Safer recruitment does not start and finish with CRB checks. Unless you have access to enhanced disclosure such screening only shows up people with a previous conviction. So it is important to have a thorough recruitment procedure in place. Face to face interviews and the taking up of references help give a feel for the prospective volunteer. A trial period can be useful for the same reason it is also helpful in any case to allow volunteers a taste of the role, and an opportunity to leave without embarrassment if they do not enjoy it.
Thorough induction and adequate training are also important to ensure volunteers are aware of their roles, what they are and arent expected to do, where their boundaries are and so on.
More protection comes through day to day good practice. Avoiding one to one contact between volunteers and vulnerable clients obviously reduces risk. Adequate supervision is also important; as with any form of volunteering, small problems can become large ones if they aren't noticed and addressed early on. People in supervisory positions should be properly trained to ensure they can recognise when there is a problem.
Channels for clients, members of staff or volunteer to raise concerns should be clear, transparent and easy to access. There should also be very clear guidelines on dealing with allegations of abuse.
Your aim should be to create a culture in which everyone involved with the organisation knows that protection of your clients is taken seriously, and that you have taken clear steps to ensure that you are doing as much as you can to prevent abuse of trust.
