INTRODUCTION

 

At the African Management Institute, we are committed to ensuring the safety, dignity, and well-being of everyone we engage with and/or everyone involved in the delivery and receipt of our programme activities and operations - including (but not limited to) our learners, clients, employees, consultants, field agents, partners, vendors, MSMEs, volunteers, and the communities in which we operate.

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PURPOSE

 

This Safeguarding Policy establishes our commitment to preventing harm, abuse, exploitation, fraud, misconduct, and any form of unsafe or unethical behaviour across all AMI activities. It applies to anyone acting on behalf of AMI in any capacity, receiving services from AMI or providing services to AMI, including (but not limited to) our learners, clients, employees, consultants, field agents, partners, vendors, MSMEs, volunteers - regardless of role, location, or contractual status.

 

We are dedicated to fostering a culture of prevention, protection, accountability, and partnership — where concerns can be raised safely, are taken seriously, and are addressed promptly, fairly and with the utmost confidentiality.

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This safeguarding Policy ensures that all parties acknowledge their commitment to providing safe and healthy workplaces and operations for the people in their organisations and those they serve. Any breach of the standards and codes outlined below constitutes grounds for AMI to immediately terminate its relationship with the individual or entity concerned, irrespective of their role or contractual arrangement.

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SAFEGUARDING PROCEDURES

 

Reporting Concerns

Immediate Reporting: Any individual suspecting or aware of abuse or exploitation must report the concern immediately to their direct supervisor or the HR team.

Confidentiality: We handle all reports with confidentiality and sensitivity to protect the reporter and those at risk. Where possible, concerns should be raised internally to the direct supervisor . 

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However, if this is not possible for whatever reason you may register your concerns to the Group Chairman on jonathan@africanmanagers.com or the CEO on rebecca@africanmanagers.com or to the Whistleblowing address reportingconcerns@africanmanagers.com. 

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Response to Reports

• Investigation: We promptly investigate all reports by the safeguarding team to determine appropriate action.

• Support: We provide necessary support to individuals affected by safeguarding concerns, including counselling and referrals to external services if required.

• Disciplinary Action: Any individual found violating the safeguarding policy will face appropriate disciplinary action, up to and including termination.
   

Training and Awareness

• Onboarding: We include safeguarding training in the onboarding process for all new team members.

• Ongoing Training: We provide annual  safeguarding refresher sessions and updates to inform all staff  about best practices and policy changes.

• Communication: we ensure all stakeholders  are aware of the safeguarding policy and their responsibilities.

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SAFEGUARDING GENERAL POLICY
 

1. Legal and Ethical Requirements
   All AMI stakeholders  will comply with national and other applicable laws of the country of manufacture of products and/or provision of services, including those relating to labour, health and safety, and the environment. Failure to comply with this safeguarding policy will result in disciplinary actions, which may include warnings, retraining, suspension, or termination of employment or contracts.

2. Child Labour
   All AMI stakeholders  must not directly or indirectly engage in or support the use of child labour. No person shall be employed at an age younger than 18. Where the compulsory education completion age is higher, the higher age will apply. Remediation will be provided where children are found working in child labour situations.

3. Forced Labour
   All AMI stakeholders will not use or be involved with any form of forced labour, whether in the form of prison labour, indentured labour, bonded labour, or otherwise.

4. Harassment, Bullying, or Abuse
   All AMI stakeholders  will treat workers with respect and dignity, ensuring staff, volunteers, and project participants are not subjected to any form of physical, sexual, psychological, or verbal harassment or abuse. They should also ensure the freedom to express concerns about workplace and operational conditions without fear of retribution.

5. Environment, Health, and Safety
   All AMI stakeholders  will be committed to environmental responsibility and prudent stewardship of natural resources. They will provide a healthy and safe work environment for their staff, volunteers, and project participants. Operations should minimise the impact on the environment and community.

6. Record keeping
   All safeguarding reports and related records will be securely stored in line with AMI's data protection policy. Access to these records will be restricted to authorised personnel only, such as the Risk & Compliance Team, HR Team  and senior management, on a need-to-know basis

7. Monitoring this policy
   The implementation of this safeguarding policy will be monitored through a combination of continuous reporting mechanisms and periodic evaluations. Key activities include:

• Annual Staff Training: All employees will be provided with training material that can be accessed for reference throughout the year and an annual training compliance check implemented.

• Incident Reporting: Safeguarding concerns will be regularly assessed through incident reporting, and corrective actions will be taken as needed.

• Annual  Evaluations: Annual  evaluations will be conducted to ensure the policy's continued relevance and effectiveness, with adjustments made based on emerging risks or feedback.

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ROLES AND RESPONSIBILITIES

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The Risk & Compliance Team: Is responsible for managing the safeguarding process, receiving and responding to reports, providing safeguarding training to staff and partners, conducting regular risk assessments, ensuring that safeguarding measures are implemented effectively across all AMI projects, and liaising with external authorities when necessary. The Risk & Compliance Team  will also be responsible for annual review of the safeguarding policy.

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Line managers and direct supervisors:  Line managers and supervisors play a key role in promoting a safeguarding culture within their teams.

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HR  team: The HR team is responsible for ensuring that all staff, volunteers, and contractors, are properly trained in safeguarding policies
 

APPENDIX

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Additional Code of Conduct and Behaviour 

Respect and Dignity:

• Treat all stakeholders and individuals with respect and dignity at all times.

• Use language and behaviour that is appropriate and respectful.

• Demonstrate ethical and responsible conduct at all times.

Confidentiality:

• Maintain the confidentiality of all stakeholders information unless disclosure is necessary to protect the stakeholder or is legally required.

• Do not share personal information about stakeholders without their consent.

Boundaries:

• Maintain professional boundaries at all times.

• Do not engage in any form of inappropriate relationship with any stakeholders or individuals.

Inclusivity:

• Promote an inclusive environment where all individuals feel valued and respected.

• Ensure that all individuals have equal access to opportunities and resources.

Safety and Security:

• Ensure the physical and emotional safety of individuals in all activities.

• Report any safety concerns immediately to the appropriate authorities.

Appropriate Communication:

• Communicate with all individuals in a manner that is appropriate and professional.

• Avoid any form of communication that could be perceived as inappropriate or harmful.

Use of Technology:

• Use technology responsibly when interacting with any individuals.

• Do not share inappropriate content or engage in online behaviour that compromises ones’ safety.