Child Protection Policy 


A Scott Productions (ASP) is an independent film and production company that is committed to protecting the welfare of the children that participate in our filmmaking workshops and come on and off our film sets. A Scott Productions implements a Safeguarding Children Policy in order to fulfill our responsibility to ensure that all children are safe and protected from harm.

 “The welfare of the child is paramount” (Children Act 1989).

ASP believes that no one should have to experience abuse of any kind, more importantly we believe no child or young adult should ever have to be a victim of abuse.

We are committed to ensuring all children and young adults who come into contact with our services are safe and well cared for whilst under our supervision.

We do not tolerate abuse period. Physical, emotional, mental, sexual or neglect.

Our declaration

ASP will ensure that all children and young people have the same protection regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity. We are committed to anti-discriminatory practices and recognise the additional needs of children from minority ethnic groups and disabled children. Especially regarding the barriers these children may face around communication.

We recognize that the welfare of a child is paramount, as declared in the Children’s Act 1989 and that all children, regardless of age, disability, gender, racial heritage, religious belief, sexual orientation or identity, have the right to equal protection from all types of neglect and abuse.

This policy is to be read by all actors, caretakers, directors, production and film crew working both on and off the set.

This policy applies to all staff, including paid staff, volunteers and sessional workers, agency staff or anyone working on behalf of ASP. All workers mentioned above will herby be referred to as ‘staff’. It is everyone’s responsibility to keep children safe.

Our Procedures


All new members of staff will be given a safeguarding induction, which will include a detailed explanation of this policy. The Director must ensure this happens as part of their induction process. As part of the induction process, all persons employed or engaged with ASP will agree to abide by the following rules when working with children:

  • In all circumstances staff must try to avoid being left in a position where they are alone with a child. When on location, whenever possible, staff will make sure they are always visible at all times to other members of the team or to the parent/carer.
  • Under no circumstances must staff have any physical contact with a child, which could be perceived to be in any way sexual or anything other than platonic or mildly affectionate. This excludes actors playing a parental or family scene where affection is displayed openly in front of a camera.
  • Staff must not smoke, drink alcohol or use any language that may be deemed offensive in the presence of children.

Filming equipment and trip hazards on set:

It is the responsibility of everyone to ensure children are safe on the set. Wires, and cables must be taped down to avoid harm to children. Children must be made aware by the Director of all major trip hazards and possible damages due to low hanging equipment on set. No child should arrive on set or engage with the set without proper briefing from the Director or Assistant Director.


All members of staff, prior to working with ASP in any capacity that involves a child in any way must undergo a DBS check. The Disclosure & Barring Service (DBS) undertake criminal background checks on adults undertaking specific activities with children. A DBS check must be done prior to an individual undertaking any employment that meets the criteria. Only in exceptional circumstances can someone be employed prior to a DBS check being undertaken. In these circumstances the individual should be on restricted duties until receipt of a positive DBS certificate.

In the event of suspected or disclosed harm:


If a child suggests they want to tell a member of staff a ‘secret’ or discloses information that may suggest they are at risk of abuse or have been abused, it is important that staff tell them that they are unable to keep secrets and that, dependent upon what is disclosed, the member of staff may have to tell someone else in order to keep them safe. It is important that any staff approached by a child wanting to disclose an incident of harm or abuse:

  • Remain calm and professional
  • Don’t show signs of shock or disbelief
  • Tell them that only people on a ‘need to know basis will be told’.
  • Take whatever the child discloses very seriously.

In the event of a disclosure or suspected instance of harm, the (Director Aysha Scott) will need to be informed immediately.

The actions taken, including the suspected incident and the procedures that followed the incident should be fully recorded and include:

  • The date and time of the alleged incident
  • The name and role of the person/s involved
  • The name and date of birth of the child
  • Contact details for the child
  • An outline of the concern
  • Where possible, the testimony or parts of it in the child own words
  • Note who else has been informed
  • Record the name and details of the alleged abuser
  • The record should be signed and dated by both the author and Director

Due process means that certain disclosures that suggest the child is in immediate danger may need to be reported to the police or social care. In the event that a parent does not know about the disclosure or is the abuser, staff members must seek advice from the Director or child protection advisor before police or social care interaction, as the situation would need to be handled sensitively.

Designated Safeguarding Contact on Set:

Production Manager Director – Aysha Scott: 07342805445

Whistle blowing

The Whistle blowing policy, or code of practice, will be followed. This policy acts as a framework to allow concerns to be raised confidentially and provides for a thorough and appropriate investigation of the matter to bring it to a satisfactory conclusion.

The process for ‘whistle blowing’ is as follows:

1) A Scott Productions encourage the Whistleblower to raise the matter internally in the first instance. This allows those in positions of responsibility to take appropriate action and precautions on the said staff (if necessary).

2) As a first step members of staff should normally raise concerns with the Director Aysha Scott, however if circumstances make contacting the Director not appropriate or possible the Production Assistant Leah Scott is available to be spoken with in a confidential manner.

The Production Manager is responsible for ensuring the policy is reviewed.

Next review due for September 12th 2019.