Some individuals are more vulnerable to abuse than others. This may be because they have:
In addition, an individual’s age or physical disability can make them victims of discrimination, which is a further form of abuse.
Mae rhai unigolion yn fwy agored i gamdriniaeth nag eraill. Gallai hyn fod oherwydd bod ganddynt:
Yn ogystal â hynny, gallai oedran neu anabledd corfforol unigolyn eu gwneud yn ddioddefwyr gwahaniaethu, sydd yn fath pellach o gamdriniaeth.
Further factors, situations and actions that could lead or contribute to harm, abuse or neglect could include:
Poor housing and overcrowding breed aggression which may contribute to abuse from which, from some, there may be no escape. In addition, shared accommodation might increase the risk of having to live with individuals they wouldn’t choose to live with because of their potential to be abusive.
Residential care accommodation is not without risk of abuse. Individuals who have experience of being abused, including health and social care workers and individuals using the services, can become abusers themselves. Care work gives individuals power and authority, which, if taken advantage of, can lead to abuse. In addition, work practice that fails to provide the necessary degree of care amounts to neglect. For these reasons, safeguarding legislation is in place that service providers and their employees have a duty to obey.
As shocking as it may seem, living alone or with family or friends, and depending on their care, is also not without risk either. Relying on family and friends to care often puts the carer under a huge strain. The needs of vulnerable individuals often exceed the ability and empathy of their carers, who usually have to change their lifestyle to carry out their caring role and, in doing so, can become socially isolated and develop their own personal difficulties. The consequence is often a soured relationship, which unfortunately may lead to abuse.
Gallai ffactorau, sefyllfaoedd a gweithredoedd pellach a allai arwain at niwed, camdriniaeth neu esgeulustod, neu gyfrannu at hynny gynnwys:
Mae tai gwael a gorlenwi yn bridio ymddygiad ymosodol a all arwain at gamdriniaeth ac i rai, efallai na fydd dianc oddi wrth y gamdriniaeth hon. Yn ogystal â hynny, mae llety a rennir yn gallu cynyddu’r risg o orfod byw gydag unigolion na fyddent yn dewis byw gyda nhw oherwydd eu potensial i fod yn dreisgar.
Nid yw llety gofal preswyl heb ei risg o gamdriniaeth. Gall unigolion sydd wedi cael profiad o gael eu cam-drin, gan gynnwys gweithwyr iechyd a gofal cymdeithasol ac unigolion sy'n defnyddio'r gwasanaethau, ddod yn gam-drinwyr eu hunain. Mae gwaith gofal yn rhoi pŵer ac awdurdod i unigolion, ac, os byddant yn manteisio ar hyn, gallai arwain at gamdriniaeth. Yn ogystal â hynny, mae arfer gwaith sy'n methu â darparu'r graddau angenrheidiol o ofal yn arwain at esgeulustod. Am y rhesymau hyn, mae deddfwriaeth diogelu ar waith ac mae gan ddarparwyr gwasanaeth a'u gweithwyr cyflogedig ddyletswydd i gadw ato.
Er mor syfrdanol y mae'n ymddangos, nid yw byw ar eich pen eich hun neu gyda theulu neu ffrindiau, a dibynnu ar eu gofal, heb ei risg chwaith. Yn aml, gall dibynnu ar deulu a ffrindiau i ofalu rhoi'r gofalwr dan lawer iawn o straen. Mae anghenion unigolion sy'n agored i niwed yn aml y tu hwnt i allu ac empathi eu gofalwyr, sydd fel arfer yn gorfod newid eu ffordd o fyw eu hunain i gyflawni'r rôl gofalu ac, wrth wneud hynny, gallant gael eu hynysu'n gymdeithasol a datblygu eu hanawsterau personol eu hunain. Y canlyniad yn aml yw perthynas sur, a allai arwain at gamdriniaeth.
The risk of harm or abuse can increase in certain situations. Organisational abuse is more likely to happen when standards are poor, routines are planned to fit around a rota or workers feel unsupported by their management. This can lead to a way of working that everyone begins to see as acceptable. They do not try to challenge the situation because they are afraid of speaking out about what is being accepted by the majority. In addition, any workplace where individuals display difficult or challenging behaviour that workers are not trained or supported to deal with, could increase the risk of harm or abuse.
Extra training is very important when dealing with particular care and support needs of an individual, such as a sensory impairment, a mental health issue, dementia or a learning disability. A reaction could be taken as a symptom of their condition rather than an attempt to tell someone what is happening to them. This confusion could lead to harm or abuse.
Other actions, behaviours or situations that increase the risk of harm or abuse could include:
Gall y risg o niwed neu gamdriniaeth gynyddu mewn sefyllfaoedd penodol. Mae camdriniaeth sefydliadol yn fwy tebygol o ddigwydd pan fydd safonau'n wael, trefn ddyddiol yn cael eu cynllunio i gyd-fynd â rota neu pan fydd gweithwyr yn teimlo nad ydynt yn cael eu cefnogi gan eu rheolwyr. Gallai hyn arwain at ffordd o weithio y mae pawb yn dechrau eu hystyried yn dderbyniol. Nid ydyn nhw'n ceisio herio'r sefyllfa am eu bod nhw ofn lleisio eu barn am yr hyn sy'n cael ei dderbyn gan y mwyafrif. Yn ogystal â hynny, gallai unrhyw weithle lle mae unigolion yn arddangos ymddygiad anodd, neu heriol, nad yw gweithwyr wedi'u hyfforddi neu'n cael eu cefnogi i ddelio ag ef, gynyddu'r risg o niwed neu gamdriniaeth.
Mae hyfforddiant ychwanegol yn bwysig iawn wrth ddelio gydag anghenion gofal a chymorth penodol unigolyn, fel nam ar y synhwyrau, mater iechyd meddwl, dementia neu anabledd dysgu. Gallai ymateb gael ei ystyried fel symptom o'u cyflwr yn hytrach nag ymgais i ddweud wrth rywun beth sy'n digwydd iddyn nhw. Gallai'r dryswch hwn arwain at niwed neu gamdriniaeth.
Gallai camau gweithredu, ymddygiadau neu sefyllfaoedd eraill sy'n cynyddu'r risg o niwed neu gamdriniaeth gynnwys:
Suspicions of abuse should never be ignored if a colleague or someone in an individual’s personal network, such as their carer or a visitor is suspected. Concerns must be reported immediately but never accuse anyone until the reason for their behaviour is understood.
Ni ddylid anwybyddu unrhyw amheuaeth o gam-drin os yw cydweithiwr neu rywun yn rhwydwaith personol unigolyn, fel eu gofalwr neu ymwelydd dan amheuaeth. Mae'n rhaid adrodd am bryderon ar unwaith, ond ni ddylech gyhuddo unrhyw un nes eich bod yn deall y rheswm y tu ôl i'w hymddygiad.
It may not seem quite right to a worker if an individual is asked to walk to the toilet by another member of staff when they have requested a wheelchair, but they may simply be encouraging independence and the ability to walk. On the other hand, they may not be aware that their behaviour is wrong or that they are causing suffering.
If they remain concerned, they have a responsibility to speak out regardless of any concerns they may have about the consequences of doing so. Their workplace will have a procedure telling them how to deal with suspicions of abuse.
These concerns should be discussed with a supervisor or line manager or, in the case of suspected child abuse, with the Child Protection Officer without delay. They will decide an appropriate course of action, such as whether to contact the police, health or social services and family. These responsibilities should not be overstepped as dealing with suspected abuse will be someone else’s responsibility.
The concerns should be recorded on the appropriate report form. Records should be clear, easy to understand, concise and relevant. Every effort should be made to preserve any evidence of abuse.
Efallai nad yw'n ymddangos yn iawn i weithiwr os gofynnir i unigolyn gerdded i'r toiled gan aelod arall o staff pan fo'r unigolyn wedi gofyn am gadair olwyn, ond efallai eu bod nhw'n annog annibyniaeth a'r gallu i gerdded yn unig. Ar y llaw arall, efallai nad ydynt yn ymwybodol bod eu hymddygiad yn anghywir neu eu bod yn achosi dioddefaint.
Os ydyn nhw'n parhau i fod yn bryderus, mae ganddyn nhw gyfrifoldeb i leisio barn ni waeth beth fo'u pryderon am ganlyniadau gwneud hynny. Bydd gan eu gweithle drefn yn dweud wrthyn nhw sut i ddelio gydag amheuaeth o gamdriniaeth.
Dylid trafod y pryderon hyn gyda goruchwyliwr neu reolwr llinell neu, yn achos amheuaeth o gam-drin plant, gyda'r Swyddog Diogelu Plant heb oedi. Byddant yn penderfynu ar gamau gweithredu priodol fel p'un a ddylid cysylltu â'r heddlu, y gwasanaethau iechyd neu ofal cymdeithasol a theulu. Ni ddylid mynd y tu hwnt i'r cyfrifoldebau hyn gan mai cyfrifoldeb rhywun arall fydd delio gydag amheuaeth o gam-drin.
Dylid cofnodi'r pryderon ar y ffurflen gofnodi briodol. Dylai cofnodion fod yn glir, yn hawdd eu deall, yn gryno ac yn berthnasol. Dylid gwneud pob ymdrech i gadw unrhyw dystiolaeth o gam-drin.
The workplace will have a procedure in place that describes how an individual should deal with allegations of abuse. However, when someone makes a disclosure to them, as a general rule:
The individual will need to make a detailed report of what they are told, including:
Use the relevant report form and keep it safe and confidential until they can give it to the appropriate individual. Avoid the alleged perpetrator and do not discuss the incident with anyone as this could breach the victim’s confidentiality and alert the perpetrator that suspicions have been aroused. It could also complicate any internal or police investigations.
Bydd gan y gweithle weithdrefn ar waith sy'n disgrifio sut y dylai unigolyn ddelio â honiadau o gam-drin. Fodd bynnag, pan fydd rhywun yn gwneud datgeliad iddyn nhw, fel rheol gyffredinol:
Bydd angen i'r unigolyn wneud adroddiad manwl o'r hyn sy'n cael ei ddweud wrthyn nhw, gan gynnwys:
Defnyddiwch y ffurflen gofnodi briodol a'i chadw'n ddiogel ac yn gyfrinachol nes y gellir ei rhoi i'r person priodol. Osgoi'r tramgwyddwr honedig a pheidio trafod y digwyddiad gydag unrhyw un gan y gallai hyn dorri cyfrinachedd y dioddefwr a rhybuddio'r tramgwyddwr bod amheuon wedi codi. Gallai hefyd gymhlethu unrhyw ymchwiliadau mewnol neu ymchwiliadau gan yr heddlu.
As the police could be involved in a suspected or alleged case of abuse, it is important to preserve any evidence relating to the incident. Failing to preserve evidence is often described as ‘decontamination’. If they are in any doubt about how to preserve evidence, including footprints, fingerprints and anything else that may have been left behind by the suspect, the police should be contacted prior to their arrival.
Listed below are protocols to follow prior to the arrival of the police:
Gan y gallai'r heddlu ymwneud ag amheuaeth neu achos honedig o gam-drin, mae'n bwysig cadw unrhyw dystiolaeth sy'n ymwneud â'r digwyddiad. Yn aml, mae methu â chadw tystiolaeth yn cael ei ddisgrifio fel 'dadlygriad'. Os oes ganddynt unrhyw amheuaeth ynghylch sut i gadw tystiolaeth, gan gynnwys ôl traed, olion bysedd ac unrhyw beth arall allai fod wedi'i adael ar ôl gan yr un a ddrwgdybir, dylent gysylltu â'r heddlu cyn iddyn nhw gyrraedd.
Wedi'u rhestru isod mae protocolau i'w dilyn cyn i'r heddlu gyrraedd:
Information must be stored securely, and decisions about who needs to know and what needs to be known should be taken on a case-by-case basis, and take into account an organisation’s policies and the constraints of the legal framework.
Mae'n rhaid storio gwybodaeth yn ddiogel, a dylid ystyried penderfyniadau ynghylch pwy sydd angen gwybod a beth sydd angen ei wybod ar sail achos i achos, ac ystyried polisïau'r sefydliad a chyfyngiadau'r fframwaith cyfreithiol.
In relation to written reports, a worker should always try to ensure that they:
Mewn perthynas ag adroddiadau ysgrifenedig, dylai gweithiwr bob amser geisio sicrhau eu bod:
In relation to recording and reporting incidents relating to safeguarding, fact is a statement that can be proved, an opinion is an expression of a person's feelings that cannot be proved. Opinions can be based on facts or emotions and sometimes they are meant to deliberately mislead others, or they explain an incident in the care worker’s view. Judgement is defined as the ability to make considered decisions or come to sensible conclusions after careful consideration and thought.
O ran cofnodi ac adrodd am achosion sy'n ymwneud â diogelu, mae ffaith yn ddatganiad y gellir ei brofi, mae barn yn fynegiant o deimladau rhywun na ellir ei brofi. Gall barn fod yn seiliedig ar ffeithiau neu emosiynau ac weithiau eu bwriad yw camarwain eraill yn bwrpasol, neu maen nhw'n esbonio digwyddiad o safbwynt y gweithiwr gofal. Mae dyfarniad yn cael ei ddiffinio fel y gallu i wneud penderfyniadau ystyriol neu ddod i gasgliadau synhwyrol wedi ystyried a meddwl yn ofalus.
What is written in the workplace may be read by many different individuals including families, colleagues and care managers, other partners, social workers, doctors, inspectors, lawyers, police and other officials.
The individuals accessing services have a legal right to see the information written about them. Care workers will also have access to these documents in order to understand the individual’s care needs. Care review meetings base care decisions on that which is written. What is written may be (and often is) used in complaints, investigations and legal cases. In any one of these situations, a worker may be asked to explain what they have written so it is vital to understand what they are writing, how it reads and who will see it. This is why it is important to write clearly, factually, accurately and respectfully and involving the individual concerned wherever possible.
Gall yr hyn sy'n cael ei ysgrifennu yn y gweithle gael ei ddarllen gan nifer o unigolion gwahanol gan gynnwys teuluoedd, cydweithwyr a rheolwyr gofal, gweithwyr cymdeithasol, partner eraill, meddygon, arolygwyr, cyfreithwyr, yr heddlu a swyddogion eraill.
Mae gan yr unigolion sy'n defnyddio gwasanaethau yr hawl i weld y wybodaeth ysgrifenedig amdanyn nhw. Bydd gan y gweithwyr gofal fynediad at y dogfennau hyn hefyd er mwyn deall anghenion gofal yr unigolyn. Mae cyfarfodydd adolygu gofal yn seilio penderfyniadau gofal ar yr hyn sy'n ysgrifenedig. Gallai'r hyn sydd wedi'i ysgrifennu gael ei ddefnyddio mewn cwynion, ymchwiliadau ac achosion cyfreithiol (ac mae hyn yn digwydd yn aml). Yn unrhyw un o'r sefyllfaoedd hyn, gellir gofyn i weithiwr esbonio'r hyn maen nhw wedi ei ysgrifennu felly mae'n hanfodol deall yr hyn maen nhw'n ei ysgrifennu, sut mae'n darllen a phwy fydd yn ei weld. Dyma pam ei bod hi'n bwysig ysgrifennu yn glir, yn ffeithiol, yn gywir ac yn barchus a chynnwys yr unigolyn dan sylw lle bynnag bo hynny'n bosibl.