PSHEA Frequently Asked Questions (FAQs)

1. What is PSHEA?

PSHEA is the Prevention of Sexual Harassment, Exploitation, and Abuse. As an

organization we have a responsibility to safeguard our staff, program participants and
other stakeholders and protect them from harm. PSHEA is part of our Safeguarding
mandate which also includes Child Protection and protecting vulnerable adults.

2. Who is responsible for PSHEA?

PSHEA is an organizational commitment but is the responsibility of everyone. If you

witness/see, hear about, or suspect inappropriate behavior, you are required to report it as soon
as possible. We have a zero-tolerance approach towards sexual harassment, exploitation, and
abuse and take all reports seriously. Each CO has a PSHEA Focal Point that can assist with
reporting or general questions about PSHEA. Once a report is made, a trained PSHEA
investigator will carry out any investigation.

3. How do I support PSHEA?

PSHEA is an organizational commitment that starts with you. CARE is not immune to sexual
harassment, exploitation and abuse. In all sectors and workplaces, it is an uncomfortable
reality that some p5eople take advantage of their positions of power and exploit others.

You must stay vigilant and aware of what’s going on around you. If you witness/see, hear
about, or suspect sexual harassment, exploitation, or abuse, say something. Make a report
and encourage others to report. Reporting is what will protect and prevent the people we
serve, our staff and our partners from being harmed. Our zero-tolerance approach ensures
that all reports are taken seriously. Turning our commitment to PSHEA into action and into a
safer reality for our program participants and your fellow colleagues starts with you.

4. Does PSHEA apply to my personal life (outside of CARE)?

When you work for/with CARE, you accept personal responsibility for upholding our values,
complying with our policies, and sharing accountability to strengthen our organizational
commitment to prevent sexual harassment, exploitation, and abuse (PSHEA). This applies in
all aspects of an employee and related personnel’s life, not just during working hours or
work-related trips. For example, the Safeguarding Policy on PSHEA reads:

"As a CARE Employee or Related Personnel, I will not exchange money,

employment, goods, or services for sex, including sexual favours or other forms of
humiliating, degrading or exploitative behaviour. I understand this means I must not
buy sex from anyone at any time, or exchange assistance that is due to programme
participants / beneficiaries for sex." (Annex 1)

This means that employees and related personnel found engaging the services of sex
workers are subject to disciplinary action. Hiring sex workers directly opposes the work we do
and is not in line with our values. We serve and protect vulnerable populations, who may use
sex work as a way of surviving and supporting themselves and their families. These people
are not engaging in sex work through choice, but because of their desperate circumstances.
Working for CARE is a choice, but upholding values, complying with policies, and preventing
sexual harassment, exploitation, and abuse is not.

5. What does sexual harassment, exploitation, or abuse look like?

Sexual harassment, exploitation, and abuse can take many forms and looks different
across cultures. There is no one behavior to define sexual harassment, exploitation, and
abuse. However, we can define them individually:

 Sexual Harassment is any unwelcome sexual advance, comment, expressed or implied

sexual demand, touch, joke, gesture, or any other communication or conduct of a sexual
nature, whether verbal, written or visual, by any person to another individual. This includes
sexual harassment that is directed at members of the same or opposite sex and includes
harassment based on sexual orientation.
o An example is a colleague brushing past you and repeatedly making contact with
your body, even when there is space to get past you with no contact. This behavior
makes you uncomfortable and is unwelcome.
 Sexual Exploitation is any actual or attempted abuse of a position of vulnerability,
differential power or trust for sexual purposes. This includes an exchange of some kind,
such as profiting monetarily, socially or politically from the sexual act. This could also be
referred to as “quid pro quo.”
o An example is a Program Manager not providing food aid to a program participant
unless he/she engages in a sexual act.
 Sexual Abuse is any actual or threatened physical intrusion of a sexual nature,
whether by force or under unequal or coercive conditions.
o An example is a CARE staff member spending time socially with a colleague
after work and then forcing himself on his colleague sexually without her consent.

6. What can I do if I am being sexually harassed?

It’s strongly encouraged that you report it to the CARELine (care.ethicspoint.com). If you feel
uncomfortable or unsafe using your name and email, you can report anonymously through the
CARELine. You can also speak directly to a manager, HR, or PSHEA Focal Point for help.

7. Is sexual harassment, exploitation, and abuse only men harassing women?

No, sexual harassment, exploitation, and abuse can happen between two people of the
same sex or different sex. Although evidence suggests that men are more likely to be
perpetrators, women can also be perpetrators.

8. How do I know when/what to report?

Report anytime you witness/see, hear about, or suspect something that could be sexual
harassment, exploitation, or abuse. The sooner you report your suspicions, the sooner it will be
addressed, and appropriate action will be taken to protect and prevent the people we serve
and our staff from experiencing sexual harassment, exploitation, or abuse.

Remember that when you report, you don’t need to have all of the details. If you witnessed an
uncomfortable interaction between two people in the kitchen, report it. If you heard a rumor
about a senior leader meeting with a program participant at an unusual time, report it. It is
okay to rely on your “gut” or “instincts.” It is not important for you to have all the facts, but it is
important that you report your suspicions.

9. Will I experience retaliation against me for reporting sexual harassment, exploitation,

and abuse?

US Federal law prohibits CARE from retaliating against employees who report sexual
harassment, exploitation, and abuse. As an employee, you are also protected from
retaliation as stated in the Safeguarding Policy PSHEA.

10. If I make a report, I’m worried everyone at work will know. What can I do?

Reports made on the CARELine (care.ethicspoint.com) are sent directly to the Legal
department based in Atlanta, Georgia, USA. and are seen by a small number of people, whose
job is to maintain the confidentiality of these reports. Reports are not shared with your
department or manager. If you feel uncomfortable or unsafe using your name and email, you
can report anonymously through the CARELine. Investigations are conducted by trained
PSHEA investigators who follow a strict, but sensitive process to identify the facts. All efforts to
run a discreet and confidential investigation are made. This includes the confidentiality of the
subject of complaint (SOC). Investigations are respectful to the person who made the report,
the survivor(s), and the witness(es). Our survivor-centered approach is present throughout the
process, from reporting to taking the appropriate management action.

11. How does CARE keep the survivor (a program participant or staff) of sexual
harassment, exploitation, or abuse safe after making a report?

After a report is made, a risk assessment is conducted. The safety and security issues
identified inform the next step in the investigation. For example, if a situation is identified as
high-risk, the reporter and survivor(s) may be moved to a different location, or the subject of
complaint (SOC) may be moved or suspended. Safety and security of the reporter and
survivor(s) is the first consideration taken into account.

Safety and security risks look different across cultures. We take all risks into account, including
tradition and cultural practices. For example, in places where witchcraft is practiced, staying
silent on an issue may be interpreted as an indication of witchcraft. We take all risks seriously
and take reasonable steps to keep the reporter and survivor(s) safe.

12. What if I experience sexual harassment, exploitation, or abuse at the

hands of a CARE Partner or external stakeholder’s staff?

All CARE partners and external stakeholders must comply with CARE’s policy on
PSHEA (Safeguarding Policy PSHEA). CARE cannot take action (investigative or
disciplinary) against partners and external stakeholders’ staff. However, where
allegations of sexual harassment, exploitation, or abuse are raised, CARE requires the
partner to take action. CARE may support the employing partner or external stakeholder
if needed.

To make a report involving a partner or external stakeholder, use the CARELine

(care.ethicspoint.com). The Safeguarding & PSHEA Team will ensure that appropriate
action is taken. If a program participant is the subject of complainant (SOC), we will work
with community leaders on any next steps.

13. If I make a report (file an allegation) will the subject of compliant (SOC) be
terminated?

Reporting sexual harassment, exploitation, or abuse does not mean that that subject of
compliant (SOC) will automatically be terminated. Zero-tolerance means all reports are taken
seriously. Making a report initiates a fact-finding inquiry, which can lead to an investigation,
which is the process used to determine whether the reported allegation is factual or true. The
results of the investigation will determine whether CARE policy was violated. The appropriate
action determined is based on these results.

14. Is physical abuse mentioned in our policy on PSHEA

(Safeguarding Policy PSHEA) even if it is non-sexual?

Physical abuse is mentioned in our policy as it pertains to Child Protection (CP). Physical
abuse can be any kind of hitting, shaking, burning, pinching, biting, choking, throwing,
beating, and other actions that cause physical injury, leave marks or cause pain. Physical
abuse of adults is mentioned specifically in the following CARE USA’s Policy Against
Harassment. Physical abuse is a crime and is unacceptable no matter the circumstances.
Physical abuse should be reported on the CARE Line (care.ethicspoint.com).

15. Is sexual harassment, exploitation, and abuse ever a criminal matter?

The perpetrator’s actions may be a crime, depending on the state and country laws. The
perpetrators may face criminal penalties. If it is found that the perpetrator violated any state or
country laws in the investigation, a risk assessment will be carried out and a decision will be
taken as to whether the perpetrator will be reported to the authorities. In the case of children
(anyone under 18 years of age), perpetrators will be reported to the authorities.

16. Can I date someone from work? Is it sexual harassment, exploitation, and abuse if I
ask a colleague for a date?

CARE's policy doesn't forbid romantic relationships between colleagues. Employees who are
not in a reporting relationship or on the same project team may pose no conflict of interest.
However, if both employees report to the same manager, or where there are any dependencies
in their working relationship (e.g. one person raises purchase orders and the other approves
them) one partner may need to transfer from the unit or division. In cases where there is a
reporting relationship or power imbalance, additional attention will be needed. More detail on
this can be found in the Conflict of Interest Policy.

If you ask a colleague for a date and the colleague lets you know that he or she is not
interested, don’t ask again. Repeated requests for a date may constitute harassment, while a
single, polite request probably will not. If a relationship does begin, review the Conflict of
Interest Policy and contact HR (if dictated by the policy).

17. Is it sexual harassment, exploitation, or abuse if I hug my colleague(s)?

You may assume that because you have always hugged your colleagues that it is okay.
However, you should ask your colleagues if they are okay with it. You want to greet them in a
manner with which they are comfortable. In different cultures, hugging may not be an
acceptable way of greeting, just as a handshake isn’t. If you are unsure, ask. People may not
challenge this behavior as it could create conflict, but when asked they will let you know how
they feel.

If you are a manager or leader, it is important that you are aware of the power dynamics
present in each interaction. You hugging a subordinate is different than two colleagues
hugging at the conclusion of a meeting. When you hug someone, it could be perceived that
you are using your power to disrespect another person’s boundaries. Be sure to pay attention
to body language, if someone doesn’t seem open to a hug, don’t hug them. If you are unsure,
ask.

18. If a colleague or supervisor comments on my clothing or appearance, is

that sexual harassment, exploitation, and abuse?

It depends on the nature of the comment. Advising an employee to dress more

professionally is unlikely to be seen as sexual harassment. Frequently suggesting to an
employee that they wear more revealing clothes as a way to impress the boss or get a
promotion, is sexual harassment. Likewise, an innocuous compliment, such as “that’s a nice
sweater,” would not be harassment; but if it were followed up with a sexual reference (“it
really shows off your body”), or a gesture such as leering, that type of behavior would be
inappropriate. The key is whether the behavior creates a hostile or abusive work
environment.

19. The other day, a fellow employee told me a joke that had mild sexual content. I
wasn’t offended by it, and we both found the joke to be funny. Is the joke sexual
harassment, exploitation, and abuse?

While one joke alone may not be sexual harassment, exploitation, or abuse, it could create a
hostile work environment. You need to remember that the question is not about whether you
find it offensive, but whether anyone might be offended by it. Not everyone shares your opinion
of what you find offensive or appropriate for the office, you need to be careful and considerate
of others with what you say at work.