Safeguarding Henrietta Hamilton Deputy Head DFID Safeguarding Unit

Safeguarding Henrietta Hamilton - Deputy Head, DFID Safeguarding Unit Kathryn Llewellyn, CEO, United Purpose Jo Davies - Global Advisor, Well-being and Safeguarding, United Purpose Wales International Development Summit 2 May 2019

Definitions • Safeguarding broadly = avoiding harm to people / the environment • DFID is focusing on tackling Sexual Exploitation and Abuse and Sexual Harassment (“SEAH”) across the aid sector • UN definitions of sexual exploitation, sexual abuse and sexual harassment from 2003 and 2008 most widely accepted • Watch this: https: //www. youtube. com/watch? v=z 9 D 9 k. UNV 9 h 8

DFID’s priorities for tackling SEAH PREVENT it from happening LISTEN to those who are affected RESPOND sensitively but robustly LEARN from every case

Efforts to raise standards • DFID has introduced new Enhanced Safeguarding Due Diligence plus updated language in our funding agreements • International summit held on 18 October with 500+ orgs making 8 sets of commitments • NGO commitments in Bond charter and endorsed by Hub Cymru Africa. DFID and donors covering 90% global aid agreed on standards • Taking forward key summit initiatives including new Resource and Support Hub

DFID’s minimum standards

Summit signature initiatives INTERPOL / Project Soteria To stop perpetrators of SEAH working in / moving around the aid sector through more and better criminal records checks on staff. AID WORKER ID/PASSPORT A system to summarise an aid worker’s identity, skills, learning, & experience + background checks / previous conduct TBC RESOURCE & SUPPORT HUB Guidance, training and tools; access to quality assured support services, such as investigators; build evidence and boost innovation STATEMENT OF VICTIMS RIGHTS To help survivors of abuse and exploitation better understand the redress and support available to them DISCLOSURE OF MISCONDUCT SCHEME Allows all orgs working in the aid sector to share information about someone’s past misconduct re: SEAH. INTERNATIONAL STANDARDS Donors and our partners will adhere to one of two international standards: IASC / CHS. Supporting verification. OMBUDS MECHANISM DFID working with Dutch to explore the feasibility of an ombuds & strengthen reporting and accountability mechanisms.

Key messages from DFID • We expect all our partners to take this seriously. Partners can reflect a proportion of safeguarding costs as legitimate overheads in bids. • Our zero tolerance approach means we expect partners to act immediately upon reports and suspicions that it has occurred. We won’t penalize you for reporting –we want assurance you’re putting victims first and handling cases appropriately. • DFID is committed to tackling SEAH over the long term – we want the whole sector to build on progress made and keep up momentum.

Safeguarding at United Purpose 1) Our Approach

2) Three Training Challenges (& some opportunities) Defining Abuse Raising Concerns Managing Distress 9

CHALLENGE (DEFINITIONS) • Framing Safeguarding as Sexual Exploitation and Harassment (SEAH) when these incidents exist on a continuum. SEAH Moderate Low

OPPORTUNITY Safeguarding to Protect and Nurture To protect people from all forms of harm, without discrimination. To strengthen a safe and enabling culture where staff and stakeholders support each other to thrive

CHALLENGE (DEFINITIONS) Beliefs & Culture • • Defining abuse across a diverse range of cultures and belief systems is difficult. Many ‘harmful’ cultural myths are believed to protect and promote prosperity. For example, in Guinea, 92% of women believe a husband is justified in beating his wife if she: argues with him; burns the food; goes out without telling him; neglects the children. (World Bank, 2012)

OPPORTUNITY Discussing abuse statements, cultural myths & defining abuse. ‘Negative influence’ ‘power’ ‘intentional discrimination’ ‘repetition‘ ‘pressure’ ‘unethical social or workplace behaviour’

CHALLENGE SOCIAL PRESSURE Staff & stakeholders face very real social pressure not to whistleblow. For example, hierarchy, gender norms, risk of job loss, threat of ostracization; fear of reprisal, social barriers (lack of knowledge, illiteracy) structural barriers (poor law enforcement) (Raising Concerns) “I deserve this" “No one will help me” “I will not be heard” “There’s no support”

OPPORTUNITY • HR & Wellbeing Initiatives • Code of Conduct • Neutral Language SOCIAL CONFIDENCE Powerful, Helpful Beliefs & Positive Mindset & Language “I feel confident in a room with senior management” “I feel able to speak out if someone acts inappropriately”

CHALLENGE (Managing Distress)

SOME SIGNPOSTING Leadership and culture group are developing a tool to support leaders with creating a positive safeguarding culture as well as indicators for an effective safeguarding culture. Reporting and complaints group have developed guidance on good governance for safeguarding (to be published this week, can share link once live). Employment cycle group Interagency Misconduct Disclosure scheme, the Aid Worker ID project, and Df. ID’s work on improved background checking, nationally and internationally. .

Safeguarding Q&A Henrietta Hamilton - Deputy Head, DFID Safeguarding Unit Kathryn Llewellyn, CEO, United Purpose Jo Davies - Global Advisor, Well-being and Safeguarding, United Purpose Wales International Development Summit 2 May 2019