Resolution 5 : The safety and security of humanitarian volunteers

Michael Meyer
Head of International Law
British Red Cross
mmeyer@redcross.org.uk

• Training on Fundamental Principles of the Red Cross and Red Crescent Movement:
• When volunteers join the British Red Cross (BRC) they are given a ‘Mutual Expectations’ document.  This explains the Fundamental Principles and the expectation that volunteers must reflect them in their BRC work.
• When volunteers join the BRC they are given a full induction, which includes a discussion of the Fundamental Principles.
• After volunteers have joined the BRC, they can attend training courses.  One such course, entitled ‘IHL and the Movement,’ includes a detailed discussion of the Fundamental Principles.

• Safety and security training:
• Although the BRC does not tend to send volunteers overseas as delegates, it does have a ‘Personal Security Course’ available for all those staff and volunteers whose roles require travelling to high or extreme risk destinations. The course aims to enhance the delegates’ skills and awareness to enable them to operate safely and effectively in insecure environments, thereby contributing to more effective and sustainable programmes.
• The BRC Security Adviser shares the International Federation’s weekly security hot-spots up-dates with all those working and volunteering in the BRC’s International Directorate.
• The BRC Humanitarian Policy Department has produced a Guidance Note on how the BRC should react to attacks on humanitarian workers (both staff and volunteers).
• The BRC has in place recently up-dated practical information and guidance for staff and volunteers on responding to terrorist incidents.

• Protective Equipment:
• The BRC recognises that where appropriate staff and volunteers must be provided with Personal Protective Equipment (“PPE”).  In turn, the BRC provides suitable information, instruction and training for staff and volunteers, to enable them to make effective use of appropriate and relevant PPE.
• The BRC also recognises that where appropriate staff and volunteers must be provided with Respiratory Protective Equipment (“RPE”).  In turn, the BRC provides suitable information, instruction and training for staff and volunteers, to enable them to make effective use of appropriate and relevant RPE.
• The BRC has in place up-dated Guidance on both PPE and RPE.

• Psychological support:
• The BRC has developed the CALMER framework, which is its approach to providing psychosocial support to people in crisis as well as to its staff and volunteers.  It also provides a practical framework to use when having a conversation with people when they may be experiencing a personal crisis.
• The CALMER framework aims to minimise further harm and distress in a crisis situation; promote a calm and thoughtful approach when dealing with beneficiaries and colleagues; promote listening; promote understanding; and promote resilience and recovery.
• As part of its Volunteer Policy, the BRC has a volunteer (telephone) support line that is available to all volunteers in the UK. The line provides volunteers with free impartial, confidential and professional support to help them deal effectively with stress or trauma arising from their volunteering role, available 24 hours a day and 7 days a week (‘24/7’).
• As detailed in the ‘Mutual Expectations’ document, each volunteer has an identified line manager responsible for providing guidance and support who will keep in regular contact.

• Insurance:
• As part of its Volunteer Policy, the BRC is insured so that, if the organisation is found to be negligent, volunteers, staff and members of the public can make a claim against it. The insurance covers the organisation rather than the individual and extends to include volunteers acting on behalf of the BRC.
• BRC staff and volunteers are covered for standard Business Travel Insurance when travelling abroad on the BRC’s business. This cover includes short-term business travel and longer term missions or field deployments for delegates.
• The BRC has Employers Liability Insurance, as required by UK law. This insurance covers the BRC against claims for bodily injury or disease suffered by staff or volunteers for which the BRC is found to be legally liable.
• The BRC has professional indemnity insurance, which indemnifies the BRC for financial loss to third parties as a result of BRC being liable for its acts/errors/omissions in the discharge of its contractual duties when it is being paid a fee for providing professional services.

• Ensuring that their plans and programmes include measures to reduce and mitigate these risks:

 As part of its commitment to provide a work (and volunteer) environment that is free from inappropriate and/or offensive behaviour, intimidation, threats, discrimination, bullying or harassment, the British Red Cross (BRC) has adopted a Harassment and Bullying Policy. In accordance with this Policy, bullying or harassment will not be tolerated under any circumstances and the BRC will do all that is reasonably possible to prevent bullying or harassment occurring and ensure that this policy is implemented effectively.
 In order to ensure any complaints, issues and concerns by volunteers are dealt with in a consistent, fair and transparent way, the BRC has adopted its Complaints Issues and Concerns Policy.
 The BRC has also developed a draft model for future volunteer representation and engagement, following extensive volunteer and senior staff consultation. A key element of the model is service line representation whereby volunteers delivering a specific service anywhere in the UK can provide their views that will ultimately be heard by the UK lead for that service.
 In recognition that our staff and volunteers are a key resource within our organisation, and in accordance with the Health and Safety at Work etc. Act 1974, the BRC has committed to ensure that, as far as is reasonably practicable, all employees and volunteers are safeguarded fully in respect of health, safety and welfare whilst at work.
 In recognition that pro-active risk management enables an organisation to take a considered approach to the risks and opportunities it faces, and make calculated decisions about the risks it is and is not prepared to take in order to achieve its mission, the BRC has adopted its Risk Management Policy. The Policy ensures, among other things, the health, safety and security of our own staff and volunteers, the people we support, and those who come into contact with us.

Other partners and stakeholders of influence:

• The BRC Volunteering Department has actively participated in the following:
• biannual volunteering forums of the National Council for Voluntary Organizations (NCVO);
• biannual volunteering forums of the Association of Volunteer Managers (AVM);
• the Federation’s Volunteer Alliance and the related meetings;
• forums of the European Network on Volunteer Development (ENDOV).

• As part of its Volunteer Policy, the British Red Cross (BRC) is insured so that, if the organisation is found to be negligent, volunteers, staff and members of the public can make a claim against it. The insurance covers the organisation rather than the individual and extends to include volunteers acting on behalf of the BRC.
• BRC staff and volunteers are covered for standard Business Travel Insurance when travelling abroad on the BRC’s business. This cover includes short-term business travel and longer term missions or field deployments for delegates.
• The BRC has Employers Liability Insurance, as required by UK law. This insurance covers the BRC against claims for bodily injury or disease suffered by staff or volunteers for which the BRC is found to be legally liable.
• The BRC has professional indemnity insurance, which indemnifies the BRC for financial loss to third parties as a result of BRC being liable for its acts/errors/omissions in the discharge of its contractual duties when it is being paid a fee for providing professional services.

The BRC has benefited most from the sharing of best practices with other National Societies, especially those from the European region.  The Movement could increase its support for these type of regional best practice sharing opportunities.

This question is not applicable to the British Red Cross because it does not send volunteers overseas as delegates.

This question is not applicable to the British Red Cross because it does not send volunteers overseas as delegates.