The purpose of this policy is to protect people, particularly children and at risk adults, from any harm that may be caused due to their coming into contact with Earthwatch. This includes harm arising from:
This policy covers child and adult safeguarding. It applies to:
The policy lays out our commitments, and informs employees and associated personnel of their responsibilities in relation to safeguarding.
This policy does not cover:
In the UK, safeguarding means protecting peoples' health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect.
In the Earthwatch context we understand it to mean protecting people, including children and at risk adults, from harm that arises from coming into contact with our employees, events, projects, and work run directly by Earthwatch.
Earthwatch believes that everyone we come into contact with, regardless of age, gender identity, disability, sexual orientation or ethnic origin has the right to be protected from all forms of harm, abuse, neglect and exploitation. We will not tolerate abuse or exploitation perpetrated by employees or associated personnel.
We commit to addressing safeguarding throughout our work, through the three pillars of prevention, reporting and response.
Earthwatch employees and associated personnel must not:
Earthwatch employees and associated personnel must not:
Additionally, Earthwatch employees and associated personnel are obliged to:
We will ensure that appropriate and accessible means of reporting safeguarding concerns are made available to employees, associated personnel, collaborative/delivery partners, and the individuals we come into contact with as a result of our work.
Anyone working on behalf of our organisation reporting concerns or complaints through formal whistleblowing channels will be protected by our Whistleblowing Policy.
We will also accept complaints or reports from external sources such as members of the public, partners and official bodies.
Employees, associated personnel and collaborative/delivery partners who have a complaint or concern relating to safeguarding should report it immediately to their line manager, HR or Earthwatch’s Finance and Operations Director. If the person making the report does not feel comfortable reporting to their line manager, HR or Finance and Operations Director (for example if they feel that the report will not be taken seriously, or if that person is implicated in the concern) they may report to any other appropriate employee. For example, this could be the Senior Programme Manager, Chief Executive or a Trustee.
All subjects of complaint will be treated with respect and all allegations will be treated confidentially and with regard to due process.
3.1 The person receiving the report should then document as much as possible of the following information:
If the alleged incident involves a child under the age of 18, the Finance and Operations Director (or person deputising for them) must be notified straight away and the matter will be immediately referred to external authorities.
3.2 If it does not involve a child, at the earliest opportunity (within maximum 24 hours), it must be referred to the Finance and Operations Director (or a person deputising for either of them).
3.3 As soon as practicable, HR or the Director or Finance and Operations Director should convene a Decision Making Panel for handling the matter. This must include a Trustee and another member of the Executive Team, and none of the Panel can be implicated in the case in any way or have a conflict of interest. The Panel will seek specialist external advice from a professional support agency if required for specific questions, or they may invite an external expert adviser to join the Panel.
3.4 The Decision-Making Panel decide on next steps and determine whether it is possible to take the report forward. They should address the following questions:
3.5 If there is insufficient information to follow up the report, and no way to ascertain this information (for example if the person making the report did not leave contact details), the report should be filed (for as long as it is relevant) in case it can be of use in the future, and Earthwatch will look at any wider lesson learning.
3.6 If the decision is made to take the report forward, follow up may involve a formal investigation. If so, the Panel will take specialist advice regarding the terms of reference and engage an external investigator to carry out the investigation. For other steps, reference should be made to any expert external advice sourced.
3.7 The Panel will decide on what, how and with whom information will be shared relating to the case.
Confidentiality should be maintained at all times, and information shared on a need-to-know basis only. The Panel will clarify which information needs to be shared with which stakeholder – information needs may be different. The person who initially raised the concern will normally be considered as a stakeholder and should be updated (if their contact details are available) as appropriate to the circumstances.
3.8 Earthwatch will apply appropriate disciplinary measures to employees found in breach of this policy. Nonemployees may have their relationship with Earthwatch terminated.
Code of Conduct [when implemented]
Equal Opportunities and Dignity at Work Policy
Health and Safety Policy
Data Protection Policy
Training and Induction Minimum Standards
Field Manual (Updated Version in particular attention to Child Protection 7.1 Section)
A person below the age of 18
Psychological, physical and any other infringement of an individual’s rights
Emotional or psychological abuse, including (but not limited to) humiliating and degrading treatment such as bad name calling, constant criticism, belittling, persistent shaming, solitary confinement and isolation
Safeguarding means taking all reasonable steps to prevent harm, particularly sexual exploitation, abuse and harassment from occurring; to protect people, especially vulnerable adults and children, from that harm; and to respond appropriately when harm does occur.
Safeguarding applies consistently and without exception across our projects, employees and associated personnel. It requires proactively identifying, preventing and guarding against all risks of harm, exploitation and abuse and having mature, accountable and transparent systems for response, reporting and learning when risks materialise. Those systems must be survivor-centred and also protect those accused until proven guilty.
The term ‘sexual abuse’ means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
The term ‘sexual exploitation’ means 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. This definition incudes human trafficking and modern slavery.
The person who has been abused or exploited. The term ‘survivor’ is often used in preference to ‘victim’ as it implies strength, resilience and the capacity to survive, however it is the individual’s choice how they wish to identify themselves.
Sometimes also referred to as vulnerable adult. A person who is or may be in need of care by reason of mental or other disability, age or illness; or who is or may be unable to take care of him or herself, or unable to protect him or herself against significant harm or exploitation.