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IOM Awareness-Raising Session on PSEA

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GCU IOM

on 7 July 2017

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Transcript of IOM Awareness-Raising Session on PSEA

Opening Remarks from the DG
IOM awareness-Raising Session on Sexual Exploitation and Abuse
Session Outline
What is PSEA?
History of SEA
Key Words, Rules and Policies enforced in IOM
Examples
Reporting SEA

What is PSEA?
Pre-Training QuiZ
A preliminary quiz to find out how much you may already know about PSEA...


Turn to page 5 of your Participant Guidebook.
2002:
First allegations of SEA by humanitarian aid workers
Creation of inter-agency PSEA Task Force
IOM updates its Standards of Conduct
IASC adopts Six Core Principles
2003:
UN Secretary-General’s Bulletin “Special measures for sexual exploitation and sexual abuse” (ST/SGB/2003/13) issued.
2006:
UN high-level conference on prevention of SEA (“PSEA”)
Adoption of Statement of Commitment by the UN
2009:
IOM endorses the Statement of Commitment
2010:
IASC review: recommends acceleration of progress
2011:
IOM launched a worldwide awareness campaign for PSEA
2016:
IOM issues Policy and Procedures for Preventing and Responding to Sexual Exploitation and Abuse ("PSEA Policy", IN/234)
Where are we now?
Since 2002, reports have revealed that SEA has taken place and continues to take place in many countries around the world.
Activity 1: Definition Warm-Up
Definition Warm-Up Answer Key
Create 2-3 groups. The facilitator will hand to each group a pack of cards. Each group must go through the card deck and match up each offense with the appropriate definition, actors involved and relevant example(s).
-Rape, Touching, rubbing, grabbing or any other type of sexual violence against a beneficiary.
- Engaging in sex with a child.

Offering money, gifts, a job, or schooling, or withholding services to a beneficiary in exchange for sex.
- Touching or speaking
inappropriately to a colleague at work.
- Repeated telephone calls and emails of a sexual nature.
- A manager telling a colleague that the only way to get promoted is by trading sexual favours to senior officials.
Definitions
Would a reasonable person find the following behaviour offensive?
Flirting
Whistling, catcalls
Requesting sexual favours (via emails, phone calls, texts)
Sending sexually suggestive images
Using crude language
Spreading sexual rumours
Making sexual jokes
Sexual Harassment - IN/90
SEA – IN/234
Sexual Abuse
Kissing
Unwanted Touching (Grabbing/Slapping/Rubbing)
Rape
Masturbation
sexual exploitation
Promising money or gifts
Threats/Blackmailing
Humiliation
Often the person who does it to you will tell you things like:
• "it's normal" • "don't tell anyone" • "it's our secret"
Sexual Harassment vs. SEA
Sexual Harassment
SEA
IOM staff against IOM staff
IN/90 Policy for a Respectful Work Environment
Complaints go to:
Informal: Perpetrator, or seek assistance from supervisor, Ombudsperson or anyone else who can help
Formal: Ethics and Conduct Office
Disciplinary action according to gravity of offence
IOM staff and beneficiary
IN/234 Policy and Procedures for Preventing and Responding to Sexual Exploitation and Abuse
Complaints go to:
Ethics and Conduct Office,
Immediate supervisors,
and/or
PSEA Focal Points
Disciplinary action according to gravity of offence
Core Policies on PSEA
IN/234 Policy and Procedures for Preventing and Responding to SEA
SEA
IN/15 IOM Standards of Conduct
Articles 5.41 and 5.42
Statement of Commitment & 6 Core Principles
IN/142 Policy on Reporting Irregular Practices, Wrongdoing and Misconduct
Whistleblowers & Protection
IOM Standards of conduct (2002, revised 2014)
IOM'S PSEA Policies
Article 5.42
IOM staff members shall provide humanitarian assistance and services in a manner that respects and fosters the rights of beneficiaries. For this reason and because there is often an inherent and important power differential in the interactions between staff members and beneficiaries, IOM strongly discourages staff members from having any sexual relationships with beneficiaries.

In addition, IOM staff members shall protect against and prevent sexual exploitation and sexual abuse (SEA) of beneficiaries.1 Abusive and exploitative sexual activities with beneficiaries are absolutely prohibited.

In order to protect the most vulnerable populations and to ensure the integrity of IOM’s activities, the following specific standards shall be followed:

(a) Exchange of money, employment, goods, assistance or services for sex, including sexual favours or other forms of humiliating, degrading or exploitative behaviour, is prohibited.
(b) Sexual activity with children (persons under the age of 18) is prohibited, regardless of the age of majority or age of consent locally. Mistaken belief regarding the age of a child is not a defense. This prohibition shall not apply if the IOM staff member is legally married to someone under the age of 18 but over the age of majority or consent in both the IOM staff member and spouse’s country of citizenship.
(c) Sexual relationships between staff members who deliver professional health services directly to beneficiaries and such beneficiaries are prohibited.
(d) Using the services of prostitutes or sex workers is prohibited, regardless of the legal status of prostitution in the laws of IOM staff members’ home countries or duty stations.

This prohibition extends to the use of prostitution outside working hours, including while on Rest & Recuperation and home leave.

The above-mentioned acts are not intended to be an exhaustive list. The abovementioned acts as well as other types of sexually exploitive or sexually abusive behaviour constitute serious misconduct and, as such, are grounds for disciplinary measures, including summary dismissal.

All IOM staff members, particularly managers, are obliged to create and maintain an environment that prevents SEA. The failure of IOM staff members to appropriately prevent or follow-up on claims of SEA, may be reflected in the staff members’ performance appraisal and constitute grounds for disciplinary measures.

When we accept an assignment with IOM, we agree to abide by the Standards of Conduct.
IOM Standards of Conduct
(2002, revised 2014)
Scope of application - anyone working for IOM
IOM Standards of Conduct, incorporating the Statement of Commitment, apply to all persons employed by or working for IOM worldwide
Scope of application - beneficiaries
“We, UN and non-UN entities,
re-affirm our determination to prevent future acts of sexual exploitation and abuse by our personnel …”

Statement of commitment
Adopted in 2006
Endorsed by IOM on 10 March 2009
Those recruited locally and internationally
Those based in field missions and in HQ
Interns
Junior Professional Officers/Associate Experts
Volunteers
Consultants
Sexual relationships between IOM staff and beneficiaries are
strongly discouraged
.
Anyone who benefits or may benefit from an IOM project or assistance
(ex. migrants, displaced persons, victims of natural disasters, victims of trafficking, and so forth).
Scope of application - beneficiaries receiving health services from staff
Sexual relationships between IOM staff who deliver professional health services to beneficiaries and such beneficiaries are
prohibited
.
History of PSEA
Six core principles
SEA constitute acts of
gross misconduct
and are grounds for
termination of employment
.
1.
Exchange
of money, employment, goods, or services
for sex is prohibited
.
2.
IOM staff members, especially those in leadership positions, are obliged to
create and maintain an environment that prevents SEA
.
3.
6.
Sexual relationships between IOM staff and beneficiaries are
strongly discouraged
.
4.
Staff members
must report concerns
regarding SEA by a fellow worker.
5.
Sexual activity with children
(persons under the age of 18) is
prohibited
.

Activity 2: Acceptable VS unacceptable behaviour
Asking a beneficiary to drop by the office with her CV as an excuse to see her and ask questions about her personal life.

Leaving your office door open when speaking to opposite-sex colleagues and beneficiaries, whenever possible.

Obtaining the personal contact details of a beneficiary and contacting him to tell him you can help move his case along faster if he goes to dinner with you.
Raising awareness about IOM’s zero tolerance policy towards sexual exploitation and abuse among other colleagues in the office and in the field.
Strongly suspecting that a colleague is having sex with a child but dismissing this as “part of the local culture”.
Commenting to another colleague about the sexual attractiveness of a beneficiary.
UNACCEPTABLE
ACCEPTABLE
UNACCEPTABLE
Activity 3: Henrietta’s Story
All Services are Free
Beneficiaries will be made aware that all IOM services are
free of charge
.
As an IOM employee,
you represent the Organization
during the work day and also after hours.
Private life
Scenario #1
Case Scenarios
Marie is a 30-year-old refugee whose desperate circumstances have forced her into prostitution.
One night she is at work, when she comes across John, an IOM staff member, on his way home from dinner.
Marie is having a bad night so she is trying especially hard to get customers.
John politely declines Marie the first time, even though he finds her seductive.
Marie, determined, gives a counter-offer of $20 for whatever service he wants.
John accepts the offer justifying that he is in a country where prostitution is legal and no one will see them anyways if they go to his house.
Scenario #2
Betty is 16 years old and comes from a poor family.

Scenario #3
Betty and her family are IOM beneficiaries.
She works to help her family make ends meet.
She meets Xavier, a senior IOM Officer and they start a relationship.
Xavier offers a small allowance for Betty to help out her family.
Betty’s family is really happy that she has found Xavier and supports her to continue their relationship.
A male applicant for the US Refugee Resettlement Program arrives at IOM for his interview.
He meets his IOM caseworker, a woman, and they quickly establish a friendly relationship after discovering they are from the same village.
The caseworker has been on TDY for 3 months and has been lonely.
The caseworker says she will forward the information to US Immigration Officers and that as a personal favour to the applicant will ask to expedite his case.
The applicant is so happy and grateful that he invites the caseworker for dinner at his house.
The caseworker, finding the applicant attractive, gladly accepts the invitation.
Under Reporting
Reporting
Whistleblowing and Retaliation (IN/234)
Worldwide, there is a chronic lack of data on gender-based violence, particularly against women and children.
The available numbers understate the problem, despite the constant realities.
Victims are afraid to report.
Unreported abuse can prolong a victim's exposure to it.
“IOM is committed to protecting staff members who report SEA in good faith from retaliation or threats thereof. In addition, the security of the complainant, reporter, victim, alleged offender and witnesses is of great importance to IOM and shall be given the fullest consideration throughout the related SEA procedures. IOM staff members, including the alleged offender, shall not, at any time, retaliate against any person who has made a complaint about or reported an SEA allegation, concern or suspicion, or assisted in providing information or participated in an investigation about SEA. Such retaliation may result in disciplinary measures in accordance with Unified Staff Regulation 10 or alternative measures. IOM staff members, including supervisors and PSEA focal points, shall report any SEA allegations, concerns or suspicions of retaliation.”

(IN/234, para. 26)
Activity #4:
Henrietta's Story: Exercise on Consequences
PSEA FOCAL POINTS
Regional Directors, Heads of Administrative Centres, Chiefs of Mission, Heads of Office, and Directors of departments and offices at Headquarters are held to a higher standard of care. They are expected to
:
Identify themselves as PSEA Focal Points
Take all reports seriously and exercise confidentiality
Address inappropriate behavior immediately
Submit SEA incident reports (Annex 3 of IN/234) to ECO in HQ and follow up accordingly

In terms of Prevention and Awareness, they are also expected to
:
Undertake induction training and annual refresher trainings
Review and be familiar with the Standards of Conduct
Participate in trainings held for staff
Organize brown bag lunches
Display PSEA awareness posters
Include PSEA in staff performance evaluations
Social and cultural norms often hinder male victims from speaking about sexual assault.

Men often react to sexual violence in a different way than women do. They often don’t know who to turn to.

As a result, sexual violence against men is less understood and acknowledged.

Reporting – how?
What about Men and Boys?
Reporting - bad faith vs. good faith
Who to report to?
How can IOM staff protect themselves?
Conclusion
Power Walk Activity
What do you think?
What do you think?
What do you think?
When reporting:

Be factual and as specific as possible.
Provide all evidence that is available to you.
Submit in written form (although oral report is possible as a first step).
After reporting, respect confidentiality and don’t discuss the report with other colleagues.

Your responsibility is limited to reporting. Investigation is the sole responsibility of the Office of the Inspector General.

Reporting in
good faith
serves the protection of innocent victims. If you have made an allegation in good faith which turns out to be false, you will not face repercussions.

Allegations reported in
bad faith
(i.e. with knowledge of its falsity) constitute misconduct and are subject to disciplinary measures.

Responding to an SEA Report or Complaint
Q & A Session
Report in good faith and know who to report to.
Managers should act immediately and follow up regularly.
Err on the side of caution and prevent creating risk scenarios.
Always exercise the highest standards of professionalism.
The objective is to protect innocent people from being harmed.
SEA acts constitute intolerable breaches of trust to the people we serve and support every day.
Stopping these acts will protect the credibility and integrity of IOM assistance to migrants worldwide.
Victim Assistance
Victims of SEA may receive appropriate assistance and support in a timely manner, including:

medical care
legal services
support for psychological and social care
immediate material care, including food, clothing and shelter as necessary

It is imperative for IOM to quickly and effectively respond when such cases occur.
UNACCEPTABLE
ACCEPTABLE
UNACCEPTABLE
Disclaimer: Depending on the culture, what is considered appropriate or inappropriate behaviour may vary. If you have a culturally specific example to share, please let your facilitator know.
Prostitution
Solicitation
Desperate people may solicit you to violate the Standards of Conduct, but
this is not a defence
.
Regardless of whether prostitution is legal or illegal in the country you are serving in, IOM staff are
prohibited
from engaging in prostitution.

Victims of trafficking and other vulnerable groups may be coerced into sex work as their
only survival option
.

Spiderweb Ice breaker (Optional)
Gender Stereotypes
Share a gender stereotype that is common in your culture that you think contributes towards maintaining unequal power relations between men and women.
Screening of PSEA Awareness-Raising Video
The Stats
Whistleblowing and Retaliation (IN/234)
Reports of retaliation should be sent to any of the following:
(a) Immediate supervisors; or
(b) PSEA focal points (Directors and Heads of Regional Offices and Administrative Centres, Chiefs of Mission in Country Offices, Heads of Office and Directors of departments and offices at Headquarters); or
(c) Ethics and Conduct Office (Ethics&ConductOffice@iom.int).

Supervisors are required to then report to PSEA focal points or ECO. PSEA focal points are then required to report to ECO.

Additionally, PSEA focal points must take reasonable steps to prevent and monitor SEA-related retaliation against and by all IOM staff members under their supervision.

(IN/234)
Consequences of PSEA
IOM staff have 3 options for reporting SEA incidents:
Please complete the training evaluation.
Turn to page 8 of your Participant Guidebook.
Turn to page 24 of your Participant Guidebook.
Turn to page 18 of your Participant Guidebook.
Note: There is an accompanying video on sexual harassment prevention available in the PowerPoint presentation file. For copyright reasons, we cannot share it here.
Full transcript