What does a safe (working) environment entail?
In a safe (working) environment, everyone feels safe, welcome, respected and valued. This means that we do not tolerate unacceptable behavior that negatively impacts the physical and/or mental health of our staff and patients. Unacceptable behavior means:
- Abuse of power
- Exploitation (including the use of sex workers)
- Abuse of alcohol and other drugs
- Aggression and violence
- Harassment / bullying
- Sexual misconduct
- Sexual relationships with minors (under 18) and patients
- Racism and discrimination
Maintaining a safe working environment
We work hard to create an organizational culture where everyone behaves responsibly and speaks out against unacceptable behavior. This allows us not only to prevent unwanted behavior but also to address it.
Code of conduct
Every staff member of Artsen zonder Grenzen, whether working at headquarters or on assignment in countries where Artsen zonder Grenzen operates, signs our Code of Conduct upon employment. This document outlines the standards for responsible behavior, what constitutes unacceptable behavior, the responsibilities of employees and managers, and the procedure for reporting complaints about unacceptable behavior. Our Code of Conduct is public and can be downloaded via the link below.
> Download our Code of Conduct
Training en guidance
To ensure that all staff at Artsen zonder Grenzen understand what is expected of them in terms of good behavior, how they can contribute to a safe working environment, and how to report unacceptable behavior, we regularly organise training and workshops. For staff going on their first overseas assignment, responsible behavior is a standard part of the training.
We ensure that employees in leadership positions are aware of their role and responsibility in creating a safe work environment. They are trained in preventing unacceptable behavior and handling complaints or reports.
Responsible Behavior Unit
Our Responsible Behavior Unit focuses on preventing unacceptable behavior and follows up on complaints and reports.
Team meetings
Regular meetings are held for staff both at our offices and at the locations where we operate. These meetings aim to raise awareness about responsible behavior, to create an environment where open conversations about behavior can take place, and to inform staff on how to handle observations or experiences of unacceptable behavior.
Culture of open dialogue
At Artsen zonder Grenzen, we encourage a culture of open dialogue where staff feel comfortable to seek advice, setting their boundaries, give feedback, and address unacceptable behavior. This way, we hold ourselves and each other accountable for how we interact With one another.
We also encourage patients and people in the communities where we work to report unacceptable behavior by Artsen zonder Grenzen staff, so allegations can be properly followed up and/or investigated.
Position of power of (medical) aid workers
It is extremely important that our aid workers abroad are aware of the ower position of power that they may have over patients, and sometimes over each other. We ask them to handle this responsibly and to behave with integrity and respect. This helps to create a safe environment for our patients.
Reporting unacceptable behavior
Anyone can report unacceptable behavior by an Artsen zonder Grenzen staff member in projects or offices. Complaints are handled by our Responsible Behavior Unit.
Reporting channels and procedure
Employees have several ways to report unacceptable behavior, namely:
- To the direct supervisor
- To the supervisor’s supervisor
- To one of the (external) confidantes s at the office or in the country where the staff member works (if available)
- To the Responsible Behavior Unit, via email: rbu@amsterdam.msf.org or Phone/WhatsApp/Telegram: +31 (0)6 2094 1917
After reporting a complaint about unacceptable behavior, the report is handled by our Responsible Behavior Unit. The Unit determines if a complaint is admissible and discusses various follow-up options with the complainant. If necessary, the Responsible Behavior Unit can initiate an investigation or recommend an external investigation. Investigators speak with relevant parties involved and any witnesses and review any other evidence. If there is clear and convincing evidence that the reported unwanted behavior occurred, the Responsible Behavior Unit recommends an appropriate sanction for the accused staff member. Sanctions can range from verbal to written warnings, to suspension or dismissal. Dismissal means that the person can no longer work for Artsen zonder Grenzen worldwide.
Protection of Complainants
We aim to remove any possible barriers to reporting unacceptable behavior. All reports are taken seriously, treated confidentially and there is no statue of limitations on making a report. Complainants do not have to fear dismissal as a result of a report, and as an organization, we do everything possible to minimize risks to the personal safety of both the Complainant and the Subject.
Support for survivors/Complainants
The safety and well-being of Complainants of unacceptable behavior are always our top priority. We provide psychological and medical support to Complainants and, if necessary, legal assistance.
Complicating circumstances
We acknowledge that there may be circumstances that prevent individuals from reporting unacceptable behavior. Someone may fear stigmatization, retaliation, or not being believed. Certain contexts in which we work may exacerbate the fear of reporting, such as conflict areas where the population is heavily dependent on external aid or employment. This is a complex issue, and we strive to create an environment where both our patients and staff can and dare to safely report unwanted behavior.
Reports in 2023
As an organization, we take the responsibility to create a safe (working) environment very seriously and believe it is important to be transparent about the current state of affairs. Each year, statistics about reports and sanctions are documented and shared.
In 2023, the Responsible Behavior Unit received 180 complaints. A considerable amount was related to HR Matters and were referred to HR for follow-up. IN 19 cases, Managers had conversations with 19 staff about their behavior as follow up to a complaint. In 17 instances, the Responsible Behavior Unit had conversations with individual colleagues to remind them of the behavioral expectations in the organization and in the interactions with colleagues. In 44 cases, investigations were initiated following a complaint:
- 6 individuals received a verbal warning, 15 individuals received a written warning, and 17 individuals were dismissed for violating the Code of Conduct.
- In 5 cases, investigations found no clear and convincing evidence that the behavioral rules were violated.
