HR's Moment of Truth: Addressing the Bone-Chilling Reality of Recent Media Events

“Don’t you find, the recent spate of high-profile media events , bone-chilling? The voice queried, firmly, with a sense of conviction, as if to reclaim the spirit of Madaraka Day.

“Surely! ...voice lingered ….

It was a public holiday, Madaraka Day , and the sun was setting, on a day that in addition to the much-needed rest, and relaxation, also evoked shared memories, and rekindled long-lost connections. Besides, symbolizing the strength and resilience of our nation.

“Ohh really,” coughing discreetly, the voice was there again, now probing. ?

“You mean,” ..stammering.., before, rather elaborately, sipping at the cup of tea.?

In a curious tone, layered with intrigue, the voice asked, “Are you not aware?” and continued.

“It's been on the news, vulnerable people, especially children,” now sounding rushed and surprised, the voice suddenly lowered, almost to a whisper, as the words faded away, barely audible.

I couldn't help, but feel a naughty tug, as if a mischievous imp on my shoulder was whispering, "Go on, join their conversation!" The temptation was so strong, almost like a siren's call, but I held myself back.

Ooohhh!!! the restraint it took to resist diving headfirst into this discussion, resonated with my heart, so deeply.

As the sun began its descent, casting a golden hue across the horizon. With each passing moment, my curiosity grew, I scribbled ..“HR’s strategic role” on the back of the receipt.?

In a disappointing turn, the voices grew quieter, their tones lowering as if veiled in secrecy. The once-engrossing conversation lost its grip on the attention of those around, causing a shift in focus and leaving an air of intrigue hanging in the air.

I began to experience, an overwhelming urge to rush home, and find solace sharing in insights on the recent events.?When I got home, I posed a question to myself, and without hesitation, began to write down my thoughts.

Is Kenya's legal framework on a fortress or a crumbling defense?

In the last decade, Kenya has taken commendable action to tackle increases in child sexual exploitation and abuse (CSEA), by introducing a robust legal framework for protecting children. ?Consequently, in ?2022 Out of the Shadows Index ?(OOSI) which serves as a "government report card" on CSEA prevention, and response efforts by 60 countries ranked Kenya 21st overall, and second in Africa.

What does the future hold? Reflecting on recent events, I’m curious: what to expect in the 2023 rating? In light of recent events, I’d be very keen on the 2023 rating – wouldn’t you?

And …but of course…!!!

Sticking to my HR lens. Yes, staying true to my lane, even though it appeared, a serendipitous moment, for reflection on how policy is only as good as its actual execution... or lack thereof. It was a pretty juicy opportunity to shine a light on the gaps between what's written on paper and what happens in reality, don't you think?

Well, I leave that horn-tooting for the folks who can navigate that terrain with finesse! And so I asked....

How HR Teams Take a Stand Against Child Sexual Exploitation and Abuse (CSEA) and Protect the Vulnerable at Work

Well…..

Children subjected to violence, exploitation, and abuse are at increased risk of poor physical and psychological health, HIV, and inadequate education. Sadly, these violations are widespread, under-recognized and under-reported. Millions more children, not yet victims, are inadequately protected against them.

As frontline defenders of employee well-being, HR teams hold a crucial position in leading the charge for comprehensive safeguarding measures. Beyond mere compliance, HR has the power to make a significant impact by proactively addressing emerging trends and issues related to safeguarding - even at the workplace.

By staying ahead of the curve, and helping contextualize safeguarding training, fully aware the people affected “out there” in the communities are our brothers and sisters, hence whatever is happening “out there” invariably affects us at work.?More the reason, HR professionals need to identify and implement innovative strategies, policies, and training programs that foster a safe and inclusive work environment – yes, you never know even workplace training will inform decisions in lives out of work.

Soo HR, needs to traverse, end-to-end organizational support from recruitment to induction, policy management, training, and reporting mechanisms:

Recruitment: Building a Shield of Protection From the first point of contact, recruitment processes should prioritize safeguarding. Advertisements for positions should explicitly state the organization's commitment to safeguarding. During interviews, candidates' understanding of good safeguarding practices must be assessed, and thorough reference checks should be conducted, validating qualifications and other necessary documentation.

Induction: Instilling a Culture of Vigilance HR teams should ensure that recruits, especially those likely to come into contact with vulnerable groups, meet the safeguarding team and receive relevant training. However, safeguarding is not limited to specific roles; it should be ingrained in the induction process for all employees. By fostering a culture where safeguarding is everyone's responsibility, organizations create an environment where vigilance becomes second nature. No?

Managing the Policy: A Roadmap for Safety The safeguarding policy should encompass roles, responsibilities, and operational concerns such as parental consent, data protection, and the use of images. It should serve as a comprehensive guide, offering insights into identifying signs, reporting concerns, and providing relevant contact information for the safeguarding lead. Crucially, it must stress that concerns should be raised with the safeguarding team to ensure appropriate expertise is involved in making judgments regarding potential abuse.

Training and Communication: Equipping Guardians Of Safety Safeguarding Training should be mandatory, with periodic refresher courses for employees directly interacting with vulnerable groups. This training should emphasize how to report child protection concerns and provide guidance on handling disclosures of abuse. In organizations with global operations, additional steps may be necessary to account for cultural differences and promote awareness of diverse safeguarding practices.

Organization Culture: The Bedrock Of Safety Creating a culture that prioritizes safeguarding is paramount. HR must ensure that safeguarding is taken seriously throughout the organization, reinforcing the commitment to good practices. Policy breaches should be addressed promptly and consistently, regardless of an individual's seniority or status. Relocating employees within the organization as a means of addressing problems should be avoided, as this may exacerbate issues rather than resolve them.

The Safeguarding Department: Champions of Protection HR bears the responsibility of staffing the safeguarding function. It is imperative to appoint a leader with appropriate experience, training, and authority, who remains up-to-date with the evolving landscape of safeguarding. A trained second-in-command should be designated to ensure continuity in safeguarding efforts, even in the absence of the department lead.

Working with Procurement: Ensuring External Partners Share the Responsibility Third parties, including volunteers, service providers, and consultants, who have contact with vulnerable groups, must adhere to clear safeguarding requirements stipulated in contracts. Induction and training programs for non-payroll staff should encompass relevant safeguarding information. Effective communication channels must be established to facilitate reporting, ensuring that nothing impedes the timely raising of concerns.

Reporting: Strengthening the Chain of Action HR professionals must be well-versed in the processes for reporting concerns, and acting as a resource for other staff members.Organizations must havee oversight of all safeguarding concerns raised, ensuring that designated experts assess them and take appropriate action, whether through internal follow-up or referral to external agencies.

The famous words "Ask not what your country can do for you, but what you can do for your country." echoed in my mind, I felt inspired by these timeless words, spoken by President John F. Kennedy during his inaugural address on 20th January 1961

This iconic phrase, which has transcended time and becomes a powerful symbol of civic duty and active participation in the betterment of one's nation. As we celebrate Madaraka Day , let us reflect on the significance of these words and recommit ourselves to making a positive impact in our communities and country.

May this day be a reminder, HR practitioners, and all, of our collective responsibility to contribute towards a brighter future for all - Happy Madaraka Day!