ALDIN Child Protection Policy
Association of Lawyers with Disabilities in Nigeria (ALDIN) has a zero-tolerance approach to child abuse, child exploitation, and policy non-compliance. ALDIN shall strive to protect children from abuse and exploitation in her operations. The Child Protection Policy has been approved by the Board of Management on 2nd day of July, 2020. The ALDIN Management board shall approve and review this policy every five years.
The Child Protection Policy applies to all our personnel. The policy also applies to members of any ALDIN governance bodies (Board of Management and Board of Trustees) as well as ALDIN staff or contractors, who have contact with or work with children.
Child abuse is all forms of physical or mental violence, injury or abuse, maltreatment or exploitation, including sexual abuse, against a child. A child for the purposes of this policy means a person under the age of 18 years.
Child exploitation and abuse can be one or more of the following: committing or coercing another person to commit an act or acts of abuse against a child; possessing, controlling, producing, distributing, obtaining, or transmitting child exploitation material; committing or coercing another person to commit an act or acts of grooming or online grooming.
ALDIN will strive to meet its commitment to safeguard all children through the following means:
Procedures for Reporting Concerns
Any suspected or detected abuse, as well as any exploitation and/or policy non-compliance should be reported within 24 hours to the ALDIN Vice-President or Legal Adviser. Reports should be sent to email@example.com.
Reports must focus on: nature of the concern and details of the incident as witnessed or as disclosed to you. The reporter should make notes at the time of the disclosure or incident, noting what the individual says happened using his or her own words and phrases or noting what was witnessed. DO NOT TAKE NOTES IN FRONT OF CHILD DISCLOSING INDECENCY.
The report can include details such as the following:
In cases of suspected or detected abuse, as well as any exploitation and/or policy non-compliance by individuals external to ALDIN, the ALDIN Vice-President or Legal Adviser will determine the best course of action. If allegations constitute a criminal offense in the jurisdiction where the matter arises, a referral to the police may be made.
In suspected cases of abuse by a representative of ALDIN, the concern will be investigated immediately by either the Vice-President or the Legal Adviser. Until the investigation is complete, ALDIN will follow disciplinary actions outlined in the ALDIN Constitution.
In all matters dealt with as part of this policy, it is essential to respect the need for confidentiality. In certain circumstances, any lack of confidentiality may have devastating effects for the lives of individuals involved and may also result in serious consequences for reporters.
Child Protection Code of Conduct
I, ___________________ [insert name], acknowledge that I have read and understand the ALDIN’s Child Protection Policy, and agree that in the course of my association with ALDIN, I must:
When photographing or filming a child or using children’s images for work related purposes, I must:
I understand that the onus is on me, as a person engaged by the ALDIN, to use common sense and avoid actions or behaviors that could be construed as child abuse and child exploitation when implementing our activities. I understand that any breach of this code of conduct will not be tolerated by the organization and will be cause for dismissal from my position.
ALDIN’s Policy on Preventing Sexual Exploitation, Abuse, and Harassment (PSEAH)
The Association of Lawyers with Disabilities in Nigeria (ALDIN) has a zero-tolerance approach to sexual exploitation, sexual abuse, and sexual harassment (SEAH), and to policy non-compliance. ALDIN joins the international nonprofit community in strongly supporting the core principles regarding the prevention of sexual exploitation and abuse, established in 2003 by the UN Secretary General.
It is our strong conviction that all people have the right to live their lives free from sexual violence. Therefore, we strive to protect everyone, within the operations of ALDIN, from abuse and exploitation.
The Policy on Preventing Sexual Exploitation, Abuse, and Harassment (PSEAH) (the “PSEAH Policy” or “Policy”) was approved by the Board of Management on the 18th of June, 2020. The ALDIN Board shall review, amend (as needed) and re-approve this policy every three years.
The PSEAH Policy, along with the ALDIN Child Protection Policy, applies to all our personnel members of Board of Management. Allegations of prohibited conduct can be made by any person irrespective of whether such persons have any contractual status with ALDIN.
All allegations of sexual misconduct will be investigated and acted upon fairly and in accordance with ALDIN’s policies and processes.
Principles for investigation and action
We will abide by the following principles in reviewing SEAH allegations:
Steps towards commitment
To fulfill our commitment, ALDIN has taken or will take the following internal steps:
To fulfill this commitment, ALDIN has also taken or will also take the following steps vis-à-vis downstream partners:
Internal Complaint Mechanisms
ALDIN personnel who believe they are victims of prohibited conduct may seek resolution through an informal or formal process, as explained below. The processes described in this Policy are neither mandatory nor listed in priority order. An unsuccessful attempt to resolve the matter informally does not preclude it from being formally reported.
The mere expression of disagreement, admonishment, criticism or similar expressions regarding work performance, conduct, or related issues within a supervisory relationship shall not normally be considered harassment, discrimination, or abuse of authority within the meaning of this Policy.
Internal Informal Complaint Mechanism
Approaching the alleged offender: Affected individuals may, on a voluntary basis, if they feel comfortable doing so, approach the alleged offender directly and request that the alleged behavior cease.
Managerial intervention: Affected individuals may raise the issue with their supervisor if the situation allows and they feel comfortable doing so. Managers should provide advice, Human Resources assistance and/or information in a timely, sensitive and impartial manner regarding the availability of confidential advice, assistance, or other options available under this Policy, and report the internal complaint to either the Vice-President and/or the President.
Internal Formal Complaint Mechanism
ALDIN personnel may file a formal complaint of prohibited conduct. Formal complaints may be made anonymously. Reports should be submitted to a combination of the ALDIN Vice-President, President, and Board of Management. There is no deadline for filing a formal complaint, though we urge all reports to be made within 24 hours of becoming aware of them. Reports by an identified complainant as early as possible after the alleged incident(s) of prohibited conduct are strongly encouraged, as anonymity and the passage of time may result in challenges to effective investigation and resolution.
Reporting Procedures for Partners and Other External Actors
Reports of complaints from staff or member partners or other external actors must focus on: the nature of the concern and details of the incident as witnessed or as disclosed to them. Reports of abuse or exploitation of individuals must follow ALDIN’s Child Protection Policy. The reporter should make notes at the time of the disclosure or incident, noting what the individual says happened using his or her own words and phrases or noting what was witnessed.
The report can include details such as the following:
In all matters dealt with as part of this Policy, it is essential to respect the need for confidentiality to ensure the safety and wellbeing of victims/survivors of sexual misconduct and others who report sexual misconduct. This may include not being able to respond to the complainant beyond acknowledgement of receipt. In certain circumstances, the failure to maintain confidentiality may have devastating effects on the lives of victims or survivors of sexual misconduct and may also result in serious consequences for those who report sexual misconduct.
Policy on Preventing Sexual Exploitation, Abuse, and Harassment (PSEAH) Code of Conduct
All personnel who are employed or engaged as independent contractors by ALDIN will be required to sign the Policy on Preventing Sexual Exploitation, Abuse, and Harassment (PSEAH) Code of Conduct set forth below (“Code of Conduct”). Any such personnel who breach the Code of Conduct will be subject to disciplinary action including termination.
I, ___________________ [insert name], acknowledge that I have read and understand the ALDIN’s Policy on Preventing Sexual Exploitation, Abuse, and Harassment (PSEAH), and agree that in the course of my association with ALDIN, I must:
I understand that the onus is on me, as a person engaged by the ALDIN, to use common sense and avoid actions or behaviors that could be construed as sexual misconduct when implementing ALDIN’s activities. I understand that any breach of this Code of Conduct will not be tolerated by the organization and will be cause for disciplinary action including dismissal from my position.
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