INTRODUCTION
ASHM does not tolerate any form of sexual exploitation, abuse or harassment within our
organisation, projects and partner organisations. We recognise the right of every employee, volunteer
and representative to be able to attend work and to perform their duties without being subjected to
any form of sexual exploitation, abuse or harassment. We also recognise the right of every
stakeholder and beneficiary of ASHM’s programs to engage with ASHM and our work without being
subjected to any form of sexual exploitation, abuse or harassment. This policy applies to all ASHM
personnel, including staff, volunteers, contractors, sub-contractors, visitors to projects, Board Members, and committee members.
PURPOSE
The purpose of this document is to:
- Reduce risk of a sexual exploitation, abuse or harassment occurring within ASHM as an Organisation and within our programs and projects
- Work towards a respectful working culture
- Ensure that all parties working with and for ASHM are aware of their responsibilities for identifying possible occasions for sexual exploitation, abuse, harassment and for establishing controls and procedures for preventing such incidents and/or detecting and reporting any occurrence.
- Provide guidance to ASHM personnel regarding action that should be taken when they suspect any incidents within our Organisation or in our programs/projects
- Provide a clear statement to ASHM personnel and stakeholders forbidding any such abuse
- Provide assurance that all suspected incidents will be reported and fully investigated
This policy applies to conduct that takes place in any work-related context, including conferences, work functions, social events and business trips.
DEFINITIONS
Sexual exploitation: Any actual or attempted abuse of a position of vulnerability, differential power, or trust for sexual purposes. It includes profiting monetarily, socially, or politically from sexual exploitation of another.
Sexual abuse: The actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. It covers sexual offences including but not limited to attempted rape (which includes attempts to force someone to perform oral sex); and sexual assault (which includes non-consensual kissing and touching). All sexual activity with someone under the age of 18, regardless of the age of consent in the host country or under any Australian law, is considered sexual abuse.
Sexual harassment: A person sexually harasses another person if the person makes an unwelcome sexual advance or an unwelcome request for sexual favours or engages in other unwelcome conduct of a sexual nature, in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated the possibility that the person harassed would be offended, humiliated, or intimidated.
Sexual harassment can take various forms. It can be obvious or indirect, physical, or verbal, repeated or one-off and perpetrated by any person of any gender towards any person of any gender. Sexual harassment can be perpetrated against beneficiaries, community members, citizens, as well as staff and personnel.
Survivor-centred approach: where the rights, needs, wishes and empowerment of survivors of sexual exploitation, abuse and harassment are prioritised, in both the prevention of and response to sexual exploitation, abuse and harassment.
ASHM personnel includes all staff, volunteers, interns, contractors, committee members, visitors to projects, ASHM implementing partners’ personnel and subcontractors engaged by ASHM to perform any part of ASHM work activities.
POLICY
ASHM is committed to the six Department of Foreign Affairs and Trade (DFAT) Prevention of Sexual Exploitation and Harassment (PSEAH) principles:
- Zero tolerance of inaction
- Strong leadership
- Prioritizing victim/survivor needs
- Shared responsibility for prevention
- Addressing gender inequality and power imbalances
- Strong reporting for accountability.
We enact these principles in the following ways:
1. Zero Tolerance of inaction
- Having clear, established reporting procedures for all staff and partners
- Ensuring swift and thorough investigation of all reported investigations
- Implementing consequences for failure to report or act on PSEAH concerns
2. Strong Leadership
- Having top management visibly champion PSEAH prevention efforts
- Including PSEAH prevention in strategic planning and risk management
- Allocating adequate resources for PSEAH prevention and response.
3. Prioritizing victim/survivor needs
- Having well developed victim-centred response protocols
- Providing access to support services for survivors
- Ensuring confidentiality and non-discrimination in handling cases.
4. Shared responsibility for prevention
- Conducting bi-annual PSEAH training for all staff, volunteers, Board members, committee members, and downstream partners, or earlier if there are major changes to the policy.
- Including PSEAH prevention in partner agreements and contracts
- Encouraging a speak-up culture across the Organisation.
5. Addressing gender inequality and power imbalances
- Implementing gender equality strategies, policies and practices
- Ensuring diverse representation in leadership and decision making roles.
6. Strong reporting for accountability
- Having clear, established reporting channels and protection for whistleblowers
- Regularly reviewing and improving reporting mechanisms.
- All cases of suspected and actual sexual exploitation, abuse and harassment should be reported immediately by all ASHM personnel to their ASHM manager or ASHM CEO at [email protected]. All cases must also be reported to DFAT where warranted.
- All ASHM staff and contractors have the right to seek the assistance of the relevant tribunal or legislative body to assist them in the resolution of any concerns and access the ASHM’s Employee Assistance Program (EAP) which is a confidential counselling service.
POLICY REVIEW
This policy will be reviewed every two years or earlier if there are to three years and following any ignificant changes in DFAT requirements or following any critical incidents. The next review date is set for
March 2027.