Safeguarding Policy

1. Introduction

Welcome2Africa International Limited (“the Company”) is committed to safeguarding the dignity, safety, and wellbeing of all individuals who interact with its operations, including employees, consultants, contractors, partners, beneficiaries, stakeholders, and third parties.

The Company recognises that safeguarding is a fundamental organisational responsibility and is committed to preventing harm, abuse, exploitation, neglect, and any form of misconduct within its sphere of influence.

This Policy establishes the framework for identifying, preventing, reporting, and responding to safeguarding concerns in all Company activities, both within and outside Nigeria, where applicable.

The objectives of this Policy are to:

1. Protect all individuals from harm, abuse, exploitation, harassment, and neglect;
2. Promote a safe, respectful, and inclusive environment;
3. Ensure clear reporting and response mechanisms for safeguarding concerns;
4. Establish accountability across all levels of the organisation; and
5. Ensure compliance with applicable laws and international safeguarding standards.
6. Scope

This Policy applies to:

1. All employees of Welcome2Africa International Limited and its subsidiaries;
2. Directors, officers, and management personnel;
3. Consultants, contractors, interns, volunteers, and secondees;
4. Business partners, suppliers, vendors, and agents; and
5. Any third party acting on behalf of or in association with the Company.

This Policy applies to all Company-related activities, including office operations, fieldwork, events, travel, conferences, training programmes, partner engagements, and any other work-related setting.

3. Definitions

For the purpose of this Policy:

• Safeguarding refers to the measures taken to protect individuals from harm, abuse, exploitation, neglect, or any form of misconduct and to ensure their wellbeing and dignity.
• Abuse includes physical, emotional, psychological, sexual, or financial harm inflicted on an individual.
• Exploitation refers to the abuse of a position of power, trust, or vulnerability for personal, sexual, financial, or professional gain.
• Harm means any adverse physical, psychological, emotional, or social impact caused to an individual.
• Vulnerable Persons include individuals who may be at increased risk of harm due to age, disability, socio-economic status, power imbalance, or contextual vulnerability in engagement with the Company.
• Safeguarding Concern means any suspicion, allegation, or actual incident of abuse, exploitation, neglect, or harm involving individuals within the scope of this Policy.

4. Safeguarding Principles

The Company is guided by the following principles:

• Zero Tolerance: The Company adopts a zero-tolerance approach to abuse, exploitation, and safeguarding violations.
• Do No Harm: All activities must be designed and implemented in a manner that avoids causing harm.
• Accountability: All personnel are responsible for safeguarding within their roles.
• Confidentiality: Safeguarding concerns shall be handled with strict confidentiality.
• Best Interest of the Individual: The safety and wellbeing of affected individuals shall take priority in all decisions.
• Prevention: The Company prioritises proactive risk mitigation and prevention of harm.

5. Prohibited Conduct

All individuals covered under this Policy are strictly prohibited from engaging in:

1. Any form of physical, sexual, emotional, or psychological abuse;
2. Sexual exploitation or abuse of any individual;
3. Harassment, bullying, intimidation, or coercion;
4. Neglect or failure to act where there is a duty of care;
5. Abuse of power or authority for personal gain;
6. Engaging in any activity that places individuals at risk of harm.
7. Safeguarding Responsibilities
   • All Personnel

All persons subject to this Policy shall:

1. Act in a manner that protects others from harm;
2. Immediately report safeguarding concerns;
3. Cooperate fully with safeguarding investigations;
4. Refrain from any conduct that violates this Policy.
   • Human Resources Department

HR shall be responsible for:

1. Receiving safeguarding reports and complaints;
2. Ensuring prompt documentation and escalation;
3. Supporting investigations in a fair and confidential manner;
4. Maintaining safeguarding records.
   • Safeguarding Focal Person / Committee

The designated safeguarding officer or committee shall:

1. Review and assess all safeguarding concerns;
2. Coordinate investigations and response actions;
3. Recommend protective or disciplinary measures;
4. Ensure safeguarding standards are upheld across operations.
   • Legal and Expansion Department

The Legal and Expansion Department shall:

1. Ensure compliance with applicable laws and regulations;
2. Provide legal guidance on safeguarding matters;
3. Review and update this Policy periodically.
4. Reporting Safeguarding Concerns
   • All safeguarding concerns must be reported immediately through designated internal channels, including HR or the whistleblowing mechanism.
   • Reports may be made:
5. In writing;
6. Via email; or
7. Through approved whistleblowing channels.
   • Reports should include, where possible:
8. Nature of concern;
9. Individuals involved;
10. Date, time, and location;
11. Any supporting evidence or witnesses.

The Company also recognises the right of individuals to report concerns anonymously, where preferred.

8. Confidentiality and Information Handling

All safeguarding reports shall be treated with strict confidentiality and shared strictly on a need-to-know basis.

Information shall be protected at all stages of reporting, investigation, and resolution, except where disclosure is required by law or necessary to prevent harm.

9. Protection from Retaliation

The Company strictly prohibits retaliation against any individual who reports a safeguarding concern or participates in an investigation in good faith.

Any form of victimisation, intimidation, or adverse treatment will be treated as a serious disciplinary matter.

10. Investigation and Response

Upon receipt of a safeguarding concern:

1. The Company shall promptly assess the report;
2. Where necessary, immediate protective measures shall be taken;
3. A fair, impartial, and confidential investigation shall be conducted;
4. Findings shall be documented and escalated for decision-making.

Where a breach is established, appropriate disciplinary, contractual, or legal action shall be taken.

11. Consequences of Breach

Any breach of this Safeguarding Policy may result in:

1. Disciplinary action, including termination of employment or contract;
2. Removal from Company engagements or partnerships;
3. Reporting to relevant regulatory or law enforcement authorities;
4. Legal proceedings where applicable.
5. Policy Review

This Policy shall be reviewed every two (2) years by the Legal and Expansion, or earlier where necessary due to legal, operational, or regulatory changes.