Advancing Civil Society - GLOCA has conducted a comprehensive series of mandatory onboarding and compliance training sessions for newly recruited staff members and volunteers. These sessions form an essential part of GLOCA’s institutional onboarding process and are designed to ensure that all personnel clearly understand their professional, ethical, safeguarding, and reporting responsibilities before undertaking their assigned duties.

The training programme introduced participants to GLOCA’s organizational values, internal policies, expected standards of conduct, reporting mechanisms, and accountability requirements. It also provided practical guidance on how these standards apply in daily work, community engagement, programme implementation, financial and administrative processes, digital communication, and interaction with colleagues, partners, suppliers, and programme participants.

The mandatory training programme covered the following principal areas:

Code of Conduct

Participants received a detailed orientation on GLOCA’s Code of Conduct and the professional behaviour expected from every person working for or representing the organization. The session addressed respect, dignity, non-discrimination, professional boundaries, confidentiality, responsible use of organizational resources, appropriate workplace and digital conduct, and the prohibition of harassment, intimidation, retaliation, and abuse of authority.

Staff members and volunteers were informed that compliance with the Code of Conduct applies during working hours, field visits, training sessions, official travel, online communication, public representation, community activities, and any other situation in which they are associated with GLOCA.

Anti-Fraud, Anti-Bribery and Anti-Corruption

The training explained GLOCA’s zero-tolerance approach to fraud, bribery, corruption, embezzlement, collusion, kickbacks, falsification of records, misuse of assets, and manipulation of procurement, recruitment, payment, beneficiary selection, or partnership processes.

Participants were introduced to common fraud warning signs and the internal controls used to protect organizational and donor resources. These include segregation of duties, documented approvals, accurate recordkeeping, transparent procurement, secure financial documentation, asset controls, and the use of official communication systems.

The session also emphasized that all personnel have a duty to report suspected misconduct in good faith. Staff and volunteers do not need to conduct an investigation or obtain complete evidence before raising a concern.

Conflict of Interest

GLOCA provided practical training on identifying actual, potential, and perceived conflicts of interest. Participants learned that a conflict may arise from family relationships, personal interests, external employment, financial interests, political or organizational affiliations, gifts, hospitality, supplier relationships, or participation in decisions that could provide a personal benefit.

The training clarified that having a potential conflict does not automatically constitute misconduct. However, failing to disclose it, concealing relevant information, or continuing to influence a decision without authorization may constitute a serious violation.

New personnel were instructed to disclose conflicts during onboarding, update their declarations whenever circumstances change, and submit additional declarations before participating in procurement, recruitment, partnership, grant, evaluation, or selection committees. Appropriate measures may include documented recusal, restricted access to information, reassignment of responsibilities, or independent review.

Protection from Sexual Exploitation and Abuse

A dedicated session addressed GLOCA’s Policy on Protection from Sexual Exploitation and Abuse, commonly referred to as PSEA. Participants were informed that sexual exploitation and abuse constitute serious misconduct and are strictly prohibited.

The training explained the absolute prohibition of sexual activity with anyone under the age of 18, regardless of local definitions of consent or any mistaken belief regarding age. It also covered the prohibition of exchanging money, assistance, employment, contracts, goods, services, opportunities, or any other benefit for sexual acts.

Staff and volunteers were informed that sexual relationships with beneficiaries or community members reached through GLOCA’s work are prohibited because of the inherent imbalance of power. The session also explained professional boundaries, safe interaction with children and vulnerable persons, confidentiality, survivor-centred responses, and the obligation to report any concern or suspicion immediately through the designated channels.

Participants were specifically instructed not to investigate allegations themselves, confront the person concerned, pressure a survivor for information, or share sensitive details with unauthorized individuals.

Reporting, Complaints and Protection from Retaliation

The onboarding programme introduced GLOCA’s approved reporting and complaints channels. Staff and volunteers learned how to raise concerns related to fraud, conflicts of interest, safeguarding, PSEA, workplace misconduct, discrimination, harassment, data breaches, or misuse of organizational resources.

The training emphasized confidentiality, restricted access to sensitive information, the need-to-know principle, and protection from retaliation. GLOCA prohibits threats, intimidation, dismissal, discrimination, exclusion, or any adverse action against individuals who report concerns or cooperate with an authorized review in good faith.

Data Protection and Digital Conduct

Participants also received guidance on confidentiality, protection of personal and organizational information, secure document management, and responsible use of official email and Microsoft 365 accounts provided by GLOCA. The training addressed strong passwords, phishing risks, unauthorized access, document retention, secure information sharing, and immediate reporting of suspected data loss or account compromise.

Following the sessions, staff members and volunteers completed the required onboarding documentation, including the onboarding checklist, training attendance record, staff acknowledgement, and conflict-of-interest declaration. The Human Resources Department maintains these records in restricted personnel files and monitors completion of mandatory and refresher training requirements.

Through this structured onboarding programme, GLOCA continues to strengthen a culture of integrity, accountability, safeguarding, transparency, and responsible conduct. The organization remains committed to ensuring that every staff member and volunteer understands not only the policies governing their work, but also their individual responsibility to apply those policies, prevent misconduct, protect affected people, and report concerns safely and promptly.