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