What is Safeguarding?

There is an inherent power differential between an organization and the people within the communities where it operates. The unequal power dynamic heightens the risk for abuse of power, influence, and trust, which can manifest through myriad types of harm. Safeguarding cannot eliminate risk but establishing robust approaches to recruitment, onboarding, employee relations, community engagement and other mitigation strategies can reduce the likelihood of harm.

Safeguarding focuses on the well-being and safety of a person, group of persons, and/or a community. It is a verb and requires doing. Safeguarding is a collection of ongoing actions and an evolution of practice. It cannot exist in isolation, nor is it a singular event. Its aim is to prevent any form harm - abuse, discrimination, exploitation, harassment, bullying - that can arise during an organization's operational or programming activities. And that harm may be directed at the organization's employees, people it serves - children and adults, and members of the broader community where it operates.

Safeguarding involves an evolution of practice, cultural humility, and power-sharing. While policies are important, safeguarding is a reflection of culture. This, in turn, can make it more challenging for organizations. It demands integrity and accountability. It involves continuous learning.

Abuses of power can happen in any organization - non-profit, for-profit, religious or secular, child- or adult-serving. Safeguarding requires that organizations support their workforce to understand their responsibilities to deliver on the commitment to protect children, adults, community members, and colleagues from harms. It also obligates organizations to engage communities as partners in preventing and responding to harms that may arise during the course of an organization's presence.

An organization’s commitment to zero tolerance for inaction means that reporting channels will be accessible to children, adults, community members, and staff to raise concerns. And all credible concerns will be treated seriously and with swift and proportionate action.  

Organizational accountability to Complainants (e.g., affected persons or victims/survivors), whether children and adults, means that processes are person-centered, trauma-informed, and the needs and wishes of Complainants are considered when decisions are made and Aftercare is delivered. 

Throughout the safeguarding cycle, organizations must work in partnership with children, adults, and its own staff & representatives to empower them to exercise their right to be protected from harm and foster healthy reporting cultures.