The normal definition of a person who is vulnerable is a child, children or an adult over the age of 18 years who is, or may be unable to protect themselves against harm or exploitation by reason of age, illness, trauma, disability or any other reason.
Farm Africa’s position on protecting children from harm can be found in our child protection policy here.
Farm Africa recognises that the adults that we typically work with wouldn’t normally be considered as vulnerable, however, the impact of the poverty they experience may place us as an organisation, and our staff in a position of influence and authority that could be open to abuse.
Farm Africa’s Safeguarding Policy aligns with the UN Secretary-General’s bulletin (ST/SGB/2003/13) for the prohibition of sexual exploitation and sexual abuse.
It is important to have a safeguarding policy and procedures in place so that staff, including senior managers, volunteers, consultants, agency workers, trustees and partners recognise abuse and know what actions to take to prevent it.
The Policy Statement and Procedures have been drawn up in order to enable Farm Africa to:
The policy applies to all staff, including senior managers, volunteers, consultants, agency workers, trustees and partners and anyone working on behalf of Farm Africa.
In order to implement the policy Farm Africa will work:
In order to respect these rights, Farm Africa’s Code of Conduct requires anyone working on behalf of Farm Africa to:
1. Treat people with dignity and respect
2. Ensure their personal and professional conduct is of the highest standard
3. Take responsibility for their own safety, health and welfare and for those they manage and work with
4. To act with the upmost financial integrity
5. To protect Farm Africa’s reputation in how they behave
6. To steward (use) Farm Africa’s assets wisely
7. To make a commitment to report any incident or concern of a breach of the Code of Conduct
Farm Africa is committed to putting in place safeguards and measures to reduce the likelihood of harm taking place within its work and to ensure that all those involved with Farm Africa’s work will be treated with respect.
Therefore this policy needs to be read in conjunction with the following policies:
Farm Africa is committed to Safer Recruitment policies and practices for staff. We will ensure that appropriate employment references are taken up and adequate training on safeguarding is provided to all staff with responsibilities for human resources and/or leading recruitment processes.
Farm Africa is committed to ensuring that all staff with human resources responsibilities and those working directly with communities undertake training to gain basic awareness of signs and symptoms or harm and abuse.
Farm Africa defines harm and abuse as a violation of an individual’s human rights (dignity, fairness, equality, respect and independence) by any other person or persons.
That may include:
This policy applies to all staff, including senior managers, volunteers, consultants, agency workers, trustees, partners and anyone working on behalf of Farm Africa and managers must ensure that everyone working in connection with Farm Africa is made aware of it.
Country Directors, the Director of Programmes and the Head of Human Resources are responsible for ensuring the implementation of all aspects of the Safeguarding Policy in the areas of the business for which they are responsible. The Chief Executive holds overall responsibility for implementation of the policy.
Any member of staff found breaching this policy will be subject to disciplinary action, up to and including dismissal. Others breaching this policy will be subject to appropriate action such as ending a relationship with a volunteer relationship, termination of a contract.
Farm Africa will also report concerns to the relevant local authority and the police.
The transporting of beneficiaries should be carefully considered. Resources such as seat belts must be used if beneficiaries are being transported to ensure their safety.
In its communication and fundraising strategy, Farm Africa may at times use images and recordings of beneficiaries. Farm Africa has a responsibility towards to ensure that the people portrayed are treated with dignity as humans with rights by avoiding the following:
Farm Africa believes that everyone has a responsibility to prevent harm and abuse. Anyone who has concerns can discuss their concerns with either their line manager, or where they feel this is not appropriate their country or department director, or if they prefer they can raise their concerns anonymously using our confidential reporting address: confidential@farmafrica.org
Full details of reporting concerns and whistleblowing can be found in the Whistle Blowing/Protected Disclosure policy. However, if you have any concerns you can report them via our whistleblowing hotline on 0330 0532 1092 from the UK or +44 330 0532 1092 from outside of the UK, or your can report your concerns via our confidential mailbox confidential@farmafrica.org
Farm Africa will respond to allegations of harm or abuse by:
Single or repeated incidents of harm or abuse will be considered as gross misconduct and will result in dismissal without notice.
The Head of Human Resources will be responsible for ensuring that all reports of harm or abuse are logged and reported in line with this policy.
All incidents will be reported to the board of trustees
All incidents will be reported to the local authority and the police
Where an incident is proven and meets the definitions of a serious incident, it will be reported to the Charity Commission, through its serious incident reporting process.
This policy will be reviewed as a minimum every three years. Comments or suggestions on how this policy is operating should be sent to the Head of Human Resources.
Safe recruitment processes
Safe recruitment practices are essential to ensure Child Protection and Safeguarding. Abuse and exploitation can occur anywhere and Farm Africa recognises that as an INGO, the impact of the poverty that our beneficiaries experience may place us as an organisation, and our staff in a position of influence and authority that could be open to abuse.
Therefore recruiting managers/HR representatives must:
Guidance on obtaining employment references
Employment reference must always come from the previous employer. Often candidates provide the name and contact details of a manager who has moved on from the organisation where they worked together. References obtained in this way are not employment references, they are personal references. Please ensure that you always contact the previous employer organisation directly, or only contact managers that are still working for the previous employer.
Procedure and timing for the review of this policy
This policy will be reviewed as a minimum every three years. Comments or suggestions on how this policy is operating should be sent to the Head of Human Resources.
Download a PDF of Farm Africa's safeguarding policy here.