Safeguarding through the employment lifecyle

DRC’s capacity to ensure the protection of and assistance to refugees, IDP’s and other persons of concern depends on the ability of our staff to uphold and promote the highest standards of ethical and professional conduct. DRC’s Code of Conduct contains the values and rules that staff shall adhere to and be held accountable for. Below are some of the main activities we undertake to prevent sexual exploitation and abuse at key points throughout the employee lifecycle.
 
 

ORGANIZATIONAL DESIGN

  • Accountability is built into our structure: All roles in DRC are categorized into 11 employment bands according to accountability, responsibility, reporting lines and risks.
  • Well-defined manager roles: The structure provides employees with well-defined accountability lines for managing people in order to know who is responsible for making decisions, managing people and dealing with poor performance and behavior that is not aligned with our Code of Conduct.

 

ATTRACTION & RECRUITMENT

  • Job Descriptions & adverts: All job descriptions and adverts include our core competencies, including: Demonstrating integrity - Upholding and promoting the highest standards of ethical and professional conduct in relation to DRC’s values and Code of Conduct, including safeguarding against sexual exploitation, abuse and harassment.
  • Adverts: All adverts include the following text: DRC’s capacity to ensure the protection of and assistance to refugees, IDP’s and other persons of concern depends on the ability of our staff to uphold and promote the highest standards of ethical and professional conduct in relation DRC’s values and Code of Conduct, including safeguarding against sexual exploitation, abuse and harassment. DRC conducts thorough and comprehensive background checks as part of the recruitment process.
  • Self-declaration and confirmation of previous history: All applicants have to confirm (when applying) that they have no previous history related to harassment (including sexual harassment), sexual exploitation, discrimination, physical or verbal abuse, intimidation or favoritism in the workplace.
  • Interview questions: Managers and other relevant staff have access to an interview questions focusing on safeguarding.
  • Agreement to background checks: Candidates grant DRC authorization to ask referees about Child Safeguarding as well as Sexual Exploitation & Abuse. 
  • Background checks: Mandatory reference checks include questions on child safeguarding, harassment (including sexual harassment), discrimination, physical or verbal abuse, intimidation or favoritism in the workplace. Job Offers are subject to satisfactory reference checks and, if employed, the reference forms are saved in the employee file for 5 years after completion of contract.
  • The Code of Conduct is part of the employee contract: All employees acknowledge they have read and understood the Code of Conduct when they sign their contract.

 

ONBOARDING

  • Induction: All employees complete mandatory training and eCourses on the Code of Conduct and safeguarding before the end of their probation period

 

PERFORMANCE & DEVELOPMENT

  • Annual appraisals: Our annual appraisal process (“Performance & Development review”) includes a section on our Core Competency Demonstrating Integrity 
  • Management training on safeguarding: Managers (and in particular front-line managers) complete DRC’s People Management Training, which integrates the prevention of sexual exploitation and abuse in key processes, such as recruitment and performance management and includes dedicated sessions on the Code of Conduct and safeguarding 
  • Further learning on safeguarding: All employees have free access to DRC’s Learning Catalogue which includes numerous training opportunities related to safeguarding in multiple languages.

 

WELL-BEING

  • Support to victims: Clear process on how to support victims of safeguarding incidents, as well as the accused during the investigation process 
  • Capacity building: Clarity in roles in relation to safeguarding training 
  • Exit process: Employees who leave the organization are asked to complete an exit form as well as having a departure meeting with their manager