Introduction
TGCDA is a national nonprofit organization aiming to contribute to a gender-equal world where all people achieve their sexual and reproductive health and rights, through implementing high-quality, gender-equitable programs that advance sexual and reproductive health and rights. As part of our vision, TGCDA is committed to safeguarding all people—particularly children, vulnerable adults, and impact populations—from any harm that may be caused due to contact with TGCDA.
TGCDA partners with diverse people and organizations across sectors with the shared goal of supporting women and girls in determining their futures. For this reason, we believe it is imperative that our communities feel safe and protected from any harm that could result from our work. TGCDA has developed this Child and Adult Safeguarding Policy and Procedures resource, as part of our accountability to our communities and particularly affected populations.
Our definition of accountability is expansive and acknowledges that some people are more vulnerable than others, due to intersecting social markers of exclusion. As an national organization, we have a duty of care particularly toward our impact populations in conflict- and crisis- affected contexts, and we acknowledge that this accountability also extends to our personnel, partners, and funders. While our definition of accountability is broad, it still centralizes and prioritizes those affected by conflict and crises and those who receive TGCDA assistance. TGCDA has developed this policy and its procedures to particularly safeguard children, vulnerable adults, and impact populations.
Purpose
The purpose of this policy is to protect people—particularly children, at-risk adults and beneficiaries of assistance— from any harm that may be caused due to their coming into contact with Trust Guarantee Community Development Aid (TGCDA). This includes harm arising from:
▪ The conduct of staff or personnel associated with TGCDA
▪ The design and implementation of TGCDA’s programs and activities
The policy lays out the commitments made by TGCDA and informs staff and associated personnel of their responsibilities in relation to safeguarding.
This policy does not cover:
▪ Sexual harassment in the workplace; this is dealt with under TGCDA’s Anti-Bullying and Harassment Policy1
▪ Safeguarding concerns in the wider community not perpetrated by TGCDA or associated personnel
What is safeguarding?
This policy and its procedures are a component of a larger suite of policy and procedures (see Figure 1). In this policy, safeguarding means taking all reasonable steps to protect people (especially vulnerable adults and children) from harm (particularly sexual exploitation, abuse, and harassment) and responding appropriately when harm does occur. his includes harm arising from the conduct of staff, associates, and partners as well as from the design and implementation of programs and activities.
We understand “safeguarding” to mean protecting people—including children and at-risk adults—from harm that arises from coming into contact with our staff or programs.
Figure 1: Key TGCDA Policies and Procedures
Scope
We expect all of our personnel (including permanent and seasonal employees, contractors,
consultants, volunteers, and members of our board) as well as our partners and other stakeholders to adhere to this policy. This policy applies to all TGCDA’s programs, offices, operations, and sites.
The Safeguarding Officer is responsible for disseminating this policy to:
▪ All staff contracted by TGCDA
▪ Associated personnel while engaged with work or visits related to TGCDA—including but not limited to:
• Consultants
• Volunteers
• Contractors
• Program visitors—such as journalists, celebrities and politicians
TGCDA holds all staff responsible for implementation of and adherence to this policy. Any breaches to the minimum safeguarding standards included in this policy or other safeguarding concerns must be immediately reported to relevant personnel.
Guiding Principles and Commitments
The guiding principles and commitments of this policy are summarized below.
Confidentiality: TGCDA is committed to confidentiality and we will not share information outside of our safeguarding committee unless it is absolutely necessary. The safety of the person(s) involved is our primary concern. For this reason, TGCDA maintains an anonymous reporting system. Individuals may submit reports anonymously for investigation via info.tgcda@gmail.com or by calling the local hotline (+211-911-127-253). All disclosures will be treated in confidence. Refer to TGCDA’s Whistle-Blowing Policy for more information.
Continuous improvement: TGCDA maintains assessment, feedback, and reflection mechanisms to inform improvements to policies and practices. These mechanisms include quarterly incident reviews, periodic refresher trainings, regular policy reviews, and regular safeguarding audits.
Dignity and Respect: TGCDA creates a work environment where the principles of dignity and respect for all staff, associates, partners, and communities in all locations are critical. This includes principles of being nonjudgmental when learning of related concerns and complaints.
Do No Harm Approach: TGCDA is committed to a Do No Harm approach for programming and ensures that: (1) there is a common understanding of the operating context, including gender norms, political dynamics, and social norms; and (2) programs adhere to international best practices for effective and ethical development programming.
Effective communication: TGCDA effectively communicates with all staff, associates, and partners in simple and accessible language to create a positive and accessible culture where responsibilities for safeguarding are clear.
Safeguarding: TGCDA is committed to all children and vulnerable adults having the right to safeguarding and protection from sexual exploitation and abuse irrespective of ability, culture, ethnicity, faith, gender, sexuality, or other social characteristic.
Shared Responsibility: For our policies and practices to be effective in reducing the risks to impact populations and communities, everyone at TGCDA must share the responsibility for implementation and improvement. As such, a failure at one level of the organization constitutes a failure at all levels of the organization.
Zero Tolerance: TGCDA has zero tolerance for any violations of this policy
Policy
Policy Statement
TGCDA believes that everyone we come into contact with—regardless of age, gender identity, disability, sexual orientation or ethnic origin—has the right to be protected from all forms of harm, abuse, neglect and exploitation. TGCDA will not tolerate abuse and exploitation by staff or associated personnel.
This policy will address the following areas of safeguarding [as appropriate]: child safeguarding, adult safeguarding and protection from sexual exploitation and abuse. These key areas of safeguarding may have different policies and procedures associated with them. TGCDA commits to addressing safeguarding throughout its work through the three pillars of prevention, reporting and response.
Safeguarding Measures
In addition to our guiding principles, TGCDA has established safeguarding measures (see Figure 2 and Table 1), including preventative measures, to ensure that adults and children are protected from harm that could arise from our staff, associates, and partners, and from the implementation of our programs.
Figure 2: Safeguarding Measures
Risk Assessment and Mitigation
TGCDA conducts child and adult safeguarding risk assessments in all areas of work. As per safeguarding standards, the key elements of risk assessments include:
• Establishing the context, scope, and setting where the work is being conducted;
• Identifying any potential contact with and impact on children;
• Identifying and analyzing any potential risks of that impact or contact;
• Evaluating risks in terms of likelihood and seriousness of impact; • Implementing strategies to minimize or prevent risk;
• Reviewing and revising risks and preventative measures; and
• Communicating risks and preventative measures
TGCDA is committed to ensuring that activities do not put vulnerable adults and children at risk and establishes measures to mitigate such risk. Strategies to prevent or minimize risk include:
• Establishing the context, scope, and setting where the work is being conducted;
• Identifying any potential contact with and impact on children;
• Identifying and analyzing any potential risks of that impact or contact;
• Evaluating risks in terms of likelihood and seriousness of impact;
• Implementing strategies to minimize or prevent risk;
• Reviewing and revising risks and preventative measures; and
• Communicating risks and preventative measures
Safe Recruitment
Police/CID Checks: All positions require a police/CID check. Depending on the timing of the police check, we may offer a candidate a position while simultaneously conducting the police/CID check.
Code of Conduct: All new staff must sign the Code of Conduct. Probationary period: During a probationary period (up to six months),
TGCDA will monitor new staff for any safeguarding concerns.
Induction: All new staff receive orientation and related briefs on the Safeguarding Policy.
Safe Program Design
Child and adult safeguarding must be considered at every stage of program development and implementation. Staff and associates working directly with children must be regularly supervised and safeguarding practices must be regularly reviewed throughout the program cycle.
Communications Guidelines
This policy is publicly available via our website. All staff, associates, partners, and communities receive orientation on this policy and how to raise a concern. Our communications department also ensures all external media and communications:
• Are respectful of this policy, its measures, processes, and procedures
• Maintain the safety and dignity of children, vulnerable adults, and impact populations
All photographs, videos, and other media material that include people require informed consent. Any materials featuring a child, require consent of both the child and a parent or guardian.
Online Protection
We provide safeguarding education and awareness around the appropriate use of technology including the internet, mobile phones, and social media. All staff, associates, and partners will adhere to our Computer Standards and Policies.
Reporting and Investigation Process
TGCDA ensures a timely response to complaints. Once any complaint is filed an investigation is launched (see Reporting Processes and Procedures) and appropriate actions follow. There are two reporting pathways for safeguarding concerns.
1. Concerns related to actual, potential, or suspected abuse of a child or a vulnerable adult and safeguarding concerns raised by a family or community member will be managed by the local safeguarding committees, with any action conforming to national and international law; and
2. Concerns that involve a staff member, associate, or partner must be reported to the local safeguarding committee as well as appropriate local management staff and to the TGCDA Principal Office
TGCDA maintains a zero-tolerance approach to safeguarding issues and commits to the following guiding principles throughout the reporting and investigation process:
• Confidentiality: We will maintain confidentiality throughout the reporting and investigation process. Any staff, associates, or partners who violate confidentiality may be subject to disciplinary action.
• Protection against retaliation: We will not tolerate any adverse treatment of staff, associates, or partners for reporting in good faith any sexual exploitation and abuse or other safeguarding concerns, or for providing information related to such complaints and investigations. We will undertake all measures necessary to ensure that retaliation does not occur.
• Determination of complaint investigation: Once the safeguarding committee finishes compiling all evidence, completes all interviews, and resolves any credibility issues, we will determine whether sexual exploitation or abuse or a violation of the child or adult safeguarding policy has occurred. If we determine that sexual exploitation or abuse or another safeguarding concern has occurred, we will undertake immediate and appropriate corrective action proportional to the seriousness of the offense, up to and including the termination of employment and referral to local authorities. Corrective action will aim to stop the safeguarding concern, address its impact, and ensure that it does not happen again. Remedial measures will not adversely affect individuals who submit reports or complaints.
• Referral to local authorities: TGCDA may refer alleged offenders to local authorities for prosecution for any conduct that is considered criminal. TGCDA determines whether referrals are necessary on a case-by-case basis. TGCDA will inform the alleged offender of any such referrals.
Safeguarding Management
Safeguarding is everyone’s responsibility, but the executive team and board leadership staff are particularly accountable for articulating and modeling safeguarding leadership and for setting and maintaining safeguarding standards
• All leadership complete safeguarding training and serve as champions for the protection of children and vulnerable adults;
• Leadership and managers ensure all new staff and associates receive a copy of this policy and sign the Code of Conduct upon induction.
• Leadership ensures all partners adhere to this policy.
• In consultation with local advisors, field offices maintain local safeguarding policies and procedures that are consistent with this policy.
This policy and associated procedures are accessible to staff via the organization’s intranet. We also ensure this policy and associated procedures are available to associates, partners, and communities that we work with, in local languages, where possible.
Implementation and Review
All staff are responsible for implementing this policy. All field office and field teams conduct safeguarding self-audits annually and develop action plans to address any gaps. TGCDA monitors adherence to this policy through the mandatory tracking of this policy’s implementation standards and the Code of Conduct.
Prevention
TGCDA responsibilities
TGCDA will:
• Creating a safe culture for those we serve and those who work for and represent the organization;
• Ensuring zero tolerance of any concern related to child or adult safeguarding or sexual exploitation, harassment or abuse;
• Ensure all staff have access to, are familiar with and know their responsibilities within this policy, the Protection from Sexual Exploitation and Abuse Policy and Procedures, and all other related policies;
• Design and undertake all its programs and activities in a way that protects people from any risk of harm that may arise from their coming into contact with TGCDA. This includes the way in which information about individuals in our programs is gathered and communicated;
• Implement stringent safeguarding procedures when recruiting, managing and deploying staff and associated personnel;
• Ensure staff receive training on safeguarding at a level commensurate with their role in the organization. Educating staff, associates, and partners that any violation of this policy may constitute gross misconduct and may be grounds for termination of employment or contract as well as possible legal action;
• Ensuring all staff, associates, partners, and communities understand the procedures for reporting and investigating complaints;
• Building a culture of dignity, honor, and respect where all those who work with and are served by TGCDA feel empowered to report complaints;
• Follow up on reports of safeguarding concerns promptly and according to due process. Reviewing all complaints and concerns in a timely manner through the safeguarding committee and taking all complaints seriously
Staff responsibilities
Child safeguarding
TGCDA ensures our commitment to safeguarding children by requiring all staff, associates, and partners to adhere to this policy, report any safeguarding suspicions, sign the associated Code of Conduct, and acknowledge having read and understood the policy. TGCDA staff, associates, and partners agree to:
▪ Always treat children in a manner that is respectful of their rights, integrity, and dignity; that considers their best interest; and that does not expose them to or place them at risk of harm (for example, when capturing stories, audio recordings, or imagers of children, ensure adherence to TGCDA’s communications guidance related to consent and ethical storytelling, including obtaining permission from the child and their parent or guardian);
▪ Help maintain a culture of communication and build an environment where all children are respected, encouraged to discuss their concerns and rights, are supported to participate in decision-making and respect children’s right to privacy and maintain confidentiality as required;
▪ Never abuse or exploit children or act in any way that places children at risk of harm, including by planning activities in ways that minimize the risk of harm and by always employing nonviolent and positive behaviors;
▪ Care for children who may have been abused or exploited in accordance with this policy;
▪ Only meet with children in spaces designated by TGCDA as safe and protected; for instance, in a child’s home with the family’s consent and on approval of accompanying TGCDA staff;
▪ Never contact—in person, online, or otherwise—a child or family associated with TGCDA’s work without the supervision of another staff member;
▪ Inform children and their communities of their right to report any concerning situations;
▪ Report any safeguarding concerns;
▪ Cooperate fully and confidentially in any investigation of concerns or allegations related to child safeguarding; and
▪ Comply with all other terms defined in TGCDA’s Code of Conduct
Under this policy, all TGCDA staff, associates, and partners are prohibited from the following actions and behaviors.
▪ Engage in sexual activity with anyone under 18 years of age, regardless of the local legal age of sexual consent, local laws, or local customs (a mistaken belief that the child is of the age of consent is not a defense);
▪ Sexually abusing or exploiting children. For instance, exchanging money, employment, goods, or services for sexual favors from a child;
▪ Subjecting a child to physical, emotional or psychological abuse or neglect;
▪ Participating in any abusive or inappropriate physical or verbal behaviors with children, including touching or using language, such as those that may degrade, harass, humiliate, or provoke a child;
▪ Working with or transporting a child alone, without the authorization of a manager, unless necessary for ensuring the safety of the child;
▪ Maintaining contact with children and their families via social networks, unless authorized by TGCDA (for instance, as part of social media awareness campaigns);
▪ Being under the influence of drugs or alcohol while at work;
▪ Allowing concerns, allegations, or suspicions related to child safeguarding to go unreported; and
▪ Engaging in any commercially exploitative activities with children—including child labor or trafficking.
Adult Safeguarding
TGCDA ensures our commitment to safeguarding vulnerable adults by requiring all staff, associates, and partners to adhere to this policy, report any safeguarding suspicions, sign the associated Code of Conduct, and acknowledge having read and understood the policy. TGCDA staff and associated personnel must not:
▪ Sexually abuse or exploit at-risk adults;
▪ Subject a vulnerable or at-risk adult to physical, emotional or psychological abuse or neglect;
▪ Engaging in any sexual relationships with impact populations, as such relationships are based on inherently unequal power dynamics;
▪ Exchanging money, employment, goods, or services for sexual activity—including any exchange of assistance that is due to impact populations as part of a TGCDA project
▪ Discriminating against any adult;
▪ Bullying or intimidating others; and
▪ Being under the influence of drugs or alcohol while at work
Protection from sexual exploitation and abuse
TGCDA staff and associated personnel must not:
▪ Exchange money, employment, goods or services for sexual activity. This includes any exchange of assistance that is due to beneficiaries of assistance.
▪ Engage in any sexual relationships with beneficiaries of assistance since they would be based on inherently unequal power dynamics.
Additionally, TGCDA staff and associated personnel are obliged to:
▪ Contribute to creating and maintaining an environment that prevents safeguarding violations and promotes the implementation of this Safeguarding Policy.
▪ Report any concerns or suspicions regarding safeguarding violations by a TGCDA staff member or associated personnel to the appropriate staff member.
Enabling Reports
TGCDA will ensure that safe, appropriate and accessible means of reporting safeguarding concerns are made available to staff and the communities with whom we work.
Any staff reporting concerns or complaints through formal whistleblowing channels (or if they request it) will be protected by TGCDA’s Disclosure of Malpractice in the Workplace (Whistleblowing) Policy.
TGCDA will also accept complaints from external sources—such as members of the public, partners and official bodies.
How to report a safeguarding concern
Staff members who have a complaint or concern relating to safeguarding should report it immediately to their Safeguarding Focal Point [as appropriate] or line manager. If the staff member does not feel comfortable reporting to their Safeguarding Focal Point or line manager (for example, if they feel that the report will not be taken seriously or if that person is implicated in the concern), they may report to any other appropriate staff member. For example, this could be a senior manager or a member of the human resources (HR) team.
Info.tgcda@gmail.com or Hotline # +211-911-127-253
TGCDA follows a set reporting process and procedure (see Figure 3) to address any concerns raised related to sexual exploitation and abuse or child and adult safeguarding. The process and procedures for reporting sexual exploitation and abuse as well as child and adult safeguarding concerns are managed via safeguarding committees.
All incidents must be reported to the safeguarding committee. By facilitating immediate reporting of any concerns, TGCDA prevents further harm, ensures the health and safety of the individual(s) involved, and fulfils our accountability responsibilities.
Figure 3: Reporting Process and Procedures
The steps for reporting and investigating reports of violations are as follows:
1. Once an individual identifies a concern related to sexual exploitation and abuse (or other safeguarding concern), they should share their concern with the safeguarding committee and complete the Reporting Form;
2. The safeguarding committee will begin to investigate the complaint promptly and thoroughly. All complaints will be taken seriously. A committee member will email or text the complainant to acknowledge the complaint as soon as possible;
3. Within 72 hours of receiving a complaint or concern, the safeguarding committee will convene a case conference to determine whether a full investigation is necessary. The independent member of the committee will assist in this process;
4. The time required to complete any investigation will depend upon the particular circumstances of the complaint. If the committee believes there may be evidence of sexual exploitation and abuse or of another child or adult safeguarding issue, they may undertake a full investigation; and
5. An investigation may include a member of the safeguarding committee meeting with the complainant directly as well as with the alleged perpetrator. The investigator will also interview and obtain statements from any witnesses. All TGCDA staff, associates, and partners are required to cooperate and provide information during a complaint investigation. Refusal to cooperate in the process may result in disciplinary action, up to and including termination from employment or contract. The committee will maintain confidentiality best practices during the investigation.
Response
TGCDA will follow up safeguarding reports and concerns according to policy and procedure and legal and statutory obligations. (See procedures for reporting and response to safeguarding concerns in associated policies.)
TGCDA will apply appropriate disciplinary measures to staff found in breach of policy.
TGCDA will offer support to survivors of harm caused by staff or associated personnel, regardless of whether a formal internal response is carried out (such as an internal investigation). Decisions regarding support will be led by the survivor.
Confidentiality
It is essential that confidentiality is maintained at all stages of the process when dealing with safeguarding concerns. Information relating to the concern and subsequent case management should be shared on a need-to- know basis only and kept secure at all times.
Associated policies
▪ Code of Conduct
▪ Anti-bullying and Harassment Policy
▪ Disclosure of Malpractice in the Workplace (Whistleblower) Policy
▪ Child Safeguarding Policy
▪ Adult Safeguarding Policy
▪ Protection from Sexual Exploitation and Abuse (PSEA) Policy
▪ Complaints Policy
▪ Procedures for reporting and response to safeguarding concerns
▪ Procedures for safeguarding in staff recruitment
▪ Other policies as appropriate
Definition of Key Terms
It is imperative that everyone shares a common understanding of sexual exploitation and abuse and other child and adult abuse safeguarding principles and terminology. To that end, the following definitions support a common understanding of this policy
Program participant
Someone who directly receives goods or services from TGCDA’s program. Note that misuse of power can also apply to the wider community that the NGO serves and also can include exploitation by giving the perception of being in a position of power.
Child
Every human being below 18 years of age, irrespective of when the local law considers people as adults.
Harm
Psychological, physical or any other infringement of an individual’s rights.
Psychological harm
Emotional or psychological abuse, including (but not limited to) humiliating and degrading treatment—such as bad- name calling, constant criticism, belittling, persistent shaming, solitary confinement or isolation.
Protection from sexual exploitation and abuse (PSEA)
Actions to protect vulnerable people against sexual exploitation and abuse by humanitarian workers.
Safeguarding
The responsibility that organizations have to make sure their staff and work do not harm children and adults who are at risk and do not expose them to abuse or exploitation.
Sexual abuse
When a person forces another person, or people, to do anything sexual that they do not freely agree to, by force or through threats.
Sexual exploitation
Abusing a person’s vulnerability, unequal power or trust for sexual purposes. This can include profiting in any way from another person being sexually exploited.
Survivor
A person who has been harmed, sexually exploited or abused. The term “survivor” emphasizes strength, resilience and survival. The term “victim” emphasizes that the person must be protected and needs justice.
Abuse:
Abuse may be a deliberate act or it may be a failure to act to prevent harm. Abuse includes anything which individuals, institutions, or processes do (or fail to do), intentionally or unintentionally, which harms a person or damages their prospect of safe and healthy livelihoods. This includes emotional, physical, and sexual abuse, and neglect.
At-risk or vulnerable adult: This refers to individuals who 18 years or older but—due to age, disability or illness (physical, mental, or similar), or other condition—may be unable to independently care for themselves or protect themselves against abuse, harm, or exploitation. This also includes those who—due to their gender identity, health status or disability, ethnicity, religious identity, sexual orientation, economic or social status, or as a result of disasters and conflicts—are at additional risk of abuse or exploitation.
Child abuse:
Child abuse includes all forms of physical, emotional, and sexual abuse and exploitation, as well as neglect or negligent treatment, and any other exploitation of a child or other actions that may harm a child. Abuse can occur anywhere and anytime. Research shows that the perpetrators of abuse are likely to be known and trusted by the child. Some of the most common types of child abuse are: (1) physical violence toward or deliberate injury of a child; (2) neglect, or the persistent failure to meet a child’s basic physical and psychological needs; (3) sexual abuse, which involves using a child for sexual stimulation or gratification, and (4) emotional abuse, which harms a child’s self-esteem.
Child marriage:
Child marriage includes formal and informal unions in which one or both parties are under the age of 18, regardless of local laws, and therefore under the age of consent.
Child sexual exploitation:
Child sexual exploitation involves children receiving a form of benefits (including gifts, money, or affection) in exchange for engaging in sexual activities.
Child protection and safeguarding: Child protection and safeguarding refers to the responsibilities and preventative and responsive measures and activities that TGCDA undertakes to protect children. This includes ensuring that no child is subject to child abuse because of their association with TGCDA staff, associates, or partners and/or their participation in any TGCDA activity, including our projects and programs. “Child protection” is an element of safeguarding promoting welfare. It refers to any activity that is undertaken to protect children who are suffering or likely to suffer significant harm.
Communities:
The term communities, for the purpose of this policy, includes healthcare providers, frontline health workers, and other service providers as well as children and adults within a particular locale or who share specific social characteristic (e.g., persons with disabilities).
Coercion:
Coercion includes a spectrum of degrees of force, such as physical force, psychological intimidation, blackmail, or other threats—including threats related to not obtaining or retaining employment. Coercion may also occur when a person is unable to give consent; for example, while asleep, intoxicated, or mentally incapable of understanding the situation. While coerced sex may result in sexual gratification for the perpetrator, its underlying purpose is to express power and dominance over another person.
Emotional or psychological abuse:
Emotional or psychological abuse includes any behaviors that aim to or result in emotional or psychological harm, for example humiliating and degrading treatment such as belittling and name calling, excessive criticism and shaming, confinement, and isolation.
TGCDA associates:
Associates include paid and non-paid individuals who have committed to work with or support TGCDA, such as volunteers, interns, consultants, and contractors.
TGCDA managers:
Managers are staff who manage or supervise the work of other TGCDA staff or associates.
TGCDA partners:
Partners include staff and/or representatives of partner organizations and local governments operating in partnership with TGCDA.
TGCDA staff:
Staff are individuals who receive a salary for work, including those based in TGCDA head and field offices, working as part of the national support team, or operating in any other location where TGCDA works.
Harm:
Harm includes emotional and psychological, physical, and any other infringement of an individual’s rights.
Grooming:
Grooming is behavior that an offender uses to procure sexual activity from a child, including by building trust with children directly, and/or with their caregivers, to sexually abuse them. In some cases, a person may send electronic messages to a child with the goal of engaging the child in sexual activity; this is called “online grooming.”
Modern slavery:
Slavery is a situation in which a person exercises (perceived) power of ownership over another person. Related terms include forced labor, which covers work or services that people engage in under threat of punishment; human trafficking, which involves deceptive recruitment and coercion; and bonded labor, which is demanded in repayment of a debt or loan. Modern slavery encompasses a spectrum of labor exploitation, ranging from the mistreatment of vulnerable workers to human trafficking to child labor and forced sexual exploitation.
Sexual harassment:
Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, or other conduct that creates a coercive, hostile, intimidating, or offensive work environment. Sexual harassment may be directed toward a person of the same or the opposite sex and includes uninvited, unreciprocated, and unwelcome behaviors that cause the recipient to feel threatened, humiliated, or embarrassed. This also includes behaviors that are characterized by any of the following conditions: (1) submission to such conduct is explicitly or implicitly made a term or condition of employment of the recipient, (2) submission to or rejection of this conduct is used as a basis for an employment decision that affects the recipient, (3) such conduct has the purpose of or results in creating an intimidating, hostile, or offensive work environment.
Sexual violence:
Sexual violence includes any unwanted sexual acts or coercive behaviors, any unwanted sexual comments or advances, and any attempts to traffic a person for sexual exploitation. Anyone may perpetrate sexual violence, regardless of their relationship to the victim, in any setting, including at home or at work. Types of sexual violence are commonly distinguished as: (1) sexual violence involving intercourse (rape), (2) violent sexual contact (unwanted touching excluding intercourse), and (3) noncontact sexual violence (threats of sexual violence, exhibitionism, and verbal sexual harassment).
Survivor:
A survivor is a person who has experienced abuse or exploitation. Note: We frequently employ the term “survivor” rather than “victim” to imply strength, resilience, and the capacity to survive. However, it is the individual’s choice as to how they wish to identify.
Vulnerable adults: See “at-risk or vulnerable adult” above.