Creating a Safe Environment for Our Children in the Ecclesiastical Units of the Archdiocese of Hyderabad

It is an indisputable fact that our children are the treasures of our faith communities. We need to nurture and care for our children who are the future of the Church. The Church has an important role and responsibility to protect the Children and youth under its care. The Church strictly condemns any acts of abuse and violence especially with regard to Children. The reports about Child sexual abuse that we read and see on news disturbs us to a great extent. It also reminds us to retrospect and ask questions like “Where are we heading as a Society?” It is our moral responsibility and duty to address issues related to child safety and create awareness in the Society.

According to UNICEF “India has a wide range of laws to protect children and child protection is increasingly accepted as a core component of social development. The challenge is in implementing the laws due to inadequate human resource capacity on the ground and quality prevention and rehabilitation services. As a result, millions of children are prone to violence, abuse and exploitation.”

Violence and abuse can take place in all settings: at home, school, child care institutions, public communities etc. Unfortunately, not even houses of worship are immune from the occurrence of abuse. It is to be noted that very often violence is perpetrated by someone known to the child.

Sexual abuse is a crime that leaves a significant scar in the lives of victims, and the consequences can be especially severe when the victim is a child. Abused children may face serious long-term difficulties with psychological and mental health. Victims of sexual abuse are often at a higher risk for depression, anger, substance abuse, sexual difficulties, self-destructive behavior, and sexual revictimization.

The Apostolic Letter MOTU PROPRIO issued by the Supreme Pontiff His Holiness Pope Francis on 7 th May, 2019 titled “VOS ESTIS LUX MUNDI (You are the light of the world)” reminds us all about our duty and responsibility in safeguarding the dignity of the members of the Church especially that of Children. “The crimes of sexual abuse offend Our Lord, cause physical, psychological and spiritual damage to the victims and harm the community of the faithful. In order that these phenomena, in all their forms, never happen again, a continuous and profound conversion of hearts is needed, attested by concrete and effective actions that involve everyone in the Church, so that personal sanctity and moral commitment can contribute to promoting the full credibility of the Gospel message and the effectiveness of the Church’s mission. This becomes possible only with the grace of the Holy Spirit poured into our hearts, as we must always keep in mind the words of Jesus: “Apart from me you can do nothing”(Jn 15:5). Even if so much has already been accomplished, we must continue to learn from the bitter lessons of the past, looking with hope towards the future.”

Pope Francis stipulated that all Priests and members of religious orders are obligated to report any suspicions of abuse to their superiors.

The Catholic church in the west has suffered gravely and has gone through a significant process of policy making in order to address the concerns related to child sexual abuse. In the summer of 2002, the United States Conference of Catholic Bishops (USCCB) responded to the sexual abuse problem by issuing the Charter for the Protection of Children and Young People. The scars of the abuse has shocked and shattered the faith of many Faithful and posed a great threat to the Church in the west.

In 2015 The Catholic Bishops Conference of India (CBCI) drew up guidelines on the procedures to be followed in dealing with cases of sexual abuse of children by clerics. In 2017 another document titled “CBCI guidelines to deal with sexual harassment at workplace” was promulgated by the CBCI. This document specifically focusses on sexual harassment of women working in institutions run by the Church. It was prepared by the Bishops with the aim of "creating a safe and healthy working environment, where employees can work peacefully without fear of prejudice or harassment of any kind".

Child abuse is a matter of serious concern because the effects of having been abused can last a lifetime. Those who have been abused seldom just get over it. The sense of violation goes deep into a person’s psyche and feelings of anger, shame, hurt and betrayal can build long after the abuse has taken place. Some have even described the feeling as if it has scarred their soul.

Child sexual abuse can certainly be prevented through awareness. We need to identify and build safety barriers around our children and young people to keep them from harm. These barriers come in the form of protective guardians, codes of conduct, background evaluations, policies and procedures, and safety training programs.

Our Commitment to a Safe Environment

Faithful to the Lord’s desire to let the children come to Him, the Church has, from its beginning, took special care and interest to initiate children into its sacramental life. It has opened to them the treasure of truth and has striven to form them in gospel values. It has attempted to guide and support parents and guardians in their crucial role in the formation of children. Parishes have devoted tremendous energy and resources to the development of their young members, and countless individuals have dedicated themselves to nurturing young Catholics. God has placed His wonderful creation in our hands.

But there are sometimes exceptions. Both through neglect and active abuse, adults in the community of faith have, on occasion, inflicted harm upon children instead of having served as channels of life and grace. This is a very serious matter. It is especially so because children and adolescents are not equipped to understand such situations or to defend themselves.

It is not only persons who have been abused suffer alone but also their family members who go through pain and humiliation and often end up confused and angry. Parishes communities and Church institutions too are left hurt, confused, and embarrassed. The Church’s reputation in the community, and, therefore, its ability to fulfill its mission, is harmed.

Although the abuse of children and adolescents is a reality in our society, such abuse, whether physical, sexual, verbal, or emotional, whether inflicted by lay or ordained, professionals or volunteers, cannot be tolerated in the Church.

The Archdiocese of Hyderabad is committed to providing safe environments and fostering continuous improvement in every organization that sponsors activities and/or provides services to children and youth. We need to be vigilant in knowing the background of the people who are working or volunteering in our institutions and Churches and make the protection of our children a top priority. It is high time that we address these issues and we can’t imagine how damaging spiritually, emotionally, and practically it would be for our church/institution to be the “place” where abuse takes place.

We urge every Institution and Church to identify workshops, educational materials, classroom instructions and any other resources that may be useful in order to prevent abuse of Children and to spread awareness. We need to empower our children and adults to act before abuse occurs. Awareness has to be created so that if any such incidents or suspicious activities occur, the matter is brought to the notice of the appropriate Civil and Church authorities immediately.

Suggestions/Guidelines and Precautionary measures to be followed while dealing with Children especially Minors.

The Clergy of the Archdiocese, and those lay persons employed or engaged as employees or volunteers at all Archdiocesan Organizations, have an obligation to be knowledgeable about causes and signs of child abuse and should take necessary steps to protect and safeguard the wellbeing of children especially while they are in the premises of the Church/Institution.
Not only are the persons described above responsible for the well-being of children on a day-to- day basis, but also, they are perceived by the community and children as special and trustworthy individuals.
Clerics, employees, and volunteers should learn as much as they can about the causes, forms and symptoms of child abuse through reading, participation in workshops, and discussions at the Staff meetings and through all other means that deemed necessary to obtain knowledge in this regard.
While planning and executing activities which are beneficial to children, the Church Personnel must be vigilant to guard against actual or potential situations which can inflict harm, or which even give rise to suspicions of potential abuse.
Pastoral prudence is to be applied to engage the presence of at least two or more adults especially while dealing with Children/Minors for programs/events in campus or off-campus. For any organized program or activity sponsored by the Archdiocese or an Archdiocesan Organization, at least two adults, both of whom are considered to be trustworthy and morally upright must be present for any activity at the Church/Institution including, but not limited to, after school tutoring of any sort (whether the tutor is hired by the parents or not). Whenever possible, one of the adults should be a parent of a participant. Special care and precaution are to be taken specially for an activity which is presumed to go on till late evening or for an overnight activity and also activities that involve Children like Mission trips, School trips, Educational trips etc. and ensure the presence of two or more adults in such activities.
No child may be disciplined corporally or corrected with abusive language.
A cleric, employee, or volunteer must obtain the consent of the child’s parent before inviting or allowing a child to visit in the adult’s home or for any activity that is outside the regular program of the Church/Institution. At such meetings with the Child, presence of the Parent or Adult is strongly recommended.
No child may visit overnight in a Rectory/Priests residence (or other residence of an Archdiocesan cleric) or stay overnight with an Archdiocesan cleric in any other place, unless in the company of his or her parent. (An exception can be made when the child is a close relative of the cleric, but even this is discouraged.)
Clerics, employees, and volunteers will use prudence when communicating with a child including, but not limited to, written communications, electronic communications, the Internet, online services, e-mails, instant messaging, online bulletin boards, social networking sites, social media, text messaging, pod casts, blogs, chat areas, and telephones, including cell phones.
Appropriate and ethical communication boundaries in ministry must always be observed. Any form of communication that is intended to inappropriately manipulate a child or that incorporates any suggestive language, suggestive photos, sexual implications, inappropriate personal self-disclosures, etc., is forbidden. This includes visual, digital, or electronic communications in any format.
Clergy and other Church Personnel/employees, and all volunteers are prohibited to transport one child alone. There should be at least two adults in every vehicle that transports children. Children must never be transported without permission from the child’s parent. If possible, it is highly recommended to take a written consent of the parent and file it properly.

Physical contact with children:

Physical boundaries must be set that will promote a positive and nurturing environment while protecting children from misunderstandings. Becoming aware and following an explicit code of permitted behavior also assists in protection against false allegations of abuse.
Appropriate physical contact: Appropriate physical contact between adults and children is a positive part of a healthy relationship. The following are regarded as appropriate examples of physical contact: Pats on the head or shoulder when culturally and socially acceptable; Handshakes; “High-fives”; Holding hands during prayer or when a child is upset; Holding hands while walking with small children etc. In all these examples prudence is to be used so that there is no misunderstanding and harm caused to child and the Parents.
Prohibited physical contact: Some forms of physical contact have been used by adults to initiate inappropriate contact with children. In order to maintain the safest possible environment for children, the following are examples of physical contact prohibited from use by Clergy and other Church Personnel/employees, and all volunteers: Any physical contact that the child resists; any touching without the permission of the child; Any form of unwanted affection; Inappropriate, forceful or lengthy embraces, or hugs; Kisses; Lap-sitting; Touching buttocks, chest, knees, thighs, or genital areas; Placing hands in the pockets of a child; Showing any affection in isolated areas such as bedrooms, closets, adult-only or staff-only areas, or other private rooms; Laying down, cuddling, or sleeping near a child; Being in bed with a child at any time; Wrestling; Tickling; Massage given by an adult to a child; Massage given by a child to an adult; Any other activity with a sexual connotation.

Emotional boundaries:

In addition to physical boundaries that must be set, emotional boundaries must be created Examples of emotional boundary violations include: Compliments that relate to physique or body development; Meeting alone in locations away from a parish, school, institution, or other Archdiocesan Organization; Meeting alone in remote locations on the property of a parish, school, institution, or other Archdiocesan Organization; Calling, e-mailing, or texting a child for purposes other than those directly related to academics or ministry; Displaying and/or taking excessive photographs of a child; Engaging in sexually oriented conversations not related to education or ministry; Privately contacting a child by social media for any purpose.

Prohibited behaviors:

In addition to the above, Clergy and other Church Personnel/employees, and all volunteers are prohibited from the following:
Offering a child cigarettes, other smoking materials, or tobacco products, alcohol or illegal drugs, or allowing a child to use or consume these items;
Encouraging or allowing a child to visit inappropriate, sexual, or violent internet websites;
Providing a child with gifts/money without the permission of parents unless when distributed equitably to all children (for example, buying inexpensive gifts for all the altar servers);
Ridiculing beliefs held by a child’s parents; Asking a child to keep secrets from the child’s parents;
Speaking to a child in a way that is or could be construed by any observer as harsh, threatening, intimidating, shaming, derogatory, demeaning, or humiliating;
Using bad language, swearing, and/or cursing in the presence of a child; Behaving rudely in the presence of a child;
Possessing any sexually-oriented or morally inappropriate materials (e.g. magazines, cards, videos, films, DVDs, clothing, etc.) in the presence of a child;
Engaging in, viewing, and/or listening to child pornography, possessing child pornography on any personal electronic device, or on any electronic device owned by the Archdiocese or an Archdiocesan Organization.
Being nude in the presence of a child; Engaging in sexual contact with a child. Sexual contact is defined as vaginal intercourse, anal intercourse, oral intercourse, or the touching of any erogenous zone of another including, but not limited to, the thighs, genitals, buttocks, pubic region, or chest, for the purposes of sexually arousing or gratifying either person.
Any overnight activity that does not provide for separate rooms for chaperons and children.

Please Note: All the above Guidelines/Precautions/Suggestions are not a foolproof or final list of things to be considered while dealing with Children and Minors. There may be many other things which need to be considered and to be dealt with Pastoral Prudence and care of the children.

Suggestions for Creating Awareness

Create awareness through preaching and teaching at the Church services and programmes.
Organizing Parish level talks to Parents, single-parents and guardians on roles and responsibilities in parenting and creating healthy environment for children and formation of children in Moral, ethical, spiritual and overall development.
Deanery level discussions and suggestions on the topic of child abuse during the Deanery level Monthly Recollections.
Identify and Develop training programmes for the workers/volunteers/personnel who are associated with Church/Institutions on creating a safe environment.
Conducting workshops, seminars and talks at Schools and Colleges.
Engage lay Professionals like Psychologists, Lawyers, Doctors etc., who can provide inputs and suggestions to curb abuse.

Formation of a Child Protection Committee at the Institutional Level

All catholic education institutions will have a Child Protection Committee (Commission for Professional Standards) to deal with all alleged cases of the abuse of children and young people. Such a committee will be formed within the first two months of each academic year.

The members of this committee are appointed for a term of one year, renewable at the end of the term.

Every year the new committee will give opportunities for representation to new students in rotation.

The function of this committee will be to generate awareness of child abuse related issues in the school, facilitate reporting, ensure proper investigation of child abuse by the school authorities or the law enforcement agency, if the violation is of criminal nature and falls under purview of the law (for instance cases of CSA) and mobilize psychological/legal support for children in case of any kind of violation.

This committee will notify and keep the diocesan/ provincial child protection committee (Diocesan/ provincial commission for professional standards) informed of the progress of investigation of all alleged child abuse cases, and within a period of 90 days refer all findings to the diocesan/provincial Child Protection Committee,and seek advice and guidance.

In case any offence against a child is noticed by the staff or management, such a person shall provide all the information regarding the offence and a counsellor or an adult whom the child is comfortable with, is appointed as a support person for the child. The support person must be equipped to provide a first level response to the child and assist the child through the further processes of reporting etc, by providing accurate, adequate and relevant information about the laws (if applicable) and processes of the committee.

The committee must maintain a list of all the mental health services, to refer children whenever necessary, along with other important contacts such as – the child welfare committee, district child protection unit, district legal services authority, police etc.

Constitution of the child protection committee

The child protection committee must comprise of the following members

Principal/School head, as the committee chairperson
Members of the Parent – Teacher Association (the committee must have 25% SMC members)
In-Charge of Pre-School/ Pre-School Teacher
Teacher from High School
School Counsellor, preferably female
Supervisor/ Incharge of the support staff, if any
Transport incharge, if any
Security incharge, if any
Student Representatives (The committee should contain 25% students)
The representatives of the committee should be 50% females
Given the developmental stages, it will not be practical for school to involve young children up to class 7 in the proceedings of the committee.

Power and Functions of the Officers of the Child Protection Committee of the Education Institution

Child Protection Officer (Coordinator)

The Child Protection Officer can be the senior most member, after the principal/ School Head. His/Her role will be to coordinate the task of protection envisaged by this policy in the institution and work in close collaboration with the Principal/Head of the institution.

Skills:

He/She should be a good listener.
He/She should have the ability to empathise, keep confidence and be objective.
He/She should be generally friendly and approachable
He/She should be a person of great prudence, wisdom, and ability to discern
He/She should work well under pressure and have the ability to accept criticism.

Scope:

He/She assumes responsibility to ensure that the Child Protection Policy is adhered to.
He/She ensures that any breach of policy is promptly reported.
He/She looks after the protection and safety of the children and young people.

Responsibilities:

He/She should report any breach of the code of protective behavior put in place in the institution.
He/She is personally available and maintains a climate that encourages individuals in disclosing/ reporting any allegation of abusive behaviour especially of a sexual nature.
He/She writes a report according to the format given in “Procedure of Registration of the Offence”
He/She ensures the protection, and immediate care and attention needed of all such individuals involved in the reporting of abusive behavior.
He/She maintains confidentiality of all sensitive reports of concern of allegations or allegations of abusive behavior.
He/She ensures the confidential and safe custody of all original handwritten notes signed and dated along with all typed/printed reports.
After the initiation of the enquiry by the Diocesan/Provincial Child Protection Committee, when a child has to be interviewed, he/she (the coordinator) will get someone professionally skilled to interview children, if such a person is not available in the Child Protection Committee.
Special care is to be taken while interviewing children with intellectual or psychiatric disability.
He/She should arrange for support and write care plans.
He/She should stay abreast of the developments in the field of child protection.
He/She should establish and maintain contact with the police, social services, and other local agencies.
He/She should make sure that the local statutory agencies and the Child Protection officer have access to all the necessary information.
He/She (the coordinator) has the discretion to close the matter if there is no cooperation from the complainant if there is insufficient reliable information and notify the same to the Diocesan/Provincial Child Protection Committee.
However, it is to be carefully noted that the post of the Child Protection Officer (Coordinator) does not empower him/her to report to the legal authorities or to initiate any investigation in the name of the Diocesan / Province Level Child Protection Committee on his/her own without authorization by the Diocesan / Provincial level Child Protection Committee.

Secretary

A Secretary is appointed from among the members of the Child Protection Committee of the Institution and shall record the minutes of the meetings, its deliberations and decisions as well as other relevant matters or actions of the Committee.

Contact Person

One person is to be appointed as a contact person, who on being informed of the complaint, will get in touch with the law enforcement agency/the complainant, and assure the complainant that the matter will be taken seriously and investigated in accordance with the procedures mentioned in the Child Protection Policy.

Duties of the Child Protection Committee of the Institution and Recording Procedures.

Maintaining the Records:

The Child Protection Committee shall maintain a file on every case or matter it considers/investigates. Each file shall contain

Date of reporting

Language of the proceedings

Account of the child/ Complainant (Language in which the account was provided)

Measures taken by the child protection committee

Details of the law enforcement agency to be involved.

Details of any services mobilized for the victim- legal, psychosocial, medical......

Written report of investigation conducted (date- wise summary of each proceeding) in case of internal.

Conclusions reached with stated reasons (in case of internal).

Final written Summary

Final written summary to be forwarded to the diocesan/Provincial level Child Protection Committee (Commission for Professional Standards). It ensures the safe keeping of all files, and the availability of the same in the future when required.

Treats all records, documents, and information received from or reported by the members as confidential.

Directs the contact person to meet with the alleged victim for the purpose of filling in details, providing information, and recording statements.

Directs the contact person to initiate all processes of reporting with the agency by providing necessary details required and enabling contact with the victim and their family.

Ensures that the final directives from the Diocesan/ Provincial Child Protection Committee are followed up and implemented.

CBCI Guidelines To Deal With Sexual Harassment At Work Place

Definitions

“Act” means the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
“Complainant” means a victim or if the victim is unable to make a complaint due to mental or physical incapacity or death, any person who makes a complaint on behalf of the victim.
“Employee” means a person employed with the Catholic Church for any work on permanent, deputation, temporary, consultation, part time, Ad hoc or daily wage basis, either directly or through an agent, including a contractor, with or without the knowledge of the principal employer, whether for remuneration or not, whether the terms of employment are expressed or implied and includes a co-worker, a contract worker, a probationer, trainee, apprentice, volunteer or called by any such other name.
“Diocesan/Provincial Complaints Committee” (D/PCC) means the Complaint Committee to be constituted by every Diocese and Province of a Religious Congregation of the Catholic Church in India.
“Internal Complaints Committee” (ICC) means the complaints committee to be set up by every institution under a Diocese or Province of Religious Congregations of the Catholic Church in India, which employs 10 or more employees.
“Respondent” means an employee against whom the complainant has made the complaint.
“Sexual Harassment” means and includes any unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature which make a person feel offended, humiliated or intimidated. It includes unwelcome, severe and persistent sexual conduct which creates an uncomfortable and hostile environment. It can be done by remarks, gestures or behaviour. Remarks would include allusions to sexual preferences, jokes, blackmail, threats, comments on appearances of body, intimate references, obscene language, sexual innuendoes etc. Gestures and behaviour would include caresses, fondling, indiscrete glances, kissing, obscene gestures, pinching, unsolicited advances, etc.

The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behavior of sexual harassment may also amount to sexual harassment;

Implied or explicit promise of preferential treatment in employment
Implied or explicit threat of detrimental treatment in employment
Implied or explicit threat about the present and future employment status
Interference with work or creating an intimidating or offensive or hostile work environment
Humiliating treatment likely to affect the health or safety

“Workplace” means:

Any juridical entity like department, organization, undertaking, establishment, institution, office, branch or unit which is established, owned, or controlled, wholly or partially financed by funds provided by the Catholic Church (Dioceses, Religious Congregations, individuals)
Any place visited by the employee arising out of or during the course of employment including transportation provided by the employer for undertaking such journey.

Responsibility Of The Institutions

Create a harmonious working environment free of intimidation, hostility, offence and any form of harassment and abuse of authority. In order to achieve such an environment, all those who are in-charge of the institution must act as role models by upholding the highest standards of conduct.
Ensure only eligible, well reputed and morally upright persons are recruited and appointed as the staff of the institutions and they should be trained, supervised and supported at their workplace which should promote genuine and mature human behaviour.
Communicate the zero tolerance policy on sexual harassment at workplace and abuse of authority to all the members of the institution and ensure that they are given training on gender sensitivity and prevention of sexual harassment.
The root causes arising from various factors of behaviour patterns of all persons that provoke a person to see the other only as an object of sexual satisfaction are to be addressed, made aware of and eradicated through awareness programs/training.
All the members of institution should be given the proper knowledge and training with regard to the moral and social behaviour expected in an institution or workplace of the Catholic Church. Those who exercise leadership roles should be trained to understand the implications of the Guidelines and to have the skills to deal with adverse situations.
Display at a conspicuous place in the workplace, the details of the grievance redressing authority that should be approached by a victim in the event of sexual harassment and the penal consequences of sexual harassment.
Ensure that staff members supervising others do not engage in harassment at workplace.
Take measures consistent with the Guidelines, should they witness any acts of harassment at workplace.
Ensure that incidents of harassment at workplace or abuse of authority are promptly addressed. In such cases, all those who are in-charge of the institution must demonstrate fairness, impartiality and avoid any form of intimidation or favouritism.
Ensure that all discussion, communication and activities are handled with extreme sensitivity and utmost confidentiality.
Ensure that no employee is retaliated against.
Ensure compliance with the provisions of these ‘Guidelines’, including appointment of ICC, preferably within a period of sixty days from the date of publication of these ‘Guidelines’.
Provide necessary facilities to the ICC for dealing with the complaint and conducting an inquiry.
Assist in securing the attendance of Respondent and Witnesses for ICC.
Make available such information to ICC as it may require having regard to the complaint made.
Monitor the timely submission of annual reports by ICC.
Organize workshops and awareness programs at regular intervals for sensitizing the employees with the provisions of these ‘Guidelines’ and the present civil law in force.

Professional Ethos

At the time of appointment all staff should sign a policy statement with regard to their behaviour at the work place.
They should respect and abide by the law of the institution and understand that they will invite disciplinary and penal action in case their behaviour is contrary to the policy.
In their dress, language, behaviour, etc., they should be modest and help each other to have a cordial and loving relationship at their work place.
All the institutions should take care that the individuals demonstrate the maturity and competence expected from them regarding their respective professions. They should adhere to the policy of the institution and they should know that any deviation will not be tolerated. Sexual abuses often occur in contexts in which the abuser is in a position of trust in relation to the person abused. In many cases, it is an abuse of authority. Abuse of authority is the improper use of a position or influence or power by a member against another member or a group thereof that arbitrarily influence the career or employment conditions (like appointment, assignment, contract renewal, performance evaluation or promotion) of another member, based on or related to sexual favours. In general, it is presumed that there is no meaningful consent between a person in authority and the subordinate in this regard. Sexual abuse can also take place in the context of spiritual or psychological guidance or services. Hence, appropriate professional boundaries must be maintained between members of all sections of ministry or service at all time and in all places. In order to achieve this, it is the duty of the establishment or management that employs people or invites volunteers to discharge professional services, to draw up clear cut professional boundaries in their work place:
All persons must be treated with respect and dignity.
Offices and service areas should be accessible and visible.
No one should be under the influence of alcohol or of prescribed or non-prescribed drugs that hamper cognitive function at work place.
When corrections or reprimands are to be given they must be communicated in writing or if verbally, in the presence of another colleague of the employee.
Members of the institution should not entertain or be in the company of people of ill repute.
Those who are in-charge of the institution must strictly maintain the working hours and when overtime services are required, it should be with the knowledge of people in higher authority and with a proper registry of the people involved, the nature of the work and the time of leaving the workplace.
Exercise of professions like that of Doctors or care givers where physical touches or contacts are required, the concerned person must seek the presence of another person of the same sex as the client is, while carrying out the official duty.
Must not lodge people of the other sex in living quarters meant for single living.

Clergy Declaration

I, Rev. ………………………………….......… do hereby solemnly and willingly pledge to:

Abide fully by the Child Protection Policy of the Archdiocese of Hyderabad and its procedural guidelines.
Promote a Culture of Safety within the Parish / Institute / organization and ministry settings, ensuring a safe and respectful environment for all minors and vulnerable persons.
Report promptly any known or suspected incident of abuse, neglect, or misconduct in accordance with the reporting procedures established by the Archdiocese and the civil authorities.
Complete all Required Training and formation related to child protection, as mandated by the Archdiocese.
Cooperate fully with all investigations and procedures as required by the Archdiocese and law enforcement.
Uphold the Moral and Pastoral Responsibilities entrusted to me, recognizing that any failure to comply with the Child Protection Policy may result in disciplinary action, including suspension or removal from the ecclesiastical office or ministry.
I will be solely responsible for any of my actions that may result in the abuse of a Minor/Vulnerable Persons. The Archdiocese of Hyderabad Society / HAES / HASSS shall not be held liable for any such acts or deeds committed by me.

Code of Protective Behaviour For the Members of the Staff

As a staff member working in a Catholic institution, which is committed to the protection of children from all forms of abuse, I agree to abide by the following rules and regulations drawn up by the institution in this regard.

Accordingly, I state that,

Child Protection Pledge

I will interact with every child/young person in a manner which demonstrates respect, dignity, integrity, empathy, understanding, and patience.

There will be other professional adults to supervise me whenever there is a sleepover, or a stay in a hotel/hostel during excursions or educational travels.

The doors of a room will always be open or visual access will always be maintained, when I am alone with a child or young person.

While being available to children in discharging my duty in the institution, I will maintain the professional boundaries of relationship with them.

I will always adopt socially appropriate adult behavior towards children and young people, which reflects the capacity to listen, understand and be respectful towards others.

My relationship with children will be prudently governed, respecting the age and developmental stage of a child or young person. I seek to establish a caring, protective, and respectful relationship with each child or young person.

I will never touch a child’s or young person’s buttocks, genitals, or breasts, unless I am a certified medical practitioner, and only for performing a legitimate and necessary medical action. Any physical touch will be in response to the need of a child.

I will be vigilant and attentive to any harm towards children and young people and shall immediately report any concern I have of the same to the Protection Officer, of my Institution.

I will report every case of child abuse, neglect, and exploitation which I observe, to the appropriate authority, and will not abuse or harm any child emotionally, physically, or sexually.

I will physically restrain a child or young person only when there exists a danger to the individual, or to other individuals in the area.

However, sometimes when it may be necessary to conduct physical checks of the students in the institution for cell phones and other contraband material, I will do so only when asked for, or with permission and following all norms of touching (avoiding those areas of the body restricted to touch).

I will comply with all the procedures of the ‘CBCI Child Protection Policy and Procedures” implemented in the institution.

I will refer all the media queries to the spokesperson designated for the task and give no other comments.

I will comply with the dress code prescribed in the institution while on duty, and if there is no specific dress code, I will always come modestly and neatly dressed.

Dangerous Behaviour to be Avoided

Engaging in behavior that is intended to shame humiliate, belittle or degrade, especially children and young people, in the institution.

Using inappropriate, offensive, discriminatory, vulgar, or slang language when speaking, especially with children or young people.

Entering any area of privacy such as toilets, changing areas (used after the swimming session, sports practice, during dress rehearsals/ programs etc.) for children or young people, unless legitimate business of the institution or any accident requires me to.

Taking children or young people that I am professionally engaged with, to my own home/hostel, or sleeping in the same room or bed with any of them.

Engaging with children on social media platforms like Facebook, Instagram, Twitter, Whatsapp, Tik Tok etc.

Engaging in any sexual conversation or discussing sexual activities, unless part of legitimate lesson and discussion approved for teaching sexuality or biology related issues requires me to.

Indulging in any manner of activities that are, or could be interpreted to be, aimed at any type of sexual relationship with a child or young person, unless it is an unavoidable part of a structured sports activity or outdoor games.

Developing a sexual relationship, or one that may be deemed exploitative or abusive in nature with children or young people.

Showing sexually oriented, or inappropriate printed or digitalizes material, such as, videos, films, MMS etc, to children or young people, or having them on the premises of the institution or in my profession, when involved in an activity in the Institution or outside of it.

Taking a personal photograph or video recording a child (ren) or young person (s) in the classroom/ school, without their consent and that of his/her parents or guardians.

Posting any pictures taken during the school events - like annual day, sports day, etc. on personal social media accounts or circulating the same to any outsiders over WhatsApp and other platforms.

Holding, kissing, cuddling, or touching a child or young person in an inappropriate, unnecessary, or culturally insensitive way.

Seeking to make contact and spend private time with any child or young person even for teaching/ coaching outside the legitimate time allotted for that purpose, except with express consent of the head of the institution and the parents.

Hiring minors as domestic labour or cooperating with others to hire minors as domestic labour.

Transporting children or young people, without the permission of their parent or legal guardian, except as a direction from the head of the institution, or his/ her delegate in the event of an emergency or academic or sports related activity with proper accompanying documentation.

Using, possessing, or being under the influence of illegal drugs or alcohol or tobacco products when in the presence of, or while supervising children or young people. Supplying alcohol or illegal drugs or tobacco products to children or young people.

Discriminating against a child or young person on the basis of their race, colour, gender, sexual orientation, language, status, ethnicity, nationality, caste, religion etc.

Neglecting to take action when a child or young person is being abused any way.

Archdiocese of Hyderabad

Safer Spaces Team