School of hope plans to organize education for children in one or more developing countries. School of Hope is a non-profit organization that is followed and governed by laws, regulations, and regulations at different levels. The charity organization must work on promotion, prevention, and remediation so that every child, a student should feel safe and develop. We start from a humanistic perspective and democratic values must permeate the organization. Equal treatment is about working for an activity where discrimination, harassment, and abusive treatment do not occur.

 

Today, we are based on Swedish laws and regulations but will adapt to the countries we are in. Since January 1, 2009, equal treatment work has been regulated in two regulations based on Swedish laws. - Discrimination Act 2008: 567 3 ch.16 § Equal treatment plan - School Act 2010: 800 Chapter 6 8 § plan against abusive treatment According to law, the business shall establish two plans based on these. In order to obtain clarity and systematics in the planning work, the School of Hope has chosen to start from a consolidated, later mentioned and called Security Plan. The concepts of safety work and security plan will continue to be used and then include the work for equal treatment and the work against abusive treatment. The basis for a well thought out and useful security plan is the well-functioning promotion and prevention work. The security plan should be a description of the current year's promotion and preventive work. Working with the plan integrated with the operations leads to a systematic and high quality of work. In this way, the security plan becomes a preventive tool that clarifies and strengthens the work against discrimination, harassment, and abusive treatment.
 

Value base School of hope is based on the fact that all people are equal in value and rights in accordance with the UN Convention on Human Rights. This means that no one may be discriminated against or prevented from exercising their rights on grounds of gender, skin color, national or ethnic origin, linguistic or religious affiliation, age, disability, sexual orientation, political or other opinions.  • School of hope rejects all tendencies to harassment or other offensive treatment. • All activities within the School of Hope will be permeated by a common approach characterized by respect, solidarity, and tolerance.  • Staff and students should contribute to creating a safe and positive atmosphere within the business so that offensive actions do not occur.  • We strive to ensure that everyone in the daily work meets and takes advantage of the diversity and breadth that exists within the business.

 

Definitions Discrimination ground: A ground for discrimination is part of your person who is protected by Swedish laws against discrimination. This means that it is prohibited by law to treat anyone worse than anyone else based on any of the grounds of discrimination. The laws state in which situations this is prohibited. The grounds for discrimination are as follows: Ethnicity: That someone belongs to a group of people who have the same national or ethnic origin, race or skin color. Religion or other belief: Beliefs mean different religious beliefs, which have foundations that are comparable to religion, such as Buddhism and atheism. Disability: Permanent physical, psychological or intellectual limitations of a person's functional ability which, as a result of injury or illness, were present at birth, have arisen thereafter or may be expected to occur. Harassment: An behavior that violates the dignity of students and staff and that is related to one of the grounds of discrimination. Offensive treatment refers to a behavior that violates someone's dignity without being connected to the grounds of discrimination. Harassment and offensive treatment can be: • Physical (strokes, shoulders) • Verbal (threats, profanity, nicknames) • Psychosocial (freezing, grimaces, eg that everyone goes when you come) SMS, MMS, photographs, and message on various social media).
 

Bullying: A repeated negative act when someone or someone deliberately and intentionally aids or attempts to add another person to injury and/or discomfort. Racism: A notion of the own group's superiority based on the perception that there are biological differences between peoples' groups and that some ethnic groups are less worthy and thus legitimate to oppress, exploit or control. Xenophobia: Fear, strong reluctance to groups defined by physical, cultural/ethnic or behavioral characteristics. Homophobia: An opinion or conscious appreciation of an individual, a group, or a community and expressing a strongly negative view of homo- and bisexuality and homo- or bisexual persons. Direct discrimination: That a student is disadvantaged and it has a direct connection to the grounds of discrimination. Indirect discrimination: You can also discriminate by treating everyone equally. That is what is called indirect discrimination. This happens when the business applies a provision or procedure that appears to be neutral, but which in practice disadvantages a student based on one of the grounds of discrimination.
 

Student's right to support  It is the vulnerable student who decides whether a behavior or action is unwanted or offensive. The student has the right to receive support and help when she / he feels offended. Students' experiences of violations must not be dismissed. Whoever the student contacts then she / he has the right to be taken seriously and receive support. In order for the School for Hope to be able to act, someone in the staff must know if it happened. The student can turn to all staff. The measures shall, as far as possible, take place in consultation with the student.

 

Measures to detect offensive treatment All staff have an obligation to report and contribute to investigating data already in suspicion that discrimination, harassment or other offensive treatment occurs. All students should refer to discrimination and other offensive treatment that occurs within the business. • Personnel or students who become aware that any form of violation has or may have occurred should immediately contact the teacher, counselor or principal. In situations where only personnel are involved, the nearest manager is contacted. • In order to give the parties involved the opportunity to give their picture of the occurrence, individual conversations are conducted at an early stage. The conversation will provide an overall picture of the occurrence and be the basis for further action. The responsible principal immediately calls the parties involved to individual conversations and if the situation so requires, they are called into multi-party talks. • In each individual case, which action (s) should be taken is determined. It is the victim who determines whether the behavior or action is unwanted or offensive and the victim's attitude to action must be respected. • The responsible principal proposes measures. An evaluation of the interventions takes place in connection with the case. • All documentation is stored safely. • In case of severe personal injuries and incidents that have caused serious danger to life and health, the responsible authorities in the country are immediately informed. The Rector is responsible for ensuring that the notification is made. • In case of suspicion of crime - consider whether the police report should be made. Any police report is made in consultation with the principal / head. • The case ends when the exposed student feels safe and satisfied with the business's handling of the case.

 

Preventive work • The business must be designed in such a way as to promote good relations and secure learning environments. • Personnel and pupils should receive basic knowledge of how violations are prevented, discovered and counteracted. The knowledge should lead to increased awareness and reflection on one's own values and approach to others through, for example, internal and external information and / or other activities organized by the activities. • It is the rector's responsibility that students and staff get to know about the School of Hope's security plan and that a goal-oriented work is done to counteract discrimination or offensive treatment. At the start of the course, the students must be informed about the safety plan. • It is the responsibility of the staff to reflect on the norms and values that she / he conveys in his / her work and to report when discrimination or offensive treatment is suspected or discovered (see division of responsibility). • It is the responsibility of students and staff to contribute to creating a spirit of security, respect, consideration and compassion in the business. • The businesses should encourage ongoing discussions on the company's core values.

 

Division of responsibilities Main Man's responsibility School for hope is the person responsible for ensuring that the organization fulfills its obligations in accordance with the legislation that applies to equal treatment. It is the principal's responsibility to:  • Ensure that all staff and all students are aware that discrimination and other offensive treatment is not permitted within the operations. • Ensure that goal-oriented work is carried out to promote students' equal rights and to combat discrimination based on the grounds of discrimination. • annually establish and evaluate the safety plan in cooperation with staff and students. • If the business becomes aware that discrimination or other offensive treatment occurs, make sure that the investigation is done and that measures are taken. • Ensure that the businesses have a common system for how to document, investigate and address discovery / reported discrimination and other offensive treatment.

 

Responsibilities of teachers and other staff It is the responsibility of teachers and other staff to: • follow the security plan. • questioning and reflecting on the norms and values that she / he communicates through their teaching or in their activities. • ensure that measures are taken when discrimination or other offensive treatment is suspected / detected / reported. • document suspected / discovered / reported discrimination and other offensive treatment and the measures taken. • monitor that investigated cases of discrimination and other offensive treatment, where the individual teacher or other staff are affected, are followed up.

 

Student's informal responsibility Students have no formal responsibility in the security work. However, the businesses should encourage students to react to harassment, discrimination and abusive treatment. Students' role and informal responsibility in security work:  • Respect the business values and rules of well-being and follow the security plan.  • Claiming discrimination and other abusive treatment that occurs within the business.

 

Strategy for implementing a security plan In order to reduce the frequency of discriminatory, harassing and abusive actions, active measures are required, which means that the School of Hope shall carry out planned work to promote equal treatment and also prevent the emergence of harassment and violations. Working for promotion takes firm emphasis on strengthening what works and the good conditions that already exist for equal treatment and therefore does not need to be based on distinct problem areas. The promotion work must be incorporated into the day-to-day operations as part of the systematic work environment work and the purpose is to strengthen the core values work and thereby anchor respect for all people's equal value. Preventive work aims to prevent risks of discrimination, harassment and abusive treatment based on identified risk factors and strive to minimize situations where violations can occur.