers to demonstrate they care for the organization by staying within those parameters and adhering to a code of conduct.

Here are six key responsibilities of senior staff members when it comes to Plan to Protect^®:

1. Lead by example and support the individuals who serve on the Plan to Protect^® committee. You can do this is by being the first one to submit to the screening process, sign up for training sessions, and comply with the policies and procedures. 

2. Be conscious of your own power differential and be very careful not to exert power, authority, influence, and control that will result in psychological, emotional, or spiritual harm. 

3. Be willing to step in if individuals are unwilling to comply with the policies and procedures, challenging them and exercising progressive steps of discipline as needed.

4. Hold staff and volunteers accountable to the policies and procedures, reporting significant breaches of those policies to the Board (as the risk of liability often falls on the Board). 

5. Find ways to influence your community to be a safe place (through announcements, newsletters, sermons, and town halls). Remind your audience often that you have a plan to protect the vulnerable sector.

6. Finally, avoid becoming a fallen leader yourself. 

The Board should provide effective governance when developing and implementing a plan to protect the vulnerable sector that the organization serves. This includes having clear and compelling documents concerning the structure, operations, and beliefs consistent with safeguarding children, youth, and vulnerable adults.

In North America, the standard of care calls for the Board and Leadership to oversee the protection as appropriate to their organizational structure. Since Board members are ultimately responsible for governing the not-for-profit, we recommend the Board delegate the oversight of safeguarding to a sub-committee of the Board.

We also know that insurance companies require that under the direction of the Board that policies be developed, approved, implemented, and periodically reviewed.

A common statement we hear from clients is, “One of our board members says it is better not to have a policy than to have a policy and not follow it!”

WRONG! Neither option is good or wise and certainly not what we would ever recommend. Today, there is NO EXCUSE for a Board member pleading ignorance! The Standard of Care in North America is well known for thoroughly screening volunteers with applications, interviews, reference checks, and background screening. The standard of care is providing policies and training to prevent harm and injury from happening. Not to do so, will not protect the organization from vicarious liability. 

However, having a policy and not following it will also put an organization at risk. Terrance Carter (Managing Partner with Carter’s Professional) states, “Board members should be aware that they could be exposed to personal liability if they permit their organization to work with children or other vulnerable persons where the Board has failed to implement an appropriate abuse prevention policy that has been customized to reflect the specifics of their organization. Failure to follow the protocol set out in the abuse prevention policy could also lead to liability, so it’s important that an organization that has the foresight to implement a policy also makes sure at the policy is strictly followed.”

Another responsibility of a Board is to approve motions that demonstrate that they are committed to safeguarding.

The following are motions a Board could consider:

Motion #1: Move to establish a sub-committee of the Board to oversee the development and implementation of Plan to Protect^® for safeguarding children, youth, and vulnerable adults. This sub-committee should be made up of no less than three people and should include representation from leaders within the organization, those who work with children, parents, and other stakeholders, a senior leader, and a member of the Board.  The sub-committee must ensure that they meet their insurance company’s requirements to qualify for abuse coverage and the standard of care followed by other similar organizations that serve the vulnerable sector. Once the sub-committee is in place, the first phase of responsibility is the development/updating of policies, procedures and forms that reflect all segments of the vulnerable sector that are served. The second phase would be the screening and training of volunteers and staff. The third phase ensures that all documents relating to the vulnerable sector are retained and stored securely.

Motion #2: Move that the safeguarding policies and procedures of the organization that will be approved by the Board include the following:

• Commitment to providing a safe environment.
• Declaration of zero tolerance for abuse, harassment, or neglect.
• Purpose statement being the prevention of harm of children, youth and vulnerable adults and the protection of personnel from false or wrongful allegations.
• Definitions of abuse.
• Robust screening and training of personnel including, but not limited to, obtaining
• Police record checks.
• Requirement for documented procedures including, but not limited to, registration, attendance, documentation management, appropriate touch and washroom guidelines.
• Elevated precautions for high-risk activities, including off-site trips, social media, photography, mission trips, small groups, retreats and conferences.
• Prohibited activities.
• Health and safety.
• Reporting and response of incidents of abuse.

Motion #3: Move to become a member of Plan to Protect^® to have access to updates, to the Plan to Protect^® manual, access to their professional development, training and resources, and to draw on their expertise and consult for issues that arise.

Motion #4: Move that annually there is the formation of an ad hoc sub-committee of the Board (or hire an external auditor) which conducts a yearly audit of the Plan to Protect^® policies. The responsibility of this sub-committee is to audit the compliance of the policies and procedures and to submit a follow-up report to the Board as to their findings and recommendations for changes to the policies or follow-up of areas of non-compliance. (For more information join our Special Interest Webinar on Thursday, May 11th at 12:00 pm EST).

Motion #5: Move that the Plan to Protect^® policies and procedures be reviewed every year and updated as needed.

Motion #6: Move to establish a policy that clearly states the parameters and restrictions for individuals who participate in our programs who are known convicted sex offenders.

Motion #7: Move that the Board establish and lead a sub-committee of no less than three people to establish a crisis management plan to be implemented if and when a critical incident occurs, such as an incident that could potentially bring harm or disgrace to the church or it’s reputation within the community, such as abuse, fatal or severe injury, embezzlement, etc

Motion #8: Move that the [name of the role, i.e., Executive Director, Senior Pastor, Chair of the Board] be the designated spokesperson for the media. In their absence, the [name of position, i.e., Lead Pastor, Chair of the Board] be the second person to be the designated spokesperson. No one else should talk to media on behalf of the organization or in their role as a staff member or volunteer. 

Motion #9: Move that the organization prioritize and adopt the best practices for data retention, back-up, data storage, privacy, including compliance with applicable statutes.

Motion #10: Move the approval of the Plan to Protect^® Policies and Procedures that have been customized for programs and events. Ensure all policies are in keeping with a high standard of safeguarding, legal requirements and insurance requirements.

Finally, the Board should be aware of any prior abuse allegations that may will help current leadership understand the risks and importance of safeguarding standards and measures. As an organization committed to safeguarding, the Board should reflect a commitment to healthy governance through a Board that regularly meets to address governance matters, is committed to governance training, and with Directors who each actively participate in Board meetings. The Board will maintain a commitment to overall good governance and has legal documents in place, including a Constitution, Bylaws, Statement of Faith and Beliefs, Code of Conduct, and Lifestyle Statement(s) related to its vision, mission and beliefs.

Board members operate as one voice, meaning exceptions to policies should be made by the Board as a whole, not just one or two individuals on the Board.

What am I doing to better myself?

 I don’t think you can watch a movie like Women Talking, read a book The Six Working Genius, hear these heart-breaking case studies without doing some navel gazing and reflecting on your own leadership style. I deeply desire to be a leader that is healthy and safe, that uses both positional power and personal power for good.

There are power differentials in all areas of our lives. Power in the right hands can transform culture, influence good, facilitate growth, and inspire others to greatness. Power in the wrong hands can belittle, silence, isolate, demean, and cause harm, injury and abuse. 

But how do we assess whether we are using our power to influence good or cause harm?

According to Dr. Ben Benjamin there are natural power differentials in many (but not all) relationships, including those between parent and child, teacher and student, employer and employee, and, of course, health care practitioner and clients. Parents, teachers, employers, clergy and health care practitioners have the more powerful positions. They are the authority figures whose actions, by virtue of their roles, directly affect the well-being of the other. The child, student, employee, congregant and client are in the more vulnerable position. In theory and ethical practice, the power differential exists for the purpose of bringing benefit to these more vulnerable individuals; that is, the child's well-being should be enhanced by a parent's care, the employee should benefit from the employer's management, and so on.

Cedar Barstow, states, “Because the power differential is role-dependent, it is easy to over-identify with (or get inflated by) this increased or enhanced power. However, it is just as easy to misuse this increased power by under-identifying with it. The central idea here is the necessity to understand and own your role power so that you can be conscious and informed.”

Here are ten questions to ask yourself as a leader?

1. 1. How much empathetic listening do I practice on a regular basis?
2. 2. What is my common response when individuals raise concerns or bring ideas to the table?
3. 3. What do I do with those concerns?
4. 4. What is my level of willingness to change?
5. 5. Who holds me accountable for my actions?
6. 6. Who is coaching me to be a better leader?
7. 7. What do I do with the feedback and coaching I receive?
8. 8. Who is seeking me out as a mentor?
9. 9. Do others feel safe around me?
10. 10. What am I doing to grow as a leader?

21. These are questions I ask myself often. I deeply desire to create a culture and be part of a community where those in leadership (including myself) role model excellence, integrity, goodness, and kindness while not being taken advantage of by others. I want to be part of the solution, not the problem as to how to address these harmful behaviours early in one’s appointment. I want to lead while also being a servant.  I desire to fulfil our vision and mission without causing emotional, psychological or spiritual harm. I am committed to holding team members accountable for their actions and outcomes, while raising a generation of leaders that are better versions than myself.

28. Today, I want to be a better version of myself. Even in my 60’s I want to continue to grow and learn and be a safe person.

31. How about you? Change starts with us …. how safe are you?

33. What gives me hope?

35. I don’t have to do this alone!  Whether we are victims of abuse, narcissistic leadership, domestic violence, bullying, spiritual abuse, there are excellent resources, training, friends, community agencies and faith that are available to plant seeds of hope in our lives. Lent is a time of waiting and anticipation. Waiting and hope brings healing. We don’t have to wait in silence. We don’t have to wait alone! I don’t do it alone, and I encourage you not to do it alone … if you have lost your hope, we encourage you to lean into this season and reach out for help.

A habit is an acquired pattern or routine behavior that when repeated consistently becomes almost involuntary. We are all creatures of habit. Perhaps you’ve never considered that most of what you do in a day consists of habits.

Much like good habits, which keep us focused, productive, and closer to our goals, bad habits can disrupt, waste time, and jeopardize the health and safety of your organization. The questions are, why do we continue to engage in bad habits? What can we do about them?

For organizations focused on improving child safety, bad habits are typically caused by two factors – false assumptions and pressure. Bad safety habits are often attributed to feeling overwhelmed, understaffed, and pressured to make a good impression or keep people happy by not inconveniencing them. Recognizing the cause of bad safety habits is essential to overcoming or replacing them with better ones.

Here are some of the worst child safety habits and how to change them.

1. Inconsistency in Following Established Guidelines– Inconsistency creates confusion, especially regarding child safety standards. Consistency, on the other hand, is a fundamental building block for developing trust and stability. People want clarity. They don’t want to wonder what rules apply to them or when and if they should be followed.

4. Replace the habit by always following your safety guidelines and requiring others to do the same. Make no exceptions, even for those with whom you are familiar. What is expected of one must be expected from all, even if it is inconvenient.

7. Making False Assumptions– False assumptions like the “It will never happen here mentality,” are passive behavior and will cause you to put your guard down and increase the chance of becoming a target for offenders. For example, thinking abuse could never happen in your organization, it only happens in places like X, or I know everyone – they’re friends, family, and people I see daily; all offer a false sense of security. You may know about people, but you don’t always know what goes on behind closed doors in people’s lives.

10. Replace the habit by proactively protecting the organization and consistently communicating your commitment to child safety. Again, be consistent no matter how well you think you know someone.

13. Not Screening Candidates– This can be attributed to the absence of resources, such as volunteers, money, time, or know-how. However, screeningprevents bad behavior and provides a layer of protection that eliminates easy access to kids. Without screening, it’s tough to know if someone should have contact with kids or if they have a criminal past.

16. Replace the habit by investing resources to get to know those applying to work directly with kids. Establish a comprehensive screening process, work to get leadership buy-off, and ask families, volunteers, and peers to help raise the visibility and importance of the issue.

19. Providing Minimal Education and Training– There is often a lack of trainingand education because of resource commitment, coordination of schedules, and a lack of information sharing. However, training and education are directly correlated to your organization’s success, volunteer longevity, and engagement with families.

22. Replace the habit by incorporating information sharing into weekly, monthly, or quarterly meetings, get-togethers, or executive sessions. If you can, form a training committee. They can help ensure policies and procedures are followed and everyone is on the same page.

24. Operating without a Child Protection Policy– The purpose of a CPPis to define how an organization intends to protect and care for the children it serves. Whether your organization is small or large, it is never a good idea to function without one. A CPP helps ensure everyone coming into contact with kids has been screened and has a defined set of working principles that minimize the grey area for interacting.

26. Replace the habit by updating an outdated policy or investing the resources to create a new one. No single policy works well in every situation. Each policy is unique and considers factors such as your organizational mission, size, facility design, priorities, values, and goals. 

28. Not Establishing a Check-In or Out Process– Secure children’s check-inis about more than just attendance tracking. Check-in equips you with tools that improve child safety, increase data accessibility, and connect you with families. Whether you use pen and paper or an electronic solution, specific tracking measures are necessary.

31. Replace the habit by instituting a check-in and out process that reduces risk and liability, provides health and safety information, and lets you know who should and shouldn’t be picking up the children. Learn more about using secure children’s check-in.

33. It’s easy to get caught up in bad safety habits, but being aware of them and working to replace them with better practices over time is the goal. You don’t have to tackle every habit simultaneously. Instead, start by thinking about the processes in a new way. By changing your thinking, you can change your environment, which ultimately will help change your habits.

35. This article was submitted by KidCheck. 

    This article was first published as a blog on the KidCheck website.

37. Click here and join us for a free product demo and learn more about secure children’s check-in benefits. Subscribe to the KidCheck Blog or join KidCheck on YouTube, Twitter, Facebook, Pinterest, and Instagram.

If you search the Internet for articles about signs of grooming, you will hear that everything from kids’ playing video games with their uncles to getting trips to the ice cream store can be signs of abuse.  I once had a staff member for one of my client organizations insisting that a father’s weekly lunches with his preschool daughter were “special attention” that signaled grooming.   The polite term for that reaction is hyper-vigilant nonsense — father-daughter dates are not grooming.

Yet, there is no doubt that grooming techniques can look a lot like good mentoring.  Establishing close relationships?  That’s exactly what we want mentors to do.  Help a child feel special?  Check.  Keep their confidences (in areas not related to health or safety)? Check and check.  So where is the boundary line between good mentoring and dangerous grooming?

It’s a complex question, but at its core, the boundary line seems to be boundary lines.  Predators will push the personal boundaries that all children need to be safe and independent.  Some predators will ask a lot of questions about a child’s romantic life — a topic that most adults find only marginally interesting.  Listening sympathetically while a child confides is one thing; asking a lot of nosy questions is pushing boundaries.  Briefly hugging a child who needs comfort is normal and positive; finding excuses for a “tickling game” usually is beyond healthy boundaries.  We can appreciate an adult who takes time out of their day to listen to a child.  An adult who seems to have no adult friends and spends all of his or her time with children will have trouble observing healthy adult boundaries.

The other thing unique to grooming is that the perpetrator will try to isolate the child from the rest of his or her community, whether physically or emotionally.  A bad actor will try to create opportunities to be physically alone with the child.  Watch for the difference between an adult (with healthy adult relationships) who babysits or carpools when asked and an adult who seems eager to create time alone with a child.

An abuser also will try to emotionally isolate a child, such as telling a child secrets or convincing him or her that “no one else understands you like I do.”  Again, there is a difference between allowing a child to confide in one — all children need to be able to confide in trusted adults without fear of ridicule — and telling a child that the other adults in his or her life just don’t understand.

Our organizations need policies to prevent this isolation.  Rules establishing clear boundaries for interactions are essential.   We also need to remember that social media makes it very easy for an adult to establish an emotionally close relationship without any other adult knowing about it.  Youth organizations need social media policies to try to combat that possibility, along with rules about in-person interactions.

Children need mentors, and they need trusted adults outside their family.  Those of us who work with children need to find a way to encourage healthy relationships with adults while being vigilant for signs of unhealthy relationships and grooming.  It is a difficult, but necessary, balance if we are to help children be emotionally healthy.

The Evangelical Council for Abuse Prevention was created in 2019 to provide awareness, accreditation, and resources in order to help Christian organizations that serve kids protect the vulnerable in ministry.  Our President, Melodie Bissell served on the Expert Panel that met together to draft the standards that evangelical churches and ministries should strive to meet to achieve a high standard of safeguarding. Visit ECAP on the web at https://ecap.net/about/

TORONTO, JULY 1, 2022, Plan to Protect^®, is pleased to announce that four organizations have been recognized for their outstanding achievements in meeting the HIGHEST STANDARD of safeguarding the vulnerable sector as outlined in the Plan to Protect Safeguarding Guide for Children, Youth and Adults. A Peer Review Panel evaluated their submissions demonstrating how they are meeting the high standard of protection that was presented.

The Plan to Protect^® Seal of Excellence program recognizes outstanding achievements by churches, charities, not-for-profits and businesses globally. Individuals representing a Peer Review Panel read through each submission in response to the 12 standards, assessing how strongly the organization demonstrated that they are meeting each standard. The 12 categories include Leadership Buy-In, Awareness of Abuse, Policy, Screening, Training, Operational Procedures, Facility, Documentation and Administrative Processes, Reporting, Response, and commitment to protection.

Melodie Bissell, President of Plan to Protect, stated, “On behalf of Plan to Protect and our Advisory Board, I am very pleased to present the Plan to Protect^® Seal of Excellence to four outstanding organizations that have demonstrated that they have met the rigorous standards and requirements of the program. In a world where abuse, sexual misconduct, and abuse of power is so prevalent, they are wonderful role models to other churches, schools and camps that desire to create safe environments.” 

The four recipients of the Plan to Protect^® Seal of Excellence include Muskoka Woods Camp (Huntsville, ON), Life of Victory World Outreach Centre (Victoria, BC), Society of St. Pius X (Toronto Priory, ON), and Calvary Christian School (St. Catharines, ON).

Chris Tompkins, Muskoka Woods’ Executive Director (Ontario) responded when hearing the news, “We are honoured by this recognition. Safety is our paramount goal as we welcome thousands of children from around the world annually. Our many years of partnering with Plan to Protect have enabled us to provide the highest assurance to parents as they entrust with their children. We are grateful for the recognition of the hard work all our staff and volunteers have done to achieve this high level of excellence.” Since 1979, Muskoka Woods has welcomed everyone to an experience of a lifetime. At Muskoka Woods, we believe that fun plus reflection equals confidence. Unlimited fun is delivered through our dedicated staff, top-notch facilities and 50+ activities. By encouraging youth to reflect and draw deeper meaning from fun experiences, we give them the confidence to shape their world. Safety First is their mantra. 

However, with any camp, there are occasions where a child discloses that they have been abused. When asked the question “How and when does leadership learn about abuse?” Diane Huff responded, “As soon as a staff member learns of abuse, he/she contacts our Summer Director immediately. This is not for affirmation as to whether or not to consult authorities, it is so that the staff member and the reporter can be supported throughout the reporting process. We report immediately. At times we have also reached out to Melodie at Plan to Protect for advice and support.”

When hearing of their achievement, Bonita Hannesson from Life of Victory World Outreach Centre Inc.  (British Columbia) said, “We consider it a special honour and privilege to be awarded the Plan to Protect Seal of Excellence and to work with Melodie Bissell, President & CEO, and the Plan to Protect Team.” This church rents a church building in Victoria on Vancouver Island. In response to how they secure leadership buy-in and ensure that safeguarding is a priority at the church they responded, “At Life of Victory World Outreach Centre, we have a team of three certified Administrator / Leaders and one Trainer that annually review our Plan to Protect^® Policies and present them to the board for approval once adjustments have been made.

Changes to the Plan to Protect^® Policies are made as we become aware of new legislation, best practices or the need to improve the wording. We review our policies and procedures annually to assure that we are abiding by them. This internal audit is done each fall and helps us identify necessary changes while affirming where we are doing well. Recently, one of our board members completed the Crisis Management and Response training which will help our church prepare for unforeseen circumstances that could draw public and media attention. Though we believe for the best we are preparing for the worst.”

St. Michael’s priory Society of St. Pius X is a religious community located in Ontario. St. Michael's Priory is a Traditional Catholic Community in Toronto. They celebrate daily Latin Mass, and offer all the sacraments according to the 1962 usage. Fr. Dominique Boulet not only oversees St. Michael’s priory, but he also has been assigned to oversee the Plan to Protect program for all of the priories across Canada.

Recognizing that it takes a team to achieve such an award he states, “I am thrilled by the Plan to Protect Seal of Excellence that was awarded to St. Michael’s priory – Society of St. Pius X. Let me thank our dedicated staff and volunteers who, on account of their teamwork and hard labour, deserved such award.” When asked why they believe they qualify for the Seal, Fr. Boulet responded, “With all humility, I firmly believe that, since the first contacts with Plan to Protect, back in 2012, our organization has been very serious in developing and implementing the Plan to Protect Abuse Prevention program. Moreover, our Policy was tested in real life three years ago when we had to report an incident of abuse. Both police officers and social workers involved in that case congratulated us for our serious and professional approach, and for the solution.”

Donna Jo Hewitt, full time teacher and Vice Principal well on her way to becoming a Safeguarding Professional said of Calvary Christian School, “we recognize that our students are treasures from God. As staff and volunteers, we are a reflection of God’s love to those in our care and we take our responsibility seriously. Our goal is to protect God’s plans and the destiny He has for each student, and to create an environment that is safe and secure so that they are able to grow toward the fulfillment of His plans. It is very honouring for us to be recognized for excellence in implementing Plan to Protect standards that help us to achieve these goals.” Though for a school, Donna Jo recognizes that achieving this level of safeguarding is not easy. When asked about obstacles they face or have had to overcome, Donna Jo responded, “Administratively, there is a lot of work involved in keeping everyone up to date in all areas of screening and training. Our staff is committed to taking the necessary time and giving the necessary energy to keep our level of protection in the area of excellence. People's busy lives and schedules and our need for volunteers could be a roadblock but we seek to do all that we can to make sure we overcome these obstacles by offering lots of training opportunities and directing them to Plan to Protect online resources if needed. We do not compromise our screening requirements no matter what!”

We congratulate these four worthy recipients of the Plan to Protect® Seal of Excellence. Each recipient will receive a banner, logo and certificate recognizing their noteworthy achievement that they can display for three years! They will be featured to participate in upcoming webinars and podcasts. Their best practices will be added to our data collection of best practices.  Access to this data collection of best practices is a Plan to Protect member benefit. 

Disclaimer: 

Our review and determination of the submissions were undertaken with great care.  However, we strongly recommend that participants, parents and caregivers do their own due diligence in assessing whether an organization is providing the standard of care they desire for themselves and their loved ones. The Plan to Protect^®Seal of Excellence is based on a set of questions, requiring organizations to demonstrate that they are meeting the rigorous standards. Achieving the standard does not guarantee that abuse, injury, or harm will not happen at the organization, nor does it ensure that the organization will qualify for abuse coverage with their insurance provider. Organizations are encouraged to seek out the legal requirements within the Province, Territory and State and seek out the requirements of their insurance company to qualify for abuse coverage.   Only recipients of the Plan to Protect Seal of Excellence may display the logo. They may display it for a term of three years upon signing the Logo Agreement.  

I hate writing the words, "another leader has fallen!"

However, once again, we hear of another leader that has committed sexual misconduct and harassment. Another leader has abused his power, influence, authority and control.

Will we ever stop hearing these stories? I wish the answer were yes, but unfortunately, we are unholy people, and in some way, we all succumb to our cravings and temptations.  However, where and when will this stop?  When will these abuses end? When will we say enough is enough? When will we learn? When will our sorrow turn into action?

I can remember a time in my life when a wise woman challenged me to count the cost of putting my wants and desires ahead of others. 

She shared the image of a beautiful egg that we want to cherish and hold on to and not let others even know about it. However, what we may not know is that within that egg is a deadly snake that will destroy not only the holder but everyone around us.

Once again, we hear of the damage that has been caused by the abuse of power. It is so senseless, so unnecessary, so sad! 

But, it is not time to point fingers!

It is not time to judge motivations and intent!

It is not time to cast stones!  

The Jesus I follow says, “you who are without sin, cast the first stone!”  

It is time to listen to all the parties!

Time to seek wisdom!

Time to show grace and tough love!

Time to discern what you hear!

Time to pray! (For everyone involved)

Time to weep!

Time to lament!

Time to be angry!

Time to serve those that are hurting!

Time to care and walk alongside the victim!

This journey for the victim, and for those involved will be a very long journey of healing. 

The question is asked, "what role does forgiveness play?"

You are responsible for yourself.  Ask yourself, "What wrongdoing did the party/parties do to me?" If the accused was someone you looked up to, your pastor, friend, mentor, and counsellor, then forgive the individual for their wrongs against you, but only when you are ready to do so.  

Forgiveness does not mean there will be no consequences for actions. If someone had a marital affair, there is a breach of trust in their marriage relationship that may last a very long time. If they abuse their position of power and influence, they must be subject to disciplinary steps. If they were well-respected leaders, it might mean they will lose their following.  

When a leader falls, this does constitute a crisis. When a leader falls through an act of sexual misconduct, harassment or abuse, there is a victim. The needs of the victim must take precedence. The demands and wishes of the victim must be considered and weighed carefully. Give voice to the victim! Don't silence the victim -- never battle secrecy with more secrecy! Being trauma-informed and victim-centric means not losing sight of the victim and their pain and potential triggers. 

If you are invited to, walk with the victim.  It has been a privilege for me to walk with a few of the most recent fallen leader. 

With so many fallen leaders in our midst and so many victim-survivors of abuse in our communities, it is crucial that organizations put safeguarding policies and procedures in place. It is crucial that we define terms like "abuse of power," "clergy abuse," "power differentials," and "sexual harassment."

Over the course of the next few weeks, we will continue the conversation.  We will also be highlighting the additions to our newest version of Plan to Protect: A Safeguarding Guide for Children, Youth and Adults (Church Edition).  CLICK HERE to reserve your copy to be shipped within the next 6 weeks. 

I believe that most of us have been challenged by the senseless deaths of those that have been victims of hate crimes and discrimination. We have been reminded of the bias’ that so many of us have, whether we know it or not. Most of my friends and family members have on their reading list a book about racial discrimination and inclusion. Is this just a fad or are we making significant changes to our communities to put into practice what we have read?

For some of us we may extend care to the person on the side of the road, but are we able to make sustainable changes within our organization to really welcome the person into our midst that is significantly different than we are?

Are you as challenged as I am when you read the passage in Matthew that speaks to caring for the stranger in our midst? Do you find yourself viewing the homeless person on the street in need of food, clothing, shelter, as the stranger that you passed by and did not welcome? 

"For I was hungry, and you gave me no food, I was thirsty, and you gave me no drink, I was a stranger and you did not welcome me, naked and you did not clothe me, sick and in prison and you did not visit me.’ Then they also will answer, saying, ‘Lord, when did we see you hungry or thirsty or a stranger or naked or sick or in prison, and did not minister to you?’  Then he will answer them, saying, ‘Truly, I say to you, as you did not do it to one of the least of these, you did not do it to me.’ "  Matthew 25: 42-45

I love the precious image of a young Caucasian toddler jumping up and down when she sees the UPS truck drive up to the house thinking it was her daddy coming home from work.  Dejected, she pouts and answers to her mom that it isn’t her daddy, as her daddy is bald, and this UPS driver had a full head of hair. She did not notice the colour of his skin (black), rather, only the amount of hair on his head.  If only we could all be so colour-blind!

Similarly, millennials who make up 75% of the workforce want a workplace that demonstrates diversity and inclusion.

However, with most leaders of organizations still being boomers and GenX there is still a significant gap in what we desire to be the norm and reality. Our hope is that these 12 characteristics of an inclusive and discrimination-free community will contribute to the conversation and challenge the reader.

1.  It has created space for a visibly diverse team. Leadership will speak often to the issue of discrimination and they role model, demonstrate, and celebrate this by ensuring their teams are visibly diverse.

2.  It creates space and the value and importance of distinct linguistic and cultural backgrounds for meeting the spiritual, social, and cultural needs of their people and believes that the community should do everything possible to make people of all cultural and linguistic backgrounds welcome.

3.  It creates and maintains a learning culture. Leadership has invested in professional development of the Board, staff, and volunteers on the prevalence of discrimination, and steps to prevent and respond to acts of discrimination.

4.  It lives its mission and core values. The vision, mission, values all support this commitment to celebrating diversity and equality.

5.  It has well crafted policies and procedures stating that there will be no tolerance for bullying, harassment, or discrimination. A whistleblower policy has been established so people within the community can raise their concerns about discrimination with a safe person that will take their concerns seriously.

6.  It understands the full meaning of discrimination. Discrimination is defined and communicated across the organization. The definition has not been modified to accommodate for discrimination of some people groups.

7.  It is well informed and strives to mitigate risk to the well-being of the organization. More controversial topics of discrimination have been discussed at the Board level, and leadership have consulted with legal counsel as to how to manage these areas within hiring practices including creed, gender equality, and gender identity.

8.  It is transparent. Leadership operates under transparent policies and positions meaning there are no hidden rules of behaviour that may be apparent to some groups and unknown to others.

9.  It swiftly deals with individuals that do not embrace the commitment and values of the organization. Progressive steps of discipline have been established to deal with breaches of policy and discrimination.

10.  It is a caring, respectful community. The organization believes that being intentional regarding diversity expresses a genuine care and respect for all.

11.  It accepts and embraces change. Change is inevitable. A discrimination-free community is willing to learn and grow, recognizing that current and past experiences and practices must be constantly reviewed and updated to meet the needs of the community in which we serve.

12.  It has a comprehensive and easily accessible system when conflict arises, to ensure conflict resolution is swift. It recognizes that conflict is inevitable in a complex multicultural organization, and it has procedures in place to address conflict in a non-confrontational manner that respects the dignity and confidentiality of all parties.

This is a conversation that we can’t let die. We must keep the conversation happening. I am sticking my neck out by even writing a blog on the topic, as I too have been accused of bias and discrimination. I have been overlooked for roles, responsibilities for being a woman. My children have been told they are not as intelligent as their Asian peers. I have been rejected while living in Europe for not being able to speak German or have been mistreated because someone viewed me as being an American and they quickly apologized when they learn I am a Canadian. However, I also know that I live with an abundance of privilege, as a Caucasian. I do not live daily with the same fears that so many of my friends of colour live with.

This list is as much for me as it is for you, my reader.

Lord, please keep us humble.

When we speak of abuse against adults, the topic is complex. What makes one vulnerable?      

According to Brene Brown, “To feel is to be vulnerable, believing that vulnerability is weakness is believing that feeling is weakness.      And like it or not, we are emotional beings: What most of us fail to understand, and what took me a decade of research to learn, is that vulnerability is the cradle of the emotions and experiences that we crave. Vulnerability is the birthplace of love, belonging, and joy.” 

We are created in God’s image, and He created us to feel deeply, to experience emotions, and to crave loving and nurturing relationships. 

Unfortunately, often at the most vulnerable points in our lives, we may be abused and harmed by others. It does not mean we are weak, rather that someone abused their position of power to cause harm. The harm committed by others can injure us physically, emotionally, mentally, and spiritually.      

When we began to expand Plan to Protect® to include adults, we initially thought of the vulnerability of the elderly and those with special needs.   We then saw the need to protect those who are newcomers to Canada, the influx of refugees to our country. More recently we have heard of the stories of fallen leaders that we once looked up to. Their misconduct was directed primarily to women whom they harmed spiritually, physically and emotionally. Their abuses of power deeply harmed the church. The list of fallen leaders is long and unfortunately, new names are added to the list annually. 

How do we combat and respond to abuse against adults?      

We begin (as always) by gaining insight and knowledge and awareness of the abuse of power, influence, authority and control. When that power is used to harm an individual and injure another, it is considered abuse. 

Awareness begins with understanding the definitions of the different forms of abuse.

Emotional and Psychological Abuse

Psychological Abuse is the systemic destruction of a person's self-esteem or sense of safety, often occurring in relationships where there are differences in power and control. It includes threats of harm or abandonment, humiliation, deprivation of contact, isolation and other psychologically abusive tactics and behaviours. A variety of terms are used interchangeably with psychological abuse, including emotional abuse, verbal abuse, mental cruelty, intimate terrorism, and psychological aggression. Also, when the abuse occurs in a residential care setting, it is often called systemic or institutional abuse.      

Spiritual Abuse

Spiritual Abuse is the use of spiritual or religious language and/or beliefs to unduly influence and exert control over individuals, exploiting them for the apparent benefit of the organization or those in positions of greater authority.

Financial Abuse

Financial abuse is the illegal or unauthorized use of someone else's money or property. It includes pressuring someone for money or property.      

Neglect

Neglect is not meeting the basic needs of the individual that is dependent on you.

Active(intentional) neglect: the deliberate withholding of care or the basic necessities of life from an older adult/vulnerable adult for whom one is caring.

Passive (unintentional) neglect: the failure to provide proper care to an older adult/vulnerable adult due to lack of knowledge, experience or ability, or due to being unaware of how to access local services.

Physical Abuse/Assault

Physical abuse is any act of violence or rough handling that may or may not result in physical injury but causes physical discomfort or pain. Physical abuse can be: punching, kicking, shoving, shaking, hitting, slapping, poking, burning, pulling hair, biting, pinching, arm twisting, spitting at someone, confining or restraining a person inappropriately.

“This may include the inappropriate and/or unwarranted use of physical or chemical restraints.

Sexual Abuse

Sexual abuse, also known as sexual assault, is defined as an assault of a sexual nature that violates the sexual integrity of the victim. The Supreme Court of Canada held that the act of sexual assault does not depend solely on contact with any specific part of the human anatomy but rather the act of a sexual nature that violates the sexual integrity of the victim.

Sexual Harassment is a form of sexual abuse.

Organizations would benefit from defining abuse and raising awareness of abuse within their policies, procedures and training.

All human beings are susceptible to abuse one way or another. How then does one best face and respond to their own vulnerability to danger and harm?  We believe it is by one's ability to resist or flee physical or emotional danger. However, for too many, that is not possible. Is it not then critical to have a community that will stand in solidarity with the vulnerable, for that community to be watchful and bold, for that community to be proactive to prevent abuse from occurring, and for that community to be swift in responding to abuse?

May this be reflective of all of our communities!

Victims often stay silent about their abuse. They may fear they will not be believed, or fear further abuse from the offender. Too often we hear that the blame for the abuse is placed on the victim rather than the offender.

Statements like these fall under the term victim-blaming:

• “She was flirting with him!”
• “He is known to be a liar.”
• “What was she thinking would happen if she dressed that way?”
• “He has chosen an alternative lifestyle and brought it on himself!”

We want to strongly caution you against approaching any reports or concerns of abuse from that perspective. Instead, we encourage you to appoint an individual to be responsible for receiving reports that will advocate for transparency and truth and also to be an advocate for the victim. 

On occasion, allegations of abuse may be found to be false. It is always our hope that that is the case. However, most allegations of abuse are found to be true, or there is some element of truth to them. It is always best to be seen as a safe person receiving the report and responding with care, empathy, and willingness to listen and respond.

Victim blaming is a devaluing act that occurs when the victim(s) of a crime or an accident is held responsible — in whole or in part — for the crimes that have been committed against them.  Another way to understand this is that victim-blaming occurs when the victim of a crime or any wrongful act is held entirely or partially at fault for the harm that befell them. The study of victimology seeks to mitigate the prejudice against victims, and the perception that victims are in any way responsible for the actions of offenders.

When it comes to children or youth, they are never to blame for the abuse that robs them of their innocence. They are not at an age that they can make decisions regarding sexual acts or behaviour directed their way by an adult or someone in authority or control. They may be flattered by the attention, but that does not mean they are to blame.

There is also a greater understanding now of the influence of individuals in a position of power, influence, authority, and control. For this reason we recommend that all staff, volunteers and leaders sign a Code of Conduct spelling out their duty of care and the expectations for their interaction with those they care for.

We caution you against victim-blaming as it perpetuates the cycle of violence. Survivors who internalize blame tend to feel deep shame. They hold themselves accountable for their abuse and are less likely to report it. This is particularly true for people who come from marginalized populations.

Victim-blaming is often associated with psychological and spiritual abuse.

Therefore, we encourage you to:

• Approach all incidences of abuse with an open mind, eager to discover what occurred and to hear what transpired. “I am so sorry this has happened, please help us understand what happened.”
• Challenge victim-blaming statements when you hear them.
• Do not agree with abusers' excuses for why they abuse.
• Let survivors know that it is not their fault.
• Hold abusers accountable for their actions: do not let them make excuses like blaming the victim, alcohol, or drugs for their behaviour.
• Report all child abuse to child protection agencies.  Leave the investigation to the professionals.
• Encourage a third party to investigate incidences of sexual harassment and crimes against adults.
• Cooperate with the investigations.
• Document everything.
• Avoid anything that would appear as if you do not believe the victim or from adding further trauma to the situation.
• If you can’t advocate on behalf of the victim, then find someone that will. 

When did policies become a thing to be broken?  

When were policies ever communicated that they were only guiding principles, or for that matter, suggestions to be broken?  

 Why do we laugh at the phrase, "It is better to say you are sorry than to ask permission?

 According to Terry Carter, Carter's Professional Association, "Board members should be aware that they could be exposed to personal liability if they permit their organization to work with children or other vulnerable persons where the board has failed to implement an appropriate abuse prevention policy that has been customized to reflect the specifics of their organization. Failure to follow the protocol set out in the abuse prevention policy could also lead to liability, so it's important that an organization that has the foresight to implement a policy also makes sure the policy is strictly followed."   

I am a bit stymied by a change I have observed over the last decade that challenges the rights of Board members, leaders, and employers to hold individuals accountable for their actions when there is a contract, Code of Conduct, and policies in place. I have heard stories from many leaders who say they are experiencing increased anxiety, spending an inordinate amount of their time reminding personnel of policies and procedures that have been willfully broken. 

Churches, charities, and organizations can be held vicariously liable for the actions of their workers. The best line of defence against vicarious liability is to screen and train your workers and to hold individuals accountable for their actions.  

The church, charity, not-for-profit or workplace has a duty to care for their employees and volunteers. An organization demonstrates its duty of care by screening its workers and putting policies and procedures to ensure consistency and equality for all. There should also be open communication and accessible tools to complete the task given. When the need arises, leaders should be willing to provide reasonable accommodations to meet personal and family needs. Reasonable accommodations (requires a balance between an employee's rights and the right of an employer to operate a productive workplace), so long as it is not a hardship on the organization. 

Whether in the workplace or within your place of volunteerism, personnel have a duty to care for the organization. That duty includes but is not limited to the adherence to the organization's policies and procedures and submitting requests in writing for modifications to their schedule and contract. Workers should lookout for the best interests of the organization. 

As an employer and Board member, I hire for and expect three things from my employees and volunteers: 1) Competence: Can the worker do the task they were hired to do? 2) Chemistry: Do they work well within the culture of the organization and the team we have? 3) Character: Do they strive for excellence and model integrity, and do they demonstrate they care for the organization and our mission by following the policies, procedures and lifestyle stated by the leadership?

There will always be times individuals will disappoint you, and there will be times when the leader responds in a manner that is not noble. However, this should not be the norm, nor should we allow or tolerate insubordination and consistent breaches of policies. 

One of the most challenging tasks of a leader is to confront a team member when there has been a breach of policies and procedures. Having to administer progressive steps of discipline often causes anxiety and unnecessary angst. However, we are not truly leaders until we lead by example and hold people accountable for their actions.  

Creating a culture of goodness requires both the leader and the employee/volunteer to demonstrate care for each other. 

A “Speak Up” culture improves child safety and provides an excellent opportunity to create a safe and welcoming environment. It encourages staff and volunteers to raise concerns about illegal practices or policy violations without fear of getting in trouble or experiencing retaliation.

A “Speak Up” culture positions organizations to address any issues that can decrease safety for kids and youth. It is a proven standard of care that reduces risk and increases accountability. An effective “Speak Up” culture begins at the top and requires senior leadership to commit to establishing a policy that fosters transparency, encourages open dialogue, and demonstrates a commitment to being proactive rather than defensive.

Here are several ways to develop a “Speak Up” culture in your organization.

• Encourage staff and volunteers to raise concerns and report issues early. Early reporting helps resolve issues more efficiently.
• Provide a process with safe and structured channels for reporting.
• Make reporting easy and confidential. Pledge to protect those who come forward.
• Have a defined reporting structure. Usually, people will report first to the supervisor or a team lead.
• Educate managers and team leads on how to respond constructively to a report. Everyone should have a reporting channel in which they trust.
• Provide a fair evaluation.
• Commit to an effective resolution of concerns.
• Establish a commitment to a “No Retaliation” policy.
• Follow through and fairly address issues quickly and without bias or retaliation.
• Seek the input and involvement of staff, volunteers, and senior leadership to design and implement reporting channels and support programs.
• Learn from system failures and work to do better.
• Respect confidentiality and anonymity.

Each of these is an excellent organizational practice that is adaptable to meet an organization’s unique requirements. If resources are an issue, use outside support for audits and investigations, which will increase trust in the overall process. Ensure your program is working by offering confidential surveys or feedback loops, interviews, and assessments. Make sure each policy falls under the legal requirements for your area.

For additional safety resources, join our growing social community. You can subscribe to the KidCheck Blog or find us on  YouTube, Twitter, Facebook, Pinterest, and Instagram.

Click here to see first-hand the benefits of using secure children’s check-in to attract new families, improve child safety, and manage your child and youth organization more effectively.

Permission granted to Plan to Protect® to repost. We are grateful for this post.

How a "Speak Up" Culture Improves Child Safety
Written by KidCheck; Posted with Permission

Organizations dedicated to children and youth have an excellent opportunity to create a safe and welcoming environment by fostering transparency and encouraging open dialogue between leadership, staff, volunteers, and families.

Encouraging stakeholders to come forward with questions, comments, and concerns, illegal practices, or policy violations, lays a foundation for accountability and better positions organizations to address any issues that can potentially reduce safety for kids and youth. This is a “Speak Up” Culture.

The “Speak Up” culture enables volunteers and staff to raise any concerns without fear of getting in trouble or retaliation. It requires senior leadership to commit to setting policy that supports people who choose to speak up, offers a well-defined reporting process, and demonstrates a commitment to being proactive rather than defensive.

Fear Not

Sharing concerns, harassment, or policy violations often strikes fear into the hearts of those considering coming forward, even with an “open door” policy in place. What must accompany the “open door” policy is a commitment to no retribution, this should be the standard. There are federal laws to protect those who come forward with credible information specific to the organization.

Be sure to research your state’s legal protections for those coming forward with information, as the appropriate policies differ state-to-state.

The Reporting Process

The reporting process should be clearly defined and shared during onboarding and routinely discussed in staff meetings and personal evaluations. Training programs should ensure staff, volunteers, and families know their rights and understand the obligation to act.

Board members should receive routine updates on any reported issues, retaliation incidents, and program results.

The Benefits

The benefit of creating a “Speak Up” culture is that as a leader, you cannot be everywhere at once, which means the likelihood of you seeing everything going on in your organization is small. With a “Speak Up” culture, you can focus on collaboration and transparency, which are proven to reduce the rate of incidence, improve safety and increase accountability, all of which directly relate to improving child and youth safety.

For additional safety, resources join our growing social community. You can subscribe to the KidCheck Blog or find us on  YouTube, Twitter, Facebook, Pinterest, and Instagram.

Click here to learn more about the benefits of secure children’s check-in and how it can help your organization attract new families, improve child safety, and balance workload.

Permission granted to Plan to Protect® to repost. We are grateful for this post.
 

Sources:

https://www.whistleblowers.gov/sites/default/files/2016-11/WPAC_BPR_42115.pdf

https://www.councilofnonprofits.org/

We can do better!  We must do better!

I woke in the middle of the night!  My heart was heavy … I could not sleep!  So, I put the tea kettle on and I decided to catch up on my reading.

• I reread a draft of an article on Lessons Learned from Fallen Leaders.
• I read an email that had just come in – An Open Letter to Victims of Clergy Abuse! 
• I turned my attention to social media, where I read a flurry of social media posts criticizing leaders for their response to allegations of abuse. 
• I read of a series of incidences of abuse within the cheer industry.
• I read the results of the investigation into allegations against Ravi Zacharias.

As a person of faith, I find comfort in reading the Psalms and Proverbs – but even there I read of oppression, plagues, abuse, the burden of suffering due to poor choices, and the enemy pursuing his victim and overcoming him.  The folly of one’s ways. 

When I read, I am challenged … provoked to be better … to do more … to feel deeply about the hurts and pains of this world. 

Are you challenged when you read these accounts?  Or do you just shake your head and criticize the offenders. 

Is there anything that incites you and fuels your passion to do more, to be better yourself?

I will continue to read.  I hear the words of my father in my head, “There is no retirement when there is so much more work to be done and lives to be touched.”  My father passed away at 87 years of age, having just returned from a Missions trip to Eastern Europe, and with a new study guide on his dining room table for a course, he was going to begin to teach the following week with 150 students.

The faith community has been once again shocked to read of the abuse and hidden failures of a well-respected leader.  The Board of RZIM wrote an open letter having discovered the truth of the abuse from the investigation. 

Barrie Doyle, our lead instructor for our Crisis Response and Management Course, shared his thoughts regarding the open letter, in our last blog post, There are apologies and there are apologies!  I do agree with Barrie that the letter is very well written however I only wish that the names of the Board members were included with the letter.  Should we not take ownership for our actions and shortcomings and acknowledge where we missed the mark?

Here are my key take-aways from my midnight reading:

• Even the most respected of leaders are faced with temptations, perhaps even more so.  No one is immune to exploiting others for sexual gratification.
• Organizations must place parameters on their leaders and hold them accountable. 
• Those in positions of leadership must ask hard questions and insist on transparency, accountability, humility, and integrity.
• Every organization should have a whistleblower policy in place ... a safe environment to raise concerns and suspicions of abuse.
• Every allegation or suspicion of abuse must be investigated. If it involves minors, it must be reported to law enforcement or child protection agencies.
• Every leader, even the senior leader and founders, should submit to screening and training on an annual basis.
• Adhering to policies and protocols must be role modelled from the top down.
• We must be willing to turn over our technology, mobile devices, calendars, and hard drives when asked.
• We must demonstrate humility and repentance if there is any moral or criminal activity, acknowledge our failure, step down from leadership and begin the journey of restorative justice.
• Beware of an individual that protests or responds defensively or aggressively to concerns voiced.
• If we are going to put our name to an apology, we must be willing to be transparent and take ownership for our actions.
• Our words can either nurture the healing of abuse or cause greater harm. May we be instruments of healing.

As for me, I will continue to read.  I hear the words of my father in my head, “There is no retirement when there is so much more work to be done and lives to be touched.”

We CAN do better!  We MUST do better!

As more and more organizations and their leaders in our society come under scrutiny for misdeeds, bad decisions, criminal acts, they are finding that the act of apology is a critical piece in moving through a crisis and regaining the reputation they once had.

Reputation management is what organizations must do if they are to continue their existence. Public trust and public will can build or destroy those reputations. It does not matter if you are a celebrity or a small non-profit, your survival depends greatly on the Court of Public Opinion. Famed financier Warren Buffet once said that it can take twenty or more years to build a solid reputation. But it only takes twenty minutes to destroy it!

Apologies to the public for any transgression are, therefore, critical. It might be for statements made by employees or leaders, or it might be for actions or decisions made by corporate entities. Reading or watching the news these days will identify at least three per week from around the world.

Celebrity X apologizes for racist remarks. Company Y apologizes for a decision that led to marketing unsafe products. Nonprofit group K apologizes for not properly supervising an employee who has since been charged with crimes against the non-profit’s clients. We see it in our newspapers weekly.,

But apologies can be tricky things. The aim is to be transparent and reassure the public that the individual or organization has learned from its errors and is taking steps to rectify the situation.

However, too often, many apologies actually do the reverse. They are what I would call ‘defensive’ apologies, as in “I’m sorry you took offense at...”  The message here is, you’re the one with the problem, not us. You are too sensitive. Our actions were justifiable but we’re sorry you feel differently. It’s a common response. We see it on a personal level all the time; an acknowledgement that the other person is upset but the apologizer is also defending and excusing their actions.

So it is truly refreshing when I see an apology that is just that: A heartfelt, deeply contrite apology that clearly indicates the organization acknowledges its failings, apologizes for the hurts to known victims, sets out a plan for restoration and change in behaviour, sets out plans for restitution and opens the doors for other unknown victims to receive help.

One of the best examples I have seen is the response this week of the Board of Directors of Ravi Zacharias International Ministries (RZIM) after repeated accusations against the Christian evangelist and apologist that was brought to the Board’s attention over the past few years by a number of women.

My comments here are not about the accusations themselves. The Board’s response deals with that.

I just want to commend the members for dealing with this issue and apologizing in such a profound and deeply humbling way. I get that it is hard to grapple with such things, especially when accusations are made against your organization’s leader whom you admire, support and respect. It is hard to hear the negatives. Every fibre in your being rejects what you are hearing or reading. So when the truth emerges, the realities can be a shock.

It takes real leadership to acknowledge the harsh realities and especially your own failings in the process.

I commend that RZIM Board for its forthright and very humble response.

THAT is an apology!

To read the full apology by the RZIM Board, click here: https://www.rzim.org/read/rzim-updates/board-statement

By Karine Devost

“Each day of our lives we make deposits in the memory banks of our children.” Charles Swindoll

One of the biggest decisions we have to make during our lives is whether or not we will become parents.  For some, this was a no-brainer - What do you want to be when you grow up?  A mommy, or a daddy!

When we had children, did we ever anticipate that we would be bringing children into a COVID world and needing to protect them not only from predators, allergens, childhood illnesses, but also pandemics?

Today, desperate parents are trying to make the decision as how best to educate their children in a COVID world?  Everyone has an opinion as to what is best for your child.  Even your child has an opinion. 

The options most parents are faced with are, sending their children back to daycare and school, school by internet at home or at a caregivers, learning pods, or homeschooling.

The tension of making this major decision is causing parents everywhere to panic. 

Arguments fill the room and phone lines with tension.

Our emotional and mental states are in the danger zone.

Your children are bored.

The virus still is waiting to find another victim.

The clock is ticking down.

Your employers are growing impatient for you to either return to work or to be less distracted.

Child abuse is on the rise.

OK – time out!  Take 5.  Breathe …. Breathe deeply.

Look over at your child and let the love you have for this precious being capture your thoughts for just a moment.  Remind yourself that the journey to making a decision is as important if not more so than the decision itself. 

Over the course of the next 72 hours ask yourself the following questions.  I suggest you write down the answers – journal, meditate or pray, seeking for inner peace. 

1)    Who is responsible for making this decision – list the decision-makers?

2)    What are our key values and priorities?

3)    What are our options – list them?

4)    What is in the best interest of my child(ren)?

5)    What are the strengths and weaknesses of each option?

These are only the first five questions.  Don’t stop here.  If you would like the full article with a list of all 25 questions to help you make the decisions regarding childcare and school, CLICK HERE 

If you found this article helpful and would like other parent resources CLICK HERE

Melodie Bissell is the President of Plan to Protect®, a Canadian based coaching and training company providing the highest standard of abuse prevention and protection of the vulnerable sector.  Melodie is an author of many bestselling books and published articles, is an inspiring speaker, blogger and has just launched a podcast that is marketed as the Safest Podcast on the Internet.  Melodie and her team serve 10,000 organizations in North America coaching and training them on best practices on safety.  Without hesitation, Melodie believes her greatest claim to fame is being a parent to five amazing children, three by birth and two by marriage.  In October 2020 she will welcome her first grandbaby into the world!

“Female karate teacher sends nude photos to 11-year-old student and invites him over to her house for sex.”

“Youth pastor accused of sending sexual texts to 15 year old.”

“Camp Director sends inappropriate snapchat messages to campers.”

“Teacher sentenced for texting student thousands of times.”

“Eight year old posts backdrop of pornography on a zoom call.”

Unfortunately, these are just some of the headlines regarding inappropriate technology use in child and youth-serving organizations. What’s an organization to do? 

Do you write a policy forbidding all social media, emails, text, phone calls and communication between minors and your staff and volunteers? But what if you need to let students know something about the program… “it’s the way they communicate” ... “what if they message you?” How can we handle digital communication in a safe way in the 21st century?

The internet is an incredible resource and tool for education, communication, connection and community ... so I wouldn’t recommend throwing the baby out with the bathwater. Instead, organizations should seek to educate and communicate with volunteers and staff the appropriate ways to use technology through clear, concise, board-approved policies. 

“Managing risk is not about saying no to the ... opportunities created by social media. It’s about how to say yes, responsibly and wisely.” - Ken Hall, Using Social Media, Robertson Hall Insurance. 

So what does it look like to say “yes” responsibly and wisely? 

Here are 7 things to consider including in your policy. All communication outside of regularly scheduled program hours should:

1. Only be done with parent and program leader’s knowledge and written approval. 
2. Be for communication of information and not for relationship building. For example, Where is the event?, What is the start time of a program?, What to bring to program? etc. 
3. Be used during daylight hours. For example between the hours of 8:00 am and 10:00 pm and avoiding school hours. 
4. Be done in the safest way possible, avoiding the use of video, webcam 
   and/or photos. 
5. Be in view of others. For example copying someone in on the email, wall-to-wall or in group settings.
6. Not include communicating with minors under the age of 12, unless the parent/guardian and program leader are copied in on the communication.
7. Not include any private messaging, instant messaging or isolation. There are various messaging services available which provide oversight to online communication. One of our favourites is Msgbox. 

What should a volunteer or staff member do if a conversation ever moves beyond the communication of information?

1. Stop all communication immediately.
2. Notify the program leader 
   immediately. 
3. Submit a copy of the conversation to the program lead. 
4. Continue the conversation in a safe way, in-person in a professional setting. 

So, can we use digital communication in our programs?  

The Netflix documentary Athlete A, directed by Bonni Cohen and Jon Shenk, details the story of the USA Gymnastics (USAG) sex abuse scandal that utterly shocked the world in recent years. Through the lens of interviews with survivors and a thorough account of the Indianapolis Star journalists who first dug into this story, the film poignantly delves into the experiences of the many gymnasts who came forth and shared the truth about being victimized by the national team’s sports doctor Larry Nassar.

The documentary congruently sheds light on the lived experience of Maggie Nichols, the young woman and USAG athlete behind the moniker “Athlete A.” This title was the name by which the then-anonymous Nichols was called in the early days of the investigation against Nassar, after she made a complaint in 2015 about his sexually intrusive behaviors. Her complaint would foster the first public disclosure of Nassar’s decade-long abuse.

However, when informed about Nichols’ allegations, USAG President and CEO Steve Penny delayed reporting the case to authorities. Likewise, Nichols and her family were cautioned not to go public with the allegations: the young woman’s gymnastics career and potential selection for the Olympics was even threatened by the organization’s leadership. In other words, USAG, under the direction of Penny, sought to purchase the silence of an abuse victim within his care. For over fifteen months following Maggie Nichols’ allegation, Nassar continued to abuse further patients.

In the end, it was revealed that 500 young gymnasts were molested by Larry Nassar. The disgraced USAG team doctor was ultimately convicted in 2017-2018 as sex offender and sentenced to 60 years in federal prison and 40 to 175 years in state prison, respectively for child pornography charges and first-degree sexual assault against minors. Since then, Steve Penny was also arrested and indicted for evidence tampering in the Nassar case, and now awaits trial.

An underlying question of the documentary is the following: how could Nassar have gotten away with this? How did such vile abuse go unnoticed and unaddressed for so long?

In reality, Larry Nassar was able to deceive and prey upon so many vulnerable people because he worked within an organization that protected him. As a consultancy agency committed to equipping organizations servicing the vulnerable sector in abuse prevention, Plan to Protect© identifies many all-too-common deficiencies and blind spots in the practices of USAG, as relayed in this documentary. Here are some that come to mind.

1)      Lacking policies and reporting guidelines

An especially troubling component of Athlete A was the realization that many adults who worked within USAG were aware of Nassar’s predatorial behaviors – yet remained silent. In fact, USAG had a policy that the organization would not alert the FBI about reports of abuse, unless they had a signed statement by a victim or a victim’s parent, or if USAG was an eyewitness of the abuse. Although every province, state and territory has its own legislation with respect to reporting child abuse, one must recognize that failing to report child abuse is wilful neglect.

When learning of Nassar’s victimization of young girls, the adults involved should have immediately reported this information to authorities. In Canada, the duty to report is not only immediate but direct, meaning that it is the responsibility of any person who finds out about abuse to report directly to the proper authorities. In the Nassar case, however, coaches brought forth their athletes’ allegations to USAG leadership instead of the police or child protection services. Alas, as we know, Steve Penny and other head figures of the organization did not address this deluge of allegations; instead, they sought to minimize, invalidate or obliterate them. The documentary explains that there were complaints of this nature against over 50 coaches, which were all filed and kept in secrecy for years.

When reporting child abuse is not emphasized in an organization, children and youth are immediately at risk. Reporting abuse allegations is a principle of care that ought to be outlined clearly in an organization’s policies, and all staff and volunteers should be advised, trained and empowered to act accordingly.

2)      Culture of abuse

As you watch Athlete A, consider the four key principles for reducing the risk of injury, harm and abuse:

• As risk increases, supervision should also increase
• Risk increases as isolation increases
• Risk increases as accountability decreases
• Risk increases when there is an imbalance of power, authority, influence, and control between a potential abuse and potential victim.

Throughout the documentary, many former USAG athletes explain how the organizational culture was one which facilitated abusive behaviors. Most importantly, the power imbalances between the young athletes and their coaches (or other supervising adults such as health care professionals) were massively exaggerated, rendering the situation dangerous for youth. The gymnasts were often far from their parents during weeklong trainings, physical discipline was endorsed, berating young girls about their appearance and weight was normalized, and victory was ultimately prioritized over child welfare. In Athlete A, one of Nassar’s victim-survivors, Jennifer Sey, movingly states that, in her experience at USAG,“[…] the line between tough coaching and child abuse gets blurred.”

As you endeavor to create a plan to protect, keep in mind that abuse prevention goes beyond policies and procedures. Of course, these are two inarguably crucial and necessary elements, but your organizational culture speaks volumes too. Are you nurturing a culture of care and respect, or are you endorsing fear-based discipline? Are staff and volunteers holding one another accountable about safety procedures, or are they turning a blind eye to worrisome behaviors? Are activities happening in sight of others, or are aspects of your programs occurring in isolation? Negligence was weaved into the fabric of USAG’s leadership and culture – don’t let this be your story.

Likewise, keep in mind that when your organization stands up against any type of aggressive behaviors or inflated authoritative measures, you are communicating a zero-tolerance for abuse. One of USAG’s main failures was not recognizing that their celebration of excessively harsh training fueled undue power imbalances. Such power imbalances ultimately allow predators like Larry Nassar to victimize the vulnerable.

3)      Misplaced priorities

USA Gymnastics, as revealed in Athlete A, is a classic example of an organization that was more concerned with its reputation, optics and “business as usual” than the actual safety of the children and youth within its care. This would explain why gymnasts such as Maggie Nichols and Jennifer Sey were effectively silenced and blacklisted by USAG when they came forward against Nassar. It would also explain why a slew of non-disclosure agreements were effectuated to halt these victim-survivors from tarnishing the USAG brand.

The allegations of abuse against Nassar -namely, situations from within the very walls of USAG-yielded more concern about the organization’s clout than about how much they were failing these young women and girls. Let us ask ourselves: what are our priorities? Does our brand take precedent over protection? Are we so focused on winning medals or delivering good programs or making profit that we are forgetting about the individual safety of the youth for whom we are responsible?

Child safety cannot just be an illusion. Child safety cannot just be a theory. Child safety cannot just be one box to check off in our organization’s to-do list. It must become the praxis of any organization servicing children and youth.

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We strongly urge you to watch Athlete A for its harrowing depiction of abuse, and just how much is at stake when organizations fail to establish a thorough plan to protect.  In 2018, over 150 young women made victim impact statements about Larry Nassar during his court proceedings. Their poignant testimonies and collective roar for justice was powerful, and accentuated the call to protect children and youth at all costs, such that a horrific story like this one would never happen again.

To learn more about this case, we also highly recommend the book What Is a Girl Worth? By Rachael Denhollander, the first woman to publicly accuse Larry Nassar.

I am sure that similar to myself, your heart has been heavy with the news that is coming from the United States after the senseless murder of George Floyd. 

How is it even possible that some of those that have sworn to protect and serve, are using such brutal force, that they can murder an individual while bystanders are watching. Does the word protect mean nothing? What are we striving to protect? Property, reputation, liberty, power, position ... or people?  

Is it alright to sacrifice one in the name of many?  

George Floyd was murdered by police officers, while bystanders looked on. This senseless act, devaluing a life, is not new. For centuries people have looked on, both up close and from a distance: Jerusalem, Rome, Europe, Middle East, First Nations, Slavery, South Africa, Rwanda, and now among people of colour at the hands of law enforcement. Silence is complicity.  

I hear cries for more rule, for change, for curfews, and for the national guard. 

I hear everyone saying we must do something. However, most people don't know what to do. So in the meantime, they will read and do research. Others are going to social media, writing blogs (me included), etc. 

We are all desperate to do something. We feel helpless.  

We are told we need to listen. Really listen!

I am reminded that if I really want to see change happen, it needs to begin with me.  

Do we really have time to do research, or read a book, or wait?

Shouldn't we do something?  

The young protest!  

But what will I do? What will you do? 

I will listen … I will turn on the news and listen. I will listen to the stories of Black men being killed by those who were to serve and protect.  

I will enter into sorrow, lament and mourn the lost lives.  

I will speak up every opportunity I can.

I will refrain from voting for anyone that is not committed to combatting prejudice and violence. 

I will write letters. 

I will fall on my knees and I will pray. As a person of faith, I will lean into the Lord, and bring my cares and burdens to Him in prayer believing He has a purpose and a plan. God has promised in 2 Chronicles 7:14, "If my people, who are called by my name, will humble themselves and pray and seek my face and turn from their wicked ways, then I will hear from heaven, and I will forgive their sin and will heal their land."

I will confess the times that I have been prejudiced or proud. I will pray the words of the Psalmist in Psalm 139:23 & 24: "Search me, O God, and know my heart; test me and know my anxious thoughts. See if there is any offensive way in me, and lead me in the way everlasting."

I will protect ... I will continue to encourage everyone to value those that are vulnerable .... especially when there is an imbalance of power, authority, influence and control. 

Melodie

On Monday, March 16, 2020, Canada went on lockdown after the World Health Organization declared COVID-19 a global pandemic. Soon thereafter, the United States also initiated lockdowns. The virus continued to hit all corners of the world as citizens were encouraged to stay indoors to avoid the continued spread. We had to say goodbye to physical interactions with our loved ones, our families and our communities as we worked together to keep each other safe and flatten the curve. 

• "Is your Kid's Ministry clean, safe and secure?
• What will 'First Impressions' look like for participants when we open our doors?
• What is something we need to get right the first time as we reopen?
• What is the future of the check-in process?
• What adjustments do we need to make for staffing and supervision?
• What is the recommended capacity once we reopen?" (Brooks, 2020)

1. Red light: These individuals are morally opposed to the reopening. They believe it is better to play it safe as long as possible for the wellbeing of others and themselves. They feel obligated to love others this way. 
2. Yellow light: These individuals are going to proceed with reopening, but with an abundance of caution. They will want ace masks, hand washing, social distancing, and as much as you can put in place to be safe. 
3. Green light: These individuals are ready to go back to normal today. They feel morally obligated to eat in restaurants, go shopping and attend church. They feel obligated that this is in the best interests of others. 

Establish policies and procedures. It has been said that Plan to Protect®  is an encyclopedia of best practices and standards on abuse prevention and protection.  However, over the course of the last three months we have identified two gaps within our best practices at Plan to Protect®.  I’m sure your policies and procedures were similar.  One of those was for extensive Online Engagement.  In consultation with members of our Advisory Council, we drafted an Online Engagement policy.  We have distributed that policy to over 800 members and organizations to date.  The second gap is the policies and procedures to transition back from self-isolation.  If you policies and procedures do not specifically address this high risk activity (and yes transition back from self-isolation is high risk), then we recommend you obtain a copy of our policy and procedure statement that has been developed for this purpose. 

Train and assign your people. Organizations will face risk when they open. Well in advance of opening, hold specific training sessions for ALL volunteers and staff on the revised policies and procedures for registration, personal protective equipment, responding to a RSVP, maintaining a clean environment, supervision and monitoring, elevated precautions, etc.  Ensure that everyone knows their role in the transition and are trained on the newly established policies and procedures for the transition. The training required for transition and reopening from a pandemic is above and beyond any type of training you would have provided them in the past.

Be prepared for fallout.  The risk of reopening is not limited to the spread of COVID-19, you may also face the risk of individuals that oppose you opening and vote with their feet or their pocketbook.  You may also face the risk of community fallout, and the media reaches out to you to comment on your position.  Be prepared if the media calls.  As Barrie Doyle Lead Trainer of our Crisis Response and Management Course says, “It’s not if but when!” 

“WOW what timing! The Plan to Protect® Crisis Response and Management Course went live in January just before the pandemic hit hard. Many are now learning how to communicate to all their constituents plus the media, politicians and communities. And not just for now, but for any future crises--large or small--that might come their way. Check it out. If you run a nursing home, camp, school, church, mission, or any non-profit dealing with people and kids in vulnerable situations, you need this course. Barrie Doyle

Finally, determine your readiness.  Over the course of the next few weeks, take the Readiness Assessment which will help you and your team determine whether or not you are ready to open your doors.  Focus on your low scores, spend time focusing on those weaknesses, and then swing your doors open … however we would recommend you do it with caution and care. 

To take the Plan to Protect® Readiness Assessment CLICK HERE

Resources:

http://www.health.gov.on.ca/en/pro/programs/publichealth/coronavirus/docs/2019_child_care_guidance.pdf

https://www.ctvnews.ca/health/coronavirus/what-parents-should-consider-before-sending-children-back-to-school-1.4936306

https://www.tolerance.org/magazine/a-trauma-informed-approach-to-teaching-through-coronavirus?fbclid=IwAR0boKpZDB6tUz0GlMxFtMd9VpKCxaDuGTrNQ2aL4ML1badxzgy5yI5x_W8

https://www.orangeville.com/news-story/9984730-what-s-the-best-way-to-explain-coronavirus-to-a-kid-how-can-covid-19-isolation-impact-youth-mental-health-york-university-phd-student-has-those-answers-and-more/

https://pastorronbrooks.com/ready-to-reopen-kidmin-have-you-considered-this/

Often the impetus for implementing abuse prevention and safety within our organization is either qualifying for insurance or reacting to allegations or incidents of abuse.  This perspective leaves many organizations feeling like abuse prevention is something they HAVE to implement, another thing on a to-do list. 

What if we approach protection not from a place of obligation or requirement to satisfy our insurance company but from a place of caring?  What would this approach look like?  A caring approach to parents, children, youth, vulnerable adults, victim-survivors of abuse, offenders who have served time, our volunteers and our staff?

Leading up to this point, I had served as a children’s pastor and as an Executive Director for a children's charity.  If someone had asked me if I protect children, I would have responded that I integrated child safety into my programs.  

But did I?

We have heard the saying; we don’t know what, we don’t know!  It wasn’t until I started reading the lived experiences of victim-survivors of abuse that my eyes were opened up to the atrocities of abuse.  It wasn’t until I read the words of David Pelzer that my perspective started to shift.  In David’s book, A Child Called It; he stated, “As I was approaching the 5th grade, I came to the realization that God did not exist.  How could God allow this to happen to me?” 

Reading David Pelzer's words, my perspective broadened.  Up to that point, I could honestly say in thirty years of kid’s ministry, I knew very few victims of child abuse. However, based on reported statistics, 25% of individuals are victims of abuse. How did I not see it? How was I so unaware?

Today I am committed to protecting the children that are entrusted into my care.  I invest in professional development, seeking out the best models of child protection. Never again will I apologize for a policy that I write, a procedure I put on paper, or a reminder to come to refresher training. I won't shy away from administering a discipline step to a volunteer or staff member that is crossing a line.  Nor will I apologize when I ask someone to complete the screening steps to become a volunteer.

I pray regularly now for the safety of children in my programs. My perspective has changed, there is no going back.  I am on alert, watching for predators and for indicators of abuse.  Child safety has become a value that I embrace.  I no longer apologize for striving for a high standard of protection; instead, I am only sorry that I did not do this much sooner.

If you’ve ever flown on an airplane, you might recall hearing the flight attendant say the following words as part of health and safety procedures before takeoff: “In the unlikely event of an emergency, oxygen masks will automatically appear in front of you. Place it firmly over your nose and mouth, and breathe normally. If you’re traveling with a child or someone who requires assistance, secure your mask first and then assist the other person.”

To many, these words might seem rather counterintuitive: saving and caring for ourselves first sounds selfish. But, in reality, if you run out of oxygen yourself, you won’t be able to help those around you.

This principle turns out to be applicable to many other aspects of life –even this pandemic. For parents, caregivers and essential care workers especially, it may seem like your primary role today is to make sure those who are vulnerable are protected from the virus and taken care of during this outbreak. But it is of utmost importance that your own emotional health is protected in this process, too. By exercising due diligence when it comes to your own mental state, you will be able to more effectively care for the vulnerable in your care. 

Why Emotional Health?

The truth is, as the world scrambles to prepare and adjust to life in the days of the COVID-19 outbreak, many individuals, communities and organizations are at a loss when it comes to managing emotional health. While health precautions involve a clear set of tasks and actions –like self-isolating, washing hands, stocking up cupboards, etc. –emotional preparedness seems to be a largely vague notion in these times. Where even to begin?

We are now juggling many new and unexpected responsibilities. Families are required to self-isolate in close quarters; parents must manage working remotely whilst overseeing childcare and perhaps homeschool; essential workers face psychological strain in high-stress work environments; many find themselves drowning in financial pressures or fearing for their job security or the wellbeing of their businesses; others worry about the wellbeing of elderly relatives, immunocompromised friends, etc. For many, the first day of self-isolation might have seemed novel and exciting –their minds brimmed with ideas of creative activities to be done with their kids or house projects that could be tackled. A couple weeks in, however, the impatience grows. Our stress levels seemingly skyrocket as we must manage many obligations with so much uncertainty about what’s ahead. Indeed, we all have little to no idea when this new reality will all end.

As mentioned, emotional health is one of the key ways we keep others safe during this pandemic. The reality of a public health emergency can induce much anxiety and stress for many, notably those who are vulnerable to the virus or who have a loved one who is. We at Plan to Protect® recognize the emotional strain COVID-19 might trigger on those with pre-existing medical conditions, the immunocompromised, low-income communities, the recently unemployed, those separated from family members and friends, those who have recently travelled, and others. However, though anxieties are well warranted and sometimes inevitable, we must learn to establish personal and social parameters to maintain our emotional health and reduce our stress. In doing so, we can better cope through COVID-19 as a global community. Failing to prioritize our emotional health at this time puts at risk our wellbeing and that of those in our care. How so?

Emotional Health Protects Those in our Care

When stress levels and anger go unchecked, the risk of mistreatment increases. Inappropriate forms of discipline can take place when a parent or caregiver finds him/herself utterly beaten by the uncertainty and responsibilities of these times. Likewise, a key principle for good supervision emphasized by Plan to Protect® is: risk increases as isolation increases. Self-isolation is a necessary precaution that is of utmost importance during the pandemic: but the reality is that this procedure also shuts the door of homes where abuse occurs. It prevents at-risk children and youth from spending their days with educators and youth workers who would otherwise act as watchdogs or reporters of abuse.

With governmental directives to stay home amid the crisis, a spike in cases of child abuse and domestic violence is, regrettably, expected. Across Canada, provincial officials have issued announcements calling for the public to remain vigilant and keep an eye out for the welfare of children and women in potentially abusive situations. They emphasized the importance of reporting any suspicions of abuse they may have.

Moreover, mental health concerns such as anxiety or depression, which can be spurred by crises such as COVID-19, can be conduits to neglect as well. They can cloud our ability to function and fulfill our responsibilities as caregivers at this time. Yet, in order adequately protect our children from the spread of the virus, online dangers in this time of increased screen time, and their own anxieties (etc.)… we must make it a priority to be healthy as well.

Beyond keeping your eyes open and reporting suspected cases of abuse in your communities, ask yourself how you are ensuring the wellbeing of the vulnerable (children, youth, vulnerable adults) in your own household. While we recognize that emotional health is not the essence of abuse prevention, it plays a key part. Plan to Protect® extends the following caution to parents and caregivers: your own stress and frustrations must be diligently managed. When our emotional health is neglected in times of pressure, inappropriate discipline and stress-induced interactions with the vulnerable in our care can happen in our own homes. But remember you aren’t alone in this endeavor! We have compiled a list of tips on how to protect your emotional health during COVID-19.

Ways to Support your Emotional Health during COVID-19

1.     Get Help if Needed

Widespread layoffs, economic hardship, extended isolation, uncertainty and emotional distress caused by COVID-19 are said to increase the risk of self-harm and suicide. If you want to harm yourself or others (or fear that someone you know will harm themselves or others), call 911.

If you or someone you care about is overwhelmed with emotions such as sadness, grief, depression or anxiety right now, reach out to a physician or mental health professional, or call a local or national crisis services hotline (see links below). If you generally take medication to help your mental health, continue to do so and ask a trusted someone in your entourage to hold you accountable to do so.

Keep an eye out for psychosomatic symptoms/complaints in yourself or others. These are generally physical symptoms caused by mental or emotional disturbances –like headaches, nausea, abdominal pains, fatigue, etc. Please take these seriously, and get the help needed. Many medical centers are now providing telemedicine, online assistance programs, free mental health resources (with volunteer professionals) during this time. Consider reaching out to them.

Find more information/ numbers to call here:

CANADA: click here

UNITED STATES: click here

2.     Establish a routine

For most (if not all) of us, COVID-19 has meant the disruption of our lives. One of the ways we support ourselves is to set daily rhythms so there are some things we can count on in times of uncertainty. Doing so helps bring a sense of normalcy to your days, and reduces mental fatigue. While binge-watching in pyjamas all day might be tempting, increased screen time and lack of patterns or schedule are said to increase depressive symptoms. Simple actions such as setting your alarm at a normal time, taking a shower, eating regularly, dressing as you usually would for work, taking breaks if you are remotely can make a world of difference.

3.     Limit screen time

Speaking of binge-watching, set boundaries with screen time. Social distancing has meant an exponential increase of time spent online – but being plugged in too much can have detrimental effects on our mental and emotional health. Many studies suggest that compulsive media use can lead to elevated fatigue, anxiety and depression. Set timers on your social media accounts, delete apps if needed, and put your phone away by a certain time. It is very enticing to numb emotions in the world of TV shows and movies, but remember that doing so affects sleep patterns, causes distractibility and fuels a sense of loneliness. Set sustainable boundaries!

4.     Limit your intake of news

Media channels are currently providing a veritable deluge of information. While we are deeply thankful for the tireless work of journalists and news organizations seeking to provide the public with regular updates pertaining to the pandemic, the onslaught of headlines can be stressful and consuming. For this reason, limit your exposure to the news and only seek to rely on credible sources of information like local/ national Public Health officials, the World Health Organization, and the Centers for Disease Control and Prevention.

5.     Stay Socially Connected

Emotional health does not thrive in isolation and loneliness. While face-to-face coffee dates and outings with friends are not possible at this time, set up regular video chats and phone calls with loved ones. Be creative! While keeping in mind your limits to screen time (point 3), set up a virtual dinner party, create a book club with friends, work out via Skype, Facetime or Zoom. Do not walk this road alone.

6.     Take care of your body

Taking care of your body is a great way to protect your emotional health. Get plenty of sleep (adults generally need 7 to 9 hours of sleep per night!), stay active through regular exercising (consider stretching every day or trying a workout video available online) and eat well-balanced meals. Consider taking on stress-releasing activities such as breathing exercises and meditation. Avoid alcohol and drugs. Our bodies are complex organisms, but medical professionals agree that your physical and emotional health are highly linked.

7.     Go outside!

If you are symptomatic or under quarantine, you cannot leave the house. But if you are practicing social distancing and officials in your area suggest you are allowed to go outside (whilst abiding by mandated safety and health precautions), take the opportunity to go for a walk. Walks are known to relieve stress and anxiety. Please keep in mind that you should only do so with members of your own household, to avoid the spread of the virus. Enjoying nature and lungfulls of fresh air is a great way to relax and stay sane during COVID-19. In the process, please make sure to maintain physical distance and heed to the guidelines of health officials.

8.     Make a COVID-19 Bucket List

Establish a list of things you want to do during the pandemic. Doing something you enjoy every day will help you unwind during this stressful crisis. Organize an indoor campout with your family; play board games; take up a new skill; tackle a house project you’ve been meaning to do; bake a batch of cookies; read a book. While these are very difficult times, try to the best of your ability to make them memorable for your household. 

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Self-isolation and social distancing can pose massive challenges to mental and emotional health. Plan to Protect® hopes these practical tips can help you and members of your community support themselves during COVID-19, so they can ensure the safety of both themselves and those in their care. 

In all of this, remember to check on one another. Make sure to check-in frequently on members of your community who are at-risk for emotional trauma at this time, who live alone, or who live with mental health issues. Because access to doctors and therapists might look different right now, reaching out is very helpful. Offer to help them with their basic needs when possible, such as their groceries or over-the-counter products. Ask them if they have everything they need, or if they would like your “virtual” company for an afternoon.

We must all be vigilant in ensuring fear, anxiety and overwhelm is addressed adequately –both in ourselves and in those around us. Coping healthily with the stress induced by this crisis will play an important role in getting through this time, keeping in mind the dignity and safety of all. 

On the weekend of February 22^nd 2020, Canadians learned of the devastating results of an independent inquiry, undertaken by L’Arche International –a non-profit organization committed to the protection and empowerment of persons with intellectual disabilities in 38 countries worldwide –which investigated allegations of abuse by its revered founder, Jean Vanier. The report found that Mr. Vanier, who died in 2019, had emotionally and sexually abused six (non-disabled) women over a period of several decades, between 1970 and 2005. The inquiry also indicated that his abuse was highly coercive and manipulative, “[…] with highly unusual spiritual and mystical explanations used to justify these behaviours.” It also revealed Vanier’s acknowledgment and adoption of sexually abusive practices perpetrated by Father Thomas Philippe, which Vanier had denied knowledge of in 2015.

As per the vast majority of abusive situations, the women who came forward all described themselves as being vulnerable at the time Vanier exploited them. Sworn to secrecy and intimidated by Vanier’s authority as a spiritual leader, manipulative tactics and his high-profile position at L’Arche, they were afraid to come forward. This is all too common of situations in which power imbalances are leveraged within organizations, to victimize the vulnerable.

Representatives of L’Arche denounced and condemned the appalling abuse at the hands of Vanier, and expressed solidarity with the women he victimized, whilst emphasizing that they have no reason to believe the abuse was ever geared toward participants of their program. The Canadian Conference of Catholic Bishops likewise stood by the victim-survivors, whilst reiterating L’Arche’s sustained commitment to protect the vulnerable.

Despite this, L’Arche International will thoroughly evaluate its current protection policies and procedures through an independent investigation. L’Arche’s Federation of communities for disabled persons will now also have access to a newly created centralized whistleblowing procedure, to report any abusive behaviours. Information will subsequently be dealt with by a Safeguarding Response Team, comprised of people within and outside L’Arche, with the aim of best protecting the vulnerable adults in the organization’s care.

The news about Vanier has shocked members of the Christian community, the non-profit sector, organizations servicing the vulnerable, and academic circles. Such spheres have since sought to reconcile such abuse with the charity work and writings of the now-disgraced humanitarian, philosopher and theologian.

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As a consultancy agency committed to equipping organizations servicing youth, children and vulnerable adults in all matters of abuse prevention and vulnerable sector protection, we at Plan to Protect® share the sadness of L’Arche’s greater community. At the same time, we are reminded that “[…] no segment of our society is immune” to abuse scandals –even the places which resolutely seek to create safe places for the vulnerable (Safe Sanctuary, p. 18). We commend L’Arche for seeking to assess and upscale their protection policies and procedures, to ensure no harm is experienced by the vulnerable within its programming.

But we also wish to remind our partners of the manifold implications of abuse prevention. As we have read and grieved the reports pertaining to this scandal, we distinguish the contradictory nature of Vanier’s actions: here was a man whose work was dedicated to the safeguarding and empowerment of the vulnerable –namely adults with disabilities - yet actions in his private life explicitly harmed a different part vulnerable sector –namely vulnerable women. 

The question remains: How could someone perceived as a champion of the vulnerable sector and its protection commit such grievous predatory behaviours? 

Vanier’s empowerment of persons with disabilities in tandem with his abuse of vulnerable women is hypocritical at best, and inexcusably corrupt and malicious. It begs the question: what does it actually mean to be a champion of the vulnerable sector and its safety?

We urge members and partners of Plan to Protect® to remember this: protecting the vulnerable sector is, ultimately, a mission that requires UBIQUITOUS integrity –in the organizations in which we serve, and in our personal lives as well.

As we all endeavour to fulfill the HIGHEST standard of protection, both as individuals and organizations, let us ask yourselves the following:

• Are we protecting ALL vulnerable people?

Are we, on the one hand, championing the protection of children and youth –yet turning a blind eye to the mistreatment of those with disabilities, the elderly or newly arrived refugees and immigrants? It is of utmost importance to understand that the vulnerable sector is comprised of all people at greater risk than the general population to be mistreated. Protecting the vulnerable sector thus means defending the dignity and safety of all its members.

• Are ALL leaders subject to accountability and supervision?

At Plan to Protect®, we emphasize the following principles for good supervision, called “Reducing the Risk”:

1. As risk increases supervision should also increase
2. Risk increases as isolation increases
3. Risk increases as accountability decreases
4. Risk increases when there is an imbalance of power, authority, influence, and control between a potential abuser and a potential victim

All such principles are applicable to the abuse perpetrated by Vanier, who leveraged his position of trust to victimize women. Predators perpetually occupy leadership positions and, given their authority, charisma, or strategic thinking, manage to work with little accountability while garnering people’s faith in their goodwill. By failing to increase supervision and accountability –even for our most beloved and seemingly trustworthy leaders –we put the vulnerable at risk. Do not have this kind of blind spot when it comes to your staff and volunteers. Ask tough questions, give regular feedback, remind one another of protection procedures, and hold one another accountable. Ensure isolation is avoided at all costs, and maintain a HIGH standard of protection for everyone who serves in your midst.

• Are we dismantling ALL abuses of power and toxic behaviours in our organization’s culture?

The Vanier scandal highlighted the fact that abuse nearly always includes coercion and a power imbalance: the charity founder used his spiritual and moral influence and authority to harm women, epitomizing the adage about a “wolf in sheep’s clothing.” 

We must consistently call out bullying, racism, ageism, ableism and sexism as soon as we become aware of them. Whether you witness a microaggression, a prejudiced joke or a full-fledged situation of abuse, do not minimize it – take action. Remember reporting requirements in your area and regularly review protection policies in your organization. In doing so, you are creating a culture and environment with zero tolerance to abuse, in any shape or form. Condemning even what seems like a trivial toxic behaviour helps catalyze holistic change regarding systemic inequalities and problems.

In addressing situations of abuse, we must make sure not to dismiss dangerous and toxic behaviours with statements like “boys will be boys!” –but instead stand with victims and make institutional and operational changes to prevent such behaviours.

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Here at Plan to Protect®, we applaud the courage of the women who came forward about the abuse they endured. We are glad to see that L’Arche is amplifying the voice of these victim-survivors and seeking to review its safeguarding policies and procedures, so no abuse ever takes place within its programming or leadership.

We grieve the fact that this type of situation is all too common and familiar. Our hope continues to be that organizations would RAISE THE BAR on protection, doing everything in their power to make sure all vulnerable people are heard, empowered and safe. We trust that, when love remains the motivation of those committed to abuse prevention, long-lasting change can occur.

“I must trust that the little bit of love that I sow now will bear many fruits […]”
–Henri Nouwen, writer and theologian who spent a large part of his career
serving within the L’Arche Daybreak community in Richmond Hill, Ontario

• Before eating lunch or snacks
• Before and after food preparation
• After using the toilet
• After sneezing or coughing
• After wiping a child’s nose (or a child wiping his/her own nose)
• Before and after using shared computers, sports equipment, etc.

• Cough and sneeze into their sleeve (not their hands) or to cover their mouth and nose with a tissue when coughing or sneezing
• Immediately dispose of used tissues in a garbage can
• Perform hand hygiene after disposing of tissues

What if we taught kids to look at cyberbullying like this? What if we helped them see that the words, photos, actions and things they do online hurt just as much (if not more), than if they did it physically? What if we helped adults to see that their words and online actions are teaching our kids how to behave online? What if we could actually see the impact our online communication has? What if we thought before we posted, retweeted, liked or shared?

According to i-Safe Foundation, "over half of adolescents and teens have been bullied online, and about the same number have engaged in cyberbullying. More than 1 in 3 young people have experienced cyber threats online. Over 25 percent of adolescents and teens have been bullied repeatedly through their cell phones or the Internet." But what breaks my heart the most... "Well over half of young people do not tell their parents when cyberbullying occurs."

I have experienced the terror of horrible, hate-filled cyberbullying. As people spewed putrid word vomit from behind their keyboards, I cried alone in my bedroom. I read those words over and over again, stunned that anyone could say such horrible lies. As they picked apart my work, my art, my body, my friendships and my faith, I internally picked my self apart until the scabs bleed and the wounds ached deeply. Their words cut sharper than any knife could. I wanted to scream, to cry, to run, to hide. I wanted to destroy all of my social media and technology... I wanted to delete everything I had ever posted or created. I wanted to quit.

I was an adult when this happened ... and yet it still was extremely painful. Imagine if you were a teen. As an adult, I could step back and think rationally... I could consult with friends and family without fear of judgment... I could delete or report their posts. But what if I was 13 years old. Would I feel safe in my skin?

As a Crisis Response Counsellor for Kids Help Phone Crisis Text Line, I have found that in almost every single conversation where bullying or cyberbullying is talked about the person has had suicidal ideation or engaged in self-harm. "Children and young people under 25 who are victims of cyberbullying are more than twice as likely to self-harm and enact suicidal behavior" (Journal of Medical Internet Research).

According to Common Sense Media, teens spend on average 9 hours a day on technology. 9 hours! That's more than they sleep. And kids between 0 and 8 years of age are spending 6 hours and 50 minutes. What if we spent just 1% of that time talking to them about staying safe online, how to treat others online, and appropriate digital citizenship. Imagine that... 9 minutes...It could make a world of a difference. Unfortunately, most parents and educators never talk about it, let alone for 9 minutes.

Why is it that we teach patriotism and citizenship but we fail to discuss digital citizenship? What if we rethought the way we talked to kids about technology? What if we thought before letting kids have free rein over tech devices? What if parents and educators and the community stepped up? What if...

P.S. If you or someone you know is struggling with suicidal thoughts... please know you are not alone. Someone is there to listen.

In Canada: Text CONNECT to 686868

In USA: Text HOME to 741741

In UK: Text SHOUT to 85258

Or I'm always willing to listen.

As we gather together to celebrate Christmas and the holidays, we are mindful that for many of you, this is really a busy time of year. Whether you visit shut-ins, serve meals, hold special services, dress up as Santa and give gifts, you are spreading joy. Your generosity and warmth will be felt by many. Thank you for the investment you make in sharing Christmas joy, love, and hope with others.  

At Plan to Protect ^®, we want to wish you a very Merry Christmas and Happy Hanukkah! We hope you have a very joyful holiday. We are so grateful for your partnership and business!  

Speaking of which, many of you have partnered with us because of our commitment to help you reduce risk in your organizations and communities. Therefore, we want to remind you that the holidays are not cheerful for everyone. Families struggling to feed themselves today will likely struggle at Christmas. A child fearful of a parent or family member will probably still fear them during the special days of the year. Possibly even more so. Often more alcohol than usual is flowing, which can intensify abuse, anger, and harm. 

As we extend ourselves financially or physically, by cooking, cleaning, and buying, this added stress is hard on everyone. For all of the stress most adults face, it pales compared to the pressure families face that are in distress. Children are too often caught in the web of the conflict. 

In your busyness, please encourage your family and other families within your communities to be vigilant during the holidays. During your added services, concerts, celebrations, please increase security and hall monitors.  

Here are some tips for safety over the holidays:

Watch for change of behaviour among children. Are they now withdrawn, irritable, or angry? If so, talk to the child about what is on their mind. Ask them why they are hurting.

• In your busyness, take time to observe your environment and listen to your children. If they come to talk to you and ask for your attention, please make them your priority.
• Know where the kids are at all times, even if they are in the house. Who are they with? How long have they been out of sight? Did you know that...
  • 95% of children are abused by a family member or friend?
  • 70% of children are abused by an adult?
  • 30% of children are abused by another youth?
• Talk to your child about safe body boundaries. Use proper names for private parts when discussing body safety. Don’t force children to kiss, hug, or sit on someone’s lap if they do not want to.
• Schedule downtime and plenty of time between events.

During December, our staff have been sharing with each other (and on social media) our favourite holiday memories. Interestingly, our favourite memories consist of the quiet, thoughtful moments at Christmas: spending time with loved ones, cuddling up in front of a fireplace, going for a walk on a snowy winter day, drinking hot chocolate with a friend, listening to Christmas music, and attending a candlelight service. 

May we all make happy memories this Christmas! 

Prevention is Key

Defining Restraints

Caring for Individuals

A conversation at a kitchen table:

Son: Mom, I don't want to play hockey anymore!

Dad: What are you talking about? You love hockey!

Son: I don't want to play anymore; it's no longer fun! 

Mom: Of course, you have fun!

Son: I don't want to go to any more tournaments!

Dad: You can't let your team down!

Son: I'm done!

Mom: Do you know how much money we have invested in your hockey! You can't quit now. You are headed to professionals. 

Son: I don't like the coach!

Dad: Don't talk about your coach like that! Do you know how much that man has done for you boys! You are one of his favourite players! You be thankful – and show him your gratitude! 

Can you not hear this conversation happening at dinner tables across North America! Certainly, as it relates to hockey, in hundreds of Canadian homes. 

In 1996, Sheldon Kennedy rocked the insular world of Canadian hockey by announcing that his former minor-league coach, Graham James -- the Hockey News 1989 Man of the Year -- had sexually abused him more than 300 times. The media portrayed Kennedy as a hero for breaking the code of silence in professional hockey and bringing James to justice. The heroic myth intensified in 1998 when Kennedy announced that he was going to in-line skate from Newfoundland to British Columbia to raise awareness of sexual abuse. The skate raised over $1 million for Canadian Red Cross sexual abuse programs, and Kennedy settled in Calgary with his wife and young daughter. Anyone who has followed hockey in the last ten years is familiar with the story of ex-NHL player Sheldon Kennedy. As one of the most promising hockey talents to emerge from the Canadian minor leagues in the last two decades, Kennedy was destined for hockey greatness. But after he was drafted by the Detroit Red Wings in 1988, he attracted more attention for his off-ice antics than for his contributions to the score sheet. Plagued by rumours of drug and alcohol abuse and a string of injuries, Kennedy drifted from team to team. The happy ending promised by the headlines never materialized. Still haunted by the demons of sexual abuse, Kennedy's life spiralled out of control. 

Sheldon Kennedy did try to tell people in his life about the abuse he was experiencing at the hands of Graham James – but probably as any adolescent would. His attempts may have sounded very much like the conversation above. This book has opened the eyes of thousands of readers to the prevalence of abuse within the sport industry. 

May we learn how to read in-between the lines of dinner table conversations. May we be able to recognize the indicators of childhood abuse. May we raise the bar of child protection within sport! 

Sheldon's book, Why I Didn't Say Anything, is available on Amazon. 

Written by Andrea Clemens as our Call to Action in Plan to Protect: A protection plan for children and young people, A protection plan for those that work with them. (USA version) 

 “My middle school teacher molested me.

How is it possible for those words to be written?  One would think that a school teacher, trained to educate and care for children, would be the last person able to harm a child.  Het, this man sexually abused me for years, and not a single adult came to my rescue. 

Mr. Baker was a well-respected married man whom students loved, parents trusted, and the school awarded.  He spent two years grooming me – building up my trust, spending time listening to my problems, and showering me with much-needed attention I hadn’t received at home.  Mr. Baker was completely above suspicion that he would be capable of sexually abusing someone. 

The abuse lasted throughout my high school career and beyond.  I was finally able to break away from his control over me and moved out of state.  Years later, I contacted the principal of the middle school where Mr. Baker was still teaching.  I disclosed the abuse to him, and after a brief conversation, the principal said he would ‘take care’ of it. 

I heard nothing for eight months from the school.  Then one day I received a call from local detectives informing me that Mr. Baker was in custody.  I was confused; I hadn’t even given my statement to any officials.  And I was told, “Oh, no, he’s in custody for statutory rape of two fourteen-year-old girls.” 

Andrea Clemens is the author of Invisible Target: Breaking the Cycle of Educator Sexual Abuse.

Invisible Target is a true, detailed account of Andrea’s experience of educator sexual abuse at the hands of her middle school teacher. It follows her journey, beginning with her tumultuous childhood, meeting the teacher, and the grooming process he created to lure her into a false sense of trust and ultimate betrayal. After years of abuse and manipulation, she finally found the courage to bravely break away from her abuser.

With excerpts from newspaper articles and an actual court impact statement, this book gives you a clear picture of how the epidemic of educator sexual abuse begins, progresses, and affects so many innocent lives.

Invisible Target is more than a memoir. With thought-provoking questions at the close of each chapter, this book serves as a strong educational tool for students, parents, teachers, and administrators by shedding light on the dynamics of educator sexual abuse so that school can be a safe haven for every child.

We highly recommend Invisible Target: Breaking the Cycle of Educator Sexual Abuse to teachers, administrators, parents and victims of educator abuse.  The book is available on our on-line store at www.plantoprotect.com

Do you want to learn more?  We have special interest webinars on our school designed for educators, administrators and school board members. 

Over the course of the next few weeks I am going to be highlighting some great books targeting different segments of our society where abuse is present, and unfortunately too rampant. 

According to Mary DeMuth, “Predators permeate every strata of society. My first abusers were Boy Scouts. This man? A doctor. They infiltrate trustworthy structures like organizations, sports, and, yes, even the church.”

If it is true that the sexual abuse crisis has permeated every corner of our world, including the church, we need a strategy to combat each strata.

How we respond to both its menacing proliferation and the shattered hearts of survivors is vital. God beckons us to be good Samaritans to those facing trauma and sexual brokenness in the aftermath of abuse, to provide safe places to heal in community. 

In the pages of her newest book, We Too, author and advocate Mary DeMuth encourages the church she loves to rise up and face the very real evil of sexual abuse and harassment--with candor and empathy. Based on current research and survivors' stories, along with a fierce fidelity to Scripture, DeMuth paints a realistic picture of the church's historical and present response to sexual violence, and she provides a framework of revival and surprising hope for the future.

You will learn:

• What the Bible says to the sexually exploited.
• What harms and what empowers those who have been traumatized by abuse.
• How Jesus provides us a relational framework that welcomes victims, decries secrecy, forsakes reputation management, and deals justly with perpetrators.
• How to determine if your church is moving toward becoming a truly safe place.

This book is a great complement to Plan to Protect®. I highly recommend it for all of our church clients.  Oh Church, we desperately need this book.  We make efforts to prevent abuse by doing criminal background checks, writing policies and training.  However, too often we grumble about it, feel it is an obstacle to ministry, say we know everyone, or it couldn’t happen here.  But, within our churches are victims of abuse, men and women, boys and girls who carry the painful memories of being exploited by others.  The abuse happened outside the church or even within the walls of our church, by individuals that were called to be holy and God fearing.  Mary’s book We Too: How the Church can Respond Redemptively to the Sexual Abuse Crisis is filled with theologically sound teachings, practical suggestions to demonstrate care and a call to action.  We the Church need to care for victims within our local congregations who struggle to find healing and wholeness.  Our response to abuse, protection and prevention will make a world of difference.  Rise up Church! I strongly encourage you to read this book by Mary DeMuth.

Mary's book is available at your favourite bookstores and Amazon and LifeWay. 

There is plenty of talk about the risk of getting vehicular heatstroke, particularly during the months of July and August. While the vast majority know not to leave children, vulnerable adults or pets unattended in the car, history tells us that it can and does happen – and knowing may not have anything to do with it.

This week, we followed the heart-wrenching story of Juan Rodriguez, a loving father whose tragic mistake cost the lives of two of his children.

Rodriguez, his wife and their three children live in Rockland County, N.Y. Rodriguez works as a social worker at a veterans’ hospital. On his way to work, he dropped off his four-year-old at nursery school. He arrived at work in the Bronx at 8 a.m. and put in a full shift of counselling.  

It wasn’t until he was on his way home at 4 p.m. that he saw his one-year-old twins strapped in rear-facing car seats, no longer breathing.

“I blanked out,” he told the police when they arrived on scene, the New York Times reported. “I killed my babies.” Juan Rodriguez was charged with two counts each of manslaughter, criminally negligent homicide, and endangering the welfare of a child.

Wracked with grief and guilt, the heartbroken father struggled to understand how he could have forgotten to drop them off at daycare before heading to work. How did he have such a significant memory lapse? How could he have forgotten his own children? 

Unfortunately, it's more common than you might think. David Diamond, a University of South Florida psychology professor who studies this exact phenomenon: why otherwise loving parents forget their children in cars. Diamond explained that about half of the nearly 800 children mistakenly left behind in cars since 1998 died in similar circumstances: a parent or caregiver had meant to drop the children off at daycare or preschool but forgot, leaving them in the car.

As I read this story I was weeping – weeping at the loss of the lives of two precious children, and on behalf of their father and mother. 

I’m sure we can all recall times when we’ve forgotten to do something. Thankfully, in the vast majority of cases a memory lapse does not cost lives. However, it’s important to remember that the choices we make and distractions that call for our attention often come at a cost. 

Should this father be tried for a crime? As much as I believe that it was an accident and that grief and guilt are punishment on their own, I also believe the judicial system has an important role to play in ruling out premeditation and determining appropriate consequences.

This story leaves me heartbroken.

This story also calls me to think how we can stop this from happening. I have come across many useful suggestions on preventing these tragic accidents. Simple things like making sure your briefcase, purse or lunch bag is in the backseat so you have to retrieve it when you leave the car or making a habit of doing vehicle checks when we get in and out of the car could make the difference between remembering and forgetting.

But perhaps some of the responsibility lies beyond the parents/guardians. As they say, “it takes a village to raise a child.” Should daycare providers not communicate with parents throughout the day, notifying both parents when a child is dropped off and picked up, and checking in with parents when a child doesn’t show up? Sending pictures and updates of the child via text or email throughout the day is another way of reducing the risk of child endangerment.

Unfortunately, human error means we will continue to see stories like Juan Rodriguez’s in the news. While we can’t eliminate risk altogether, we can play our part in reducing it. We are left with the call to raise the bar on protection, and report any and every child in need of protection. Strengthening the lines of communication between parents/guardians, and between families and childcare services or schools, will go a long way in ensuring our kids are safe.

According to the Merriam-Webster Dictionary, the definition of high risk is: likely to result in failure, harm or injury or more likely than others. 

When assessing the risk level of an activity, assess the severity of the harm, injury or abuse: whether it is trivial (little to no effect), minor (requiring first aid), moderate (sprains, strains, referral to a doctor, or 1-6 days of lost time), or intolerable (major injury including 7 days of lost time, disastrous results, life changing injury, or trauma).  Also assess the likelihood of an accident, injury or abuse:  whether it be improbable (unlikely to occur), possible (likely to occur) or probable (risk will occur).

One of the best practices we have identified is that used by Girl Guides Canada. They assign activities with green light, yellow light, or red light. 

Activities assigned yellow would fall under the category of low risk, and these activities would be acceptable and given the OK to proceed.  These activities include sedentary classroom activities, low impact exercises, walking, computer studies, and reading activities, etc.

Activities assigned yellow would require further action to reduce risk if this can be done cost effectively, and the benefits will outweigh the risk(s).  Otherwise risk can be tolerated if existing precautions are maintained and managed by taking steps to remove or reduce the risk.  Ways that you can manage these risks would be to have a life guard on duty (swimming), or a certified instructor (rock climbing). Some characteristics of medium risk factors include, but are not limited to: walking through forest, zoos, urban centres, public transportation, amusement parks, hiking, overnight i.e. hotel/motel, camping and retreats, etc.

There could also be a category called “High Medium”, which applies to activities where relatively few losses occur, but because of the nature of the hazards, any loss that does occur will result in a catastrophic injury. Excursions/activities that fall in this sub-category need to be carefully considered as to whether they are an appropriate activity, and if selected, managed with more caution. This category includes activities such as Extreme Sports, wilderness excursions, rock climbing, high ropes, canopy walks, etc.

Finally, activities assigned red would be considered high risk activities.  The nature of the activity or the presence of obvious hazards results in a high probability of a loss occurring with catastrophic results, it is foreseeable that a loss will occur, and/or you have no control over the risks that are present. Some characteristics of high-risk factors include, but are not limited to:

• Fall heights exceeding 8 feet;
• Exposure to weather elements – sun, wind, extreme heat/cold;
• Extreme tidal conditions, currents or wave action (including white water);
• High speeds (driving/boating);
• Uncontrolled free fall or jumps;
• Areas prone to natural elements – avalanche, mudslides, volcanic activity, flash flood, disease outbreak, etc.;
• Natural disaster areas – hurricane, ice/snow storm, tornadoes, earthquake, etc. 

When assessing the level of risk, also take into consideration:

• the age and experience of a driver (drivers under the age of 25 have 4x more crashes than drivers over the age of 25);
• the age and experience of the supervisors and chaperones;
• nature of the activity; 
• the ability and experience of the participants (degree of difficulty, physical strength, endurance, coordination, mobility, and physical/mental limitations);
• the age of the participants (height and weight); 
• environmental factors; and
• the number of participants compared to the number of adult leaders (ratios should be significantly adjusted for high risk activities).

At Plan to Protect^®, we recommend that program leaders conduct a risk assessment prior to the event and submit this to leadership to secure approval prior to the event.  Once approved prepare a Letter of Informed Consent with a carefully written Release and Waiver.  The Letter of Informed Consent should include: 

• Details of the activity or event 
• Description of the activity
• Possible injuries that could occur – provide examples
• Steps taken to reduce the risk of injury, harm and abuse i.e. elevated supervision, lifeguards, swim tests, etc.
• That there is no guarantee of safety
• Safety rules in place
• Requirements i.e. hat, sunscreen, water bottle
• Confirmation of ability to participate
• Permission to treat for medical care

When I was a young boy, I loved September. And it wasn’t because the leaves were changing colour or because of the crisp smells in the air. It was because the first Monday of October was near, and the first Monday of October was the opening of bird hunting season in Nova Scotia.

On that day, I knew my dad and I would take off from school and work, and we would be up at four in the morning, in the truck and heading to the woods. We’d have our sandwiches and our soup, and we would spend fourteen hours together, in the apple orchards and surrounding woods walking around looking for our quarry, having lunch together and shooting a partridge or a pheasant if we saw one. In the traditional sense, I would be learning from Dad during this time, and I would be learning the basics of manhood. We were father and son, in nature,

hunting for our supper for that weekend, and I loved it.

That thrill carried into deer season and then into rabbit season and even into Christmas, Dad’s favourite holiday. October through December was the best time of year for me because I got to spend time with my dad.

When I was growing up, I didn’t care how nice of a house we had, how nice of a car we had, how much money we spent, or even how often we went on vacation. What I cared about most was spending time with my dad. He was a busy, working man who had a deep desire to make his mark, provide for his family, and feel valuable in the world, and that made it difficult to get in time with him. So I coveted it. I coveted every bit of time I could get with my dad, and I miss him every single day.

His name was Wayne Lewis, and he was bigger than life. He captured people’s attention in a gregarious way, and he had a vibrant personality. He was light-hearted, too, and he knew how to have fun. He could shift gears from “work mode” to “fun mode” better than anyone I’ve ever known. And when he was with you, you knew you had his attention 100 percent! My dad was a hard-working businessman with great integrity. I saw him suffer in business because he wouldn’t follow other men in their weaknesses. 

Instead, he did whatever was right, and he was extremely generous. He was fearless, too. He was never limited by fear but instead faced it head-on. I think it was a tremendous demonstration of his masculinity.

Not in a beat-your-chest kind of way, but in a personally triumphant kind of way, saying, “This is what I am trying to achieve. Fear will not stop me.” He demonstrated that all the time, and it never did.

Most of all, my dad was committed to his family. He loved us all very much, and that’s important to say, because he didn’t have that kind of loving up-bringing. My grandfather was a WWII vet. He fought with the Canadian infantry throughout the Italian and European theaters of war with the British forces, and he saw some horrific events that led him to suffer PTSD. As a result, my dad grew up in an abusive home. Like many men who came back from that war, my grandfather didn’t know how to deal with it, so he turned to alcohol, and alcohol turned into violence in the home and, being the oldest brother of three, my dad got the worst of it.

Even still, my dad was forgiving, and I realize now that was a deliberate choice. It was also a demonstration of real character. He was deliberate about loving his father and recognizing that his father was damaged and that wasn’t necessarily who his father really was. So he loved him anyhow.

Then, when my dad had a family of his own, he wanted to break that cycle of abuse, and he did— with mixed results. There was physical abuse in my home growing up. When my dad was under a lot of stress, I learned to stay clear of him. I can remember my uncle saying they had a “sneakers on” rule growing up because they never knew when “the old man” would come home drunk. I adopted the same “sneakers on” rule of thumb with my dad when he was under the gun. The physical abuse was limited—I can count on one hand the number of times I experienced hard, physical abuse—and it was only me, never toward my sisters. On the contrary, they grew up very different. My dad really poured into them, nurtured and loved them completely, and I think growing up with a mother who was abused was the reason for that. For me, it was more verbal abuse, but I know my dad simply wanted to live vicariously through his son and see me do more than he ever had the opportunity to do. So he was tough on me, but I still always felt loved. He used to give me a light backhand and say, “That’s for nothing. Wait until you do something.” It was his way of saying, “I love you.” He never said “I love you” to me, but he had his own way of demonstrating it. And I knew he did.

• ISBN-10: 1945255862
• ISBN-13: 978-1945255861

What is on your mind these days?

I have just returned from a tremendous two-week vacation in Europe visiting my daughter and son-in-law.  We visited France, Belgium, Luxembourg, and Portugal. We were at Notre Dame taking pictures just hours before the fire broke out. We watched candles being lit, quietly marveling at the beauty of the cathedral, the stained-glass windows, the statues, the grandeur. Just hours later, the pictures I had taken were a mere reflection of something that no longer existed – only ashes remained where we had walked.  I can’t help but think how quickly, without warning where we stand today can be so easily consumed and destroyed. It will take years and years to rebuild this cathedral. 

This has left me thinking about the importance of prevention.  What we do today is so important for tomorrow.

Plan to Protect® is facing its own changes. How are you feeling about the upcoming changes? 

For the past twelve years, we have continued to grow as an organization and have seen very little turnover in staff – only growth.  In the last few months, we have said goodbye to a number of key staff members – Naomi and Karli taking maternity leave, Naomi being called to the pastorate, Victoria moving to Kenya to take up the role as Child Protection Coordinator with Rift Valley Academy, Bridget taking on a job closer to her home.  This has created a lot of changes in our little office.  Though I find it very sad to say goodbye to individuals that have been so instrumental in our growth and success, I am choosing to smile at the future and look forward to what is in store for us.  Our team is changing, but the values of the company will remain the same.  I love challenges, so finding new team members that share those values inspires me. 

What do you look for in a new staff member? 

I read every book on leadership I can.  So, I am always on the hunt for individuals with competence to do the posted role, individuals with great character and team members that have the chemistry to fit into the culture at Plan to Protect®.  Everyone that we have had work with Plan to Protect® is committed to safety, but regularly hearing stories of abuse can be tough.  You become a little bit less trusting, more discerning, and more aware of the dangers around us.  Therefore, I look for staff that are willing to show mercy and compassion to clients, be generous, control anger and frustration, laugh often, and continue to learn. 
 

Do you find it difficult to encourage clients to take on abuse prevention and protection?  Isn’t every organization committed though to abuse prevention and protection of the vulnerable sector? 

I recently met with a potential client that spent a significant amount of time early in our meeting telling me how committed they were to protection, and that it was a priority of the agency.  However, when we looked at what steps they had taken to demonstrate that priority they had taken very few, if any, steps.  The organization had been around for 80 years, but they had no policies in place, had never screened any workers, they provided no training to their workers on abuse prevention and responding to abuse, and had little to no supervision or call for accountability of workers in place.

If we are really committed to protection, we will conduct our programs in a manner that is both safe for the children, youth, and vulnerable adults that we serve, and demonstrates care for our staff and volunteers.  If we are really committed to protection, we will not only believe that all people have the right to live free of fear or any form of abuse or exploitation, but we will create and maintain an environment that aims to prevent these circumstances by means of safety policies and procedures. We will be willing to use tough love to ensure that everyone is on board with our commitment and steps we are taking to prevent injury, harm, and abuse. The vast majority of individuals have good intentions, but we will take every step necessary to safeguard against the few who do not.

What’s your biggest pet peeve?

I have a few of them. One is probably when leaders of organizations ask what the minimum is they have to do for protection.  That seems like an oxymoron to me – to say they are a leader but they want to do the minimum needed for protection.  I am all about raising the bar on protection and truly want to inspire people to do the most we can to protect the innocence of children and care for our elderly and those with special needs.  I find it incomprehensible that at the most vulnerable stages of someone’s life there are individuals that will exploit them.   

Therefore, I realize not every organization will choose to use our services.  I’m OK with that.  HOWEVER, I am truly thankful for the thousands of organizations that do choose Plan to Protect® and are committed to raising the bar on protection.  It is you I think about every day and am committed to helping you face the damage that could occur at any time. 

What is a quote you are currently thinking about?

“We are a 120-year-old organization – the best time for us to have had a child safety policy was 120 years ago, however the second-best time is today!”  Trainer

I wish that leaders would stop saying it is too bad we have to do abuse prevention or that we never had to do this in the past.  We really should have.  Perhaps we could have prevented a lot of abuse from happening.  However, now is the second-best time to make sure we are doing everything we can to prevent abuse from happening. Is it time for you to put policies and procedures in place?

For the past six summers, I have been the Sports Camp Coordinator for a week-long day camp.  Each year, we have approximately 60 campers ages 7 to 12 years old participating in various sports, including soccer, ball hockey, basketball, volleyball, as well as many large group games – all on varying terrain.  With the heightened excitement and energy that comes with group sports, one can only imagine that there would be an increased number of incidents, injuries and accidents.  And, there sure is!  There is a children’s camp that runs the week before our camp, and I would estimate that at Sports Camp we would probably have three to four times more incident reports to fill out than the non-sports camp program. 

Since many camps are not run by sporting leagues, they often do not provide or require the typical equipment that comes along with each type of sport, ie. shin pads for soccer, or gloves and helmets for ball hockey.  A report by Dr. Natalie Yanchar, Associate Professor of Surgery and Emergency Medicine at Dalhousie University and Medical Director at IWK Trauma Care in Halifax, states that “without question” a helmet can reduce the risk of serious injury, such as a concussion. There are many sports and activities that don’t require a helmet at all (i.e. soccer and basketball), but there is still an elevated risk of head injury resulting in a concussion.

So, what are some ways that we can reduce the risk of injury in these types of environments?

Plan to Protect® has 3 points to note to keep your sports programs safer:

1) Even-out the Playing Field! Team up children of similar ages, skill levels and sizes together.  This would work towards helping to make everyone satisfied and hopefully keep the level of play even and fair while at the same time reducing the risk of injury.

2) Increase Supervision!  Ensure that you have a smaller ratio of children to leaders.  Our ratio was four to five campers for every one screened worker (still maintaining the two screened worker rule in each area of the facility), as opposed to the 10 elementary age students to one screened worker for lower risk activities.

3) Rules Protect!  Before each session, explain and go over the rules with the children.  Ask them to reiterate the rules and boundaries back to you to ensure their understanding.  You are the referee! If the rules are broken, Stop the Game!  Have everyone take a breath, reiterate the rules again.  If dangerous play was taking place, warnings can be given or penalties, just like in the professional games.  The rules are there for the protection of all participants involved.

It is not only in team sports and group activities that we have to be proactive in preventing injuries. Favourite summer sports like skateboarding, cycling, mountain biking, as well as any contact sports, are just a few others that require safety precautions.

Back in the day, we use to fly down the street on our bikes or pop ollies on our skateboards – helmet-free! These were fun and memorable times, but we can now look back and see that there were so many “close calls” that could have resulted in serious injury.

These days, we know better. These fun, family-friendly activities don’t have to be stopped outright, but we can put measures in place to create a higher level of injury prevention, so that our fun and games can remain safe.

This brings me to, helmets! I believe that just like the automatic reaction we have to reach for our seatbelt to put on when we are in a vehicle, so should we train ourselves to automatically reach for our helmet before we step onto the ice or go barreling down a hill.  According to the Canadian Institute for Health Information (CIHI), nearly 30 percent of all sport-related brain injuries brought to Ontario and Alberta emergency rooms occur in children between the ages of 10 and 14. This is the age when kids are active, increasingly independent, and likely to participate in organized sports, whether at home or camp.

After reading this data, I wondered how many of those incidents could have been lessened or prevented by putting certain safety measures in place, one of those being the mandatory use of helmets, particularly for high-risk sports like hockey, biking, football, and skiing. Regarding winter sports, Dr. Yanchar states that:

“When it comes to winter, it’s important that Canadians get outside to play and enjoy our slopes. […] Wearing a helmet is important for all ages to prevent a fun day in the snow from ending in tragedy.” (CIHI, 2012)

Something similar could be said for many sports played in all different seasons. HERE is a full list of signs and symptoms and topics related to concussion.

We hope that creating an environment of awareness about the risks involved in these various types of fun activities will help you to make wise decisions about keeping safety and injury prevention a top priority for you and those whom are entrusted into your care.  Keep it safe, and keep it fun!

Sexual abuse has once again been in the news over the past few weeks. In recent media interviews, I have been asked how much protection criminal background checks really provide.

Whenever I encourage our clients to protect through screening, they immediately believe I am talking about criminal background checks. Any form of background screening provides an important step towards protection. But criminal background checks and/or vulnerable sector checks are only one step in the screening process.

At Plan to Protect® we recommend your screening process include:

1. A consistent recruitment process throughout the whole organization
2. Provision of a position description
3. Use of an application form
4. Interviews
5. Three references
6. A Criminal Background Check
7. Orientation training
8. Signed Covenant of Care
9. Secondary Approval
10. Supervision and evaluation

Most insurance companies require mandatory screening to qualify for abuse coverage for the following individuals:

• All staff including paid and unpaid clergy, teachers, assistants, program leaders
• All volunteers working with children, youth and vulnerable adults/seniors, including parent volunteers on a rotation basis
• All board members, trustees, directors and officers
• Designated monitors, security teams and care staff

If abuse was not prevalent in our world, we could trust everyone. In light of the outcry for a greater protection, organizations should be more proactive in protecting the vulnerable. We must seek to protect the most vulnerable in our society, communities, congregations, programs and activities. Plan to Protect® can help you with your screening steps.

Join us this month for our Protect Through Screening complimentary webinar. CLICK HERE to for more information or to register.

By: Barrie Doyle

Two stories popped up this past week that illustrate the need for heightened sensitivity and realization around crisis management and training. Both happened in Ontario but could have just as easily happened anywhere in our country.

The first was the unfortunate situation at a Baptist church just east of Toronto. 

A member of the church—apparently very active—is a lesbian. The church sent her a letter, in essence kicking her out of the church. She went to the media, including Global TV News, and the story got widespread attention. Global approached the pastor who initially agreed to talk to them, and then apparently ducked out the back door without ever speaking to the media.

This was a communications shambles. 

And the church’s reputation has taken a hammering. I make no comment on the way the church handled its communication with the member since I have no information on it. 

I can, however, comment upon the failure of the church and the pastor to deal with the situation in an appropriate way. In today’s heightened awareness about gay and lesbian issues, it seems that on the surface at least, the church and its leadership did not take into account the volatility of the issue in the public arena. Nor did they consider the impact it would have if the woman went public with her issue.

As some of you are aware, I have written and am currently shooting a four-video presentation on crisis management for Plan to Protect, They will be offering it as a certificate course early next year. During a shoot three weeks ago with a journalist from an Ontario newspaper, he made this comment. “In a crisis, talk to me. I am here to give you an opportunity to explain what you are doing and why.” He made a lot of other similar comments during the course of our nearly 40-minute interview. This pastor could have benefitted from media training. 

The pastor in question obviously did not know how to handle the media. He panicked and refused to talk to them. The results—in the court of public opinion—is that the public knows nothing about why the church has an issue with sexuality, not does it understand the background (I’m assuming there is one) of the relationship between the church and its member. What they do know is that there must be something radically wrong with the decision if the pastor is ducking the media. To them, it looks like the church is covering up its decision thus making it an issue of interest to the general public and/or are ashamed of their stance and won’t talk about it. 

Either way, the church comes out looking bad. Their actions are now in the public arena. Claiming that it is an internal church issue will not wash with the public, given the volatility of the gay/lesbian issue and its activist agenda.

My goal of crisis management and crisis planning is to help organizations anticipate issues AND ALSO their reaction and handling of those issues to both internal and external audiences.

Second, The Ottawa Senators found themselves in a media frenzy because of some video recorded in an Uber cab.

Several players made disparaging comments about one of their coaches and the team’s penalty killing abilities. They were in a cab in Phoenix AZ and were recorded without their knowledge. The video was later posted on YouTube.

There are all kinds of issues arising from this, primarily revolving around privacy. Where and when are you able to feel secure and private so that you are free to express yourself? This is an issue which will be debated for some time. And there may indeed be legal action forthcoming, but the damage is done.

I am not going to comment on the motivations of whoever posted the video (the Uber driver, I presume) but there is a lesson for all of us in this. (Mind you, since Uber Canada is a corporate sponsor of the Ottawa Senators, I’d like to have been a fly on the wall when the two groups had a meeting about this!)

But the key here is that the players are considered “public celebrities”. Their comments are much more impactful than if a group of construction workers were in the same Uber and also video recorded.

The players have learned to their embarrassment and chagrin that for them, nothing is off the record and nothing said or done in public is beyond public scrutiny.

You may not see yourself as “celebrities”, but many organization and church leaders are well known in their communities and neighbourhoods. People know who they are.

In today’s world, where everyone has a phone camera, a simple conversation in a cab, comments about an issue (especially politics) with a friend over a coffee in a restaurant, or off-handed remarks in a public park, might all be subject to invasion of privacy through recording and posting on social media sites.

It’s not nice to think this way. It is most certainly an unsettling invasion of privacy. But remember this. If it happens, you can pursue legal action all you want. The damage will have been done.

The players learned a lesson. I think they and the team handled it as best they could. But it’s a lesson that church leaders might also learn from. Nothing is off the record; anything can and might be used against you.

There have been a number of other similar stories over the past few months where organizations, faced with a crisis and media interest, missed the net by a huge margin. Even our political leaders are prone to mishandling the media and creating a bigger mess than anticipated.

You are leaders. The care and concerns of your organization rest upon your shoulders. It’s not a question of “if” a crisis will occur, it’s “when”.

If I can help you prepare your churches or organizations in any way for a crisis, I am only a phone call or email away. Simply providing knowledge and training to your leaders, pastors or staff might take that panic reaction away, and thus prevent a fiasco. 

Written by Melodie Bissell, President, Plan to Protect®

I was recently interviewed by Faith Today magazine and they asked, “how many organizations and churches have a plan to protect?” 

My hope is that every organization and church that serves the vulnerable sector, would have some sort of a plan to protect but not all plans are the same, nor do they all adhere to the same standard.

As we review and customize hundreds of policies and procedure manuals a year, we see such a wide variety of policies including:

• Policies which range from one page to 500 pages; 
• Policies which addressing only sexual abuse, to policies that cover all types of abuse and neglect; and
• Policies which are designed only to protect children, to policies that protect all vulnerable persons.

Plan to Protect® was first written in 1996 and our desire has been and continues to be to provide the HIGHEST STANDARD of protection and abuse prevention. However, in the last 22 years Plan to Protect® has gone through many updates and revisions.  For example, we’re now on our third significant edition of the manual - please ensure your Plan to Protect® published manual was written after 2010 to make sure you have the most up-to-date one. 

The Plan to Protect® the Manual is not a policy, but it is a plan to develop a policy for your church or organization.  It has been named the encyclopedia of best practices of abuse prevention and protection. It does require implementation and effort to achieve and maintain a high standard of protection.   

With each purchase of a manual comes a single license use.  If you don’t have a Plan to Protect® Manual (see images) you do not have a license to the copyright resources or the name Plan to Protect®.
      

There are thousands of churches and organizations in Canada and United States who are now licensed to use Plan to Protect®.  Yes, over the past ten years we have sold well over 12,000 copies of Plan to Protect® in the past 10 years and licensed 14 denominations and associations Plan to Protect®. These organizations and churches are striving to achieve a HIGH STANDARD of protection.  

A strong plan for protection would include:

• Customized policies to protect children, youth, vulnerable adults (elderly, individuals with physical and mental disabilities, new immigrants, and those experiencing distress); 
• A policy demonstrating your duty of care to your volunteers and staff;
• Definition of abuse: physical, sexual, emotional, financial, neglect, spiritual (for Faith communities), inappropriate touch, harassment and discrimination; 
• Screening steps for volunteers and staff; 
• Operational procedures (see the manual for complete list of procedures to choose from); 
• A strategy to provide orientation and refresher training with qualified and knowledgeable trainers; 
•  Modified premises to reduce the risk of injury, harm and abuse; and
• Reporting and response protocols.

If you have a plan to protect in place, we encourage you to confirm you have a license to use Plan to Protect®, and ensure your policies, procedures and training are achieving the standard desired.  To identify gaps in your policy, CLICK HERE for our complimentary assessment. 

Also, you never have to do it alone.  Why recreate the wheel when we are committed to helping you by providing tools, training and momentum to stay abreast of best practices. 

To learn more visit, www.plantoprotect.com

If you are a trusted friend to a victim, I encourage you to begin early on to provide self-care for yourself. For almost twenty years I have been working in abuse prevention and protection. Early on I realized I needed to ensure that I was protecting myself from vicarious trauma. The term vicarious traumatization is used to describe therapists' trauma reactions resulting from exposure to clients' traumatic experiences (Figley, 1995; Pearlman & Maclan, 1995; Trippany, White Kress, & Wilcoxon, 2004).

Vicarious trauma recognizes that working with trauma survivors greatly affects the helper and that we must address the effects in order to protect both helper and clients. It is unavoidable and is the natural consequence of being human, connecting to and caring about others as we see the effects of trauma on their lives (Saakvitne, Gamble, Pearlman, & Tabor, 2000). We cannot meet the needs of our others when we are overriding our own.

My self-care includes sharing Monday morning prayer requests with approximately 40 close friends and family members, connecting with nature, spontaneous dates with friends, long walks, and anticipating my next vacation. 

It is a privilege and honor to walk with others through life’s challenges. Abuse is all around us, no segment of our society is immune to it. We can all call to mind the name of someone who is a victim of abuse. If you are a friend to a victim, I encourage you to sharpen your skills of care and ensure that the care you are providing is planting seeds of hope in the lives of those that struggle with hopelessness. 

As a community we can bear witness through one’s suffering to assist with strengthening resiliency and discovering joy. We can demonstrate to others that our communities can be safe places aware of the realities that harm can come to vulnerable sectors and that we do not want history repeated. As you implement Plan to Protect® within your organization, you are creating a place that is a hospitable and a community where healing and hope become a reality.

A Toronto not-for-profit that specializes in providing inclusive sports and recreation programs has strengthened relationships between staff and clients by increasing its abuse prevention.

Variety Village runs inclusive fitness, sports and recreation programs for people of all ages.  People of all ages use Variety Village. Programs range from activities for parents and infants to fitness classes for seniors. Elite athletes train there. Children return each year for summer camps and day camps.

The facility also has programs and equipment specifically designed for people with a range of disabilities. The running track has a guide rail to assist visually impaired athletes or those with mobility needs, and some lanes are designated for wheelchairs. There's also a sensory room. The facility includes basketball courts, three pools, rock climbing walls, a running track and Olympic weightlifting platforms. While there is always an influx of new employees who deliver programs, many of the staff have worked at the facility for more than 15 years.

This familiarity creates a family atmosphere, so the organization has to be diligent to avoid anything that could lead to allegations of abuse. Today, staff, volunteers and campers congratulate each other with high fives and fist bumps. All participants must check in and check out for camp programs, regardless of how long staff or volunteers may have known the campers.

Management trusts their employees, said Susan Sanderson, director of human resources. These practices and policies are an additional way to reinforce appropriate behaviour, she said.

Abuse prevention has been part of staff and volunteer training at Variety Village for years, but in 2015 the organization joined Plan to Protect®.  Initially, management was focused on fulfilling insurance requirements, but after Plan to Protect® conducted an on-site audit, they realized there were opportunities to bolster programs that were already in place.

“I think we do a pretty good job (of training to prevent abuse),” said Sanderson, who has worked at Variety Village for more than a decade, “but we’re always looking to improve.”

One of the main improvements was dedicating staff to train staff and volunteers about abuse prevention. Training can get challenging as Variety Village has about 45 full-time staff and 150 part-time staff. Many of the part-time employees are students, which results in regular turnover, as students return to university and new ones come aboard. That’s why the organization has a dedicated trainer, Cathy Price. Price already trains staff on health and safety, orientation, WHMIS and the Accessibility for Ontarians with Disabilities Act (AODA). Now, as a Plan to Protect® certified trainer, she facilitates regular two-hour sessions about preventing abuse for all new staff and volunteers, as well as annual refresher sessions. Some sessions take place in the evening to accommodate staff and volunteer schedules. Price understands the time challenges; she first came to Variety Village on a student placement.

Having a dedicated focus on training has changed the culture about preventing abuse, said Sanderson. Employees have readily adopted it, and it shows the organization takes protecting staff, volunteers and participants seriously. After joining Plan to Protect®, Variety Village recruited volunteer hall monitors who regularly walk throughout the facility checking rooms, change rooms, closets and watch hallways. Staff and volunteers do everything in pairs to avoid isolation, including taking clients to the washroom. The hall monitors help make sure staff or volunteers are never alone with participants. The organization now also keeps all paperwork because allegations of child abuse can arise any time after an incident. Staff and volunteers take care to avoid hugging participants, or letting children sit on their laps. Instead they fist bump or high-five.

This was a change for some staff, but Price said there hasn’t been much resistance. After taking the Plan to Protect® training, staff understand the importance of appropriate interactions.

“Everyone here loves what they do, and understands that (training and following abuse prevention policies) is just one part of making sure that we can offer the very best to the individuals in our program,” said Price. Long-time staff have told her the Plan to Protect® orientation is some of the best training they’ve ever received.

“I think it’s increased (staff’s) pride in their job,” said Sanderson.

Now, staff and volunteers suggest ways to improve programming, like removing curtains that divide rooms, taking frosting off windows or installing cameras in the multi-sensory room. They find ways to ensure there’s always enough staff in vehicles when they’re transporting participants.

Making sure everyone gets proper training is a lot of work, and keeping complete records can be time-consuming, said Sanderson. But this becomes easier once everyone understands why this is important and it’s worth the effort. The organization also benefits by knowing Plan to Protect® staff are there to help with questions or as potential problems arise.

“The world is a very different place, and you may think that you have everything you need and you’re doing things properly,” said Sanderson. “But I would pretty much guarantee that there can be significant improvements by going through Plan to Protect® and implementing this program.”

Meagan Gillmore is a writer and editor currently living in Toronto. She has written for community newspapers, national magazines, websites and not-for-profit organizations. She holds an honours degree in English and Journalism from Wilfrid Laurier University, Brantford campus (2011) and a publishing certificate from Centennial College (2014).

Rapid changes in youth culture and communication can make it hard for adults to know how to teach youth how to build and create healthy relationships. That’s one reason why Southwestern Ontario YFC/YU prioritizes consistent training about abuse prevention.

The faith-based not-for-profit is located in more than 25 communities in southwestern Ontario and runs youth centres in 17 of their locations, giving elementary and high schools students safe places to make friends and have fun. Some staff and volunteers work with students in schools coaching sports or volunteering.  Others run creative arts and performing arts programs or focus on programs for single teen parents. It takes a lot of people to do this job well – about 80 staff and hundreds of volunteers. Because there are centres throughout the province, it can be difficult to make sure everyone has consistent training about how to make their programs safe, said Diann Deller, Director of Human Resources for the organization.

Southwestern Ontario YFC/YU turned to Plan to Protect® in 2013 so they would have a more accurate way to make sure volunteers were trained consistently. They already had abuse prevention policies of their own, but they needed a way to honestly show insurance companies that all their staff and volunteers had been trained about abuse, said Deller. They also wanted   to be able to ensure parents that Southwestern Ontario YFC/YU is a safe place for their children.

More importantly, though, the organization wants staff and volunteers to show students what healthy and safe relationships look like. This means emphasizing that staff and volunteers should not be alone with students. Supervisors must know if staff and volunteers are meeting with students individually outside of regular group events; parents and guardians need to give permission. Meetings must happen in public within view or earshot of others, or in well-lit rooms with uncovered windows or open doors.

The organization changed its policy about staff and volunteers driving youth because of Plan to Protect®. Before, they allowed one staff or volunteer to drive a student, or group of students. Now, their policy says there must be two unrelated staff or volunteers in a vehicle with students.

This hasn’t hurt staff and volunteers’ ability to build good relationships with students, said Deller. Students may wonder sometimes why a staff or volunteer can’t give them a ride alone, but they understand when staff and volunteers explain the safety reasons for it. These are the same reasons why staff and volunteers give students side hugs or fist pumps instead of letting them sit on their laps or giving them hugs.

It’s a way to “teach them how they should be expecting to be treated from the other adults in their life,” said Deller. “I think that’s really important because some of these kids wouldn’t have role models in their lives to show them that, and that’s what we need to be.”

It’s not always easy, and the organization needs continued guidance about how to create safe places for students. Deller’s been with the organization for more than 20 years. When she started, it was a “whole different world,” she said. Volunteers were usually people the staff already knew so they didn’t always use the screening processes they do now; youth interacted more in groups instead of on social media. The increase in social media use can make it hard to maintain policies about meeting in public spaces. Right now, staff and volunteers are told to use online communication for relaying information about events and programs, not discussing personal matters. They don’t contact students individually online “because it’s kind of the same as being in a room where no one is able to witness what’s being said,” Deller said.

The rapid changes in youth culture are another reason why she’s grateful for Plan to Protect® - the organization is always available to answer questions and help them review policies. Working with youth requires creativity, said Deller, and Plan to Protect® helps them be creative while keeping everyone’s safety a priority.

An Ottawa-area church plans on spending part of 2018 teaching their community how to recognize and prevent elder abuse.

Cedarview Alliance Church in Nepean has prepared workshops about the topic, with funding from the federal government’s New Horizons for Seniors Program. The grant from Employment and Social Development Canada helps organizations deliver programs that benefit seniors, including public education about elder abuse.

“People need to better understand what elder abuse is and how to prevent it, especially as the population ages,” said Lena Mills, a pastor of family and children ministries at the church who helped with the grant application. Seniors, like children and youth, are vulnerable to physical abuse, neglect or sexual abuse. But they face the added threat of financial abuse. They may be prevented from accessing their money, or become the target of scams. Seniors receiving long-term care could be over- or under-medicated.

“I think some people may be at the hands of abuse and not realize it,” said Mills. Seniors need to feel confident to report suspected abuse. Community members need to know warning signs so they know when they need to contact someone if they suspect abuse. People are often more educated about recognizing and responding to child abuse than they are to elder abuse, said Mills.

“Reporting opens up the situation and opens up the conversation,” Mills said. Without proper reporting, no one can get the help they need.

Sometimes, people may be doing something to care for a senior that could be considered abuse, said Mills. They may confine a senior alone in a room, or tie and restrain them to a bed so they don’t hurt themselves. People may have good intentions, or just be overwhelmed by the stresses of caregiving. They could be “crossing boundaries that (they) don’t realize in (their) efforts to do good,” said Mills. Explaining what elder abuse is helps everyone, including  those who may have been committing potentially abusive acts.

Church members have been trained to deliver the workshops, both at church activities for seniors and in partnership with community organizations. Mills said she expects the presentations will change as they continue to learn about this topic.

Cedarview Alliance Church has had ministries to  seniors for years. The congregation has a number of members in their nineties. They have a seniors’ choir and regular social activities for seniors.  Church volunteers visit seniors in their homes or long-term care facilities. Programs for seniors, like those for children and youth, include sign-in procedures. Volunteers visit in pairs and in public places. Often, volunteers visit when a senior’s family member is present. This is partly because relatives are often more comfortable helping with toileting or transferring people from beds to chairs, said Mills.

Even with all this experience, though, the congregation knew they still had a lot to learn. That’s why Cedarview turned to Plan to Protect^® to help them develop the workshops on elder abuse.   
A success criteria for the New Horizon’s grant is partnerships with community agencies.  Cedarview Alliance Church has  been a proud member of Plan to Protect® for over 10 years, accessing their best practices and policies for their children and youth’s programs, and then their seniors’ programs.

“We were thrilled to be approached by Cedarview to be a partner with them on the New Horizon’s project to raise awareness of elder abuse,” says Plan to Protect® President, Melodie Bissell.  “We have developed the curriculum and have equipped and coached the trainers.  In this one hour seminar for seniors, we cover abuse awareness, recognizing and reporting abuse and practical ways to reduce the risk of being abused.  This training will provide the knowledge to empower seniors to protect themselves and their friends,” said  Bissell.The church constantly wants to improve its abuse prevention practices, said Mills. Plan to Protect® has helped them with programs in the past, so it was a perfect partner for the New Horizon’s project. Cedarview is eager to share what they’ve learned with others.  The training begins early 2018.

“There’s just a culture that seems to accept abuse,” said Mills. “I feel that anything we can do to stand up against that culture to help people understand a better way forward, that’s worth doing.”

Earlier today I received a Facebook share from one of our clients, which was entitled, “Memphis Mega Church gives standing ovation to pastor after apology for sexual assault.” I followed the link and began reading the heartbreaking story of Jules Woodson (she wants her name shared according to the article below) who was sexually abused by her youth pastor 20 years ago.

As more information about the Memphis Mega Church pastor, Andy Savage, who sexually molested one of the young people in his program 20 years ago comes out - we at Plan to Protect® are heartbroken for victim/survivors like Jules who have had to experience such traumatic incidences of assault.  

You can read more about Jules story, here:

I Thought He Was Taking Me for Ice Cream: One Woman’s #MeToo Story of Molestation By Her Former Youth Pastor, Andy Savage - http://thewartburgwatch.com/2018/01/05/i-thought-he-was-taking-me-for-ice-cream-one-womans-metoo-story-of-molestation-by-her-former-youth-pastor-andy-savage/

Thank you, Jules, for sharing your story – your honesty, bravery and courage is inspiring. We hope and pray that by sharing your story, others will be inspired to stand up for victims/survivors of abuse. We hope and pray that your story brings light to the darkness and encourages other churches and organizations to prevent abuse, to have a plan in place and to report it properly if it does happen. 

We are so thankful for organizations and churches who are dedicated and committed to protecting the vulnerable. We are so thankful for organizations and churches who are doing everything they can to prevent something, like what happened to Jules, from ever happening again. We are so thankful for organizations and churches who have policies, procedures and proper reporting guidelines in place. We are so thankful for organizations and churches who are striving for the highest standard of protection and are doing everything they can to prevent #metoo and #churchtoo from being anyone’s reality.

At Plan to Protect®, we are dedicated and committed to doing everything we can to raise the bar on protection, to fight for victims and survivors of abuse and to stand for protection and prevention. We will not stop! Thank you, Jules and every person who has ever shared their story of #metoo or #churchtoo, your courage inspires us and spurs us on. We are doing this for you.

As I reflect on Jules story, I am struck by some very important lessons we can all learn from her and how the church responded. So, what can we learn from Jules story?  Alot!

• Churches, faith communities and organizations need to have strong abuse prevention policies in place. I am unsure if the Texas church had policies or how strong these policies were if they had them.
• Policies should include NO DATING policy among individuals in a position of power and influence with minors. 
• Policies should include appropriate interactions between staff/volunteers and children/youth/vulnerable adults in and outside of regularly scheduled programming.
• Policies should include a two-screened adult rule – no adults should be alone with a child or youth EVER. Jules should never have been left alone at the church with just Andy.
• Policies should include transportation guidelines, which stipulate that volunteers and staff are not allowed to transport children or young people alone. Andy should never have driven Jules alone.
• Policies should include a description of appropriate and inappropriate touch. Policies should include definitions of physical, sexual, emotional abuse, and neglect. Obviously, this touch would not have been considered appropriate.
•  All volunteers and staff should be properly trained on abuse prevention and the policies of the organization. I am unsure if Andy and others within the church ever received training on this before being placed in his position of youth pastor, but he should have
• There should be a five-year age gap between volunteers/staff and the youth that they work with. According to the information, I was able to find online, Jules was 17 and Andy was a college student (probably early 20s).  There is nothing appropriate about this relationship if he was on staff in a position of leadership. 
• Churches and organizations should have strong reporting and response policies that follow legal reporting guidelines. It’s apparent from Jules story that the church didn’t have consistent or clear policies or if they did have them they didn’t follow them properly.
• All incidents of inappropriate involvement with a minor should be reported immediately to the proper authorities, the police or child and family services. It’s apparent from Jules story that the church did not report the incident to the proper authorities.
• Anyone accused of abuse should be removed from their position of trust until their name is clear. In this story, following the report to leadership, the youth pastor, Andy, continued in his role for a number of days even leading a conference on abstinence.
• Anyone found guilty of child abuse or inappropriate engagement with a minor should be let go with cause. Instead, Andy was able to resign quietly, and it was not put on his file why he was asked to leave.
• At no time should a church or organization practice denial, minimization or blame the victim. According to Jules story, the Texas church did all of these. The original pastor she told accused her of “participating,” people within the church blamed Jules, people within the church minimized the incident by saying it was just “innocent kissing.”
• The Lead pastor or his designate must notify the church’s insurance provider and seek legal counsel upon hearing of a suspected child abuse case. It doesn’t appear that insurance or legal counsel was obtained 20 years ago when Jules came forward.
• Church and organizational leadership should seek an opportunity to provide the individual care and counsel for the abuse victim and the family. According to Jules she never received this, and her family was instead barely told about what happened considering at the time she was still a minor.
• Individuals that have been accused, or convicted or under the suspicion of crimes against children and or youth, or who have been convicted of violent crimes or relevant crimes will not have any involvement in ministries or programs where youth participate or placed in positions of trust. This means that not only should Andy Savage have been fired with cause, but the church also should never have wanted to hire him back or ask Jules family if they could hire him. Furthermore, Highpoint church (the church Andy’s at now) should not have hired him as a pastor. Highpoint church even knew about the abuse and hired him anyways – his previous sexual assault should have excluded him from any position of trust with vulnerable people ever, it doesn’t matter if it was 20 years ago and if it was dealt with. At Plan to Protect®, we recommend that anyone who admits to abuse, or an incident of inappropriate engagement with a minor, is under the suspicion of abuse or has been convicted of crimes against children, youth or vulnerable adults, or a violent crime should not be placed in a position of trust, authority or control.

 For more information on this story, please visit:

• Highpoint Church YouTube channel where Andy Savage apologizes in service. https://www.youtube.com/watch?v=wyKdluNR95I
• Original article I referred to seeing on Facebook https://www.rawstory.com/2018/01/watch-memphis-megachurch-gives-standing-ovation-to-pastor-after-apology-for-sex-assault/#.WlVWE9aDT1s.facebook
• Interview with Jules Woodson on Action News Five http://www.wmcactionnews5.com/story/37208415/its-very-hard-to-tell-your-story-woman-who-accused-memphis-pastor-of-sexual-assault-tells-her-story
• https://religionnews.com/2019/10/29/jules-woodson-andy-savages-reported-return-to-pulpit-is-not-ok/

 For more information about creating a strong Abuse Prevention and Vulnerable Sector Protection policy, abuse prevention training or Plan to Protect®, please contact info@plantoprotect.com

What should our response be to #MeTOO and #ChurchTOO? 

My initial reaction to #MeTOO, was to cheer these brave people on for finding their voice and bringing their secrets out in the open.  My sentiments were shared by many, for comment after comment encouraged the brave souls to speak up. I did comment, and unfortunately I did receive one response challenging me not to believe what the person viewed as FAKE NEWS. 

When the #ChurchTOO hashtags starting surfacing these past few weeks, while heartbreaking, the volume of the postings did not surprise me, as many of our clients are churches and I have heard my share of stories of abuse within faith communities.  In some way my defenses went up as I love the church, and realize that the church is not a building but a people.  It became more personal for me.  I believe the stories. Churches are as vulnerable to abuse and harassment as any other segment of our society, including Hollywood and politics. 

Part of me would like to quickly respond and ask if the abuse was disclosed to church leaders so they would appropriately report and respond to the abuse, requiring the accused to step down from their position of leadership and/or ministry until his/her name has been cleared by law enforcement and official investigators.  But, as you continue to read tweet after tweet, and post after post, you realize that in many situations the abuse was disclosed, and church leadership ignored the victim, forced them to forgive, swept the abuse under the carpet or did nothing.

What should our response be to #ChurchTOO and #MeTOO?  These seven steps are a good place to begin.

1.  Be a learner and take time to read through the posts and hear the voices of those that have been harm, abused, harassed and violated.

2.  Grieve on behalf of these precious individuals the harm that was done to them, the physical, emotional and spiritual scars that they have endured and, the innocence that was robbed from them.

3.  Don’t be quick to respond with empty words, such as “No church is perfect!”, “Have you forgiven the person who harmed you?”, “Are you working towards reconciliation?”, “I’ve always thought you would attract men!”

The last thing a victim of abuse needs to do is go right back into the environment that hurt them in the first place.  If someone has been attacked by a dog, would you tell them to go back and risk getting bitten again? Christians who insist on reconciliation in the face of abuse are forgetting one important thing: abusers/perpetrators can’t always be reasoned with.  There has been an imbalance of power, authority, influence and control.  Not only is it dangerous to ask a victim to make amends with their abusers, it also puts an undue burden of responsibility on the victim to come up with a solution. It’s like saying, “They’re the ones who hurt you, but now it’s your job to make it right.”

4.  If you have time to connect with them in person, give them your unhurried time and ear.  The greatest gift we can give to a victim-survivor of abuse is our presence and our listening ear.  Some may not wish to talk and share their story with you.  However, many victim-survivors do want to have someone listen to them, and to hear you whisper the words, or comment “I believe you!”, “I am so sorry that this happened to you!”  Listen without talking back right away, and not rushing to trying to edit or interpret their story, or fix the situation. To receive someone’s story is to receive them.  Being too quick to come up with solutions and to fix things for them continues to rob the individual of their voice and power. 

5.  Make a difference.  As you advocate for change within your organizations and churches, you can be the difference you wish to see in the world.  As we raise the bar on protection, hopefully we will make a difference for the next generation.  I believe that as we read and hear these lived experiences, it will help us respond with greater care.

6.  Show them welcome.  As mentioned earlier, the church is not a building but a people. As a person of faith, I believe when we have friends who are hurting because they’ve suffered at the hands of the church, we need to be a much better representative of the church to them: apologizing where we’ve wronged them.  So many victim-survivors of abuse refuse to come to a church or to attend a Bible Study, etc. Show them welcome at the dinner table, your child’s birthday parties, the shower you’re throwing for your pregnant friend. Even if they decline every invitation, just knowing that we, the church, hold out open arms makes the world of difference to a hurting friend, and one day, they may just say yes.

7.  Show them Jesus.  Probably what breaks my heart the most is that when abuse has been done under the guise of religion and the church, it has been justified as God sanctioned.  If an individual has been abused within a church context this so often becomes their view of God.  Their understanding of God has been warped and distorted.  The prophet Isaiah spoke tenderly of the coming Messiah this way: “A bruised reed he will not break, and a smoldering wick he will not snuff out.” (Isaiah 42:3) The life and actions of Jesus demonstrated that he cared deeply for the oppressed. He is our example of how to care for others.  We too need to tread carefully around the bruised and smoldering lest we break or snuff them. “What would Jesus do?”, our bracelets ask. Showing love, being patience and sharing a cup tea, will not solve all problems or heal all the hurts, but such love, shown to hurting individuals is surely what Christ wants from his Church. “This is how the world will know you are my disciples,” he said, “love one another.” (John 13:35)

Finally, whisper a prayer for healing and hope for victim-survivors and for church leaders to respond humbly to these posts.

Keep the conversations going.  This abuse is a black mark on our history, but it can be transformed to be part of His Story which I believe brings beauty out of ashes.

For more information on the resources, tools and services of Plan to Protect® contact info@plantoprotect.com.

If this topic is of interest to you, we would recommend you read Dale Ingraham’s book, Tear Down This Wall of Silence: Dealing with Sexual Abuse in our Churches available on our store.

Have you heard me say that, “we will buried alive in paperwork as administrators of abuse prevention and protection”? Today, I thought I’d answer some of your most pressing questions about documentation and electronic documentation

Why should you keep documentation permanently?

There are many reasons we should be securely managing our documentation.

• Statute of Limitations – in all provinces and territories in Canada and in many States, there is no statute of limitations on child abuse;
• A means of demonstrating due diligence;
• A means of striving for excellence, integrity and accountability for your leadership and the Board;
• To document history within the organization;
• For insurance purposes;
• To demonstrate your duty of care to your participants, staff and volunteers;
• It protects volunteers, staff and your organization if there is ever a false allegation; and
• It protects the vulnerable sector.

What documentation should we be keeping?

To demonstrate our due diligence and duty of care, we should be keeping:

On behalf of staff members and volunteers:

• Screening documentation (Including: Application Forms, Interview Notes, Reference Checks, Police Record Checks)
• Copy of Driver’s License, Driver’s Abstracts and Evidence of Driver’s Insurance
• Confidentiality Agreements
• Covenant of Care
• Performance Reviews
• Role Descriptions
• Annual Orientation and Refresher Training Certificates
• File Status Notes (i.e. inactive, maternity leave, etc.)

On behalf of children and youth:

• Registration forms
• Attendance records/Sign-in and Sign-out
• Waivers/Informed Letters of Consent
• Incident Reports/Suspected Abuse Report forms
• Medication records

On behalf of the organization:

• Insurance policies
• Rental agreements
• Policies and Procedure Handbooks
• Board Member Minutes with motions and amendments

Is hardcopy, paper only documentation sufficient?

For years, many of us only kept these documents in hardcopy only.   However, there are a number of pitfalls for keeping paper only documentation.  Here are five risks associated with relying too much on paper documents and manual processes.

Burnout

In one survey dealing with a human services industry, 40% of individuals surveyed say they’ve burnt out due to overall job stress - much of it having to interacting with people. But that’s just the tip of the iceberg!  Another 37% of workers cited paperwork, as well as inefficient tools and poor systems, as reasons for burnout. The paperwork burden is also a significant contributing factor to the burnout cycle: when one worker leaves, often others within the organization have to take on more work, causing more stress and strain.  Employee morale declines when given the added burden of paperwork, while building relationships with people suffers and the agency also suffers.

Compliance

The second risk associated with paper only documentation is compliance. It’s a given that complete, accurate, and readily accessible documentation is a critical component of compliance best practices.  But, the heavier the paperwork burden and the more manual your documentation processes, the more prone your agency becomes to the inefficiencies and possible human errors—e.g., incomplete files, missing documents, conflicting information, etc.  Inefficiencies and human error will make it difficult for you to demonstrate due diligence - that you’re meeting mandates and requirements.  Furthermore, just think about the amount of time, labor, and resources required for a paper-based agency to prep for an audit or a lawsuit.  In the case of an audit or a lawsuit, chances are multiple staff members would need to be pulled away from their duties for several hours at a time, possibly over the course of 2-3 weeks. That’s a significant labor cost, and an even more significant opportunity cost: workers that get pulled into the pre-audit frenzy are not serving clients or improving outcomes, which can negatively impacts agency operations.

Dark Data

The third risk is dark data. Every piece of content has the potential to contain critical information about individuals, but it gets buried deeper and deeper in the file as more new information gets added—especially for agencies that still rely on paper files.  Let’s look at an example. According to conversations, a typical school or daycare may collect approximately 400-500 pages of information per child.  Multiply this by 24-30 students.  Assuming one falls on the lower end of the spectrum, that’s 9,600 pieces of paper across their clients’ case files.  So, what happens when you needs to find one specific piece of information buried somewhere in those files?  Even if that person knows what they’re looking for, they’d still have to sort through thousands of pages of information to find it.

Productivity

The amount of time program leaders are required to spend on paperwork is frustrating and discouraging to workers who want to spend more time with people who need their services – which is why productivity is the fourth risk of paper only documentation.  One youth leader said, “We only have more and more and more paperwork. It's always documentation, documentation, documentation. That's just our world. I don't know when we have time to do all this documentation and then to actually have face-to-face time with the youth.”  For individuals that work virtually, relying on paper makes it much harder for workers to access information when they’re in the field interacting with clients.

Storage and Security

The fifth risk is storage and security.  With more paper, comes more space required to store and keep it safe.  At Plan to Protect® we often say we will be buried alive in paperwork as there is no statute of limitations on child abuse in Canada and often no statute of limitations on child abuse in the United States depending on which state you are in.  We have visited churches and organizations where ceilings are close to caving in because the boxes of paper stored in the file room above are so massive and heavy. We’ve heard horror stories of fire and flood damage, mold issues, and other hazards.  Can you imagine the implications if years and years of documentation literally went up in flames? Or the amount of time it would take to reconstruct hundreds, possibly thousands, of client files if everything came crashing through the ceiling?  In the off chance that disaster strikes within your walls, having too much paper stored on premise could lead to all sorts of problems.  Not only that, but all humans are error-prone, so there’s always the chance that a worker might accidentally lose a paper file, take it home, leave it in their car, or leave it in view of others.  Storing sensitive case information in the cloud instead of on paper would increase the security of your data while clearing up some much-needed space in the office.

What are the benefits of electronic documentation?

Along with avoiding these pitfalls, there are a number of advantages to maintaining documentation electronically. Here are some of the benefits:

• Easy access
• Search an entire library of files through keyword
• Better collaboration across your team members
• Restrict access to certain documents
• Space saving
• Disaster recovery
• Maintain privacy
• Keep things in one place
• Maintain history of candidates and participants
• Store various document types (including word-processing files, emails, PDFs and spreadsheets)
• Monitor who is viewing documents and when
• Track edits being made to documents
• Retrieve previous versions of edited documents
• Control and regulate when out-of-date documents can be deleted
• Access, edit and share documents via mobile devices

How to Begin Using Electronic Documentation

Begin by developing a policy and procedure for documentation retention, responsibility and oversight.  Policies and procedures should include:

• If a lawsuit is filed against your organization, you will have a legal duty to maintain relevant documents, in their original form, and suspend their destruction or alteration as soon as you learn that litigation is imminent and/or until the lawsuit is resolved. Although documents may be scanned into electronic form at this time, paper copies should not be destroyed during a lawsuit or if it is pending.
• Account for ease of retrieval and searches when designing and implementing electronic document creation and storage protocols. Put time and effort in upfront to design detailed metadata to improve search ability.
• Establish security protocols, so that only authorized individuals can access each electronically maintained file. This includes creating a secure and reliable electronic storage environment, including off-site backup and complete, secure destruction protocols consistent with the retention policy for hardcopies.
• If technology does not self-audit or contain compliance monitoring, consider a quality assurance program which includes regular evaluations and checks of the electronic record-keeping system.
• Retain paper copies of any records that cannot be clearly, accurately, or completely transferred to an electronic record-keeping system (i.e., performance documents which include notations in pencil or light ink, and documents containing insignia).
• Retain permanently any and all documentation directly related to suspected or actual abuse – for example Suspected Abuse Report forms, whether it is substantiated or unsubstantiated.

What are the different types of electronic documentation?

Once you have identified the documents and information you need to manage, you will need to determine how you will maintain it.  If you are in the market for a document management system, one of the first questions you must answer is, whether you want to house the system inside your business or have it hosted in the cloud. While both options provide a framework for storing and organizing your electronic documents, each has its own advantages and disadvantages.

Self-Hosted Document Management System

• All the software is stored inside your organization on your organization’s own servers.
• Self-hosted systems allow you to store as many documents and files as your server allows.
• The software has a one-time cost that's based, in part, on the number of users. Self-hosted systems typically cost at least several thousand dollars. Some systems charge an initial fee for the software, as well as license fees for each user. In addition, some charge an installation fee.
• There is an optional yearly charge for ongoing support and software upgrades.

Pros: The biggest benefit, of a self-hosted document management system, is that you are always in-control of your system and not relying on anyone else to keep it up and running. You're not dependent on the internet either. If your online connection goes down, you still have access to all your documents.

Cons: The downside comes in the large upfront costs, as well as the extra yearly expense of software updates. In addition, it's up to you to make sure you have a proper backup system in place, since your files aren't being automatically saved in the cloud. Another possible negative is that not all self-hosted systems work with both Windows and Mac computers. Many are compatible with only one or the other.

Cloud-Hosted Document Management System

• All the software is hosted by a provider and accessible online.
• You can log in to these systems from any computer or mobile device connected to the internet.
• You pay a monthly fee for each user. Costs range from a few dollars to close to $100 per user, depending on the provider, the number of features you choose and the amount of storage you want.
• The system's provider, for no additional cost, handles the software upgrades and maintenance.

Pros: The biggest benefits are that you don't need an IT team to install the software and keep it running properly, and that there aren't any large upfront costs. You also can tap into these systems from anywhere that has online access, and you don't need to back up your files, since they are automatically saved in the cloud.

Cons: The downside is that you are at the mercy of your provider to keep the system up and running. If your provider has a problem with its data center, it could prevent you from accessing your files until the situation is resolved. In addition, if your internet connection fails, you won't be able to get to your files. Cloud solutions also have storage limits.

A few things to note:

Plan to Protect® is pleased to partner with organizations that mirror the HIGH STANDARD of protection that we recommend.  For information on these systems, please reach out to us.  If you are a member of Plan to Protect®, check out our member section of our website for recommended customized fields for your information management system and database.

In our Administrator and Leader Certification Training we also include a full module on documentation management.

Thank you for your commitment and dedication to protecting the vulnerable sector – your attention to documentation management truly demonstrates this commitment. Together we can create safer environments, together we can make a difference.

We are often asked how implementing a children’s check-in solution can benefit organizations where children are placed in the care of others. A check-in system provides enhanced security and is vital to child safety, yet the benefits and success truly come from a combination of the check-in system itself and how well the staff in the organization uses it.

Regardless of whether you are using an electronic solution or another method, certain tracking and safety measures are still a necessity. You must have accurate records of children checking in and out, know who is picking up the children in your care, be aware of any allergy or medical concerns and have a process to verify people are who they say they are, as well as a secure way of maintaining all documentation.

The Stark Reality

What are some of the real threats? Every year between 1.3 and 1.8 million children are reported missing in the United States alone, and the FBI records an average of 2100 new missing children cases per day[1]. In Canada In 2016, there were 45,609 reports of missing children in Canada as reported by the RCMP using numbers provided by the Canadian Police Information Centre (CPIC).[2] 

Most abductions are carried out by people who know the family and children – babysitters, boyfriends/ex-boyfriends (teen’s or, parent’s), classmates, and neighbors[3]. Making it even more complex are today’s dynamic and blended family situations. An estimated one-third of children will live in a stepparent home before the age of 18 and 50% will have a stepparent at some point in their lifetime[4]. An estimated 200,000 kids are abducted by a family member and 58,000 by non-family members; the primary motive is sexual exploitation of some type[5].

These statistics underscore the importance of well understood and documented child safety processes and procedures to improve security and combat these threats. Electronic check-in/out systems increase the level of security over a manual process with additional built-in security measures such as name badges, random security codes to be matched between children and guardians, immediate access to child and guardian locations, and detailed records on both children and guardians. Implementing a children’s check-in solution is just one way to improve security and combat these threats.

The Solution is Only as Good as the People Using It

Keep in mind, no check-in system will keep the kids in your care safe without the proper implementation, staff training, and design around the systems you use. The system and procedures you implement must be ones your personnel and volunteers can quickly understand, consistently use, and easily follow.

We are pleased to partner with KidCheck and recommend their services. Every day at KidCheck, the team has the opportunity to train, work with, and implement a secure children’s check-in system to help assist churches and childcare professionals with their child safety.

Heidi Hensley of Quail Lakes Baptist Church in California had a situation arise that put her check-in system, procedures, and team to the test. “We had a situation where two women tried to pick up a random child. Thankfully trained staff and the security tags with KidCheck worked – making lock-down and identification a cinch. We added KidCheck to our ministry almost a year ago and it has both complimented our existing safety practices and provided additional security features. Implementing KidCheck was almost effortless for our team as it is easy-to-use and was quickly understood by our leaders, volunteers, and parents.”

The Importance of Accurate Guardian and Child Information

Having up-to-date and proper information on all aspects associated with the children in your care is key to improving security. One unique feature of KidCheck is parent maintained accounts. The parents create a free KidCheck account, from the comfort of their own home. They provide all pertinent contact information for themselves and the children (including photos), specifically list authorized and unauthorized guardians, and note any medical or allergy alerts. Parents also maintain these personal accounts so you know the information is current and you don’t have to try to remember to make updates or track family dynamic changes.

Additionally, documents such as restraining orders, court orders or medical information associated with a child can be kept and tracked right in that KidCheck account for easy access. All this information is made available to an organization as soon as the child checks into that facility. Administrators for the organization than have access to all the information.

Dave Vainio in Montana has the first-hand experience with how a check-in solution with up-to-date, pertinent information improved safety at Helena First Assembly of God. “We had a situation where a dad, who had a restraining order against him, tried to pick up his daughter during one of our services. Had we not had KidCheck in place, there would have been nothing stopping him from getting his child and we would have had a major problem on our hands. The mom (who was a first-time visitor) was so grateful to us for not releasing the child.”

Perception is Reality

In addition to tangible improvements in child security, the perception of child safety you provide for your visitors, parents, and staff is extremely important. Parents and visitors are leaving what is most precious to them in your care and expect a safe and loving environment. They won’t feel comfortable attending and entrusting their children to your staff if they don’t feel it’s safe. Additionally, no employee or volunteer wants to be put in a position where the organization, or they themselves, may possibly be held liable for a child leaving with the wrong person. Not to mention the huge financial and legal liability if a child is harmed or abducted while in your care.

A check-in system like KidCheck helps instill confidence, implements a culture and environment of safety, and makes a loud and clear statement that your facility is safe, secure and takes the security of children very seriously.

Emergencies and Peace-of-Mind

At a touch of a button, electronic check-in systems also provide the ability to know which children are in your facility and exactly where those kids are. In case of an emergency, you need to know where each and every child is, and ideally their parent’s location as well. That knowledge allows you to more quickly and effectively enact emergency plans and contingencies.

Whether for an emergency situation or for more basic updates, parent communication is simple as well. The text messaging feature within KidCheck allows you to quickly, and privately, notify a parent if their child needs something or an emergency arises. Alternately it can also provide peace-of-mind that all is well, allowing them to relax and enjoy their time. Imagine the anxiety for a parent leaving their child in your care when the child is crying and very upset about the transition. Now imagine the relief and ability to refocus when they receive a text from you assuring them their child is now giggling happily or sleeping peacefully.

Guardians can also receive a text message to let them know each time their child is checked-in or out.

Check-In System + You = Winning Combination

Implementing a secure children’s check-in solution is an important step to improve security; however, it is truly the people behind the system that determine the ultimate security and success of that system. It’s folks like you – the children’s pastors, volunteers, childcare professionals, nursery workers, etc – who are truly the gate keepers for the safety of the children while they are in your care. Utilizing key tools, such as an electronic check-in solution, coupled with the proper execution, training, and expectation for your staff is a winning combination. KidCheck is at the frontlines of being a part of that process, those policies and the resulting benefits for all involved.

Sources:

1. MedScape: How Can I Help Parents Worried About a Child Being Abducted
2. Missing Canada http://www.canadasmissing.ca/pubs/2016/index-eng.htm
3. National Center for Missing and Exploited Children Brown K., Keppel R., McKenna R., Skeen M., Weis J.Case Management for Missing Children Homicides: Report II, National Center for Missing & Exploited Children and U.S. Department of Justice, 2006
4. Marriage, Family and Stepfamily Statistics. Compiled by Ron L. Deal, M. MFT
5. National Center for Missing and Exploited Children

This article has been adapted by Plan to Protect™ with permission from KidCheck.  It was first published as a blog on the KidCheck website.

Each province, state and territory has its own legislation about duty to report child abuse and the age of a child entitled to protection under the law. The statute of limitations varies depending on the State, Province or Territory you reside in.

In Canada, if someone knows of or suspects that a child is being abused, that person has a legal responsibility to report the known or suspected abuse. It is your duty to report!
In the USA, anyone who knows of or suspects that a child is being abused, that person may report the known or suspected abuse. However, professionals and mandated reporters are required under the law to report. In some states, everyone is required to report abuse.

You can find the reporting guidelines on our PlanToProtect app which is available on the iTunes Store and the Google Play Store.

Remember:

• You have a duty to report!
• You only need to suspect or believe a child is in need of protection, you do not need proof of the abuse!
• It’s a direct report.
• It’s an ongoing duty to report, continue to report as new information is brought to your attention.
• The duty to report takes precedence over any duty of confidentiality.
• It doesn’t matter if Child and Family Services is already involved.
• It is protected from civil liability.

Most reports can be made to:

• Local Child Welfare Services
• Local Police (911)
• Canada: First Nations Child and Family Services Agencies
• Many states, provinces and territories also have crisis help lines you can reach out to.

Unfortunately, we have heard too often of individuals who obey the law and make a report, only to be told they shouldn’t have reported, or are reprimanded for reporting.  I heard about one staff member that was preparing for a volunteer training event.  She had brought her preschooler with her while she was setting up the chairs and tables for the training.

She took her eyes off her daughter for a few minutes and a member came into the building and sexually abused the young child.  When the mother found out about it, she reported it to the Police and to leadership.  Leadership challenged her for reporting the abuse and said that it should have been handled internally not externally.  When she disagreed, they gave her notice that her employment was coming to an end.

Over and over I hear stories of people being shunned, scolded, harassed and even fired for reporting abuse.  I find it so alarming that organizations that are committed to the protection of children, turn on the Chair of their protection committee, and reporters when they feel they have a legal duty to report abuse.

Never is our commitment of protection tested as much as when someone feels called to report, and we have a choice to support the reporters.

I believe it is really important for our policies to include specific policy statements that emphasize the importance of reporting allegations, disclosure and suspicions of abuse. Remember: don’t do your own investigation leave it up to the professionals to do the investigation.

We recommend that you train and equip your volunteers to identify indicators of abuse and to watch for a pattern to emerge.  When in doubt… check it out… and call Child and Family Services and ask if a report should be made.

In your policies we recommend you include:

• That all allegations and/or suspicions of abuse will be taken seriously and handled with the utmost care. The reporter will be treated with dignity and respect;
• That there should be no undue interference when a report of child abuse has been or is going to be filed with the Department of Social Services or the police;
• Discretion must be observed and details of the suspected abuse must not be shared among the organization’s community. 
• Information should be shared on a need-to-know basis, expanding only as individuals are drawn into the response and investigation.
• Confidentiality for the reporter must be protected.
• Organizational leadership will seek opportunity to provide individual care and counsel both for the reporter. Leadership will determine the need for professional assistance and evaluate and designate resources as needed and available.
• At no time should an organization’s leadership or its individuals either engage in denial, minimization or blame the reporter. Organizational leadership will endeavor to support and defend the reporter.

To fulfill your duty of care for your volunteers and staff you should be supporting those that are reporting allegations, disclosures and suspicions of abuse.

When a staff member or volunteer does make a report recognize that this was difficult for them to do.  As much as possible, stand with them and support the decision to report, thank them for reporting and following your policies, procedures and their legal duty to report.  Thank them for caring for the child.

Often these situations are highly, emotionally charged.  They also can become personal if you know the family/individual/child.  Even if you disagree with whether or not the report should have been made, remember that you may not have all the information, and that you may misunderstand what the duty to report is.  Come as a learner and ask the reporter to help you understand why the report needed to be made.  Commit to learning more about child abuse, the impact, the trauma a victim experiences, and your legal duty to report.

The important thing to remember is that the reporter is acting in the best interest of the child or youth.  They can make the report with or without your support as they do have a legal requirement to make the report.

If you find yourself in a position, where you are making a report and you are not being supported by leadership and team members, we would recommend you practice self-care, looking after yourself, treating yourself as a person who deserves care.  If you find yourself in an overwhelming emotional stage, self-care can ground you.  Think about the things you enjoy, activities that ground you and help you enjoy the moment, for example take a hot bubble bath, listen to music, engage in physical activity, watch a movie, or garden etc. If you need to seek out a counsellor or therapist.

In the past 12 months, we have trained over 6,500 individuals that work directly with the vulnerable sector. We have certified an additional 400 trainers in the last 12 months and 1200 trainers in the past 36 months who are now training their staff and volunteers. Do the math that is tens of thousands of individuals that have now been trained to recognize the indicators of abuse, report allegations, disclosures and suspicions of abuse. That is tens of thousands of individuals that have learned how to prevent abuse and minimize the risk of injury, and harm.

One of our greatest joys at Plan to Protect® is listening to our new trainers complete their training practicums. The passion they communicate and their creativity in engaging their learners to care for individuals that are vulnerable to abuse are inspiring.
 
Training does not need to be boring, training does not need to be just a lecture, training does not need to be just reading a policy - and it shouldn't be! And, yes training is critical in ensuring everyone understands your policies and procedures and to ensure your staff and volunteers are all on the same page.
 
The truth is that the importance of training cannot be understated. Doing initial orientation training and annual refresher training with your volunteers and staff may be an insurance requirement, but it is also a critical step in protecting the vulnerable sector. Training also helps you make sure everyone in your organization is on the same page; it helps you communicate your policies and procedures; develop people's potential; encourages people to think about safety; demonstrates your commitment to protection; reinforce best practices, and communicates your expectations and your care for your volunteers and staff. 

At Plan to Protect®, we are big believers that your training can be creative and can include games, activities, discussion groups, and Q&A periods. If you need help making your training creative we recommend checking out our Train the Trainer course. Participants receive PowerPoints, Teaching Notes, Student Notes and Creative Methods (like Jeopardy, Family Feud, videos, case studies and more) for Orientation and Refresher training. 

Plan to Protect® recommends initial orientation training (2hrs) and annual refresher training (1hr) for all volunteers and staff in positions of trust. Training should include awareness (what is abuse and how prevalent is it), protection (what are the different types of abuse, what are the indicators of abuse, how do you report abuse and protect the vulnerable sector) and prevention (what policies and procedures does your organization have to prevent abuse to the vulnerable sector).  

We truly believe - and insurance companies require - that training should be taught by qualified and knowledgeable instructors, which is why we have developed a Train the Trainer Certification course. We are passionate about the fact that training can be creative, engaging, and interesting for volunteers and staff. The best training is also customized for your organization and your policies. 

Need some help with training? We can help!

Check out our Train the Trainer Certification course; on-line Orientation and Refresher training courses; and Orientation and Refresher Webinar training.

This year marks a special anniversary for Canada, as we celebrate our 150th birthday as a Nation. In honour of the occasion, we wanted to do a shout out to Canadians for their efforts protecting the vulnerable sector over the last 50 years. 

Our Government is committed to the well-being of Canada's children and youth. As a result, it has undertaken, often in partnership with provincial and territorial governments, some child and family-oriented initiatives to work towards the goal of ensuring that children have the opportunity to develop their full potential. Many of these initiatives focus on the needs of children and families at risk while combining prevention measures with elements of intervention, education, and information.

In 1948, the United Nations set a universal standard for human rights with the adoption of the Universal Declaration of Human Rights in 1948. Children (under age 18) also have specific rights, recognized in the 1989 Convention on the Rights of the Child (of which Canada is a signatory), given their vulnerability and dependence.

The Convention on the Rights of the Child sets out these rights in 54 articles and in a set of Optional Protocols including a commitment to their protection (e.g., from abuse, exploitation, and harmful substances, and specific protections and provisions for vulnerable populations such as Aboriginal children and children with disabilities

In 1994, the Department of the Solicitor General developed and implemented a National Screening System in consultation with provincial and territorial governments and organizations responsible for the care and protection of children. This system screens prospective volunteers and employees who wish to work with children in positions of authority. It includes the use of criminal record checks conducted by the Canadian Police Information Centre (CPIC), and can also help organizations screen out known convicted sex offenders.

In 1996, the Insurance Standard Bureau in Canada made a bold move.  Recognizing that churches, schools, camps and other organizations that serve the vulnerable sector are susceptible to abuse, they recommended a standard abuse exclusion clause be added to commercial, personal injury abuse policies.  This exclusion clause is now standard language in insurance policies.  The only way to have it removed is for the organization to demonstrate that they are meeting criteria to reduce the risk of abuse.  Today, agencies are diligently implementing abuse prevention protocols to qualify for abuse coverage - this means a much safer Canada.

In 1996, Plan to Protect® was first written under the umbrella of The Christian and Missionary Alliance Churches in Canada and was quickly adopted by the Pentecostal Assemblies of Canada.  Currently, over 14 denominations have adopted Plan to Protect® as their standard of child and youth abuse prevention and protection protocols.

To protect our children, we are obliged to impose the highest standards on those who have contact with them through their work or through volunteer activities. Volunteer screening is an important tool in striving towards this goal. To this end, the Government of Canada supports the work of non-governmental organizations that work diligently and expertly to protect children.

In 2000, Canada promised to "spare no effort" to fulfill the Millennium Sustainable Development Goals, in collaboration with 188 other nations. Since that time, Millennium Kids have been calling Canada to action to fulfill their promises and to participate in social justice issues.

In August 2000, amendments to the Criminal Records Act enhanced the ability of police to thoroughly explore the criminal background of  persons seeking to work with children. Police can now flag the records of pardoned sex offenders on the CPIC registry to allow the unsealing of such records in regard to applications for child-sensitive positions. This makes the screening process more reliable, and better protects communities from convicted sex offenders.

Each province and territory has established legislation on child protection.

In March 2001, the Government introduced Bill C-15, the Criminal Law Amendment Act, to better protect children from sexual exploitation. This legislation modernized the existing child pornography Criminal Code offenses to respond effectively to new technologies. People who prey on the vulnerabilities of children will not be allowed to hide in the anonymous forum of the Internet. These amendments also fulfilled Canada's commitment to the United Nations to make it a crime to export child pornography.

In 2004, Canada launched the New Horizons for Seniors Program, a Federal Grant, and Contributions program that supports projects led or inspired by seniors who make a difference in the lives of others and in their communities. Included in this initiative is a call to raise the awareness of Elder Abuse.

A few of our members have partnered with Plan to Protect® to apply for a grant to help educate their community around the issues of Elder Abuse and to raise the bar on protecting the elderly within non-government programs and organizations.

In 2007, Plan to Protect® the company, was founded, and adapted the church resources for schools, associations, clubs, community centers and municipalities.

In 2010, Canada ratified the UN Convention on the Rights of Persons with Disabilities.

In 2012, the government put pardons out of reach for many former offenders. The measures included doubling the crime-free waiting period to 10 years before a serious offender could apply to suspend indictable convictions, and to five years from three for summary offenses; disqualifying anyone with more than three convictions for indictable offenses from ever being able to apply; and disqualifying convicts of child sex offenses from ever being able to apply.

In 2017, over 10,000 organizations with the help of Plan to Protect® continue to strive for the HIGHEST STANDARD of protection.

Throughout the past 50 years, Canadians have made great improvements to achieving a HIGH STANDARD of protection. 

However, we still have a lot of work to do.  We cannot rest on our laurels.  We must humbly acknowledge over the course of our history we have also contributed to the pain and suffering of victims of abuse.  Nothing speaks to this as much as the historical abuse of the residential schools.  The Truth and Reconciliation Commission created a historical record of the residential school's system. As part of this process, the Government of Canada provided over five million records to the TRC. The National Centre for Truth and Reconciliation at the University of Manitoba will house all of the documents collected by the TRC.

The Indian Residential Schools Settlement Agreement, the largest class-action settlement in Canadian history, began to be implemented in 2007. One of the elements of the agreement was the establishment of the Truth and Reconciliation Commission of Canada to facilitate reconciliation among former students, their families, their communities and all Canadians.