GRAUS’s Safeguarding Policy ensures the protection of children and vulnerable adults from abuse, exploitation, and harm across all its operations. It applies to staff, partners, and associates, promoting a safe, inclusive environment. The policy includes preventive measures, mandatory training, designated safeguarding officers, clear reporting procedures, and survivor support. GRAUS commits to zero tolerance for abuse and regularly reviews its practices to uphold dignity and rights for all.
The Safeguarding Policy of GRAUS (Gram Unnayon Sangathon), adopted in October 2019, represents the organization’s firm commitment to protecting children and vulnerable adults from abuse, exploitation, and harm in all its operations. This policy stems from GRAUS’s core values, which emphasize the right of every individual to live in safety, free from discrimination, harassment, and abuse, regardless of age, gender, disability, ethnicity, or socio-economic background. It applies comprehensively to all staff, including permanent and temporary employees, consultants, board members, contractors, vendors, and personnel of partner organizations, reinforcing a zero-tolerance approach to any form of misconduct.
Learn how GRAUS’s Safeguarding Policy protects children and vulnerable adults through zero-tolerance measures, staff training, clear reporting procedures, and a strong commitment to safety, dignity, and inclusion in all operations.
The policy outlines a strategic and systematic framework to ensure a safe and inclusive working and programmatic environment. It defines key safeguarding concepts such as bullying, sexual harassment, sexual exploitation, abuse, and what constitutes a vulnerable adult or a child. A child is identified as anyone under the age of 18, while vulnerable adults include individuals with disabilities, the elderly, and others at heightened risk due to social or physical circumstances. GRAUS places particular emphasis on safeguarding both children and adults by taking proactive measures to prevent harm and responding decisively and compassionately when harm does occur.
Recruitment processes within GRAUS reflect the organization’s safeguarding priorities. Candidates are screened through reference checks, and their understanding of safeguarding responsibilities relevant to their roles is assessed during the hiring process. All staff, upon joining, are required to familiarize themselves with the safeguarding policy and adhere strictly to its provisions. Regular training sessions are conducted to ensure staff remain informed and capable of recognizing and addressing safeguarding issues.
To ensure the policy is actively implemented, GRAUS designates a Safeguarding Officer or Focal Person, responsible for overseeing all safeguarding-related matters. This includes training delivery, awareness-raising, responding to incidents, maintaining confidential records, and ensuring consistent application of the policy across the organization and partner entities. Partner organizations are also required to appoint similar officers and adopt safeguarding measures in alignment with GRAUS’s standards.
The policy prohibits any behavior that would exploit or harm children and vulnerable adults. Staff and associated personnel are explicitly forbidden from engaging in sexual activities with minors, exploiting power imbalances for sexual gain, or participating in any form of abuse or neglect. Moreover, relationships with beneficiaries involving a sexual or exploitative element are also strictly prohibited due to the inherent inequality of power dynamics.
Reporting mechanisms are a critical part of the policy. Staff are encouraged and required to report any suspicions or incidents of abuse, whether witnessed directly or heard through informal channels. Reports are to be documented clearly and passed on to the Safeguarding Officer within 24 hours. The Officer, in consultation with senior management, takes steps to investigate and address the concern, ensuring confidentiality throughout the process. Where necessary, the organization may take disciplinary action, terminate employment or partnership, and, in cases involving criminal activity, refer the matter to relevant authorities—unless such referral could pose additional risk to those involved.
GRAUS is also committed to supporting survivors of abuse through appropriate assistance, risk assessment, and mitigation planning. The policy recognizes the complexity and sensitivity of safeguarding issues and emphasizes a survivor-centered, confidential, and respectful approach throughout case management.
Finally, the policy underscores GRAUS’s commitment to continuous learning and improvement. It mandates bi-annual reviews of safeguarding practices and policies, with earlier revisions as needed in response to legislative changes or major incidents. Through this policy, GRAUS not only complies with donor and legal expectations but also upholds its moral duty to ensure the dignity, safety, and well-being of all individuals connected to its work.
About GRAUS
GRAUS (Gram Unnayon Sangathon), founded in 1998, envisions a society free from discrimination, hunger, and poverty. Dedicated to empowering marginalized communities, GRAUS fosters resilience and inclusivity through active participation in sustainable development. Registered with Bangladesh’s Ministry of Social Welfare and the Bureau of NGO Affairs, GRAUS is a proud member of IUCN and IIFB, reflecting its commitment to biodiversity conservation and climate solution.
Developed by Aung Chano Marma, Advisor, GRAUS Contact: 01620827555
