How to write and roll out a PSEA policy
A step-by-step guide to writing a policy on protection from sexual exploitation and abuse (PSEA), then rolling it out to staff, partners and communities.
Short answer
A PSEA policy states that sexual exploitation and abuse of the people you serve is prohibited and sets out how you prevent and respond to it. Write it in plain language: scope, definitions, code of conduct, reporting routes, a survivor-centred response, and consequences. Then roll it out with training, community information and a working complaints channel.
Key points
- A PSEA policy is only useful if staff, partners and communities know it and can use the reporting channel.
- Cover scope, definitions, behaviour rules, reporting, response and consequences.
- Make the response survivor-centred and confidential.
- Roll out in four steps: approve, train, inform communities, check.
- Review it every year, and after any incident.
What is a PSEA policy for?
PSEA stands for protection from sexual exploitation and abuse. A PSEA policy tells your staff and partners what behaviour is prohibited, and tells communities what they can expect and how to report a concern. The CHS Alliance PSEAH Implementation Quick Reference Handbook (PSEAH adds "harassment") describes the steps an organisation can take, from the policy through to complaints handling and investigation.
A policy matters because affected people often depend on aid and have little power to refuse or complain. The policy sets a clear rule: no one may exploit that imbalance.
What should the policy contain?
Keep it short, around two to four pages, in plain language. Include:
| Section | What to write |
|---|---|
| Purpose and commitment | Zero tolerance for sexual exploitation and abuse by staff and associated personnel |
| Scope | Who is covered: staff, volunteers, consultants, contractors, partners |
| Definitions | Sexual exploitation, sexual abuse, child, at-risk adult, complaint, survivor |
| Code of conduct | A short list of prohibited behaviour and expected behaviour |
| Reporting | How to report, to whom, and the duty of staff to report concerns |
| Response | A confidential, survivor-centred process with set roles and time limits |
| Consequences | Disciplinary action, and referral to authorities where appropriate |
| Review | Who owns the policy and when it is updated |
The handbook's glossary supplies useful definitions to adapt, including those for child, at-risk adult, associated personnel and community-based complaints mechanism. Use its wording as a base, and check it against your own context and donor requirements.
How do I write it? Six steps
- Assess your risk. List where staff meet people who depend on your help: distributions, registration, health or shelter sites, and transport. Note who holds power.
- Check your donor and partner requirements. Donors may require specific wording or reporting to them. Read your agreements, and take advice on local law. This article is not legal advice.
- Draft from a trusted template. Use a published model, such as Bond's templates or the CHS Alliance material, and adapt it.
- Consult. Ask field staff, women staff and community representatives whether it is clear and workable. Ask what would stop people reporting.
- Translate. Make a Burmese version, and other local languages if needed. Test the translation with someone outside the drafting team.
- Get it approved by your board or senior management, and name an owner.
What makes the response survivor-centred?
A survivor-centred approach puts the wellbeing and wishes of the survivor at the centre of all actions. Bond's toolkit lists elements such as safety and security for the survivor and any witnesses, confidentiality, respect for the survivor's wishes, dignity, and a timely response. In the policy, say clearly that:
- the survivor decides whether to accept support, and is not pressured into a formal process;
- information is shared only with those who need it;
- retaliation against anyone who reports is a disciplinary offence;
- the organisation will support access to medical, psychosocial and legal help where it exists.
Our article on safeguarding basics sets out the wider report-handling steps.
How do I roll the policy out?
A signed policy in a drawer protects no one. Plan the rollout in four stages.
- Brief leaders first. Senior staff must model the rules and understand their duty to act on reports.
- Train all staff and associated personnel. Use real scenarios, such as a request for a favour in return for registration. Keep attendance records, and sign the code of conduct after the briefing.
- Tell communities. Explain in local languages, with pictures and spoken messages, that assistance is free, that staff must not ask for anything in return, and how to report. The reporting channel should be one people trust and can reach. See complaints and feedback mechanisms.
- Brief partners. Add PSEA expectations to partnership agreements and help partners reach the same minimum.
How do I check it works?
After three months, test the system:
- Ask staff to describe the reporting route, without notes.
- Ask a sample of community members whether they know staff must not ask for anything in return for aid, and how to complain.
- Review the log: how many reports, how many closed, how long they took.
- Look for patterns by location, activity or channel.
A very low number of reports does not prove there is no problem. It may mean people do not feel safe, or do not know the channel exists. Review the policy yearly, and after any serious incident.
How EMPO can help
EMPO is a trusted, Yangon-based training and consultancy provider and one of Myanmar's leading names in practical NGO training, with 1,200+ people trained and 15 partner organisations. We help organisations develop policies and train teams, online over Zoom or in person across Myanmar, in English and Burmese. See our services or contact us to plan support.
Sources
Questions people ask
Is a PSEA policy the same as a safeguarding policy?
Not exactly. PSEA focuses on sexual exploitation and abuse of the people an organisation serves by its staff and associated personnel. A safeguarding policy is wider and covers other harms such as neglect and bullying. Some organisations combine them.
Who must sign the code of conduct?
All staff and associated personnel, such as consultants, volunteers and contractors, should sign and be briefed. The CHS Alliance handbook lists such groups as associated personnel.
Can a small organisation use a template?
Yes, as a starting point. Adapt it to your language, context and reporting contacts. A template that no one understands will not protect anyone.