1. Purpose

The purpose of this Sexual and Gender-Based Harassment Policy is to promote a respectful and safe work environment by preventing and addressing incidents of sexual and gender-based harassment within Orapuh. The policy outlines procedures for reporting, investigating, and resolving such issues.

2. Scope

This policy applies to all employees, contractors, volunteers, interns, and any other individuals associated with Orapuh, including those working on behalf of the organisation.

3. Definition

Sexual and gender-based harassment includes, but is not limited to:

  • Sexual Harassment: Unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that affects an individual’s work environment or creates a hostile atmosphere.
  • Gender-Based Harassment: Harassment based on an individual’s gender, including gender identity or expression, which can include derogatory comments, offensive jokes, or other conduct that creates an intimidating or hostile work environment.

4. Prohibited Conduct

The following behaviours are strictly prohibited under this policy:

4.1 Sexual Harassment

  • Unwanted sexual advances or propositions
  • Offensive touching or physical contact
  • Suggestive or obscene remarks or jokes
  • Display of sexually explicit materials
  • Coercion or threats for sexual favours

4.2 Gender-Based Harassment

  • Derogatory comments or jokes about gender
  • Insults or demeaning language related to gender
  • Exclusion or marginalisation based on gender
  • Discrimination in employment or promotion based on gender

5. Reporting Procedures

5.1 How to Report

Individuals who experience or witness sexual or gender-based harassment should report the incident promptly using the following channels:

  • Email: info@orapuh.org
  • Phone: +220 938 7344
  • Postal Mail: UMTG, PMB 405, Serrekunda, The Gambia. 

5.2 Confidentiality

All reports will be treated confidentially to the extent possible. The identity of the complainant will be protected and shared only with those involved in the investigation and resolution process.

5.3 Anonymous Reporting

Anonymous reports will be accepted but may limit the ability to conduct a thorough investigation. Whenever possible, providing contact information is encouraged.

6. Investigation Process

6.1 Initial Assessment

Upon receiving a report, the ORDC will conduct an initial assessment to determine if an investigation is warranted.

6.2 Investigation

If an investigation is warranted, it will be conducted promptly, impartially, and thoroughly. The investigation may involve interviews, document reviews, and other necessary actions.

6.3 Resolution

Upon completion of the investigation, a report will be prepared detailing findings and recommending appropriate actions. Corrective measures will be taken as necessary, and both the complainant and the respondent will be informed of the outcome, subject to confidentiality constraints.

7. Non-Retaliation

Orapuh prohibits retaliation against any individual who reports harassment or participates in an investigation. Retaliation includes, but is not limited to, adverse employment actions, harassment, or discrimination.

8. Training and Awareness

Orapuh will provide training to all employees on sexual and gender-based harassment, including recognising, reporting, and addressing such behaviour.

9. Record Keeping

Records of reports, investigations, and resolutions will be maintained securely for as long as the Orapuh OAB deems appropriate. 

10. Policy Review

This policy will be reviewed annually and updated as necessary to ensure effectiveness and compliance with legal requirements.

11. Contact Information

For questions or further information regarding this policy, please contact the Harassment Officer at [email protected].