PSEA — protection against sexual exploitation and abuse — is the term used across the humanitarian sector. We add sexual harassment, sometimes covered by the acronym PSEAH, because it falls under the same policy and the same mechanism.
1. Where we stand
We apply zero tolerance to any form of sexual exploitation, abuse or harassment committed by anyone acting in our name.
Zero tolerance does not mean claiming this cannot happen here. It means that when something is reported, it is received, examined and acted upon — whatever the position of the person implicated, whatever the consequences for the organisation, and whatever the reputational cost.
An organisation that never records a single report is not an organisation without incidents. More often, it is an organisation where no one dares to speak.
2. Scope
This policy applies to anyone acting in the name of or on behalf of the AWAKEN DESTINY foundation or the AWAKEN DESTINY association: board members, members, employees, volunteers, interns, consultants, contractors, implementing partners and their own personnel, and anyone taking part in a mission or visiting a site.
It covers conduct occurring during activities, and also conduct occurring outside them where it calls into question a person's fitness to work with vulnerable populations.
3. Definitions
Sexual exploitation — any actual or attempted abuse of a position of vulnerability, differential power or trust for sexual purposes, including profiting monetarily, socially or politically from the sexual exploitation of another.
Sexual abuse — the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
Sexual harassment — any unwanted conduct of a sexual nature that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. It concerns primarily working relationships, between colleagues or within a reporting line.
Survivor — the person who experienced the conduct. We prefer this term to "victim", without imposing it on anyone who does not identify with it.
Beneficiary — anyone who receives, requests or might receive assistance, training, employment or a service from us, and members of their family.
4. The six core principles
These principles are the humanitarian sector's own. We adopt them without reservation.
First. Sexual exploitation and abuse by those delivering assistance constitute serious misconduct and are grounds for immediate termination of the collaboration.
Second. Sexual activity with any person under eighteen is prohibited, regardless of the local age of majority or consent. Mistaken belief as to the person's age is not a defence. The child's consent is irrelevant.
Third. Exchange of money, employment, goods, services or assistance for sexual favours is prohibited, including where the assistance in question was due in any event. All forms of humiliating, degrading or exploitative behaviour are equally prohibited. This expressly includes the use of prostitution.
Fourth. Sexual relationships between those delivering assistance and beneficiaries are strongly discouraged: they rest on an inherently unequal power dynamic and undermine the credibility of the work. Such a relationship is prohibited where it involves the improper use of rank, function or position.
Fifth. Anyone who develops a concern or suspicion regarding exploitation or abuse by a colleague, whether or not within the same organisation, must report it through the established channels. Doubt does not excuse you from reporting — doubt is the reason to report.
Sixth. Everyone contributes to creating and maintaining an environment that prevents sexual exploitation and abuse. Managers at every level carry a particular responsibility: they must put in place and support the systems that make such an environment possible.
5. Express prohibitions
In addition to the principles above, anyone covered by this policy is expressly prohibited from:
- soliciting or accepting sexual favours in exchange for inclusion on a beneficiary list, the award of a food parcel, a place on a training course, a job, housing or access to a service;
- making remarks, or sending messages, images or content of a sexual nature that are unsolicited, including by private message or social media;
- commenting on a person's body, dress or intimate life in a way likely to make them uncomfortable;
- exerting pressure, blackmail or persistence after a refusal;
- using the organisation's premises, vehicles, equipment or communication tools for sexual purposes;
- using prostitution during a mission or a work-related trip;
- concealing, downplaying or delaying the reporting of facts that come to their knowledge;
- retaliating against a person who has made a report.
6. A survivor-centred approach
Every decision taken after a report is guided by four requirements.
Safety. The physical and psychological safety of the survivor and those close to them takes precedence over all other considerations, including the conduct of an investigation.
Consent. Nothing is undertaken without their informed agreement, save where the law imperatively requires it or where there is imminent danger to themselves or a third party. They are told what we can and cannot guarantee before they decide.
Confidentiality. Their identity and account are shared only with those strictly necessary to handle the case, and never with their community, family or colleagues.
Non-discrimination. Handling is identical regardless of the survivor's sex, age, nationality, sexual orientation, disability, religion or status — and regardless of the position of the person implicated.
We systematically offer referral to medical, psychosocial and legal support where the person wishes it, and we never make that referral conditional on opening an internal procedure.
7. Reporting
7.1 Channels
Safeguarding focal point: Élise EBOKOLO (foundation headquarters, Belgium) — [email protected] — +32 478 13 02 11 or via the online form at https://awakendestiny.org/en/report
Anonymous reporting: the same form includes an anonymity option.
A report may be made orally, in writing, by message or in person. It may be anonymous. It requires no proof, no certainty and no particular form. It may be made by the survivor, a witness, a community member or a third party.
7.2 Who must report
Everyone. Reporting is an obligation for staff, volunteers and contractors. It is a right for beneficiaries, community members and any outside person.
7.3 Timeframes
| Situation | Timeframe |
|---|---|
| Person in immediate danger | Immediately — safety first, then report within the hour |
| Allegation involving a minor | Within 24 hours |
| Allegation of sexual exploitation or abuse | Within 24 hours |
| Allegation of sexual harassment | Within 48 hours |
| Suspicion or concern without a formal allegation | Within 48 hours |
The focal point informs the other entity's focal point within the same timeframes, in an anonymised form protecting the survivor's identity.
7.4 Protection against retaliation
Anyone who reports in good faith, gives evidence or cooperates with a review is protected against any form of retaliation: sanction, dismissal, non-renewal, transfer, sidelining, withdrawal of assistance, pressure or disparagement.
An act of retaliation constitutes serious misconduct, sanctioned in its own right, irrespective of the outcome of the original report.
This protection applies even if the reported facts are ultimately not established, provided the report was sincere. Conversely, a deliberately false report made with intent to harm is itself misconduct.
8. Handling a report
Receipt. The focal point acknowledges receipt within five working days where the reporter is identifiable, records the report in a confidential access-restricted register, and discusses it with no one other than the designated persons.
Precautionary measures. The person implicated is removed from all contact with the survivor and, where appropriate, from all activity involving beneficiaries. This is precautionary: it does not prejudge the facts and is not a sanction.
Review. An impartial review is conducted by someone with no connection to the facts, whether hierarchical or personal. Where no internal person meets that condition — a realistic scenario in a small organisation — an external reviewer is engaged. The person implicated is heard and informed of what is alleged.
Decision. It is reasoned and notified in writing. Outcomes range from a formal warning to dismissal for serious misconduct or immediate termination of a partnership, without prejudice to legal proceedings.
Authorities. Facts capable of constituting a criminal offence fall under the law of the place where they occurred. In Cameroon, the Penal Code punishes rape, indecent assault on a minor and sexual harassment, among others. In Belgium, article 458bis of the Penal Code allows professional secrecy to be lifted to protect a minor or a vulnerable person. The decision to notify the authorities takes account of the survivor's wishes and safety, except where a legal obligation applies or a minor is at risk.
Follow-up. The survivor is kept informed of progress so far as their safety and confidentiality allow.
9. Specific responsibilities of managers
Anyone exercising authority — president, local representative, secretary general, project coordinator, team leader — is additionally accountable for:
- effective dissemination of this policy to those they supervise;
- verifying that each of them has signed the Code of Conduct;
- putting in place working and distribution arrangements that reduce opportunities for abuse;
- passing any report received to the focal point immediately, without filtering it or first assessing its plausibility;
- ensuring no pressure is placed on anyone who has reported.
A manager who knew of facts and failed to pass them on commits a separate act of misconduct, sanctioned as such.
10. Prevention
Recruitment. Identity verification, references from the most recent employer in the sector including an explicit question about any exploitation or abuse concerns, a criminal record extract where the law permits, a written declaration by the candidate, and signature of the Code of Conduct before taking up duties.
Training. An induction session on arrival, then an annual refresher, covering the six principles, the reporting channels and how to respond to a disclosure.
Community information. Beneficiaries are told, in a language and format they understand, that assistance is free, that nothing may ever be demanded in return, and that a reporting channel is available to them. This information is displayed at activity sites.
Programme design. Distributions, registrations and beneficiary selection are carried out by at least two people, in visible locations, against written criteria. No allocation decision rests with a single person.
Risk analysis. Each annual action plan includes an analysis of the exploitation and abuse risks specific to the planned activities, and the mitigation measures adopted.
11. Partners and contractors
Every agreement includes the obligation to apply this policy or an equivalent one, to report any incident to the focal point within the timeframes in section 7.3, to cooperate with any review, and to pass these obligations on to their own subcontractors. Serious breach permits immediate suspension or termination.
12. Confidentiality and data
Information relating to a report is sensitive data. It is stored on an encrypted medium with named, restricted access, separately from personnel files. It is not copied, not transmitted by personal messaging, and not raised in general meetings.
Processing complies with Regulation (EU) 2016/679 and applicable Cameroonian legislation. Retention is limited to what is necessary to handle the case and prevent recurrence.
13. Governance
Focal point. Each entity designates a safeguarding focal point, separate from the operational reporting line, trained and identifiable. Their contact details are displayed at activity sites and published on the website.
Register. A confidential register records reports, their handling and their outcome.
Accountability. An anonymised statistical summary — number of reports, nature, handling times, outcomes — is presented to the steering committee each quarter and included in the annual report.
Review. The policy is reviewed at least annually and after any serious incident.
Policy adopted by the board on 31/07/2026. Version 1.0. Contact: [email protected].