1. Purpose and Scope

1.1 Purpose 

This policy establishes Baker & York Pty Ltd's commitment to preventing and responding to sexual exploitation, abuse and harassment (SEAH) in all our operations, programs and activities globally. 

1.2 Scope 

This policy applies to: 

(a) All Baker & York employees, directors and officers. 

(b) Consultants, contractors and subcontractors. 

(c) Volunteers and interns. 

(d) Partners and implementing organisations. 

(e) Visitors to Baker & York programs and field sites. 

(f) All activities conducted in Australia and internationally across our operational footprint. 

1.3 Zero Tolerance 

Baker & York has zero tolerance for sexual exploitation, abuse and harassment. Any breach of this policy will result in serious consequences including termination and potential legal action. 

2. Policy Statement

Baker & York is committed to: 

(a) Preventing sexual exploitation, abuse and harassment in all our work. 

(b) Creating safe, respectful and inclusive work environments. 

(c) Ensuring all personnel understand their responsibilities. 

(d) Responding appropriately and promptly to any SEAH concerns. 

(e) Supporting survivors of SEAH. 

(f) Complying with all relevant laws and client requirements including DFAT, UN Women and Asian Development Bank standards. 

3. Definitions

3.1 Sexual Exploitation 

Any actual or attempted abuse of a position of vulnerability, differential power, or trust for sexual purposes, including but not limited to profiting monetarily, socially or politically from sexual exploitation of another. 

Examples include: 

(a) Exchanging money, employment, goods or services for sex, including sexual favours or other forms of humiliating, degrading or exploitative behaviour. 

(b) Transactional sex. 

(c) Solicitation of transactional sex. 

(d) Exploitative relationships. 

3.2 Sexual Abuse 

Actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. 

Examples include: 

(a) Rape and sexual assault. 

(b) Unwanted touching of a sexual nature. 

(c) Sexual activity with someone who is unable to give consent. 

(d) Forced marriage. 

(e) Trafficking for sexual exploitation. 

3.3 Sexual Harassment 

Unwelcome sexual advances, requests for sexual favours, or other verbal or physical conduct of a sexual nature when: 

(a) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or engagement. 

(b) Submission to or rejection of such conduct is used as the basis for decisions affecting the individual. 

(c) Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment. 

Examples include: 

(a) Unwelcome sexual comments, jokes or innuendo. 

(b) Displaying sexually explicit material. 

(c) Unwanted physical contact. 

(d) Requests for sexual favours. 

4. Roles and Responsibilities 

4.1 Chief Executive Officer 

The CEO is responsible for ensuring organisational compliance with this policy, monitoring risk, and ensuring adequate resourcing for prevention and response measures. 

4.2 Senior Leadership 

Senior management must: 

(a) Promote a culture of safety, respect and zero tolerance for SEAH. 

(b) Ensure all staff and contractors are trained on PSEAH requirements. 

(c) Implement reporting, investigation and survivor-support mechanisms. 

(d) Ensure SEAH risks are effectively managed in all projects and proposals. 

4.3 Managers, Team Leads and Project Directors 

Managers must: 

(a) Model appropriate behaviour at all times. 

(b) Ensure staff understand expected conduct in the field and in partner engagements. 

(c) Report any suspected SEAH immediately. 

(d) Ensure partners, subcontractors and volunteers comply with this policy. 

4.4 All Personnel (staff, contractors, consultants, volunteers) 

All personnel must: 

(a) Act in accordance with this policy and Code of Conduct. 

(b) Complete required PSEAH training. 

(c) Report any witnessed, suspected or disclosed SEAH immediately. 

(d) Maintain professional boundaries at all times. 

(e) Cooperate fully with investigations. 

4.5 Partners and Implementing Organisations 

Partner organisations must: 

(a) Demonstrate their own PSEAH policies and procedures or adopt Baker & York’s. 

(b) Ensure safe recruitment and supervision of personnel. 

(c) Report SEAH allegations affecting Baker & York activities within 24 hours. 

5. Standards of Behaviour 

All personnel must comply with the following standards: 

5.1 Prohibited Conduct 

Personnel must not: 

(a) Engage in any form of SEAH. 

(b) Engage in transactional sex in any location while engaged by Baker & York. 

(c) Engage in sexual activity with anyone under the age of 18, regardless of local law or cultural norms. 

(d) Exchange employment, goods, services or other benefits for sex. 

(e) Abuse positions of power or trust for sexual purposes. 

(f) Engage in relationships with beneficiaries, program participants or community members where a power imbalance exists. 

(g) View, access or share child sexual exploitation material. 

5.2 Professional Boundaries 

Personnel must: 

(a) Maintain respectful, appropriate and culturally sensitive conduct. 

(b) Avoid situations that may be misinterpreted (e.g., being alone with a minor). 

(c) Immediately disclose any potential conflict of interest or boundary concern. 

6. Reporting SEAH Concerns 

6.1 Mandatory Reporting 

All Baker & York personnel and partners are required to report: 

(a) Any SEAH allegation, suspicion or concern; 

(b) Boundary violations or grooming behaviour; 

(c) Breaches of this policy or Code of Conduct. 

Failure to report is considered a breach of this policy. 

6.2 How to Report 

Reports may be made to: 

(a) The Chief Executive Officer 

(b) The PSEAH Focal Point 

(c) A supervisor or project manager 

(d) The designated reporting email: complaints@bakerandyork.com  

(e) Client reporting channels (e.g., DFAT’s SEAH hotline where applicable) 

Reports may be made verbally or in writing. Anonymous reports are permitted. 

6.3 Timeliness 

Serious SEAH incidents involving DFAT-funded work must be reported to DFAT within 2 business days of becoming aware of the allegation. 

7. Survivor-Centred Response 

7.1 Principles 

Baker & York adopts a survivor-centred approach that prioritises: 

(a) Safety 

(b) Dignity 

(c) Privacy and confidentiality 

(d) Non-discrimination 

(e) Informed decision-making 

7.2 Support Measures 

Support may include: 

(a) Immediate safety planning 

(b) Medical care 

(c) Psychosocial support 

(d) Referral to local services 

(e) Assistance to access legal processes 

Survivors will never be pressured to make a formal complaint. 

8. Investigations 

8.1 Fair, Independent and Timely 

All SEAH allegations will be assessed promptly by trained personnel or referred to an independent investigator if required. 

8.2 Procedural Fairness 

Investigations will ensure: 

(a) Impartiality 

(b) Confidentiality 

(c) Respect for all parties 

(d) No retaliation against reporters or survivors 

8.3 Outcomes 

Depending on findings, outcomes may include: 

(a) Disciplinary action (up to termination) 

(b) Contract termination for contractors or partners 

(c) Referral to law enforcement 

(d) Mandatory reporting to DFAT or relevant authorities 

9. Training and Awareness 

9.1 Mandatory Training 

All personnel must complete: 

(a) PSEAH induction training before commencing work 

(b) Annual refresher training 

(c) Project-specific training for high-risk assignments 

9.2 Partner and Contractor Training 

Where partners lack adequate capacity, Baker & York will provide orientation or require training completion as part of contract compliance. 

10. Recruitment and Screening 

10.1 Safe Recruitment Practices 

Baker & York will: 

(a) Conduct criminal background checks where appropriate 

(b) Require written declarations of no past SEAH misconduct 

(c) Verify references specifically regarding behaviour and safeguarding concerns 

10.2 Contractual Requirements 

All contracts will include: 

(a) PSEAH compliance obligations 

(b) Mandatory reporting requirements 

(c) Sanctions for breach 

11. Risk Management 

11.1 SEAH Risk Assessment 

Each project will undergo SEAH risk assessment as part of: 

(a) Proposal development 

(b) Project inception 

(c) Ongoing monitoring 

11.2 Risk Mitigation 

Mitigation strategies may include: 

(a) Adjusting program design 

(b) Strengthening partner capacity 

(c) Additional supervision or controls 

(d) Changes to fieldwork arrangements 

12. Confidentiality and Data Protection 

All SEAH reports, investigation records and survivor information will be stored securely and only shared on a strict need-to-know basis in accordance with data protection laws. 

13. Breaches of This Policy 

Any violation of this policy by staff, contractors or partners will result in disciplinary action, including: 

(a) Termination of employment or contract 

(b) Removal from a project 

(c) Legal reporting where required 

(d) De-barment from future engagement with Baker & York 

14. Review and Continuous Improvement 

This policy will be reviewed every two years or earlier if required by changes in law, client requirements or organisational practice. Lessons learned from incidents, feedback and audits will inform policy improvements. 

15. Effective date 

This policy is effective from 2nd December 2025 and applies to all current and future staff, contractors and partners of Baker & York Pty Ltd.