Safeguarding
I. Definitions of the terms:
1 – Organization Team: Refers to the individuals working within the organization, its projects, and offices, including members of the management body, the general assembly, and the volunteers in the organization.
Child: Any person, male or female, under the age of 18, regardless of local laws and social customs.
2 – Child Labor: Work undertaken by children that deprives them of their childhood and potential, harming their physical and mental development, and preventing them from attending school, forcing them to leave school, or attempting to compel them to balance long and arduous work with their studies.
3 – Abuse or Violation: An intentional act of mistreatment that may harm an individual’s safety, dignity, and well-being, which can occur in physical, emotional, sexual, or neglectful forms.
4 – Physical Abuse: The non-accidental use of physical force that unintentionally or intentionally poses a risk of injury or actual suffering, including but not limited to hitting, kicking, pinching, pushing, pulling, torture, and other physical acts.
5 – Emotional Abuse: Harm caused through persistent or severe emotional mistreatment or rejection, including humiliating punishments, threats, bullying, and a lack of care and affection, resulting in negative effects on the individual’s or child’s behavior and psychological state.
6 – Sexual Abuse: The threat of or actual sexual interference, either by force or under coercive or unequal circumstances; all sexual activities with children are considered sexual abuse.
7 – Neglect/Negligent Treatment: In the context of resources, the failure to meet basic physical and/or psychological needs, whether intentionally or due to negligence towards the child or individual under the perpetrator’s care.
8 – Attempted Abuse: The intentional act of trying to engage in abuse—be it physical, emotional, or sexual—where the abuse does not occur for some reason.
9 – Bullying: Behavior characterized by ongoing and repeated mistreatment that targets one or more individuals by one or more perpetrators, including but not limited to threats, intimidation, public insults, misusing authority to undermine a person, demeaning them, intentionally sabotaging their work, or stalking.
10 – Exploitation: The abuse of power or breach of trust to exploit one person by another using force, coercion, abduction, deception, manipulation, or other means of betrayal or misuse of power. Exploitative behavior includes, but is not limited to, sexual exploitation, human trafficking, child labor, slavery, child marriage, early marriage, and forced marriage.
11 – Sexual exploitation: Any actual violation or attempted violation of a position of vulnerability, power imbalance, or trust for sexual purposes, including, but not limited to, profiting financially, socially, or politically from another’s sexual exploitation.
12 – Harassment: Refers to unwelcome and targeted verbal or physical behavior that demeans, threatens, or humiliates someone, resulting in a hostile environment.
13 – General harassment is not necessarily sexual in nature and may include verbal, written, or physical behavior that humiliates an individual or group or demonstrates hostility or aversion towards them.
14 – Sexual harassment: A specific type of harassment that includes, but is not limited to, unwanted sexual or romantic advances and requests for sexual favors, as well as other verbal or physical behavior of a sexual or romantic nature. Harassment can occur in person, over the phone, via email, or through social media or other forms of electronic communication.
15 – Human trafficking: The recruitment, transportation, or receipt of individuals through deception, coercion, threats, or force for the purpose of exploitation, such as forced labor, prostitution, or sexual exploitation.
- Purpose and scope:
1 – Tammuz Organization for Social Development is committed to providing a safe environment and conditions that uphold the dignity of all beneficiaries, survivors, vulnerable and marginalized groups, the organization’s team, contractors, service providers, local communities it engages with, and children. The organization strives to prevent all forms of abuse, neglect, exploitation, bullying, harassment, and human trafficking, regardless of gender, race, belief, culture, or disability.
2 – The organization adheres to a safeguarding policy and is responsible for training and raising awareness among beneficiaries, the organization’s team, contractors, experts, consultants, partners, and service providers about the policies and mechanisms for reporting and complaints. The policy is reviewed and amended as necessary.
3 – The organization is committed to the principles and definitions outlined in the UN Secretary-General’s Bulletin titled “Special Measures for Protection from Sexual Exploitation and Sexual Abuse”, dated 9 October 2003 (ST/SGB/2003/13).
4 – The organization maintains a zero-tolerance policy towards sexual abuse and exploitation and upholds principles of confidentiality, safety, and respect for communities. It aims to avoid harm to them while safeguarding the interests and dignity of victims and ensuring non-discrimination in handling allegations or complaints of abuse, exploitation, harassment, or any concerns regarding potential violations or exploitation.
5 – The scope of this policy applies at all times and in all locations, both on and off duty, involving the organization’s team, partners, and contractors, including experts, consultants, and service providers across all governorates, centers, and offices. All individuals are expected to comply with it; failure to do so may result in actions that could lead to termination of work or services without prior notice, or referral to the relevant authorities if deemed necessary, such as judicial or investigative bodies.
VI. Prohibited behaviors
All categories to which this policy applies are forbidden from the following actions, regardless of place, time, reasons, or justifications:
1 – The organization prohibits the employment of any children under the age of 18 in any role within the organization, its projects, or offices, and it forbids causing any physical or emotional harm to children.
2 – The organization prohibits any practices related to human trafficking in all its forms and at all times, such as acts of destruction or concealment of documents or identities to prevent migration or travel and collaborating with employment or recruitment agencies that do not comply with local laws.
3 – The organization prohibits the purchase of sexual services (prostitution) for money, gifts, or any other material support, regardless of the legality of such purchases, in order to prevent sexual exploitation.
4 – The organization prohibits any sexual or romantic relationship with any child under the age of 18, regardless of local age of consent laws.
5 – It is prohibited to exploit power or position to provide preferential treatment or services, withhold assistance or benefits from those entitled to them, or to gain additional benefits or privileges.
6 – The organization prohibits exploitation, sexual exploitation, child labor, human trafficking, physical abuse, violation or attempt of violation, as well as physical, sexual, emotional abuse, neglect, mistreatment, harassment, and bullying. These practices are forbidden towards everyone, including participants, community members, or others in local communities, beneficiaries, or employees of the organization.
7 – The organization prohibits any romantic or sexual relationships with beneficiaries and program or project participants.
8 – The organization prohibits the use of any form of physical punishment in all programmers and projects.
9 – The organization prohibits behaviors that humiliate, degrade, or insult, and any actions that contribute to creating an unsafe environment or facilitate harassment of individuals, whether from the community, the organization’s team, or any other entities covered by this policy.
Complaints and Reporting System
1 – The organization’s team, partners, contractors, and experts are obliged to report any suspicions or concerns regarding any prohibited behavior or acts outlined in this policy, such as exploitation, abuse, violation, assault, harassment, human trafficking, misuse of power, or any behavior that poses a risk and violates the code of conduct or law. Reports must be made via the mechanisms specified either in this policy or in the complaints policy.
2 – Whistleblowers can report concerns through any of the following reporting channels:
• Inform the responsible person, such as the coordinator, project manager, or supervisor.
• Notify the office manager or executive director.
• Report to the human resources officer or the safeguarding focal point.
• Call the hotline and register the details of the complaint at the provided number: 009647869894643
• Send an email to the designated complaints email address: complaint@tammuz.org
• Write a complaint and place it in the complaints box located either at the office or at the activity venues.
1 – All individuals who receive complaints related to safeguarding must document the complaint and send it to the mentioned complaints email address as soon as possible, and no later than 24 hours after becoming aware of the complaint.
2 – If the complaint or allegation involves assault or threats to physical safety, it must be reported directly to the safeguarding officer or the executive director.
3 – Complaints should include as much information as possible, such as the date of the incident, its location, the nature and details of the incident, the individuals involved, witnesses, or anyone knowledgeable about the incident, as well as any urgent assistance or actions that need to be taken, along with any other details that may be helpful.
4 – Malicious reports made with intent to harm, upon verification, may lead to disciplinary actions against the complainants, which could include termination of employment.
* Investigation
1 – The investigation procedures are conducted in accordance with the protocols and specific procedures approved by the organization, and alternative methods outside these frameworks are not permitted.
2 – If the complaint involves a partner or another organization, they will be informed of the contents of the complaint, which will be handled confidentially, securely, and professionally in line with the procedures.
3 – The complainant and the survivor will be informed about the actions to be taken and updated on the developments and outcomes of the investigation.
4 – The organization and its team are committed to reviewing and assessing all complaints without neglect or delay, maintaining a high level of confidentiality, security, and professionalism. They may verify the credibility of these complaints and refer some to the relevant authorities if necessary.
5 – Witnesses and informants must keep all information and details about any incident completely confidential and must not disclose information except to investigators and those involved in the matter. Disclosing and sharing information may lead to disciplinary measures, including termination of employment.
VI. Non-Retaliation
The organization’s team and any members or partners commit to not taking any retaliatory actions against any individual who reports suspicions, witnesses, or participates in the investigation. Any retaliatory actions will be addressed in accordance with disciplinary procedures, which may include termination of employment, service, or partnership.
VII. Policy Awareness
The organization’s team and partners are expected to adhere to this policy, and there should be awareness and communication regarding the policy’s contents, prohibited behaviors, reporting mechanisms, and consequences for non-compliance. This will be achieved through a variety of methods:
1 – Conducting awareness sessions for the organization’s team and new members, during which policy details, prohibited actions, and reporting methods will be explained.
2 – Creating informational brochures that include reporting methods, especially email and hotline numbers, and displaying them in office locations and activity areas.
3 – The organization will produce promotional materials to clarify the content of the policy to participants and the team, such as video clips or other means.
4 – Establishing a complaints box in the offices and a portable box at training and activity locations, clearly outlining the complaint procedure.
5 – Staff must sign an undertaking acknowledging their commitment to the safeguarding policy and confirming that they have reviewed its contents.
VIII. Endorsement and updating
1 – The policy will be approved and implemented upon ratification by the organization’s governing body after review.
2 – The policy will be updated when necessary by submitting a proposal for amendment along with the rationale to the organization’s governing body.
