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Evaluations for Workshop and CoP Participants 

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Evaluations for Workshop and CoP Participants 

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Please fill out the evaluations here if you have not already. We look forward to hearing from you and iterating in real time as we go!

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We've detected that Javascript is not enabled. It is required for an optimal survey taking experience.
Please check your browser's settings and make sure Javascript is turned on. Learn how to enable Javascript.

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We've detected that Javascript is not enabled. It is required for an optimal survey taking experience. Please check your browser's settings and make sure Javascript is turned on. Learn how to enable Javascript.

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168_Workshop Day 2 Notes - June 10, 2021

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The IASC PSEA global dashboard tracks progress on accelerating PSEA within humanitarian response, based on IASC commitments and priority areas. The dashboard presents data collected in Q2 2019, which established a baseline for country-level progress on accelerating PSEA, as well as 2020 data collected in Q3 that has been provided by inter-agency PSEA networks and coordinators on progress to date.

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Get Moving! Facilitator’s Guide and Participant’s Workbook

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Get Moving! Facilitator’s Guide and Participant’s Workbook

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Get Moving! Facilitator's Guide and Participant's Workbook | Raising Voices

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What does it mean to be an activist? Do we live the values of non-violence in our own lives? How can organizations be spaces of growth and mentoring? Get Moving! explores these ideas and more. It is a reflective process developed by the GBV Prevention Network Coordinating Office for member organizations to strengthen the understanding [...]

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Since July 2019 the CHS Alliance has been incubating the project design phase of the Initiative to Cultivate Caring, Compassionate Aid Organisations, led by Mary Ann Clements and Melissa Pitotti.

The initiative looked at the intersections between mental health, people management and organisational culture using the lens of care and compassion. The concepts of care and compassion were chosen to frame the initiative as they seem to resonate with most people working in the sector, both as a motivating factor in choosing this type of work and also as the characteristics of the kind of organisation which they would like to work in.

We're excited to share their conclusions in the report: "Working well? Aid worker well-being and how to improve it" This report provides a summary of their findings and proposes an inclusive, multi-stakeholder process as a way forward to address the findings. The ultimate vision is to cultivate organisational cultures of care and compassion where people thrive and work more effectively.

This report provides numerous examples of efforts underway to support aid worker well-being and considers recent signs of political will to do more. However, it concludes:

the issue requires a "home" that weaves together consideration of mental health, people management, organisational culture (including issues of diversity and equity), as well as care and compassion;

it needs sustained resourcing to connect and support people working in these areas;

it warrants uninterrupted attention from leadership, and also from boards, managers and individuals; and

it requires different ways of working that better aligns with our stated humanitarian values.

To get there, we need to connect what is already happening and build momentum across the sector towards these issues being discussed more widely and acted on by organisations. We want to develop an inclusive process designed to shift the way aid organisations prioritise staff well-being. We will begin by exploring further the barriers to achieving Organisational Responsibility 8.9 and proposed solutions. From this, we plan to produce a facilitators' guide and a resource repository, designed to support local facilitators around the world to host conversations around these themes.

These resources will also allow facilitators to share knowledge and experiences, ensuring that diverse perspectives are sought and heard. We plan to capture the ideas generated in these spaces, and then share them through a newsletter, podcast, and blogs. These ideas would also inform planning for a large, in-person gathering to be held at the end of 2020 to foster collaboration, connection, learning and action going forward.

We'll be inviting CHS Alliance members to join us for a discussion on the initiative in February 2020, so stay tuned and let us know if you would like to join.

Report comments are welcome and should be sent to our People Management Adviser, Gozel Baltaeva.

The "Working well?" report summarises findings and the vision for next steps.

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Working well? Aid worker well-being and how to improve it

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Since July 2019 the CHS Alliance has been incubating the project design phase of the Initiative to Cultivate Caring, Compassionate Aid Organisations, led by Mary Ann Clements and Melissa Pitotti. The initiative looked at the intersections between mental health, people management and organisational culture using the lens of care and compassion.

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Recent failures in safeguarding in the international development and humanitarian sector have shown that organisations cannot deliver good safeguarding practice without a healthy safeguarding culture.

At the October 2018 summit on tackling sexual exploitation and abuse and sexual harassment (SEAH) in the international aid sector, stakeholders across the sector, including UK NGOs represented by Bond, came together and made commitments for root-to-branch change in the way the sector operates.

In recognition of this, the Leadership and Culture working group have identified that success in safeguarding is about much more than compliance, it is about culture. To help organisations move towards sustainable change, the group developet a tool to help NGO leaders understand and improve the safeguarding culture in their organisations - The Safeguarding Leadership Tool.

The Safeguarding Leadership Tool is a discussion-based tool to support leaders of organisations to understand what a positive safeguarding culture looks like. It will help leaders to assess their organisational culture in relation to safeguarding and develop clear actions to help prevent all types of harm, including sexual exploitation, abuse and sexual harassment (SEAH).

In this session we will:

Officially announce the full online opening of the Safeguarding Leadership Tool.

Celebrate and discuss the achievement and the project.

Commence the work of training and supporting the use of the tool and open peer support.

Invite practitioners to access the tool in a live session including Q&A.

Watch now

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Safeguarding Leadership Tool Launch - For practitioners

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Recent failures in safeguarding in the international development and humanitarian sector have shown that organisations cannot deliver good safeguarding practice without a healthy safeguarding culture. At the October 2018 summit on tackling sexual exploitation and abuse and sexual harassment (SEAH) in the international aid sector, stakeholders across the sector, including UK NGOs represented by Bond, came together and made commitments for root-to-branch change in the way the sector operates.

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"USAID's Top Management Challenges and OIG's Continuing Oversight" - Acting Inspector General Statement for the Record Before the U.S. Senate Committee on Appropriations, Subcommittee on State, Foreign Operations, and Related Programs

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RSH latest resources

An organisational culture that understands, respects and integrates safeguarding is critical for all. The RSH Nigeria Hub mentored organisations to explore how to establish and maintain such a culture, and shared the outcomes in this resource pack.
Access the pack here

Learning brief

Since 2020, the mentoring programme has been rolled out in 3 countries in 6 cohorts. This brief explains the programme, what we achieved, what challenged us, what we changed and adapted in the different contexts, and what we have learnt.
Click here to access the page

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An organisational culture that understands, respects and integrates safeguarding is critical for all. The RSH Nigeria Hub mentored organisations to explore how to establish and maintain such a culture, and shared the outcomes in this resource pack. Access the pack here Since 2020, the mentoring programme has been rolled out in 3 countries in 6 cohorts.

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9 hours - 3 sessions - for 40 $

Session one (July 7): Treating People with Respect and Using Power Responsibly

Session two (July 14): The Six Core Principles

Session three (July 21): A Trauma-Informed Approach to Receiving an SEA Report

July 7 from 1:00 to 3:30 PM EST (10:00 to 12:30 PM PT, 11:00 to 1:30 AM MT, 12:00 to 2:30 PM CT, 2:00 to 4:30 PM AT)
July 14 from 1:00 pm to 4:00 pm EST (10:00 am to 1:00 pm PT, 11:00 am to 2:00 pm MT, 12:00 pm to 3:00 pm CT, 2:00 pm to 5:00 pm AT)
July 21 from 1:00 to 4:30 pm EST (10:00 to 1:30 pm PT, 11:00 to 2:30 pm MT, 12:00 to 3:30 pm CT, 2:00 to 5:30 pm AT)
For all staff in your organization. This is an entry-level training and no prior PSEA training is required.
This module contains three sessions and creates the foundation for all staff on the standards of conduct for PSEA, and builds the confidence of staff in using their organizational reporting process to report SEA concerns.

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9 hours - 3 sessions - for 40 $ Session one (July 7): Treating People with Respect and Using Power Responsibly Session two (July 14): The Six Core Principles Session three (July 21): A Trauma-Informed Approach to Receiving an SEA Report July 7 from 1:00 to 3:30 PM EST (10:00

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Digna, the Canadian Centre of Expertise on the Prevention of Sexual Exploitation and Abuse (PSEA), is a program of Cooperation Canada

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Building Prevention and Response Handbook

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Building Prevention and Response Handbook

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"This handbook provides an overview of the steps an organization can take to create and implement a successful Prevention and Response Program (PRP), including

1) getting started by identifying sexual harassment, exploitation, and abuse (SHEA) leads, the primary SHEA program resources at the organization;

2) establishing a SHEA 7 Prevention Task Force to lead the creation and implementation of the PRP;

3) building a comprehensive SHEA PRP, including developing policies and procedures to address SHEA; delivering training and outreach; and establishing mechanisms to ensure the successful monitoring, evaluation, and learning around the program."

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Sexual Harassment, Exploitation, and Abuse: A Toolkit for Building a Prevention and Response Program - Chemonics

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"This handbook provides an overview of the steps an organization can take to create and implement a successful Prevention and Response Program (PRP), including 1) getting started by identifying sexual harassment, exploitation, and abuse (SHEA) leads, the primary SHEA program resources at the organization; 2) establishing a SHEA 7 Prevention Task Force to lead the creation and implementation of the PRP; 3) building a comprehensive SHEA PRP, including developing policies and procedures to address SHEA; delivering training and outreach; and establishing mechanisms to ensure the successful monitoring, evaluation, and learning around the program."

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Pour une description en français, veuillez vous rendre sur la page de la formation débutant le 24 janvier 2022 ci-dessous.
Purpose

This workshop demonstrates how to conduct fair, thorough and confidential investigations into complaints of staff misconduct, with a particular focus on allegations of sexual exploitation and abuse of affected populations.

Who should attend?

Mid- to senior-level staff who are, or may be, designated to investigate allegations of staff misconduct within their organisation.

Course content

The course covers the following topics:

What is abuse?

Principles of investigation

Investigation planning

Documentary and other evidences, and site visits

Conducting interviews

Investigation report and management implication report writing

Investigation closure

The workshop includes a simulation exercise of the interviewing stage of an investigation, using a detailed case study. Actors represent the complainant, subject of complaint and witnesses.

Pre-workshop assignments and background reading

The investigations workshop has two mandatory pre-workshop assignments, introducing the definitions of exploitation and abuse, complaints handling and the Guidelines for Investigations. The first pre-workshop assignment requires the participants to research and reflect on exploitation and abuse in the context of the country in which they work. A significant amount of background reading is required in order to prepare for the course and complete the pre-workshop assignments. All information is shared about three weeks prior to the start of the workshop.

Course fees

*A small agency is one with an annual expenditure of less than 5 million Swiss francs.

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This workshop is aimed to mid- to senior-level staff who are, or may be, designated to investigate allegations of staff misconduct within their organisation. The purpose of this workshop is to demonstrate how to conduct fair, thorough and confidential investigations into complaints of staff misconduct, with a particular focus on allegations of sexual exploitation and abuse of affected populations.

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The new Investigator Qualification Training Scheme (IQTS) is a 4-tiered training scheme that builds professional skills in SEAH investigations and establishes a professional standard and career progression for investigators.

The four-tiers will support progressively advanced levels of professional training and the maintenance of practitioner level qualifications through continual learning and support from an investigations community of practice.

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Investigator Qualification Training Scheme FAQs

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The new Investigator Qualification Training Scheme (IQTS) is a 4-tiered training scheme that builds professional skills in SEAH investigations and establishes a professional standard and career progression for investigators. The four-tiers will support progressively advanced levels of professional training and the maintenance of practitioner level qualifications through continual learning and support from an investigations community of practice.

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The Core Humanitarian Standard on Quality and Accountability (CHS) sets out the essential elements of principled accountable and high-quality aid. Protection from Sexual Exploitation, Abuse and Sexual Harassment (PSEAH) is essential to this and how an organisation should prevent and respond to allegations of sexual abuse and harassment is woven throughout the Standard.

In October 2020, the CHS Alliance published an updated PSEAH Index as part of its verification tools, to give organisations verifying their performance against the CHS the ability to determine whether they have the policies and practices in place to protect people in vulnerable situations. The update clearly states the safeguarding requirements for the relevant indicators of the CHS Verification Framework. These requirements will be essential elements of the three CHS Verification options. These updated requirements are mapped against all other sector-wide PSEA standards, (IASC PSEA MOS; UN Implementing Partner PSEA Capacity Assessment, proposed indicators for MOPAN, DFID enhanced due diligence for Safeguarding and OECD DAC Recommendations).

This project was funded with UK aid from the UK government.

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The Core Humanitarian Standard on Quality and Accountability (CHS) sets out the essential elements of principled accountable and high-quality aid. Protection from Sexual Exploitation, Abuse and Sexual Harassment (PSEAH) is essential to this and how an organisation should prevent and respond to allegations of sexual abuse and harassment is woven throughout the Standard.

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"This Handbook provides a complete quick reference guide to implementing measures for protection from sexual exploitation and abuse (PSEA) in an organisation or project. Each chapter includes a case study sharing how specific organisations tackled this important work."

"These guidelines can be used by organisations which are just beginning to put PSEA measures in place. It can also be used by more experienced organisations to check that their PSEA work fully reflects current good practice."

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PSEA Implementation Quick Reference Handbook - CHS Alliance

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"This Handbook provides a complete quick reference guide to implementing measures for protection from sexual exploitation and abuse (PSEA) in an organisation or project. Each chapter includes a case study sharing how specific organisations tackled this important work." "These guidelines can be used by organisations which are just beginning to put PSEA measures in place.

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Articles, resources, events and training workshops around quality, accountability, the Core Humanitarian Standard and PSEAH

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The community based safeguarding visual toolkit is an adaptable toolkit designed to assist humanitarian and development agencies communicate key safeguarding messages derived from the (IASC) Six Core Principles Relating to Sexual Exploitation and Abuse to the communities in which they and their partners work, helping to break down barriers of language, literacy and accessibility. The ultimate goal for this toolkit is to support communities in realizing their rights in preventing sexual exploitation, abuse and harassment by promoting a 'speak up' culture. Please take the time to read the user information guide, which provides background information on the development of the toolkit, how it can be used and adapted to suit a wide range of needs, as well as a technical guide. Please note that the toolkit has been released in English, however this will be followed by an increasing number of languages, with support from Translators Without Borders. To access the toolkit, please click on the name of the resource. On the landing page, you will see all of the components of the toolkit linked. Please take some time to go through the links to determine what best fits your needs as an organization.

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The community based safeguarding visual toolkit is an adaptable toolkit designed to assist humanitarian and development agencies communicate key safeguarding messages derived from the (IASC) Six Core Principles Relating to Sexual Exploitation and Abuse to the communities in which they and their partners work, helping to break down barriers of language, literacy and accessibility.

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International Medical Corps and Concern Worldwide Safeguarding Focal Point Training - InterAction

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Safeguarding focal point training produced by International Medical Corps and Concern Worldwide.

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This resource contains the translate materials of the Community Based Safeguarding Visual Toolkit. To access the translations, please click on the name of the Resource. This will take you to a landing page where you can click on the links of each language available. More translations may become available as time goes on. Please note that InterAction, Oxfam International, Habitat for Humanity International, and WaterAid cannot ensure the accuracy of all translations.

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Community Based Safeguarding Visual Toolkit - InterAction

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The community based safeguarding visual toolkit is an adaptable toolkit designed to assist humanitarian and development agencies communicate key safeguarding messages derived from the (IASC) Six Core Principles Relating to Sexual Exploitation and Abuse to the communities in which they and their partners work, helping to break down barriers of language, literacy and accessibility.

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Toolkit: Catholic Relief Services (CRS): Strengthening Partners in Protection Against Sexual Exploitation and Abuse Toolkit - InterAction

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Toolkit: Catholic Relief Services (CRS): Strengthening Partners in Protection Against Sexual Exploitation and Abuse Toolkit - InterAction

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Catholic Relief Services (CRS): Strengthening Partners in Protection Against Sexual Exploitation and Abuse Toolkit - InterAction

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This toolkit is geared toward national and local organizations. It is primarily designated for use by the 38 national organizations involved in the SPSEA project. It may be of use to PSEA, safeguarding and/or protection focal points, where they exist, or staff in other roles designated to organizational PSEA and safeguarding tasks.

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The CEO Pledge on Preventing Sexual Abuse, Exploitation, and Harassment by and of NGO Staff represents our commitment to practices and policies that will not only protect our own staff, but also the communities we serve. While standards and legal frames already exist, this pledge is our promise to take additional steps towards greater success. The language used allows flexibility in implementation at the organizational level, with a common commitment to develop collective solutions over multiple years.
Read the pledge
Official Pledge Signatories: 140 (As of 6/24/21)
*Indicates signatories who are members of the CEO Task Force on Preventing Sexual Abuse, Exploitation, and Harassment of and by NGO Staff
ACDI/VOCA: Charles Hall, President & CEO

Action Against Hunger USA: Dr. Charles Owubah, CEO

ActionAid: Caroline Hamric, Interim Executive Director

Adventist Development and Relief Agency International (ADRA): Michael Kruger, President

Aga Khan Foundation USA: Aleem Waliji, CEO

Airlink: Steven J. Smith, Executive Director

All Hands and Hearts: Erik Dyson, CEO

Alliance for Peacebuilding: Uzra Zeya, CEO & President

Alliance to End Hunger: Rev. David Beckmann, President

American Red Cross: Gail J. McGovern, President & CEO

American Refugee Committee: Daniel Wordsworth, President & CEO

American Relief Agency for the Horn of Africa (ARAHA): Mohamed Idris, Executive Director

Americares: Christine Squires, President & CEO

Amref Health Africa INC: Robert Kelty, Executive Director

Association for Volunteers in International Service (AVSI-USA): Ezio Castelli, President

Asylum Access: Emily E. Arnold-Fernandez, Executive Director

Bethany Christian Services: Chris Palusky, President & CEO

BRAC: Donella Rapier, President & CEO

Bread for the World: Rev. David Beckmann, President

Build Change: Dr. Elizabeth Hausler, Founder & CEO

Cadasta Foundation: Amy Coughenour Betancourt, CEO

CARE: Michelle Nunn*, President & CEO

Catholic Medical Mission Board (CMMB): Bruce Wilkinson, President & CEO

Catholic Relief Services (CRS): Sean Callahan*, CEO

CDA Collaborative Learning Projects: Ruth Rhoads Allen, President & Chief Collaboration Officer

Center for Civilians in Conflict (CIVIC): Federico Borello, Executive Director

Center for Health and Gender Equity (CHANGE): Serra Sippel, President

Child Aid: Nancy Press, Ph.D., CEO

ChildFund International: Anne Lynam Goddard, President & CEO

Christian Blind Mission US: Ed Epp, President & CEO

Church World Service: Rev. John L. McCullough, President & CEO

Concern Worldwide (U.S.): Áine Fay*, President

CORE Group: Lisa Hilmi, Executive Director

Doctors of the World USA: Fraser Mooney, Executive Director

Eastern Mennonite University: Susan Schultz Huxman, Ph.D., President

Episcopal Relief & Development: Robert W. Radtke, President & CEO

FHI 360: Patrick C. Fine, MEd, CEO

Food for the Hungry: Mark Viso, President & CEO

Fonkoze USA: Mabel Valdivia, Executive Director

Friends of ACTED US: Marie-Pierre Caley, CEO

Friends of the Global Fight Against Aids, Tuberculosis and Malaria: Chris Collins, President

Giving Children Hope: Sean Lawrence, Executive Director

Global Communities: David A. Weiss, President & CEO

Global Health Council: Loyce Pace, MPH, President & Executive Director

Habitat for Humanity International: Jonathan Reckford, CEO

Headwaters Relief: Dr. Rebecca Thomley, CEO

Healey International Relief Foundation: Benjamin Parra, Executive Director

Heart to Heart International: Jim Mitchum, CEO

Heartland Alliance International: Brooke McKean, Acting Executive Director

Heifer International: Pierre Ferrari, President & CEO

Helen Keller International: Kathy Spahn, President & CEO

HelpAge USA: Kate Bunting, CEO

Helping Hand for Relief and Development: Javaid Siddiqi, CEO

Helvetas USA: Christian Steiner, CEO

HIAS: Mark Hetfield, President & CEO

Himalayan Cataract Project: Job C. Heintz*, CEO

Humanity & Inclusion: Jeff Meer, U.S. Executive Director

Humentum: Dr. Christine Sow, CEO

Ideas42: Josh Wright, Executive Director

IEDA Relief: Phil Maanulwa, President & CEO

IHC Global: Judith A. Hermanson, PhD, President & CEO

IMA World Health: Daniel V. Speckhard, President & CEO

iMMAP: William Barron, CEO

INMED Partnerships for Children: Linda Pfeiffer, Ph.D., President & CEO

InterAction: Samuel A. Worthington, CEO

International Catholic Migration Commission (ICMC): Msgr. Robert J. Vitillo, Secretary General

International Center for Research on Women (ICRW): Dr. Sarah Degnan Kambou, President

International Emergency and Development Aid (IEDA Relief): Phil Maanulwa, President & CEO

International Eye Foundation: Victoria M. Sheffield, President & CEO

International Lifeline Fund: Daniel Wolf, CEO

International Medical Corps: Nancy A. Aossey, President & CEO

International Orthodox Christian Charities: Constantine Triantafilou, Executive Director & CEO

International Relief Teams: Barry La Forgia, Executive Director

International Rescue Committee (IRC): David Miliband, President & CEO

International Youth Foundation: Susan Reichle, President & CEO

IntraHealth International: Pape Gaye, President & CEO

IREX: Kristin M. Lord, President & CEO

Islamic Relief USA: Sharif Aly, Interim CEO

Jesuit Refugee Service/USA: Joan Rosenhauer, Executive Director

Jhpiego: Dr. Leslie Mancuso, President & CEO

Keystone Human Services: Charles J. Hooker, III, President & CEO

Lutheran World Relief: Daniel V. Speckhard, President & CEO

Management Sciences for Health (MSH): Marian W. Wentworth, President & CEO

Medical Teams International: Martha Newsome, CEO

Medicines for Humanity: Margaret E. Brawley, MPH, Executive Director

Mennonite Central Committee U.S.: J. Ron Byler, Executive Director

Mercy Corps: Beth deHamel, Interim CEO

Mercy Ships: Donovan R. Palmer, CEO

Mercy-USA for Aid and Development: Umar al-Qadi, President & CEO

Mobility International USA: Susan Sygall, CEO

NCBA CLUSA: Douglas O'Brien, President & CEO

Near East Foundation: Charles Benjamin, President

Norwegian Refugee Council USA: Joel Charny, Executive Director

Operation USA: Richard Walden, CEO

Oxfam America: Abby Maxman*, President & CEO

Pan American Development Foundation, Katie Taylor, CEO

PATH: Nikolaj Gilbert, President & CEO

Penny Appeal USA: Oussama Mezoui, President & CEO

Physicians for Peace: James E. Morgan, CEO

Plan International USA: Tessie San Martin*, President & CEO

Planet Aid: Fred Olsson, President & CEO

Plant with Purpose: Scott Sabin, Executive Director

Project C.U.R.E.: W. Douglas Jackson, Ph.D., JD, President & CEO

Project Concern International (PCI): Carrie Hessler-Radelet*, President & CEO

Project HOPE: Rabih Torbay, President & CEO

Promundo US: Gary Barker, President & CEO

Refugees International: Eric Schwartz, President

Relief International: Nancy Wilson*, CEO

ReSurge International: Jeff Whisenant, President & CEO

RTI International: E. Wayne Holden, Ph.D., President & CEO

Save the Children US: Janti Soeripto, President & CEO

Solar Cookers International: Julie Greene, Executive Director

Solidarity Center: Shawna Bader-Blau, Executive Director

SPOON Foundation: Mishelle Rudzinski, Co-Founder & Executive Director

Syrian American Medical Society (SAMS): David Lillie, Executive Director

Team Rubicon USA: Jake Wood, Co-Founder & CEO

The Global Hunger Project: Lisa North, Acting CEO & Chief Operating Officer

Transnational NGO Initiative at the Maxwell School of Syracuse University: Tosca Bruno-van Vijfeijken, Director

Trickle Up: William M. Abrams, President

U.S. Committee for Refugees and Immigrants (USCRI): Eskinder Negash, Acting CEO

UMCOR: Thomas G. Kemper, General Secretary

UNICEF USA: Caryl M. Stern, President & CEO

United Mission for Relief & Development: Abed Ayoub, Ph.D., CEO

USA for UNHCR: Anne-Marie Gray, Executive Director

Village Enterprise: Dianne Calvi*, CEO

War Child Canada: Dara McLeod, Executive Director

Water for South Sudan: Lynn Malooly, Executive Director

WaterAid America: Sarina Prabasi, CEO

WEEMA International: Elizabeth McGovern, M.D., Executive Director

Women for Women International: Laurie Adams*, CEO

Women's Refugee Commission: Sarah Costa, Executive Director

World Bicycle Relief: David Neiswander, CEO

World Concern: Jacinta Tegman, President

World Food Program USA: Barron Segar, President & CEO

World Hope International: John Lyon, President

World Institute on Disability: Anita Aaron, Executive Director

World Learning: Carol Jenkins, CEO

World Relief: Tim Breene, CEO/ Scott Arbeiter, President

World Renew US: Carol Bremer-Bennett, Executive Director, U.S.

World Vision: Edgar Sandoval, CEO

Zakat Foundation of America: Halil Demir, Executive Director

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CEO Pledge on Preventing Sexual Exploitation, Abuse, and Harassment by and of NGO Staff - InterAction

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The CEO Pledge on Preventing Sexual Abuse, Exploitation, and Harassment by and of NGO Staff represents our commitment to practices and policies that will not only protect our own staff, but also the communities we serve. While standards and legal frames already exist, this pledge is our promise to take additional steps towards greater success.

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The Psychologist-Client Relationship at the ICC

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The Psychologist-Client Relationship at the ICC

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Michels - The Psychologist-client relationship at the ICC

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Investigator Qualification Training Scheme CHS Alliance

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Advancing the Impact of Victim Participation
at the International Criminal Court: Bridging the
Gap Between Research and Practice

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ICCBA - Oxford Publication_30 November 2020 Michels Excerpt  Cover

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Interaction PSEA Toolkit for local and national organisations

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Interaction PSEA Toolkit for local and national organisations

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Empowered Aid- Transforming Gender and power dynamics in the delivery of Humanitarian Aid - COVID-19 UPDATE

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Empowered Aid- Transforming Gender and power dynamics in the delivery of Humanitarian Aid - COVID-19 UPDATE

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Empowered Aid- Transforming Gender and power dynamics in the delivery of Humanitarian Aid - Jan 2020

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Empowered Aid- Transforming Gender and power dynamics in the delivery of Humanitarian Aid - Jan 2020

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Tackling Sexual Exploitation and Abuse - Risk Management Tool - UNHCR

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Tackling Sexual Exploitation and Abuse - Risk Management Tool - UNHCR

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June 8 & 10, 2021
EST 8am-11:30am

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Tuesday, June 8:

Welcome/Opening Remarks

A Roadmap to Accountability: Reflecting on Past Progress & Looking Forward:

This lightning round session will reflect on the lessons from the community of practice and the past three years of focused action around sexual exploitation, abuse and harassment. Panelists will highlight lessons learned and share key recommendations to continue progress on employment accountability.

BREAK

Survivor Centered Approaches: This panel will accelerate progress on survivor centered approaches by addressing key questions around community engagement, organizational policies and processes and support for survivor services.

Closing & Preparing for Thursday

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If this is your first time using Padlet, you can watch this video to learn how to respond to forums and create your own post (through 3:20m)

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Padlet Tutorial for Students - How to Join and Participate

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https://twitter.com/UN_OVRA

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Supplementary information to the report of the Secretary-General on special measures for protection from sexual exploitation and abuse (A/75/754):

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Supplementary information to the report of the Secretary-General on special measures for protection from sexual exploitation and abuse (A/75/754):

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https://www.un.org/preventing-sexual-exploitation-and-abuse/sites/www.un.org.preventing-sexual-exploitation-and-abuse/files/a_75_754_suppl_info_to_sgs_report_on_psea.pdf

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https://unsceb.org/sites/default/files/2021-05/Investigators%20Manual-March%202021_screen.pdf

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Our May session will be focusing on Reflecting and Reacting:  Implementing the Common Agenda .
Please review the Roadmap to prepare

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https://www.un.org/preventing-sexual-exploitation-and-abuse/sites/www.un.org.preventing-sexual-exploitation-and-abuse/files/a_75_754_suppl_info_to_sgs_report_on_psea.pdf

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https://undocs.org/A/75/754

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Employment Accountability Roadmap (May Draft)

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Employment Accountability Case Study 5.docx

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Laurence Ralph (2020) The Torture Letters: Reckoning with Police Violence. U Chicago Press

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Laurence Ralph (2020) The Torture Letters: Reckoning with Police Violence. U Chicago Press

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https://press.uchicago.edu/ucp/books/book/chicago/T/bo26783305.html

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Employment Accountability Case Study #4.docx

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Six years ago, I became a UN whistleblower, intervening to stop the sexual abuse of children by soldiers in Central African Republic. The revelation led to an independent investigation into how the UN had handled the affair and, in 2015, to a damning report that identified severe structural and systemic weaknesses within the UN system.

At the end of it, in 2016, I resigned from the United Nations, making a final call for structural change in the ethical standards of the organisation.

Since then, I have looked from a distance as Sweden's ambassador in Central America, still hoping that the UN would learn from what had happened, and change.

Last week, though, The New Humanitarian and the Thomson Reuters Foundation published a one-year investigation into (yet another) sex abuse scandal involving the United Nations.

I read the details with a bone-chilling feeling of déjà-vu coursing through me - the abuse, the denial, the internal closing of the ranks, the excuses, the passing of the buck: It had all happened before. And then a quote from Jane Connors, the UN Victims' Rights Advocate, perfectly managed to capture all my frustration in one nugget:

"If you are not getting reports, then something is going wrong."

But who was she talking about exactly?

Was she talking about the victims she is advocating for: women coerced into sex by powerful men who dangled money and food before their eyes, money and food that - because of their desperation - could make the difference between life and death for them and their families?

Was she talking about the women who have lived their lives in a quagmire of daily abuse, witnessing the total impunity of murderers, rapists, and corrupt authorities of all sorts - women whose family members had been killed or disappeared by the same police they were expected to report the offences to, or whose sisters and friends had been raped by men wearing the colourful insignias, helmets, and vests of the same international organisations that expected them to drop their complaints through slots on letterboxes?

Or was Connors perhaps referring to other persons - the ones whose bank accounts get credited monthly with thousands of dollars, who come into devastated territories with a return ticket in their back pockets and the knowledge they will never have to denounce a crime at the municipal police station, get treated at a neighbourhood hospital, or sell their bodies for food to the higher bidder?

Or was she talking of the ones who, witnessing widespread abuse, keep silent and only speak anonymously about it when the cans of worms are otherwise opened - because they're afraid of retaliation by their own organisations?

Yes - something is going wrong and has been going wrong for way too long for the world to still be accepting the trite talk of "zero tolerance" uttered by high officials and managers sitting in comfortable offices in shining skyscrapers.

Those of us who have worked with crumbling justice systems in failed states know that impunity is the cancer that destroys victims - together with the corruption it goes hand in hand with. People do not report to systems they have no faith in because they have seen them repeatedly fail.

And this applies to organisations as well.

Employees also do not report to internal systems they have no faith in because they have seen them fail repeatedly. They have also seen those same systems persecuting, pillorying, and pushing out whistleblowers, while protecting, pampering, and promoting the perpetrators.

They have seen them bungling investigations so badly that these probes have only led to the re-traumatisation and stigmatisation of victims they are supposedly trying to help.

Nobody within the UN should have to sacrifice their life or career in order to do the right thing.

Connors is correct - it is the organisations that are not getting the reports - neither from the victims nor from their own staff.

The investigative journalists and researchers are.

Maybe because they do not wait for victims to walk up to another man in uniform, pick up a phone they do not own, or walk up to an open-air suggestion box when they cannot write?

Maybe because they are seen as independent from the ones who abused them?

Maybe because the victims see their articles and reports making the headlines - albeit it for a few hours - instead of knowing they are being shoved into a drawer only to gather dust and be forgotten?

So, allow me to make a few suggestions for consideration by the United Nations:

1. 1. Create an independent body in charge of accompanying any major humanitarian efforts anywhere in the world. Deploy them before the rest, keep them there throughout, and let them remain a reasonable time after the others have left.

2. 2. Give it sufficient money to invest in prevention, prosecution, safe havens, and relocations.

3. 3. Give it enough power over your staff to ensure they will be held accountable for what they do. Make the investigation and its results reliable, trustworthy, and transparent.

4. 4. Build an organisation within which nobody - ever - shall feel afraid to report abuse. It is inconceivable to ask women to literally risk their lives by denouncing criminals, and to have staff who cannot work up the courage to cross the corridor to report to their supervisor or to the internal investigation office.

Nobody who is not willing to sacrifice something of their life should be working for the UN in its effort to build a better world.

But likewise, nobody within the UN should have to sacrifice their life or career in order to do the right thing.

Read more on exploitation and abuse →

Our journalism has always been free and independent - and we need your help to keep it so.

As we mark our 25th anniversary, we are launching a voluntary membership programme. Become a member of The New Humanitarian to support our journalism and become more involved in our community.
Find out more

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Why the UN must set up an independent body to tackle sexual abuse

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Six years ago, I became a UN whistleblower, intervening to stop the sexual abuse of children by soldiers in Central African Republic. The revelation led to an independent investigation into how the UN had handled the affair and, in 2015, to a damning report that identified severe structural and systemic weaknesses within the UN system.

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Office Guideline on the ILO accountability framework: key standards and mechanisms, IGDS No. 195

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Office Guideline on the ILO accountability framework: key standards and mechanisms, IGDS No. 195pdf - 0.1 MB

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Employment Accountability Case Study #3.docx

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What do you need to do at the field level to develop a best practices/ practical guide roadmap through this lens? Think about your individual organization's field offices and operations.
What needs to happen to develop a roadmap for your collective field operations as part of the CoP?

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SEAH Employment Accountability Case Study #2-January2021

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What is the first (or next) step your organization's field team(s) needs to take to integrate and/or strengthen a culture of SEAH accountability at the local level(s).

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What do you need to do at the headquarters level to develop a best practices/practical guide roadmap through this lens? Think about your individual organization's HQ. What needs to happen to develop a roadmap for your collective HQs as part of the CoP?

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The rest of our sessions will work to build a deliverable together... 

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The rest of our sessions will work to build a deliverable together... 

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Topic: We will work on cross-cutting sessions to help different workstreams identify key concepts to develop best practices, challenges, and practical tools/tips to bring back to your organization and assist your partners and beneficiaries improve there SEAH policies, procedures, and practices.

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What is the first (or next) step your organization's HQ needs to take in order to strengthen internal policies, procedures and/or accountability practices to achieve an organizational culture of a SEAH accountability. Share Below.

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An unparalleled Ebola vaccination programme in the Democratic Republic of the Congo has become engulfed in allegations of impropriety, amid claims that women are being asked for sexual favours in exchange for treatment.

Research by several NGOs has revealed that a deep mistrust of health workers is rife in DRC and gender-based violence is believed to have increased since the start of the Ebola outbreak in August.

The research, presented at a national taskforce meeting in Beni, follows calls by international health experts urging the World Health Organization to consider issuing a global alert in relation to the outbreak. The experimental vaccine has been described by the WHO as "highly, highly efficacious" and hopes have been pinned on it controlling the outbreak.

The meeting was told that multiple respondents in one study had raised concerns over individuals offering Ebola-related services, such as vaccinations, in exchange for sexual favours.

The risk of exploitation by frontline Ebola workers was also mentioned by several focus groups.

In a statement, the Ministry of Health said some participants in focus groups had "expressed concerns about women and girls being offered Ebola-related services in exchange for sexual favours."

Claiming that further analysis has since shown that the vaccination was not specifically mentioned in the discussions, the ministry added: "More importantly, no women reported individual cases of sexual exploitation to the IRC during the focus groups. These women and girls expressed their fears and concerns about the Ebola response considering the social and security context they live in."

Concerns were raised over a reported increase in stigma and violence facing women. Some women are blamed for failing to prevent the spread of the disease, according to the research by the International Rescue Committee (IRC), whose study was cited in the presentation.

Women, who are responsible for caring for the sick and ensuring that children wash their hands, faced a rising workload, with many feeling traumatised and exhausted, the recent meeting was told. One participant in a focus group said women are isolated during their periods, and are being accused of having the virus.

The IRC has since said those claims were based on preliminary findings. The charity, which consulted more than 30 focus groups, added in a statement that it is still analysing research: "We will take the findings and work with partners to address concerns raised and ensure that women and girls are protected."

Trina Helderman, senior health and nutrition adviser for Medair's global emergency response team, said the Ebola response should have established a higher standard of protection for women.

"This region of DRC has a long history of sexual violence and exploitation of women and girls. Though shocking, this is an issue that could have been anticipated," said Helderman. "Humanitarian actors should have been more prepared to put safety measures in place to prevent this from happening."

On Thursday, the health ministry urged people to report anyone offering services such as vaccinations or other treatment in exchange for money.

The ministry said it was aware of separate rumours, spread on social media, that women working on the Ebola response had been given jobs in exchange for sexual favours. In a statement, it said it took such claims seriously, and advised that women should only meet with recruiters wearing an official badge.

The warnings come as international health experts urged the WHO to consider issuing a global alert in relation to the outbreak. Writing in the Lancet, they said the response had been complicated by a "storm of detrimental factors", including political instability, conflict and large numbers of people on the move.

Since August, there have been 811 Ebola cases, and 510 deaths as a result of the virus. The WHO has warned that there is a very high risk of the outbreak spreading not only across DRC but to Uganda, Rwanda and South Sudan. There are also concerns that the source of transmission is unclear in one in five cases.

Suspicion of authorities and health agencies has further hampered efforts to contain the response, said Eva Erlach, of the International Federation of Red Cross and Red Crescent Societies. The agency has analysed feedback from thousands of people living in Ebola-affected areas.

"Across all locations there are lots and lots of people who do not think that Ebola is real, that it is just a way for humanitarian organisations to make money, or that it was just used to postpone elections," said Erlach.

Last week, agencies were urged to work closely with women's groups and local community leaders to build trust in services.

Tarik Jasarevic, a spokesman for the WHO, which supports the Ebola response, said most community engagement activities are already led by national DRC experts who work closely with local networks. There are around 20 dialects spoken in North Kivu and Ituri, he added.

"Together, we continually adapt and work to improve our response to adjust to local challenges in this delicate social, political, economic context," he said.

Jasarevic added that sexual exploitation is a grave concern, and said the agency continually monitors its services.

"A large part of the communication effort with communities is to inform them that all Ebola services are free," he said. "We will continue to check and improve measures we have in place to prevent, monitor and report on any such incidents. More can always be done."

* This article was amended on 13 February 2019 to add in a statement provided by the DRC's Ministry of Health after publication.

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Ebola vaccine offered in exchange for sex, Congo taskforce meeting told

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An unparalleled Ebola vaccination programme in the Democratic Republic of the Congo has become engulfed in allegations of impropriety, amid claims that women are being asked for sexual favours in exchange for treatment. Research by several NGOs has revealed that a deep mistrust of health workers is rife in DRC and gender-based violence is believed to have increased since the start of the Ebola outbreak in August.

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Tackling Sexual Exploitation and Abuse and Sexual Harassment, 2020-2022 Strategy and Action Plan

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United Nations High Commissioner for Refugees

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Tackling sexual misconduct: 2020-2022 Strategy and Action Plan

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USAID Action Alliance for Preventing Sexual Misconduct (AAPSM) Measuring Sexual Exploitation and Abuse in Humanitarian and Development Settings Workshop Summary

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000 have filed sex abuse claims against the boy scouts

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At least 92,000 have filed sex abuse claims against the Boy Scouts, legal team says

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The Boy Scouts of America will be facing at least 92,700 claims of abuse as former scouts submit filings against the bankruptcy-bound organization, said one of the lead attorneys for the legal team representing the alleged survivors.

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If you want to present your state-of-the-art at GHTechX in April- submit your Session Proposal here: 

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If you want to present your state-of-the-art at GHTechX in April- submit your Session Proposal here: 

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Global Health Science and Practice Technical Exchange

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Session Proposal: Details & Instructions

Preparing Your Session Abstract

When you submit a session proposal, you will provide:

Session name,

Applicable technical track (topic area),

2-3 learning objectives,

A brief description of the session's content,

The length (30, 60, or 90 minutes) and general design of the session,

The session type (e.g. panel, presentation, workshop),

Information about your session co-creators.

Please utilize the resources below on how to create S.M.A.R.T. learning objectives for your session, and strive to make your session proposal as interactive and engaging as possible.

Submitting Your Proposed Session

Your session should be innovative, informative, and inclusive. The Global Health Science and Practice Technical Exchange aims for participants to learn something new in the field of global health, contribute their expertise to a topic, and engage with others on a particular global health area. Your session should highlight evidence-based best practices and cutting-edge information.

Using the link provided below, please submit your session proposal no later than January 15, 2021.

Decision

After each proposal has been scored by a team of technical experts, the session selection committee will meet to discuss all proposals. You will receive a decision on your session by late February, 2021.

Who Can Submit A Session Proposal?

Anyone! Whether you are a student, entry-level professional, experienced professional, or professor, you can submit your Global Health Science and Practice Technical Exchange session concept. You can design a session as one person, or a team of up to six.

Who is the Audience for My Session?

Attendees of past years have included public health experts, medical professionals, students, NGOs, USG staff, researchers, non-profits, and others interested in global health. Audience size will vary. If you would like to limit the size of your session's audience, please indicate so in the session's proposal. If your session proposal is accepted, you will be asked to indicate the desired experience level of your session's audience. This information will be given to participants so they can select sessions best suited to their level of experience.

What are the Criteria?

Session proposals will be scored by technical reviewers for the appropriate track. Reviewers will base their score on the below criteria:

Organization: Is this session proposal well-organized and clearly thought out?

Diversity: Does this session incorporate diverse viewpoints? Especially for panels, does the session intentionally include voices beyond North America and Europe?

Interest and importance: Is this topic important and interesting to attendees and to the field of global health more broadly?

Cutting-edge: Is this topic innovative? Does it include evidence-based best practices?

Overall score: Overall, what is the quality of this session? Should this session be considered for the final agenda?

What Else Do I Need to Know?

All sessions should include time for questions from the audience. Keep this in mind when designing your session's content and structure.

Once you start the session proposal, you will first provide your session name and track. Then you can save and return at any time by clicking "save + close" button at the bottom of the screen. This enables you to see all the questions prior to submitting your proposed session. You can edit your session proposal at any time up until the deadline

Your description of your session's content is limited to 200 words and your description of your session's timing is limited to 150 words.

Still have questions? Contact the planning team at ghminiu@ghpod.com.

How Do I Create an Engaging Session?

Creating S.M.A.R.T. Learning Objectives
The establishment of all objectives should be created using the S.M.A.R.T. philosophy. S.M.A.R.T. is an acronym that is used to guide the development of measurable goals. Each objective should be:

Specific: What exactly do you want participants to walk away with?

Measurable: How will you know if your session meets your objective?

Achievable: Is this a reasonable objective?

Relevant: Should it be done for this specific session?

Time-Oriented: At what point in your session will you focus on each learning objective?

Example of a S.M.A.R.T. objective: By the end of the presentation, the participant will be able to identify the five key aspects of cold chain vaccine delivery.

Example of non-S.M.A.R.T. objective: The learner will understand vaccine logistics.
Tips for an Engaging Mini-U Session

Keep your objectives in mind-what do you want your participants to walk away knowing?

Excite your audience! When possible use alternative presentation techniques. Especially in a virtual environment, you want participants to feel engaged by your session rather than feel like they are being lectured to.

Imagine yourself attending your session. How can you make the presentation interesting enough for YOU to enjoy?

If using PowerPoint...

Plan on holding audience attention for no more than two minutes per slide.

Limit slides to a number that can be covered in the time you have available, including time for Q & A.

Think carefully about your text- if the audience will not be able to read it, do not put the material in your slide.

Paraphrase PowerPoint text - never read to the audience. In a virtual presentation, participants need to be frequently engaged so that you keep their attention.

Use visuals to replace text where appropriate.

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Session Proposal: Details & Instructions When you submit a session proposal, you will provide: Session name, Applicable technical track (topic area), 2-3 learning objectives, A brief description of the session's content, The length (30, 60, or 90 minutes) and general design of the session, The session type (e.g.

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Letter of Invitation_AAPSM Employment Community Of Practice (1)

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Thursday, June 10:

Interactive Initiatives Roundtable: Learn what you peers are working on as you rotate through multiple breakout rooms during this - This session will feature10 initiatives in six thematic areas, highlighting different approaches related to employment accountability and sharing lessons. You will have the opportunity to select your first choice when you arrive on Thursday morning. Thematic areas include: Capacity-Building, Employment Screening, Survivor-Centered Approaches, Monitoring, Investigations, and Organizational Culture.

BREAK

Call to Action: A High-Level Perspective: Senior leaders will share their vision for a more inclusive approach to international development and humanitarian assistance—one free from sexual exploitation, abuse and harassment.

Next Steps and Official Closing of Workshop

Networking: Take advantage of this time to network with your peers in a less structured environment. We encourage you to use this more informal time to exchange ideas, and will provide  prompts for those wanting a more structured conversation.