policy for response to sexual abuse and harassment a safe place
TRANSCRIPT
Policy for Response to Policy for Response to Sexual Abuse and HarassmentSexual Abuse and Harassment
A Safe A Safe
PlacePlace
““The thief comes only to steal The thief comes only to steal and kill and destroy;and kill and destroy;
I have come that they may I have come that they may have life, and have it have life, and have it
to the full.”to the full.”John 10:10 (NIV)
OverviewOverview
Broad definition of sexual abuse and harassment Roles and responsibilities of workers Discussion about some of the issues A scenario Procedures and principles for dealing with
complaints
RationaleRationale
Awareness of the issues Response to complaints or
allegations of sexual abuse or harassment by any adult in the LCA
Prevention Protection Resolution
Christian approachChristian approach
Recognition of both parties - complainant and respondent
Efficiency in the process Compassion, justice/fairness Honesty and openness - transparency Practical demonstration of Christian
principles Touch is often appropriate
Scope of the policyScope of the policy
Complaints or allegations of abuse refer to claims made about workers, paid and voluntary within the Church including
– Principals, teachers, school staff – Chaplains, volunteers, – Pastors, elders, parish workers, – Sunday School teachers, youth workers, – Camp leaders – lay visitors, counsellors, and so on ....
Scope…Scope…These people could work in– schools– congregations – welfare centres– aged care facilities etc
Any ministry where a person is seeking some form of care within a relationship of trust with a worker.
Such ministries have special responsibilities but any adult to adult involvement which is inappropriate should be addressed.
Small group discussionSmall group discussion
What is sexual abuse? What is sexual harassment? What are the differences?
Sexual abuseSexual abusedefinitiondefinition
‘Any unwelcome or inappropriate sexual advance or request for sexual favours which is coercive in nature, either in verbal or physical form’.
Sexual harassment should be defined along the same lines as sexual abuse
Abuse involves a wide range of behaviours which occurs along a continuum
Examples of Examples of sexual abuse & harassmentsexual abuse & harassment
Sexual innuendo or insult Inappropriate touching, pinching,
kissing, slapping, unwanted hugs... Suggestive behaviours or
comments, especially about a person’s physical appearance, clothing...
“Off” jokes Leering at others eg in sports
clothing, bathers Forced sexual activity
The impact of sexual abuse The impact of sexual abuse and harassment may be felt and harassment may be felt decades after the event or decades after the event or
series of events. With series of events. With support people can heal.support people can heal.
Intention - effectsIntention - effects
Abuse will be largely defined by the perception of the person affected by another’s behaviour, irrespective of the actual intent.
‘All I did was give her a congratulatory hug and now she is saying she is
angry and upset with me because of it!’
Wanderer…..predatorWanderer…..predator
Someone who inadvertently touches another person who feels uncomfortable as a result may be called a ‘Wanderer’
The person who intentionally abuses or harasses another may be considered a ‘Predator’
Good Touch Bad TouchGood Touch Bad Touch
Good touch/bad touchGood touch/bad touch
Choice Perception Relationships Expectations
Personal history Past experience Personal/
emotional situation
Interest Feelings Physical wellbeing Other
Good Intentio
n
Experience
Filters
‘‘Touch’ - personal responseTouch’ - personal responseYou’re entering the church to attend worship having just received a State Award for excellence in your field at your college.Other church members wish to offer congratulations.
Which of the following would you feel most comfortable in receiving in this
circumstance?
Handshake Open hug Closed hug Pat on the backPat on the arm or hand No contact
You mean I can’t touch?You mean I can’t touch?
Touch appropriately and safely
Touch children only when a genuine need occurs - accident, trauma, distress...
Touch is based on care/benefit for the other person, within a context of relationship, trust, time, communication (even asking) and mutuality
Balance preventive and protective strategies with children’s needs.
ScenarioScenario 1 1
Bill, a middle-aged elder is in contact with Megan, a woman in her early 30’s whose husband died three months earlier. He had been the family elder and initially was a great help in bringing comfort.
He recently has begun to find opportunities to pop in more regularly, even calling in at night, and to ask more personal questions, such as: ‘are you lonely without your husband?’
Megan becomes anxious.
ScenarioScenario 2 2
A group of 12 year old girls enjoy the company of Tom, a 19 year old camp leader. Tom enjoys the attention and begins to actively seek out the group, particularly Alice who is very outgoing.
Tom knows Alice’s background of problems at home and offers to counsel her after supper one night.
Other leaders have noticed Toms behaviour toward this group and towards Alice.
ScenarioScenario 3 3
Pastor Brown has been in his Parish for 6 years. He is a hard worker and has high expectations. His family has been affected by the stress he brings home and his teenage daughter has left home after a dispute. His wife, Margaret, blames him for the family problems and resents the church for the pressures that he is under. Rosemary, a single mother of 3 small children, has been seeing
Pastor Brown for grief counseling. She continually expresses her gratitude for Pastor Browns care, especially for helping her through periods of depression. Pastor Brown feels drawn to Rosemary and feels that he is also
benefiting from the counseling sessions
ScenarioScenario 4 4
Twenty-one year old Maria, on her first job, was attractive and had a bright personality. She had been part of the office for a relatively short period of time and was eager to please. Her attire was ‘out of the ordinary’ for a relatively conservative office.
Her male boss was in the habit of standing extremely close to her (and other women) while giving instructions for work. Of late he had also been putting his hand on her shoulder or her back while talking with her. She felt uncomfortable but unable to say anything about it because of
his position within the organisation. She tried to dismiss it thinking that he was just being friendly. Because of the heavy workload over the last week (Synod was
approaching) he had asked Maria to stay back after everyone else had left, saying some urgent typing needed to be done. This is something Maria felt uncomfortable / threatened about.
ScenarioScenario 5 5
Tom, diagnosed to be in the early stages of dementia, has been a long term resident of the local aged care facility. He has a reputation for inappropriately touching female staff – staff members are aware of his behaviour. Two days ago Brenda was in his room giving him his evening
medication. As she bent over to retrieve a dropped magazine of the floor, Tom slipped his hand under her uniform. Brenda immediately told him to stop. Tom withdrew his hand,
saying “I was only having a bit of fun”. Brenda was most upset over this incident because she’d warned him several times before and knew, because of an earlier incident, if she reported it, management would only say she should be more careful with this
particular resident.
Power imbalancePower imbalanceDifferences may occur in roles such as:
Age Gender Sexual orientation Race Physical (size) Economic (financial) Intellectual Psychological Social status Life circumstances
AuthorityAuthority
Power may be misused in one’s role where– there is authority– one person is more vulnerable– there is an absence of meaningful consent
Free call number -
1800 644 1800 644 628628
PO Box 519 Marden SA 5070
Contact detailsContact details
Complaint procedure Complaint procedure (1)(1)
Referred to as state coordinator of Sexual Abuse Advisers
The SAA– obtains written documentation of complaint– enquires if resolution attempted within the
school situation– advises on church procedures– informs of the right to use legal process– appoints Pastoral Carers for both parties– oversees the case to its conclusion
Complaint procedure (2)Complaint procedure (2)
Complaint proceeds – District President notified
Conference and Mediation – involves relevant director, SAA/s, pastoral carers,
complainant and respondent
Reconciliation is the aim once protection has been ensured
Possible outcomesPossible outcomes
Innocence - exoneration
Complaint acknowledged– apology and reconciliation
Outcomes...Outcomes...
Perpetrator unwilling to accept responsibility for the offending behaviour– discipline, suspension, dismissal– appeal by respondent
Perpetrator acknowledges responsibility – dismissal due to seriousness of the offences
Complaint dealt with in another forum
Principles involved in hearing Principles involved in hearing complaints complaints
Before any assessment is undertaken:
Every person making a complaint will be– supported.
Children will be – believed – protected
Principles ...Principles ...
Establishing whether abuse has occurred is best considered by more than one person.
Confidentiality is vital both for the complainant and the alleged perpetrator - respondent
As few people as possible should be involved.
ReconciliationReconciliation
Seek honesty and awareness Protect the vulnerable Recognise and name abuse &
harassment Respond compassionately Encourage abusers to accept
responsibility for their actions Make restitution
SummarySummary
Sexual abuse and harassment is a problem in Australia - the Church is not exempt.
The whole church community has a responsibility to be informed.
The Lutheran Church of Aust has developed a Policy and Action Plan to respond to these issues
The LCA teaches appropriate touch based on Christian principles
The Policy seeks to respond fairly and openly to any allegation in an effort to address these concerns