1.   Introduction

BFD is a non-profitable, non-governmental, Yemeni and community-based humanitarian organization was established at the end of 2014 to carry out (Emergency, Early recovery and Developmental) multi-sectorial responses projects. It was aimed to improve the humanitarian issues and needs in different food security and agriculture, nutrition, health, WASH, protection, EECR, Education, Shelter/NFI and CCCM sectors.

BFD has expanded further to follow the paradigm of sustainable development, which aims at economic development in an efficient and sustain able way through many tendencies; Building Capacities, training sessions, MSME and etc. that mainly comes with BFD’s main mandate that can be also reflected from the organization name (BFD) that refers to “Building Foundation for Development.

BFD is committed to safeguarding and protecting populations with whom we work, including adults who may be particularly vulnerable, children, and the environment. This includes safeguarding from the following conduct by our staff or partners: sexual exploitation and abuse (SEA); exploitation, neglect, or abuse of children, adults at risk, individuals, and the damage that our activities may cause to the environment

BFD recognizes that all beneficiaries of our programs have the right to be protected from safeguarding violations and strives to incorporate protection measures within our projects.

2.  Policy Objectives:

The objectives of this policy is:

-       Outlines the range of measures put in place by BFD to safeguard and protect populations with whom we work, particularly, at-risk children, and adults, from any harm that may be caused due to their coming into contact with BFD.

-       To provide BFD staff, partners, suppliers, contractors, and volunteers with the overarching principles that guide our approach to safeguarding.

-       To provide a framework for ensuring that BFD programs are designed and implemented with the best interests of the beneficiaries in mind  

3.  Scope of the Policy:

The principles set forth in this policy apply at all times, during and outside office hours, and during periods of leave, with no exceptions. The policy is principally addressed all BFD employees and related personnel included in the following categories:

-       All the employees in all BFD structures and projects.

-       Non-BFD entities and their employees and individuals who have entered into partnership, sub-grant, or sub-recipients’ agreement with BFD

-       Consultants and other freelance persons who act on behalf of BFD on the basis of service contracts

-       all persons acting voluntarily, interns with BFD

-       Suppliers of any sort of goods, services, or works, including current and potential suppliers

-       All the other people not included in the above-mentioned categories who have signed a contract with BFD.

This policy applies to BFD representatives' behavior towards everyone who comes into contact with BFD: children, young people, adults including adults at risk, beneficiaries, partner staff, etc.

4.   Definitions: 

Safeguarding: the organizational policies, procedures, systems, and practices applied to safeguard children and vulnerable adults who come into contact with BFD and all those associated with the delivery of our work from all forms of harm.

Child Protection: The prevention of and response to significant harm, abuse, neglect, exploitation, and violence against children.

Sexual abuse: The actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.[1]

Sexual Exploitation: Any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially, or politically from the sexual exploitation of another.

Harassment[2]: Any unwelcome conduct that might reasonably be expected or be perceived to cause offense or humiliation to another person, when such conduct interferes with work or creates an intimidating, hostile, or offensive work environment. Harassment may take the form of words, gestures, or actions that annoy, alarm, abuse, demean, intimidate, belittle, humiliate or embarrass another. Harassment may be directed at one or more persons based on a shared characteristic or trait.

5.   BFD’s safeguarding commitments:

5.1 Child Safeguarding:

-      BFD has The Child Protection Policy as an integral part of BFD’s organizational culture and values, and it contains binding instructions for all BFD's staff. All BFD associates will be required to adopt a child protection policy that meets the standards of BFD’s own policy in this matter.

-      BFD is committed to the core principles reflected in the Minimum Standards for Child Protection in Humanitarian Action (CPMS)[3]. The CPMS incorporates principles of the UN Convention on the Rights of the Child (CRC), which include the following:

Principle 1: Survival and Development

Humanitarian actors must consider the effects of both the emergency and the response on (a) the fulfillment of children’s right to life and (b) children’s physical, psychological, emotional, social, and spiritual development. Children must be supported to use their own strengths and resilience to maximize their opportunities for survival and development in humanitarian crises.

Principle 2: Non-discrimination

Children shall not be discriminated against on the basis of gender, age, disabilities, nationality, immigration status, or any other reason. Humanitarian crises and responses can increase discrimination, worsen existing cycles of exclusion and create new layers of exclusion. Humanitarians must (a) identify and monitor existing and new patterns of discrimination, power, and exclusion and (b) address them in the design and implementation of the response.

Principle 3: Child Participation

Humanitarian workers must provide children with the time and space to meaningfully participate in all decisions that affect children, including during emergency preparedness and response. and the basic requirements for effective and ethical children’s participation should be applied to any process involving children.

Principle 4: Best Interests of the Child

In all actions concerning children, the best interests of the child shall be a primary consideration. This principle should guide all stages of the program cycle.

In addition, there are two principles specific to the minimum standards for child protection in humanitarian work:

Principle 9: Strengthen child protection systems:

Humanitarian interventions can provide opportunities to strengthen child protection systems by improving the quality and availability of services and introducing innovations into systems to improve protection outcomes for children.

Principle 10: Strengthen children’s resilience in humanitarian action

One of the goals of humanitarian actors is to build children’s own strengths by eliminating or reducing risk factors and by strengthening the protective factors that support and encourage resilience. Participation is key to building resilience. Program designs need to actively strengthen resilience, mitigate risks and support positive relations between children, families, and communities.

5.2  The BFD is committed to ensuring that BFD workers, visitors, suppliers/sub-contractors, and implementing partners conduct themselves in a way that is safe for children through implementation (BFD-children protection policy), the summary below:

-       Treat children with respect regardless of race, color, gender, language, religion, political or other opinion, nationalities, ethnic or social origin, property, disability, birth, or another status

-       Not use language or behavior towards children that are inappropriate, harassing, abusive, sexually provocative, demeaning, or culturally inappropriate.

-       Do not work alone with children ensure that another adult is present when working with/in proximity to children.

-       Use any computers, mobile phones, video cameras, cameras, or social media appropriately, and never exploit or harass children or access child exploitation material through any medium

-       Never hit or otherwise physically assault, harm, or abuse them.

-       Not hire children for domestic or other labor which is inappropriate to be given on their age or developmental stage, which interferes with their time available for education and recreational activities, or which places them at significant risk of injury.

-       Comply with all relevant and local legislation, including labor laws in relation to child labor

5.3  When working with children or adults you must always:

-         Behave appropriately; make sure that language is moderated in their presence and refrain from adult jokes or comments that may cause discomfort or offense.

-         Avoid inappropriate physical contact with a child or adult at risk. Using common sense, this does not preclude physical contact with a child or adult at risk if they are hurt or distressed. In this circumstance, a child or adult at risk may be comforted or reassured without compromising his/her dignity.

-         Be sensitive to local norms and standards of behavior towards children and adults at risk.

-         Listen to what children and adults at risk are saying and respond appropriately. Never act in a way that may be illegal, unsafe, or abusive or may place them at risk of abuse.

-         Not condone, nor participate in, behavior against a child or adult at risk that is illegal, unsafe, or abusive. 

-         Not develop relationships with them that could in any way be deemed exploitative or abusive. 

-         Never act in ways intended to shame, humiliate, belittle or degrade children or adults at risk, or otherwise perpetrate any form of emotional abuse, discriminate against, show differential treatment, or favor particular people to the exclusion of others.

-         not have a child or adult at risk who are beneficiaries of the BFD, stay overnight at your home or other personal accommodation in which you are staying. 

-         Never use any computer or other electronic device to view, download, distribute or create indecent or inappropriate images of children or adults at risk.

5.4  Protection from Sexual Exploitation and Abuse Policy

The BFD adheres to the core Principles for Protection from Sexual Exploitation and Abuse which are mentioned in the BFD- PSEA Policy:

-       Sexual exploitation and abuse by BFD staff are acts of gross misconduct and are therefore grounds for termination of employment. Volunteers and consultants and interns will have their relationship with BFD terminated. Partners whose employees contravene our expectations must conduct appropriate investigations.  Failure to do so will result in funding being withdrawn and their relationship with BFD will be terminated. Contractors who contravene our expectations will have their contract ended.

-       Exchange of money, employment, goods, or services for sex, including sexual favors or other forms of humiliating, degrading, or exploitative behavior is prohibited. This includes any exchange with beneficiaries.

-       Any Sexual relationships between BFD staff and beneficiaries and members of the community including children (under 18 years) are prohibited. since they are based on inherently unequal power dynamics. Such relationships undermine the credibility and integrity of the BFD’s Humanitarian aid work. Where BFD employees and related personnel have concerns or suspicions regarding sexual abuse by a fellow worker, whether the individual works for BFD or for other organizations, partners, suppliers, or other related stakeholders, he or she must report such concerns through the means and tools available within the Organization.

-       BFD employees are obliged to create and maintain an environment that prevents sexual exploitation and abuse and promotes the implementation of this Policy and code of conduct. BFD Managers at all levels have particular responsibilities to support and develop systems that maintain this environment.

5.5  Environmental Safeguarding:

The BFD is committed to

-       The use of an environmental management system (EMS)[4]that ensures the maintenance of a set of basic environmental standards that systematically identifies and manages the significant environmental impacts of our various activities in line with the international standard ISO 14001:2015 By following the plan-do-check-act model.

-       All BFD employees and suppliers/implementing partners should comply with all legal requirements related to the environmental impacts of their business, and areas to be considered e.g. (waste management - packaging and paper - energy use - sustainability....etc.).

-       Inclusion of environmental impact assessments as a meaningful and standard component of BFD’s projects preparation process, and inclusion of environmental impact in the various assessments of projects.

-       ensure a continuum of efforts to manage risks and expand projects that create sustainable livelihoods through conservation and environmental regeneration.

-       In line with the principle of "do no harm", we will avoid, minimize and manage the damage that our activities may cause to the environment and climate while maintaining our ability to implement development projects and provide timely and principled humanitarian assistance. We will implement sound environmental policies and systematically assess the immediate and long-term environmental impact of all our work, including our projects,  procurement, logistics, and buildings.

6.  Our approach to safeguarding

           BFD commits to addressing safeguarding throughout its work, through the five pillars of Awareness/ training, Prevention, Reporting, Responding, and Investigating.

6.1 Prevention:

-       The BFD shall ensure that all staff, partners, suppliers, and contractors are aware of the risk of violence, abuse, exploitation, and neglect against children and adults and their responsibilities and obligations towards with whom we work, including how they are expected to interact with children and adults, and what to do in case any concerns about people’s safety are suspected, observed or reported.

-       Individuals are required to certify that they have read and understand this Policy.

-       Ensuring that BFD staff know where to access this policy and that it can be easily found on the BFD website or inclusion in induction and/or onboarding.

-       Actively promoting safeguarding and children’s rights to be protected, and ensuring that safeguarding is discussed with all grantees or potential grantees and that they agree to take their obligations seriously.

-       Provide training to all new BFD staff and in particular, that may come into contact with children and Vulnerable groups (children, youth, women, elderly, Refugees/IDPs, and Disabilities/Special Needs) in their role, during their induction process, and in any case, within two months of starting with BFD.

-       Provide annual refresher training to BFD staff that may come into contact with children and vulnerable groups in their role.

-       Conduct a risk assessment during a new project's design and planning phase. the safeguarding risk assessment process is implemented as part of the project risk analysis process in accordance with the Risk Management Policy and Procedure used in the BFD.

-       Conduct ongoing review and monitoring of the risks identified. The mitigation actions should be monitored to assess whether they are effective and to identify any new, or unexpected risks to children and adults at risk that arise during implementation.

-       Apply safeguarding recruitment and screening procedures for all staff to prevent access to children and adults at risk by those with a known history of causing harm.

-       Designating safeguarding focal point(s) to assume key responsibilities, such as the development of internal systems, training, and awareness-raising of personnel, and coordination with other relevant actors.

6.2 Reporting:

-   BFD staff, implementing partners, individual contractors, consultants, standby partners, volunteers, and interns are obliged to report immediately all Safeguarding incidents or concerns in accordance with the implemented reporting mechanisms of the BFD, see associated policies (Code of Conduct, Whistle-Blowing policy, accountability policy, Child Protection Policy, and PSEA policy) these mechanisms include:

·      Line Supervisor

·      Safeguarding Focal point

·      through the following link https://www.bfdyemen.org/ethics-center/ Or contact the following email:  ethics@bfdyemen.org

·      Complaints boxes in the implementation areas of the BFD activities.

·      Free hotline 8006565

·      or call the number: 775999151

·      HR department.

-   All information received will be reviewed so that an appropriate investigation may, if warranted, be conducted. All staff and partners are obligated to cooperate fully in the investigation process. Failure to cooperate will result in disciplinary action, up to and including termination of employment or contractual relationship with BFD.

-   BFD will ensure that safe, appropriate, and accessible, means of reporting safeguarding concerns are made available to staff, associated personnel, and the communities we work with.

6.3 Responding:

6.3.1 Assistance:

-       BFD is committed to providing assistance to a victim of Safeguarding allegedly perpetrated by their personnel by receiving immediate professional assistance as necessary, either by providing them with direct services or referring them to relevant service providers where consent is given.

-       Any allegation of Safeguarding is strictly confidential and classified information. Disclosure shall be restricted to a minimum number of persons, based on their need to know due to their responsibilities, as reporting, Investigation.

-       Retaliation against employees who report concerns in good faith regarding BFD’s operations is in direct violation of BFD’s policy. BFD also does not tolerate reports that are intentionally false or retaliatory in nature; staff that are found to provide intentionally false reports will be subject to disciplinary action, up to and including termination.

6.3.2 Investigation

-       If a concern or disclosure relates to a BFD Personnel, BFD will investigate reported allegations in a timely and professional manner. This includes the use of appropriate interviewing practices with complainants and witnesses, particularly with children. BFD will engage professional investigators or secure investigative expertise as appropriate. the person conducting the investigation will consult with the complainant/survivor and undertake an initial risk assessment to identify and implement immediate reasonable measures to protect and support the survivor. A survivor will be informed of the time it may take to institute an immediate measure and is entitled to periodic updates.

-       The CEO is responsible for ensuring that a fair and thorough investigation is conducted in a timely fashion and that appropriate actions are taken. and assign an appropriate person internally/externally to conduct the investigation.

-       Investigations are an internal administrative process. Investigations are carried out so that BFD can have the best information possible on which to base its decisions concerning employee conduct and the consequences thereof.

-       We might then alert the appropriate authorities if, following an investigation, we judge that:

•        A crime has taken place,

•        Confidentiality can be ensured

•        The victim is in agreement and

•        Those associated with the case will not be subject to further abuse, disrespect, or violence,

-       Reports of concerns and investigations will be kept confidential to the extent possible, consistent with the need to conduct an investigation and to notify third parties as required by laws or regulations.

7.  Roles and Responsibilities:

-         The Executive Director is responsible for supervising the implementation of the safeguarding policy in all programs and activities of the BFD, and facilitating and embedding a strong safeguarding culture including receiving safeguarding reports, forming investigation committees, and taking Procedures that enhance the safeguarding.

-         All BFD staff are responsible for reading, understanding, and complying with this policy, as well as completing any associated training.

-         Managers at all levels have a particular responsibility to model appropriate behavior, and support and develop systems that create and maintain an environment that prevents safeguarding violations.

-         All supervisors must make themselves available to hear their staff members’ concerns and respond appropriately. Supervisors are responsible to make sure that there is no retaliation against staff members who report misconduct.

-         HR is responsible for:

o   Ensuring that BFD workers are trained on this policy and other policies related to it, and are aware of their responsibilities in relation to these policies.

o   Working in collaboration with the BFD Compliance Unit, programs quality, and safeguarding focal point to monitor policy implementation and compliance within their office or program.

-       The safeguarding focal point responsible for ensuring that this Safeguarding policy is implemented and that it is effective and in line with recommended best practices. (see: BFD Terms of Reference (ToR) for safeguarding Focal Point for additional information)

[1] United Nations Secretary-General’s Bulletin in 2003 – ST/SGB/2003/13.

[2] OCHA Standard Operating Procedures on Sexual Misconduct: Protection from Sexual Exploitation and Abuse and Sexual Harassment, March 2021

[3] Minimum Standards for Child Protection in Humanitarian Action https://alliancecpha.org/sites/default/files/technical/attachments/cpms_2019_final_en.pdf

[4] The environmental management system https://www.iso.org/standard/60857.html