What we ALL say

At Actionaid Vietnam, we never tolerate any abusive sexual harassment behaviours

At Actionaid Vietnam, we never tolerate any intimidating & abusive sexual & gender-based harassment behaviours which

(i) interfere with an individual’s work performance or

(ii) creates a hostile, abusive, offensive or unfair work environment


—  All AAV members — 


Who is protected under this Policy?

1. (Sexually) harassed AAV staff members

2. AAV staff members with false accusations for sexual harassment due to unfair competitiveness

Who is alleged under this Policy? 

1. Any (sexual) harassment behaviours conducted in AAV venues or elsewhere relating to AAV missions

2. Any (sexual) harassment behaviours conducted in where AAV missions are not related 

What our leaders say

At Actionaid Vietnam, we know trust is built from actions not words

As we are advocates in anti-sexual harassment, we know that no one trusts our Code of Practices if our leaders don't act, overlooking bad behaviours and letting them "slide" away like nothing happens. That is why we introduce our best leaders in this regards, who were voted by all AAV members based on their level of reputation, responsibility and competencies.


What our Ambassadors say

We believe in organisational justice & equal opportunities for all

If individuals in need of protection choose not to report directly to our best leaders, we Ambassadors who are voted by all employees are willing to listen to our members' voices or even seek for supports from the third parties whoever you trust the most.


We can't guarantee that all issues will be solved within a day. However we make sure that they are received, tracked, communicated, & investigated at the highest level of responsibility so that truth is beheld, facts are protected, wrong-doings are not excused yet false accusation is not a source for unhealthy competitiveness 


What makes us different

Sexual harassment can only be ended when unfair labor/management practices are conquered

At Actionaid Vietnam, we believe in the genuine relationship between Anti Sexual Harassment policies and other relevant HR/OD policies (ASHW+) 

What our new ASHW+ means offer

(1) More types of evidences against sexual harassment are allowed

Recorded Phone Calls   -    Witness Statements    -    E mails    -     Voice Recorded    -     Original Photos/Videoclips








(2) Whistleblowing protection is prioritised

What our new ASHW+ means offer

(3) Retaliation is strictly prohibited

What our new ASHW+ means offer


Actual harm to person or property 

Wrongful denial of raises and/or promotions

Harassing emails

Wrongful performance appraisals

Baseless reduction in job responsibilities

Baseless reassignment, relocation or transfer

Illegal termination or demotion


Baseless exclusion from business meetings

Baseless exclusion from social events

Implied threat of harm to person or property

Professional opinion no longer requested without reasons

Rude and disrespectful behaviour

(4) Formal process of inquiry/grievance handling


1. Present grievances 

8. Cross question (if any)


2. Receive grievances

3. Draw up allegations

5. Advise & support both sides

6. Organise verbal hearings

9. Take testimonies/evidence

10. Take decision

11. Recommend disciplinary actions

12. Submit final decisions 


4. Prepare responses

7. Cross question (if any)

What our new ASHW+ means offer


(5) Informal process of inquiry/grievance handling

What our new ASHW+ means offer


  • request for mediation

  • (not) agree with conciliators' proposals 


  • given specific request

  • with NO PROPOSAL made