Today's most important topics among humanitarian organizations

1. Prepared by
Mohammad Sediq INAMI, the HR Deputy Head of
Department of Action Contre La Faim, ACF.
PSEA (Prevention Sexual Exploitation Abuse)

2. PSEA (Prevention Sexual Exploitation Abuse)
All those whom are working with NGOs are Aid workers, so the most important parts of their job
is to know that they not harm anyone in the community that they serve, or in the organization
where they work.
Mostly the women, children and people with disabilities may experiencing the abuse or harm
comparing the other member of community/organization.
So The purpose of this presentation is to promote (PSEA) among the humanitarian organizations
& to promote a world in which all individuals are able to live and work free from sexual
exploitation and abuse.

3. What is different between Sexual Harassment, Sexual Exploitation, Sexual Abuse?
1. Sexual Harassment: any unwelcome sexual advance, comment,
expressed or implied sexual demand, touch, joke, gesture, or any other
communication or conduct of a sexual nature, whether verbal, written
or visual, by any person to another individual within the scope of
Organization’s work
2. Sexual Exploitation: pressuring or demanding individuals to provide
sexual favors against their will, with the threat of denying project
assistance, withholding work support, or any other negative repercussions
in the work place or community
3. Sexual Abuse: any actual or threatened physical intrusion of a
sexual nature, by force or under unequal or coercive conditions.

4. PSEA Complain Process:
 Incident occurs
 “Victim” gains awareness about SEA & reporting
mechanisms
 Decision made to report
 Selection of reporting entry point
 Complaint made/ received Risks assessed & referrals
 Complaint is recorded
 Referrals to HQ or agency / inter-agency body for next steps
 Feedback to complainant

5. Why is it important to establish and implement a formal complaints, or reporting, mechanism?
A formal reporting system ensures that:
 The system is transparent and known to all
 There is a consistent approach
 Staff know what to do with concerns of inappropriate behavior
 Beneficiaries are protected
 Staff are protected (clear reporting & investigation procedures guard against false allegations)
 The organization will be less attractive to potential abusers
 The organization can maintain its reputation
 The organization shows commitment to the protection of human rights, thereby minimizing SEA

6. Receiving and Documenting Complaints and Referral Mechanisms
• Process of receiving a complaint
• Principles of receiving a complaint
• Role and skills of complaint recipient
Receiving a complaint
• Receive initial complaint
• Consider immediate protection needs
• Establish nature of complaint
• Decide who deals with complaint
• Follow up complaint

7. Role of complaint recipient
• Encourage reporting and receive complaints
• Give guidance on what happens with the report
• Pass report through appropriate channels
• Make referrals as necessary
REMEMBER: Person receiving complaint is NOT an investigator Nor a counselor
Qualities of effective complaint recipient
•Knowledge: Must know what s/he is talking about. All
information given must be consistent & accurate.
•Responsibility: To facilitate the interview in a way that
respects complainant’s values, personal resources & capacity for
self-determination.
•Neutrality: Should not project own biases or offer own
judgments.
•Patience: Should give complainant ample time to tell her/his
story.
•Focus: Should only ask relevant questions.

8. Principles of receiving complaints
•Protection, safety, and security
•Identification of welfare support required and referrals
•Preserve confidentiality as far as possible
– absolute confidentiality may not be possible, as reacting to the
allegation may require interventions
•Involve as few people as possible
•Support the victim in referring to local authorities if a there is a
crime
•Forward the allegation for action via established mechanisms

9. Basic phases of an interview
•Rapport-building
•Information-gathering
•Free narrative
•Questions
•Closure and next steps
Rapport-building
• Introduce yourself and welcome the complainant
• Make them feel comfortable
• Reassure them that they did the right thing in coming
• Explain your role is to take the complaint – that you are not
making any decisions, simply gathering information
• Explain the boundaries of confidentiality and obtain their
consent to your sharing the information on a “need-to-know”
basis

10. Information-gathering
•Let them tell their story in a free narrative
–Do not interrupt
–Show you are listening by concentrating, remaining attentive
& focused
–Silence is OK; allow complainant time to think and choose
words
•Ask for clarification to make sure you have understood
•Use open rather than leading questions
–“what did you mean?” and “then what happened?” not “did
you mean X?” or “did you then do X?”
•Do not make judgments; avoid “why” questions
•Use simple language
Anonymity
•If the person reporting wishes to remain anonymous, all other
information must be forwarded through appropriate channels.
•An anonymous complaint might be more difficult to investigate
– the person needs to know this.
•In this case they will be told that his/her identity will not be
disclosed during the investigation without his/her permission.

11. Closure and next steps
This reassures complainants their complaint is taken seriously
Let them know what may happen next – do not guarantee an
outcome
Explain how long the process might take
Explain that you (or someone else) will be in touch again
Provide contacts if the complainant has questions
Explain that someone else will decide what happens next
Explain that the allegation will be followed up
Tell them they will be informed of the outcome
Documentation
• Keep a written record e.g., the ABC Complaint Form
• Forward complaint for action as soon as possible, as per
organization reporting procedure

12. for watching!