1.0 Introduction

ABANTU for Development recognizes that violence prevails in relationships in societies and vulnerable people such as children, young people, women, persons with disabilities and some men may be at risk of various forms of violence as a result of their ethnic groups, age, gender, disability and other vulnerabilities. As a result, ABANTU demonstrates its commitment to the prevention and addressing of all forms of violence that may occur in the realization of its mission and vision. Such forms of violence may include physical violence, sexual harassment or abuse, mental violence and harm or injury.

This policy therefore applies to all staff, interns, volunteers, beneficiaries and constituents of ABANTU. This is an expression of ABANTU’s commitment to safeguarding in all aspects of its work to ensure that effective systems and procedures are in place to identify, assess and support any one or group of persons who may be suffering from violence or be at risk of any form of violence. Notwithstanding the goal of promoting women’s rights and gender equality, ABANTU recognizes the possibility that breaches of safeguarding can happen. Thus, the policy aims to raise the awareness of all constituents of ABANTU, of their responsibilities in identifying and reporting possible cases of abuse or of instances where a child, young person, woman or person with disability is thought to be at risk of violence. The policy also aims to ensure that there are structured procedures within the organisation which are understood by all staff and which will be followed by constituents.

The policy, including ABANTU’s Office Handbook, is shared together with contracts of employment to all newly appointed staff who are asked to confirm that they have read and understood it. It is gone through with them as part of their Orientation which forms part of their induction. Staff receive refresher training at least every year and they are alerted, usually by email, to periodic revisions to the policy and procedures and to any updates or changes within the organisation’s work environment.

1.1 The Aim of Safeguarding

Safeguarding entails protecting a person’s right to live in a safe environment, free from abuse and every form of violence. Children and women are especially at risk and require the most attention for safeguarding.

Safeguarding aims to:

• Prevent harm and violence and reduce the risk of abuse
• Raise awareness for staff and constituents to play their part in preventing, detecting and responding to issues of abuse
• Protect children, women and the youth from maltreatment or any form of abuse
• Ensure that women, children and the youth are growing in environments that are safe and free from any form of abuse, harm or violence
• Promote rights of individuals, especially the most vulnerable as a means of preventing any form of harm or abuse.

 

2.0 ABANTU’s Safeguard Policy Statement

ABANTU for Development fully commits to safeguarding the welfare of every person, particularly women, children and the youth with whom it comes into contact with either directly or indirectly in the implementation of its programmes and projects. This commitment applies to all members of the board, staff, interns, volunteers and constituents of ABANTU. It is the responsibility of each and every one to prevent the physical, sexual and emotional abuse of every member of our constituency, especially, the abuse of marginalised groups: women, children and young people. All children, youth and adults without exception have the right to protection from abuse, violence and exploitation in the forms of maltreatment and prevention or impairment of their health, regardless of gender, ethnicity, sexual orientation or beliefs, social background or culture. It is the responsibility of all representatives of ABANTU to raise any concerns they have or those which are reported to them according to this policy and not to decide for themselves whether or an abuse has occurred.

3.0 ABANTU’s Policy on Safeguarding – Principles

The central principle is that our approach must always be centred on the vulnerable and that the welfare of vulnerable groups, especially women, must be given paramount consideration. The seven (7) principles of ABANTU’s Safeguarding Policy are thus outlined as follows:

1. Transparency: All staff, interns and volunteers must be aware that safeguarding incidents can happen anywhere and at any time, and that they are required to be alert to any possible concerns and report any appearance of such incidents to the Director immediately.
2. Raising concerns: All staff, interns and volunteers should feel able to raise concerns about unsafe practices and about potential failures in the safeguarding system or processes, and that such concerns will be taken seriously by the organisation’s leadership. Persons who provide information about unsafe practices, violence and abuse must be protected by the management of ABANTU.
3. Confidentiality: where an individual’s safety is at stake, confidentiality cannot and must not be promised. Confidentiality is always qualified and never absolute when an individual is at risk of abuse. In this context, it means ‘not holding information which should be shared, and not sharing information that should not be shared’.
4. Empowerment: the vulnerable, especially women, must be empowered to voice out acts of violence and abuse against them. They must be informed and empowered to identify and speak to the appropriate forum on any appearances of violence that have the potency to disrupt their safety.
5. Accountability: this requires that staff, interns, volunteers, beneficiaries and associates appreciate that safeguarding is everybody’s business, and different people know what to do to keep the vulnerable safe at all times.
6. Do not investigate: It is not for ABANTU itself to investigate a suspicion of abuse, whether it be centred on a member of staff or a member of ABANTU’s fraternity. The victim should not be questioned beyond establishing that there is cause to refer the case to the relevant external agency.
7. Speed of response: Issues of abuse must be dealt with very promptly: delay may be prejudicial to the victim’s safety.

4.0 ABANTU’s Safeguarding Protocols

Safeguarding protocols include steps and procedures that ABANTU has adopted to ensure safeguarding within its organisation: Awareness, Prevention; Reporting; and Responding.

1. Awareness:

All staff, interns, volunteers and beneficiaries of ABANTU must be sensitised on the risks of abuse and violence including physical, sexual, emotional and discriminatory abuse. This form of sensitization must be given to staff during ABANTU’s monthly staff meetings to ensure that staff, volunteers and interns are sufficiently aware of such risks and their appearances. Beneficiaries must be sensitised during the evaluation sessions of activitiy implementations. This sensitization must include potentially vulnerable groups such as women, children, adolescent girls, persons with disabilities, certain religious, ethnic, economic or social groupings. The risks that women face or are likely to face must especially be highlighted as women are the main focus of the organisation. There should equally be half-year meetings with an external expert to speak with ABANTU’s constituents on safeguarding and related issues.

1. Prevention:

ABANTU commits to ensuring safe recruitment as a means of preventing any form of abuse. Management would ensure to take steps so as not to recruit persons who have been convicted of sexual offences into the organization. All applicants of various positions within the organisation must disclose all criminal convictions in keeping with the parameters of Ghana’s Employment Laws. There shall not be volunteering opportunities for any person with convictions for sexual offences or any form of vulnerable abuse. Management shall also check with the Police to identify whether or not applicants are known to abuse children and women.  

• Reporting

All staff, interns and volunteers must acknowledge that they have obligation to report any occurrences or appearances of abuse. Staff, interns and volunteers will periodically be reminded of this responsibility through ABANTU’s monthly review meetings. Any occurrence or suspicion of abuse must be reported to the Administrative Officer and directed to the Executive Director immediately. All allegations must be properly filed by the Administrative officer and forwarded to the Executive Director accordingly.

1. Responding

Acts of violence and abuse as well as their appearances that are reported shall be investigated by the management of ABANTU within 24 hours and the requisite punishment meted out immediately to the offender. In the meantime, the name of the reporter, where different from the victim shall be held confidential. Where the victim is the reporter, the person shall be provided with the necessary security and assistance to avoid victimization. Where the offence is a major one that needs to be transferred to external officials, the case shall within 48 hours be transferred to the Police or the requisite agency.  During this period, the victim shall be offered every form of security and assistance as may be required by the circumstances.

5.0 Code of Ethics

Since we all spend most of our daily hours (8 hours a day) at our workplace it is our responsibility to make it a comfortable place for ourselves and our constituents: a place we look forward to. This requires input from each staff member. Normal human moral codes such as respect, assistance, patience, tolerance, care, respect and understanding are some of the attitudes that create a good working atmosphere. The nature of the interactions between staff and constituents is central to the work of ABANTU. At the heart of this lie trust, mutual respect and an emphasis on being true to oneself and on encouraging open and honest communication. It is important therefore to make an effort to clear problems when they occur among staff members and constituents of ABANTU. Uncomfortable situations should be clarified as soon as they occur.

Staff members are urged to talk directly to each other and avoid talking behind each other’s backs. Strong disagreements between two or more members of staff concerning office matters may be duly reported to the Director or the Administration Officer for clarification and/or resolution. This is to avoid any disturbance of the professional and cordial running of the office. A harmonious relationship creates a comfortable office environment for everyone.

We aim to enable all staff members to deal with their daily work individually. Each staff member is responsible for his/her work area. In case this is not possible, the staff member should receive training both on the job and by attending courses.

ABANTU prohibits sexual harassment of or by its employees, visitors, beneficiaries and consultants and constituents. The ABANTU work environment is one that is free of unwanted sexual overtures, abuse or any behaviour that is personally offensive.

Our code of conduct for staff is designed to accommodate and promote this belief while ensuring that our working practices are thoughtful and well-considered and that they are designed with the safety and protection of staff and constituents in mind.

6.0 Conclusion

This policy has been developed together with all management, staff, interns, volunteers and beneficiaries of ABANTU, taking into consideration ABANTU’s constituents and environment of work. It is accepted that abuse is embedded in gender inequalities and power imbalances. This can therefore be resolved only through culture change which begins with such a process of policy formulation with every person involved. Safeguarding must move beyond being a policy to becoming part of ABANTU’s culture and practice. This must be integrated into ABANTU’s handbook together with other policies of the organisation and adequate sensitization must be provided until the policy is embedded in ABANTU’s culture.

 

APPENDIX

1. Definition of The Term Abuse

Abuse occurs when adults or other children inflict hurt on children or young people under the age of 18 or adults at risk, physically or psychologically or in any other way.

• Physical abuse to a child /vulnerable adult, such as evidence of hitting, kicking or shaking, where there is definite knowledge or reasonable suspicion, that the injury was inflicted or knowingly not prevented.
• Psychosocial abuse, where harm is done by persistent or severe emotional ill treatment or rejection, such as degrading punishments, threats and not giving care and affection, resulting in adverse effects on behaviour and emotional developments of a child, young person or vulnerable adult.
• Sexual abuse, where exploitation of a child, young person or vulnerable adult occurs. This includes rape, incest and all forms of sexual activities including pornography.
• Exchanging of benefits, for example goods, food and money in exchange for sexual favours.
• Bullying, which could include physical intimidation. This includes verbal intimidation, including racist and sexist remarks; emotional intimidation for example, excluding or isolating someone.