The purpose of this tool is to improve organisational cultures to protect people from harm, including sexual exploitation, abuse and sexual harassment (SEAH).
The role of the facilitator is to lead the discussion on the behaviours and facilitate decision making on priority actions and who will be accountable for ensuring these are carried out following the discussion.
This tool will work best when it is used to facilitate constructive and honest discussions with all relevant colleagues across your organisation or team (e.g. with different levels of seniority, different job functions, etc.).
The value of the tool lies in the conversations and we recommend you repeatedly come back to the tool (e.g. on an annual basis), rather than using it only once.
Different sections of this tool may be more relevant to different job functions. However all leaders, in any role, need to understand how they are accountable to the people they lead and those with whom their organisation works.
Due to the sensitive nature of safeguarding, the facilitator must ensure participants are comfortable participating in the planned session and are made aware of the support services the organisation can provide if needed (e.g. counselling, employee assistance programmes, HR support).
Larger organisations are encouraged to start with “Accountability”, particularly if the leadership team is completing the tool, as this section is directed at leaders taking responsibility for safeguarding, including the preventing and responding to sexual exploitation, abuse and sexual harassment (SEAH). Smaller organisations, where a wider range of staff and/or volunteers may be involved in safeguarding, may find it easier to start with “Awareness Raising” as this will engage everyone in the process. Ultimately, safeguarding is the responsibility of everyone in an organisation, so it is important to involve a range of colleagues in discussions.
We recommend involving leadership team members as well as middle and junior staff within all sessions. Depending on the size of your organisation, some sections may be particularly relevant to specific colleagues (e.g. HR colleagues should be included when discussing the section on “Safe Recruitment and HR processes”). Smaller NGOs may have very small leadership teams and may want to involve everyone in the organisation in these discussions. This can be very beneficial as you are likely to gain different perspectives from staff and volunteers and everyone can be more closely involved in the commitment to making improvements.
We have provided an indication of how long it will take to complete each section of the tool. This ranges between three and four hours, depending on the section and your organisation. This is an estimate and some sections may take longer to complete, depending on your organisation.
Ask all participants to look at the workflow on the landing page and to familiarise themselves with the section and behaviours you’ll discuss.
Visit our FAQs and learn more about the tool and how it can help you.