How your organization can set up sexual assault prevention and response mechanisms

Devex’s #AidToo coverage, launched in 2017 in the wake of the global #MeToo movement, has highlighted the prevalence of sexual violence in the global development sector. Eighty six percent of employees report knowing a colleague who has experienced work-related sexual harassment or assault, according to recent research. In line with these movements, employees in the international development sector have wanted to see changes, starting with their own organizations, explained Brooke Galloway, founder of SAPRI Consulting, a firm working with businesses across all sectors and NGOs on sexual assault prevention and response. Statistically speaking, in every organization, there will be members of staff who are victims of sexual violence, she explained, and when staff are assigned posts in places that are far from home, with different and sometimes oppressive laws and stigmas around sexual violence, the organization has a duty of care. It is the organization’s responsibility to provide the information and have the protocols in place that keep its people safe, she added. Galloway talked to Devex about the importance of global development organizations having appropriate sexual assault prevention and response mechanisms in place. Here are some of the key components for achieving this. Take a trauma-informed approach All prevention tools and response services should be victim-centered and trauma-informed. This means they are “grounded in an understanding of the impact of trauma,” said Galloway, and emphasize the physical, psychological, and emotional safety of the survivor. A trauma-informed approach places victims at the center of the process and helps create a workplace culture of empowerment and zero tolerance, she continued. From the very beginning, organizations should be mindful of how conversations around sexual violence are framed, Galloway said. Be mindful of the language used to ensure it empowers individuals rather than blames victims, she advised. In terms of response, this approach puts emphasis on individuals’ trauma — fully understanding this and not causing further trauma to the victim throughout the investigation process. Prioritize staff safety Organizations need to actively prioritize safety from sexual violence, Galloway said. Through her work in the sector, Galloway has found that conversations around an organization's prevention and response protocol, or lack thereof, are generally already happening among the employees. She encouraged organizations to adopt a holistic model of response, forming a workplace culture that is inclusive and prioritizes team safety. When staff feel well cared for, they typically perform better on their missions, she added. In order to ensure a high level of care, organizations should provide their staff with knowledge and have a trauma-informed response protocol in place, she explained, adding that this protocol should be regularly updated and reflect best practice. Start the conversation Conversations around sexual violence, including sexual assault, are incredibly important for organizations in terms of safety, security, and empowerment, Galloway said. Organization should create a safe and empowering place for individuals to disclose information around sexual assault, she explained. Create opportunities for dialogue among staff where there are no expectations on them to fully disclose information, Galloway advised. People might initially be reluctant to get involved, especially where there has not been a culture of reporting, but gradually individuals can start sharing their observations or experiences from working in different countries or contexts. “They might start shedding some light on what might be happening and this can really start to shift an organization’s culture towards one of empowerment,” Galloway said. Knowledge is key It’s important to ensure people are empowered with knowledge and receive related training, Galloway said. This includes training on responding to harassment, team bystander intervention training, and staying safe. Management teams should also undergo trauma-informed response training so they know what to do in the case that an assault occurs. Make sure staff receive appropriate predeparture advice and are aware of country-specific and localized information on sexual violence trends, laws, and stigmas, Galloway advised. This type of information is particularly important for LGBTIQ staff who can face specific challenges and dangers when traveling or working overseas. Galloway says it’s crucial to provide information around questions such as: “What is it like for someone who’s openly out in [that] country? Is it against the law? Is there a dangerous stigma against it? Is it dangerous for them?” When thinking through ways an individual might be able to protect themselves in a potentially dangerous environment, technology is one of the main things to consider, Galloway cautioned. There are many ways in which technology, including an individual's cell phone or social media accounts, can endanger them without them realizing, she said.