The training was held to build the capacity of the members of staff of HDI and the Board of Trustees on the Child Protection Policy and Prevention of Sexual Exploitation, Abuse and Harassment Policy as part of the United for Inclusive Education project.
The training began at 10am with the opening prayer given by Mr. Johnson Ibidapo. The training convener, Mr. Samuel Ajayi, gave the opening remarks. He also greeted and introduced other virtual trainers such as the member of the Board of Trustees, Prof. Omololu Soyombo, Dr. Oluyinka Esan, Mr. Segun Alade, the trainer for the day, Dr. Olayinka Akanle.
The training on the Child Protection policy gave insight to members of staff on the dos and don’ts when it comes to child protection and the prevention of sexual exploitation, abuse and harassment. Most world-class NGOs and organizations have enforced policies similar to the CPP and PSEAH in their organizations.
Dr. Yinka Akanle, the trainer spoke on the rationale behind the CPP, the background of the policy and an understanding of the policy. Members of staff asked questions on the policy such as what truly constitutes child exploitation; if engaging one’s child in trade acquisition is considered child exploitation or labour and what should be done when a child offender is employed in HDI.
The next day, training was held on the Prevention of Sexual Exploitation, Abuse and Harassment policy. The policy ensures that all staff and executives are respected and that employees within and contributors without are conscious of its zero tolerance for sexual exploitation, abuse and harassment. The policy must guide interaction of HDI with vendors, beneficiaries, clients and suppliers. It is the duty of all members of staff and executives to create a non-toxic environment free from sexual exploitation, abuse and harassment. Safeguarding is the baseline of the Prevention of Sexual Exploitation, Abuse and Harassment policy.
Members of staff raised questions on the policy such as if indecent dressing should be considered as sexual misconduct; how acceptable it is to cite reported cases of abuse even if the names of the actors are changed; what should be done in a case of inter-partner or organization sexual harassment; what should be done when an employee observes a case of abuse and the abused is not willing to report the case and what would be done in a case where the head of the organization is the abuser and if it is possible for two employees to love each other genuinely and get married.
The training ended at 1 pm with members filled with the knowledge of the policies for years