ORGANISATIONAL HEALTH CHECK

SELF-ASSESSMENT TOOL ON ORGANISATIONAL READINESS TO RESPOND TO GBVF

The purpose of this “GBVF Health Check” survey is to help organisations in the GBVF Collective assess how they are doing when it comes to GBVF-related behaviours, policies, and practices, and to identify actions they might take to improve their performance and their alignment with best practices in the field.

The results of this survey will only be shared with the contact person that you designate. Results from all participating organisations will be aggregated by municipality, district and province to identify trends and to allow each organisation to compare its results with the aggregated results of its peer organisations.

After filling this out and submitting it, you will receive an email within 24 hours with a link to an anonymous version of this survey. Please share the link with your staff and ask everyone in your organisation to complete it within 10 days. Please reassure them about their anonymity and the importance of answering questions candidly. The purpose of this survey is not to judge the organisation, but simply to guide its improvement efforts.

Two weeks after the email goes out, the contact person in your organisation will receive the aggregated results of all the submissions from your organisation. This will include links to resources that can help you improve your score in targeted areas.

We will send you guidance to conduct a similar survey at the end of each quarter. This will help you track progress on this organisational self-improvement journey.

Name of the Organisation

Key Contact Person

Key Contact Person Email address

Key Contact Persons Cell No.

Type of organisation

Sector

How young/old is the organisation/group?

Your job level

2. Policies & Codes of Conduct

2.1 - In our organisation, when it comes to sexual harassment policy and the code of conduct in the work place…
(Please indicate which of the following options fits best your experience):

I am not aware that we have a policy or code of conduct. I think we have one, but I have not seen it. We have one, and I was asked to read and sign it when I joined the organisation. We have one, and we do an awareness and training session on the Policy/Code once a year We have one, and we do an awareness and training session on the Policy/Code more than once a year

2.2 - The sexual harassment policy or code of conduct in our organisation includes the following
(Please indicate all the items that apply):

We do not have a policy or code of conduct The policy spells out a clear process for reporting sexual harassment or abuse, and the steps that will be taken to investigate this The policy spells out the consequences of being found guilty of sexual misconduct of various kinds The policy has an operational plan which includes clear allocation of responsibilities and time for monitoring and evaluation There is a designated individual to speak with, even if the accused has a senior position in the organisation There is a confidentiality clause to protect the complainant The policy spells out support and assistance available to the complainant The policy spells out the training and popularisation plan for all employees in the organisation to be aware of its existence and how it is applied

2.3 - In our organisation, if and when a sexual offence takes place…
(Please indicate which of the following options fits best your experience)

The victim and others do not speak about it. The victim does speak up, but the matter is usually quickly hushed to avoid embarrassment in the organisation. The victim speaks up, and the matter is investigated internally with clear consequences to the perpetrator if found guilty. The victim speaks up, and in addition to the internal investigation, the matter is escalated to the local police. In addition to the above, the incident is used as a learning opportunity for a structured conversation about gender based violence and the systemic reasons it exists in our organization and in society at large.

2.4 - In our organisation, there are policies and practices that create a culture conducive to healthy gender relations..
(Please indicate if these policies and practices exist, and how well they are implemented).

Gender discrimination policy (for salary and promotions)