SH Policy

Introduction

GRLO recognizes that sexual harassment, sexual abuse, and exploitation are unacceptable and violate the dignity and rights of individuals. The purpose of this policy is to establish guidelines for preventing, addressing, and responding to incidents of sexual harassment, sexual abuse, and exploitation. This policy applies to all employees, volunteers, interns, contractors, and partners of the organization.

Definitions
(a) Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that constitutes a condition of employment, creates an intimidating, hostile, or offensive work environment, or interferes with an individual's professional or academic performance.

(b) Sexual Abuse: Any form of sexual exploitation of an individual, including but not limited to physical, sexual assault, rape, and other forms of sexual violence.
(c) Sexual Exploitation: Any act of abuse, including sexual, economic, or other types of exploitation of an individual caused by another individual's misuse of power and trust.

Prevention
(a) GRLO is committed to creating a safe, respectful, and healthy work environment free from harassment, abuse, and exploitation. This policy is communicated to all employees, volunteers, partners, and contractors; training and awareness-raising programs on sexual harassment, sexual abuse, and exploitation are implemented regularly.
(b) The organization will ensure that its Code of Conduct emphasizes appropriate behavior among those working within the organization, prohibiting any form of sexual harassment, sexual abuse, and exploitation.
(c) GRLO will ensure all employees, volunteers, partners, and contractors understand the reporting procedures for sexual harassment, sexual abuse, and exploitation.

Reporting Procedures
(a) GRLO encourages any person who has experienced, witnessed or been otherwise affected by sexual harassment, sexual abuse, or exploitation to report it immediately to authority.

(b) The organization will provide several options for reporting, including but not limited to confidential reporting lines, human resources, senior management, and whistleblowing services.

(c) The organization will ensure that all employees, volunteers, partners, and contractors are protected from retaliation for reporting sexual harassment, sexual abuse, or exploitation.

Responding to Incidents of Sexual Harassment, Sexual Abuse, and Exploitation
(a) GRLO takes all allegations of sexual harassment, sexual abuse, and exploitation seriously and will respond promptly.

(b) The organization will ensure that the affected individual is provided with appropriate medical care, counseling, and support services.

(c) GRLO will ensure that the accused party receives due process, protection from retaliation, and support services.

(d) The organization will conduct an investigation into the incident and take appropriate disciplinary measures in line with the organization’s policies and regulations, applicable law and regulations, and in accordance with the nature and severity of the offense.

(e) The organization will maintain confidential records of all incidents of sexual harassment, sexual abuse, and exploitation and their investigation.

Conclusion
The prevention, reporting, and response to sexual harassment, sexual abuse, and exploitation are the responsibility of GRLO. We are committed to creating and promoting a work environment that promotes dignity, respect, and safety for all our employees, volunteers, partners, and contractors. We take all reports of sexual harassment, sexual abuse, and exploitation seriously and will apply appropriate action as guided by this policy.