Food Museum Membership – Terms & Conditions

• Membership holders must provide their contact details (name, address, phone number, email) for the purposes of administering the scheme and keeping members up-to-date with museum news and what’s on. For details about how we manage your data, please see our Privacy Policy (https://foodmuseum.org.uk/privacy-policy/ ). We communicate primarily via email.
• Memberships and admissions are non-refundable and non-transferable.
• Members can gain free entry during normal daytime opening hours only for 12 months from the date of purchase. There are a small number of days when membership is not valid, which coincide with special events. To find out whether an event is excluded, please visit the individual event page on our website or phone our reception. Visitors are advised to check the museum’s opening dates and times prior to a visit (https://foodmuseum.org.uk/admissions/) No refund will be issued if there is an attempt to gain access on a closed/event day.
• Membership cannot be purchased or used in conjunction with any other offer, e.g. group discount rate tickets.
• Memberships are valid for the named holder only. Any additional visitors will be charged the normal admission price.
• The museum reserves the right to retain and revoke memberships belonging to visitors found or suspected to be sharing their membership. Any passes showing signs of damage or falsification will be confiscated; full admission will be charged and no refund issued.
• The museum reserves the right to request proof of purchase and/or identification upon entry to the museum and to charge normal admission price to any visitor unable to prove that they are the original pass holders/visiting party. No refunds will be issued.
• Children under 12 years of age must always be accompanied by an adult.
• Family memberships are valid for up to three children only.
• Family and joint memberships apply only to people living at the same address. We reserve the right to ask for proof of address at the time of purchase.
• The museum will replace lost or damaged membership cards. This request must be made in person by the named visitor and photo ID must be provided.
• The museum reserves the right to refuse admission.
• We reserve the right to change these terms at any time. The most recent version is shown on our website.

1. Introduction

The Food Museum cannot function without the time generously given by those who serve as unpaid volunteers to help the museum achieve its aims. The museum aims to actively build a community around delivery of the museum’s charitable mission. This policy sets out how the museum approaches and manages volunteering and the expectations of volunteers.

2. General principles

The museum aims to recruit volunteers to undertake tasks around the museum and provide opportunities for people to get involved with the museum’s work. In recognition that people have different levels of ability to commit, the museum provides long-term, short-term and micro-volunteering opportunities. The museum also offers supported volunteering for people with additional needs.

The museum will not recruit volunteers to replace paid members of museum staff. The level of responsibility in a volunteering role should be clearly different to a staff role. Paid staff can volunteer, provided it is in an area of work which is different to their paid job role.

The museum will not pay volunteers or reimburse personal expenses for volunteering at the museum. The exceptions to this are when volunteers are expected to travel to a location which is not the museum or if a volunteer has bought small items which are needed for an activity. These expenses should be agreed in advance with a member of staff. Volunteers may also be issued with personal protective equipment, e.g. steel toe-capped boots, if needed for a regular role.

The museum recognises that not everyone is able to afford to volunteer. We will periodically seek to provide opportunities for paid placements, internships and schemes to enable people who cannot afford to volunteer to get involved.

The museum welcomes volunteers of all backgrounds and encourages young people to volunteer. We have the following age requirements in place:
• Under 12s can volunteer, but only if supervised at all times by an accompanying adult who will take responsibility for their welfare and behaviour.
• 13-18 year-olds can volunteer, but are not allowed to use the museum’s vehicles or powered machinery and need to have the written permission of a parent or guardian.
• 16-18 year-olds can use brushcutters, strimmers and hedge-trimmers, provided that they are supervised.
• Under 21s cannot drive any of the museum’s vehicles, including the golf buggies and quad bikes.

3. Mutual commitments and expectations

The museum will:
• Provide a role description for every volunteer placement.
• Take up references and checks as is relevant to the position that the volunteer is taking up.
• Collect information regularly from volunteers, including contact details, relevant medical information, emergency contact details and record of consent to hold data.
• Maintain a handbook for volunteers with clear information.
• Ensure that every volunteer has a member of museum staff to whom he or she is responsible.
• Provide an additional staff contact from the volunteer team who can answer volunteer queries or concerns.
• Risk assess volunteer activities. The museum has the final say about which activities a volunteer is able to undertake.
• Ensure that museum policies are displayed on the volunteer noticeboards.
• Provide opportunities for volunteers to socialise and get to know each other across the museum site.
• Supply free tea, coffee and milk for volunteers.
• Provide a monthly meeting at which questions can be asked and updates shared.

The volunteer will:
• Attend at the times that they have agreed to attend or send notice to the museum.
• Follow staff instructions about tasks and health and safety.
• Take responsibility for their own safety, e.g. not undertaking a task that they are not confident or trained to do.
• Follow signing in and signing out procedures.
• Take part in the annual census so that we can provide our funders with up-to-date workforce statistics. Holding a gate pass is dependent on completing this information each year.
• Treat each other, staff and visitors with respect. The museum’s Disciplinary and Grievance Policy also applies to volunteers, including the requirement to not bring the museum into disrepute by posting confidential or personal information or opinions on social media.
• If a volunteer has a concern about their work or working environment, they should discuss this with their line manager or with the volunteering team in the first instance.
• Undertake to look after their volunteer pass, not lend it to others and report it if it is misplaced.
• Return their pass if they cease to volunteer.
• Endeavour to provide the organisation with notice if they wish to cease volunteering.

4. Recruiting volunteers

The museum would like volunteers from all sections of the community and a wide range of skills, abilities and interests. The museum will recruit volunteers in accordance with its Diversity and Equality Policy.

The process for recruitment is:
• The recruiting staff member should complete a volunteer role description and send it to volunteering@foodmuseum.org.uk.
• The role description should be signed off by the Volunteer Coordinator.
• The role will be advertised on the museum’s website and other channels.
• All prospective volunteers will be directed to complete an online registration form. If a volunteer is unable to do this, they should contact the volunteer team who will be able to support them.
• All potential volunteers, except one-off/micro-volunteering placements, will have an informal interview. This interview may take place either remotely or in person. The purpose of this conversation is to check the applicant’s compatibility for volunteering.
• The museum aims to respond to volunteer requests within 14 days.

Micro-volunteering and one-off placements (work experience students and corporate volunteers):
The museum seeks to facilitate opportunities for volunteering for less than a week and recognises that a lighter-touch process is needed for these. Students looking to volunteer at the museum for a work placement and corporate groups will be asked to select their areas of interest from a pre-determined list, which the volunteer team will then use to create a timetable for their work at the museum. All enquiries for work experience placements and corporate volunteering should be directed through the volunteer team. In the event that a different member of staff is contacted, this should be passed on to the volunteer team who will have oversight of all enquiries.

In certain circumstances it may be decided that the museum is not the best fit for the applicant. In such circumstances the volunteer will be emailed within two working days of the interview from the volunteering inbox. They will be thanked for their interest in volunteering at the museum and signposted to other potential volunteering opportunities in the area.

In accordance with the museum’s Safeguarding Policy, all volunteers applying to work with children and vulnerable adults will require a DBS check before they are able to start volunteering at the museum. Excluding corporate volunteers who join the museum for a short period of time with a company group, all volunteer offers will be subject to two successful references.

5. Induction process

All new volunteers will be asked to sign a Volunteer Agreement and will be directed to the museum’s Health and Safety and Equality, Diversity and Inclusion policies. Volunteers will also be given a copy of the Volunteer Handbook. The purpose of the Volunteer Handbook is to provide clear and simple guidelines for volunteering at the museum, introducing the museum’s work and explaining how the museum functions. New volunteers will also be sent an induction video. This video will introduce volunteers to the different departments at the museum and provide a virtual tour of the site highlighting useful information such as where to scan in and out on arrival.

All new volunteers will also have an induction with their department. For remote volunteers, this may be completed virtually, whilst other volunteers will be expected to visit the site. This induction will provide an opportunity for the team to meet new volunteers, to answer any questions, and to introduce them to the work that they will be doing at the museum.

Staff will follow an induction checklist which will detail key areas that must be covered during the induction. Following the induction, all on-site volunteers will be issued with a museum card and lanyard. For work experience students, the department will be responsible for submitting the relevant paperwork to the school. This will be sent to the relevant members of staff by the volunteer team.

Volunteers will be assigned a member of museum staff who will act as their supervisor and source of information during their time at the museum. In most instances this member of staff will be responsible for the volunteer’s induction on site.

When existing volunteers support a team that they do not usually work with, they will be given a short induction or toolbox talk relevant to the work they will be doing. They will also be given the contact details of a member of staff who will be their supervisor for the period in which they will be assisting in this role.

6. Training and development

Through volunteering, the Food Museum hopes that volunteers will develop skills. Where appropriate, the museum will provide training opportunities and enrichment activities to support volunteers’ development.

7. Retention and rewards

The Food Museum acknowledges the importance of volunteers’ contributions and is committed to recognising their work. Volunteers’ long-term commitment to the museum will be celebrated through the rewarding of ‘Thank You’ certificates. These will be awarded at intervals of two, five and 10, 15, 20 and 25 years of service and will be distributed to volunteers through their line managers. The contributions of these volunteers will also be recognised at the Volunteer Summer Party, unless otherwise agreed with the volunteer.

The museum also awards the Barbara Hilton Award annually for an outstanding contribution to the museum by a volunteer.

8. Supported volunteering

The museum is committed to championing equality, diversity and inclusion across its volunteer base, recognising that valuable contributions can be made by all. We will look at individual cases as they arise and will do our best as a museum to support people with additional needs to volunteer. This should be discussed during the application process. In some cases, the volunteer may need to bring a support worker to facilitate their volunteering.

9. Managing volunteers

• Staff should be aware of the need to ensure that volunteers gain satisfaction from the time they give to the museum, which means that they need a clear understanding of their role and regular staff contact.
• Staff should be supportive of all volunteers, providing assistance and advice as needed. Volunteers should feel able to discuss any difficulties that they encounter with any member of the museum staff.
• Where a volunteer placement is not working, clear action should be taken to remedy the issue or end the placement, if two members of staff agree that this the appropriate course of action to take.
• If a volunteer is not a good fit for a placement, attempts should be made to find a more suitable task both by the volunteer’s main contact in the volunteer team, and the volunteer’s line manager.
• In many instances the volunteer’s line manager, as the person with the most direct contact with the volunteer, will be able to discuss any issues arising. In certain circumstances, such as where a complaint is made, the volunteering team should investigate this rather than the line manager on their own.
• In the circumstances that a volunteer is behaving in a way which is considered inappropriate by their line manager, a meeting will be held between the Volunteer Coordinator, the volunteer’s line manager and the volunteer in which the issue will be discussed, and the volunteer will be asked to amend their behaviour. Continued disregard of the issue raised will result in dismissal of the volunteer, which may be instant or with notice, depending on the decision of their line manager and the Volunteer Coordinator lead.
• The circumstances where immediate termination is appropriate are laid out in the Disciplinary and Grievance Policy.

10. Volunteer Feedback

• We recognise the need to continually review our volunteer offer to ensure that our volunteers are well supported during their time at the museum. All new volunteers will be sent a survey shortly after they have started volunteering with the museum to determine their experience of the induction and registration process, and their current experience of volunteering with the museum.
• All volunteers will be contacted annually to ensure that the information that we hold on record is up to date. At the same time volunteers will be asked about their current experience volunteering with the museum.
• After a volunteer leaves, the museum will retain their name and basic contact details and records of consent for our organisational archive.

Getting to the Museum 

• The nearest train station is Stowmarket, is approximately 0.3 miles/ or 480m away from the museum. 
• There are regular bus services to the centre of Stowmarket from Ipswich and Bury St Edmunds. The town centre bus stop is about 200m away from the museum entrance. 
• The paths leading to the museum entrance are surfaced and even. 

 There is a short but steep slope to reach the museum from Wilkes Way. For a gentler slope, use Crowe Street or approach the museum from the car park. 

Car parking and arrival 

• Blue Badge parking is available in all car parks in Stowmarket. Whilst not all car parks have marked Blue Badge bays, there is no charge for Blue Badge holders for first 3 hours on any car park, so long as the Blue Badge is displayed, and the timer clock is set to the time of your arrival 
• All surfaces from any car park in Stowmarket to the Food Museum are either even and firm tarmac, or concreted pavement. 
• All car parks in Stowmarket are well lit, with streetlights providing sufficient lighting leading up to the Food Museum. 
• The entrance doors to the museum ticket desk and shop are automatic. The front set of doors open outwards and the side set of doors open inwards.  

Nearby car parks 

• Meadow Centre Car Park (IP14 1PN) – 16 Blue Badge bays, (0.1 mile). 
• Iliffe Way Car Park (IP14 1PN) – no Blue Badge bays (0.1 mile).  
• Union Street Long Stay Car Park (IP14 1HW) – no Blue Badge bays (0.2 miles). 
• Union Street West Car Park (IP14 1HW) – 4 Blue Badge bays (0.2 miles). 
• Milton Road Car Park (IP14 1EJ) – 9 Blue Badge bays (0.3 miles).  
• Ipswich Street Car Park (IP14 1BG) – 4 Blue Badge bays (0.3 miles).  
• Bury Street Car Park (IP14 1HE) – no Blue Badge bays (0.3 miles).  

Assistance dogs 

• Assistance dogs are welcome and water can be provided upon request. There is a self-filling water bowl for dogs outside the café.  

Moving around the museum 

• Most of our buildings have concrete floors except for Edgar’s Farmhouse (which has a dirt floor), the Medieval Barn (Grade II* listed, with a brick and chalk mix – most of which has been covered with a thin carpet but remains uneven) and Alton Watermill which has a wooden floor. Due to their historic nature, not all buildings have level access. 
• Each historic building has an interpretation panel located outside the building with a brief history and images.
• Picnic benches and park benches are spread throughout our site enabling visitors to rest. Some benches are a short distance from the path. There are benches along the river trail as well.
• Lighting varies throughout our buildings. 80% of lights are spotlights with the remainder being strip lights. Once dark, there is very little lighting on the paths around the museum and the site is very dark. 
• The first 1km loop of the river trail is a reinforced grass path. It is relatively even and level, although it still retains the character of a country path. 

Abbot’s Hall 

• There is an accessible entrance at the front of the house with a platform lift for wheelchair users, mobility scooters, or pushchairs 
• There is a level entrance at the back of the house. 
• An accessible toilet is located on the ground floor. Abbot’s Hall lift is currently out of order.
• Upstairs galleries can be accessed via a lift. 
• The George Ewart Evans room has a selection of handsets playing oral history recordings, as well as the sound to accompany the film that plays. There is a stand holding fold-out stools in this room that can be used to listen to the recordings or can be carried around and used in the rest of the house. 
• The Parlour has a soundtrack of piano music playing in the background. 
• The Temporary Exhibition Galleries occasionally use sound to add atmosphere. We aim to position works with a central line at 120cm to make them accessible for children and those in wheelchairs. There are window seats in both the temporary galleries. 
• Flooring throughout Abbot’s Hall is either smooth wood or sisal. There is a platform lift to reach the ground floor, and a lift to carry visitors to the first floor. Lighting throughout the building is on sensors and will come on/stay lit when movement is detected. 
• Access to the conservatory is via a short flight of steps or it can be reached via the Walled Garden entrance. 
• Lighting consists of LED spotlights and track lighting. 

Toilets 

We have several toilets on our site. All our toilets are identified on our site map.  

Abbot’s Hall  

Ladies – 3 cubicles
Gents – 2 urinals, 1 cubicle
1 x baby changing room
1x accessible toilet 

Home Close  

Ladies – 2 cubicles
Gents – 2 urinals, 2 cubicles
1 x larger toilet with baby changing 

Collections Building  

Ladies – 1 cubicle
Gents – urinals, 1 cubicle
1x larger toilet with baby changing 

Café  

• The café is accessible via a ramp leading to outside decking and is wheelchair accessible. The entrance is 0.85m wide (33 inches). 
• The floor is painted flat concrete enabling access to all the tables. 
• The ordering of food is done on entry at the counter with changing specials menu. Staff are available to read the menu and explain dietary options. Food and drinks are delivered to tables. 
• Tables are wooden and chairs are plastic and are of standard height. There is access for a wheelchair and buggies between tables. 
• Lighting consists of hanging and wall-mounted lights. 
• The closest toilets to the café are located nearby on the other side of the courtyard. 

Shop 

• The shop is located at the entrance to the museum. 
• The layout of the shop is level. 
• All of the display racks are divided by shelves, differentiating in height. Items are spread throughout these shelves, and higher or lower items may be difficult for wheelchair or pushchair users to access. 
• There is no background music. 
• Staff will always give assistance if required. 

Grounds  

• The site consists of large expanses of fields and lawns in between buildings which are accessible to visitors by foot or using our access buggies when available. These can be reached by wheelchairs via our paths. 
• There are a variety of path surfaces around the site. Some of these are not suitable for wheelchair users. 
• Some of our grounds are uneven. Our staff are available to guide and instruct on the best route possible depending on your needs.  

Additional Information 

• We have a set of evacuation procedures – should you require it, someone will assist you with evacuation either out of the buildings or to a refuge. 

1. Introduction

The Food Museum is committed to encouraging equality, diversity and inclusion and creating the best possible experience for staff, volunteers and visitors. Our aim is for people working at the museum to feel respected and able to give their best, and for our visitors and programme participants to feel welcomed and affirmed. This policy sets out the expectations we have for our workforce (staff, volunteers, trainees, work experience students) and for contractors and partners working on site.

2. Policy statement

The museum aims to integrate diversity and inclusion into every aspect of its work and to live its values in its culture, policies and interactions with staff, volunteers and visitors.

With this in mind, we are committed to:
• Creating a positive working environment for staff and volunteers and a welcoming atmosphere for visitors from every background.
• Opposing all forms of bullying, victimisation and discrimination. We aim to meet and exceed our legal obligations under Equality Act 2010, which opposes discrimination on the basis of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, gender and sexual orientation.
• Being fair in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, selection for employment, promotion, training or other developmental opportunities.
• Promoting dignity and respect for all, and be a place where individual differences and the contributions of all staff and volunteers are recognised and valued.
• Delivering services in a way that genuinely recognises the importance of an inclusive society and which strives to remove barriers to access for staff, volunteers and visitors.
• Building and maintaining a workforce which is reflective of our diverse local community.

3. Our Actions

Our values need to be visible in our actions. With this in mind, we are committed to:
• Providing appropriate training about rights and responsibilities under this policy and encouraging all staff and volunteers to work towards creating a positive environment in the museum.
• Making reasonable adjustments to working practices, equipment and premises. We will offer, where appropriate, additional support to trustees, staff and volunteers to ensure they are able to take a full and active part in the museum’s work.
• Encourage the widest possible range of people to consider working or volunteering for us, through our outreach work and our approach to recruitment. We will, for example, take into account diversity when advertising vacancies and offer guaranteed interviews to qualified candidates from under-represented backgrounds.
• Monitoring the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, disability and economic background to assess progress in meeting the aims and commitments set out in this equality policy. We will identify and implement actions to address inequalities on the basis of the insights of this monitoring.
• Consulting with staff, volunteers and audiences on our collections and displays, particularly with individuals from under-represented groups. We aim, where possible, to empower people to be actively involved in telling the stories of their communities in the museum.

The museum is an equal opportunities employer and provider of services. No job applicant, employee, volunteer, trustee, member or service user should receive less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, gender, sexual orientation, mental health, HIV status, employment status, unrelated criminal convictions or union activities.

4. Responsibilities

The Board of Trustees are responsible for agreeing this policy and reviewing its effectiveness.

The Director will ensure that:
• The policy is implemented through the delivery of an Equality Action Plan.
• Managers are supported in their roles.
• Trustees are appraised regularly on the state of equal opportunities and diversity.

The museum requires its managers to ensure that:
• Proper records of employment decisions are maintained and regular reviews of employment practices are carried out.
• Grievances are dealt with in a fair and consistent manner in line with the museum’s Disciplinary and Grievance policy and procedure.
• Their staff and volunteers are aware of their responsibilities under this policy and are encouraged to work towards a positive environment for everyone.

All staff, volunteers, placement students and trainees, contractors and partners must:
• Abide by this policy and the law.
• Conduct themselves in such a way as to help the museum provide a positive, supportive working environment. This includes working to prevent bullying, harassment, victimisation and unlawful discrimination.
• Not harass, abuse, belittle or intimidate anyone else.
• Inform the museum’s management if they suspect discrimination, bullying, harassment or victimisation is taking place.

All members of the workforce should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public. Such acts will be dealt with as misconduct under our grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

5. Monitoring diversity

The museum regards the collection and analysis of data as vital in informing change and improving performance. Where appropriate, statistics on the museum’s services and workforce will be collected and analysed in relation to equality and diversity matters. We will review employee turnover and seek information on reasons for leaving. Local and national data or statistics will be used to benchmark our performance. How we collect and manage data is described in our Data Protection policy.

1. Introduction

The Food Museum actively seeks opportunities to work together with other organisations and individuals to achieve shared objectives. As an independent charity, we need to raise funds to help pay for our work. We also seek in kind support where it helps us to deliver or enhance the public programme we offer to visitors. We aim to maintain a broad base of different sources of funding so that we are not reliant on any one funding source or relationship.

The purpose of this policy is to support decision-making on funding opportunities. It covers gifts and sponsorship in cash and in kind. Through this policy, we seek to ensure that the museum fully understands the implications of accepting support from others and maintains its independence. We recognise that we might not always get it right, but we will do our best to act in a way which is fair, consistent and aligns us with others who share our values.

2. Risk

Without funding we cannot deliver our charitable objective. However a decision to accept funding could lead to bad publicity or protest with the following negative impacts:
• Reduced visitor numbers
• Discomfort for visitors
• Loss of support from other funders
• Loss of participation from partners
• Discomfort for staff and volunteers
• Inability to recruit or retain staff or volunteers

3. Responsibility

The Board of Trustees are the ultimate decision-making body for determining whether sponsorship is appropriate. On a day-to-day basis, the Director is authorised to make decisions about which funds are suitable to pursue, in consultation with the Chair. The Director will make a dynamic risk assessment using the criteria below and will refer any borderline case to the Board or a sub-group of the Board. Trustees are also able to flag any issues they individually identify at Board meeting as fundraising leads are set out in quarterly Board reports.

4. Principles

It is recognised that it can be difficult to draw clear lines in this area and that perceptions of what is appropriate will vary and also change over time. The Board of Trustees will debate and ultimately decide what the organisation is comfortable with. We seek to maintain a diverse board through open recruitment so that multiple perspectives are represented and heard.

The museum will not accept any donation or support which compromises our editorial integrity. We want to work with industry as we aim to present a picture of how food is grown, made and eaten today and this will involve presenting a wide range of technologies, approaches and philosophies. However any funding has to come with the understanding that we are free to tell whatever story we conclude is most accurate and evidence-based in our interpretation and exhibitions. This includes being alive to the possibility of self-censorship whereby staff try to avoid offending partners by skirting around ‘difficult’ topics.

Our values are that we are challenging, sustainable and relevant.
• Challenging means that we present contemporary and historical issues and include multiple and opposing perspectives.
• Relevance means that we will collaborate with organisations which are growing or producing food today, in a variety of ways.
• Sustainable means that we consider and weigh the environmental and social impact of the work we do and the content we present.

5. Process

The following questions will be considered about the donor organisation or individual before determining whether to accept support:
• Why are they offering support? What are the expectations that they have of us?
• Do they share or support our mission of connecting people with where food comes from – how it was and is grown, made and eaten?
• Does it enable something important to us or that we want to do?
• Do they undertake activities that are counter to our brand?
• Would collaborating undermine the perception of our brand?
• Would working with them impact whether others would want to work with us, either as funders, partners, staff or volunteers?
We will establish the answers to these questions and research companies using a range of publicly-available sources which may include the Electoral Register, Companies House, the Register of Charities, the Charity Commission, newspaper reports and company websites. If anything raises concern, the case will be raised with the Board of Trustees which might delegate decision-making to a sub-group with representatives from the staff and volunteers.

6. Grounds for refusal of support

The museum believes that there are sectors that are inherently incompatible with a healthy and happy society and planet. Therefore, we will not enter into a sponsorship agreement with companies directly involved in activities that run contrary to our overall charitable objectives, vision and values. We will not accept financial support from companies currently involved with human rights abuses, illegal activity or any of the following activities: intensive livestock farming, manufacture of environmentally hazardous products or chemicals, fossil fuel extraction, tobacco, pornography or the sex industry.

In addition to the sectors listed above, circumstances where we will have legitimate concern include (but are not limited to):
• large companies without a formal sustainability strategy addressing material impacts
• companies with a poor reputation or track-record for ethical sponsorship or cause-related marketing, including green-washing
• companies with a poor reputation or track-record for diversity, equality and/or inclusion.

1. Introduction

The museum has obligations under:
• The Children’s Act (2004) to ensure the safeguarding of children.
• ‘No Secrets’ (Local Authority and NHS circular, 2000) to develop and implement consistent policies and procedures which safeguard adults at risk from harm, abuse and neglect.

This policy applies to the workforce (all staff, volunteers, trainees, students) and to anyone working on behalf of the Museum (contractors, consultants).

The Safeguarding Procedure document sets out how processes work in the museum setting and should be read in conjunction with this document and used by staff to judge how to act if a safeguarding concern is raised or observed. This includes up-to-date contact details for escalating or discussing concerns.

2. Policy statement

The Museum believes that it is unacceptable for a child or adult at risk to experience abuse and recognises our responsibility to safeguard the welfare of all children and adults at risk by a commitment to practice which protects them. The museum undertakes to:
• Provide suitable protection for all children and adults at risk who use Museum services, facilities and venues.
• Maintain procedures that staff and volunteers should adopt in the event that they suspect a child or adult at risk may be experiencing, or be at risk of, harm.
• Require everyone working at the museum to be aware of their responsibility to ensure the safeguarding of children and adults at risk.

3. Who is at risk?

Definition of a child – A child is defined by section 60 of the Safeguarding Vulnerable Groups Act and Article 2 of the Safeguarding Vulnerable Groups Order as being any person who has not attained the age of 18, regardless of the setting they are in or the service they receive.

Definition of an adult at risk – A person who is, or may be, in need of community care services by reason of mental or other disability, age or illness; and who is or may be unable to take care of him or herself or unable to protect him or herself against significant harm or exploitation (1997 consultation paper “Who Decides?” issued by the Lord Chancellor’s Department).

4. Responsibilities and commitments

The Food Museum seeks to safeguard children and adult at risk by:
• Appointing a Safeguarding Officer to champion safeguarding in the organisation.
• Appointing a Board Safeguarding Champion to champion safeguarding on the museum Board.
• Ensuring safeguarding is understood to be everyone’s responsibility.
• Creating procedures that must be followed by anyone working for or on behalf of the Museum.
• Establishing appropriate standards of conduct through the Equality, Diversity & Inclusion, Disciplinary and Grievance, Data Protection and Whistleblowing policies, as well as induction handbooks.
• Adopting child and adult at risk protection guidelines through a Safeguarding Code of Good Practice.
• Responding to all suspicions and allegations of harm speedily.
• Valuing people, listening to and respecting them.
• Sharing information and good practice about the protection of children and adults at risk with children, parents, staff and volunteers, sharing concerns with agencies that need to know, and involving parents and children as appropriate.
• Checking the safeguarding policy and procedure regularly for accuracy and updating whenever there is a change in legislation or guidance; undertaking a formal review every four years.
• Considering safeguarding in building design.

5. Training

• New staff and volunteers will be given an induction which covers safeguarding.
• All front line staff will receive appropriate safeguarding training every four years, if significant changes are made to legislation or when it is deemed necessary.
• The designated Safeguarding Officer will be available to offer advice to staff.
• The procedures for dealing with a child or adult at risk and allegations against anyone associated with the museum will be made available to all staff and volunteers, and to anyone working on the site unaccompanied who would be likely to come into contact with children or adults at risk.
• Staff and volunteers should be asked to sign the Safeguarding Code of Good Practice.

6. Recruitment

• References must always be taken up for new staff and volunteers.
• DBS checks will be carried out for staff where it is deemed likely that they will come into regular supervisory contact with children or adults at risk.
• Volunteers will not be DBS checked unless they are in a role in which they will come into regular supervisory contact with children or adults at risk.

7. Contractors

All partners of the Museum and those regularly hiring spaces from the Museum who work with children and adults at risk are expected to behave in line with the Museum’s safeguarding policy. Contractors or partners working on site should immediately refer any issue to a member of staff. Contractors are informed of the museum’s standards through the Information for Contractors document which should be shared with anyone working on the museum site.

8. Guidelines for admitting children and vulnerable adults to the museum

• The museum allows children aged 12 and over to visit the museum on their own. It takes no supervisory role or responsibility.
• Children aged 7 and under need to be accompanied by their parent or guardian for pre-booked activities at the museum. They remain the responsibility of their parent or guardian.
• Children aged 8 to 11 can attend pre-booked activities on their own. The supervision of these children is the responsibility of the museum through the organiser of the activities.
• The museum requires parents and carers to stay for birthday parties at the museum and recommends that every eight children are accompanied by one adult.
• Pre-booked school parties are accompanied by adults in the ratio of one adult to eight students.
• During museum events, volunteers and consultants run and commission activities for children. The museum will supervise these activities, which will involve one or more of the following actions:
o Placing the activity in a visible place during an event where it can be overseen
o Periodic checks by Visitor Services Officers or others
• The museum accepts volunteers who may be as young as 12 years of age or who may be vulnerable adults.
• The museum accepts work placement students and trainees who may be children or vulnerable adults. Work placement students and trainees are supervised by a nominated member of staff.
• The museum provides work experience for groups of vulnerable adults, providing they are accompanied and are properly supervised.
• The museum will complete a risk assessment for every event paying particular attention to the risks faced by children and vulnerable adults.
• The museum will not display or use photographs of children or vulnerable adults in its publicity unless permission is given by their parents or carers, or an appropriate notice informing that photographs are being taken has been posted in the reception area of the museum or at an event.

Terms and Conditions

Sales and Refund of e-tickets

These terms and conditions affect the sale of e-tickets pertaining to our website www.foodmuseum.org.uk

These terms and conditions do not affect your statutory rights as a consumer.

1. Purchases are paid for via a third-party payment gateway (Dojo & PayPal). No payment information is retained by us in any format.

2. All e-tickets remain the property of the Food Museum until full payment has been received.

3. Full payment is required in all cases unless otherwise stated.

4. E-tickets will be dispatched via e-mail to the registered address of the purchaser provided at the time of purchase. Memberships can be collected from reception on your first visit.

5. E-tickets may not be exchanged for cash or goods to the value of.

6. E-tickets must be shown on entry to the museum or event and are valid to the purchaser and those detailed on the e-ticket.

7. E-tickets are valid on the day(s) marked on the ticket only.

E-ticket refund policy

1. You are entitled to a full refund on any e-ticket purchased through our website up to 7 days prior to the appointed date on your ticket.

2. Refunds after the allotted date are at the discretion of the Food Museum and all decisions are final.

3. Cancellation of tickets after seven days prior to the event are excluded from our refund policy.

4. E-tickets are not transferable and may not be exchanged for goods or cash to the face value.

5. Refunds may take up to 14 days to process.

Who we are

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