If the staff feels confident about the fact that the boy might be involved in a high-risk situation or in need of protection, he/she would approach the boy and introduce him or herself.3 In the first general conversation, the staff would also let the boy know about the work of Urban Light and the support that he could receive at the centre of the organisation. [...] The staff then proceed to explain to the manager the situation and potential harm that can come to males in this sector and the activities that Urban Light organises for boys in the city (such as sports competitions and games), inviting owners to share the information on these activities with boys, without pointing fingers and creating a feeling of accusation. [...] Recently, Urban Light conducted a participatory evaluation of its services5 and of the drop-in centre with boys and their recommendations and inputs were considered in the strategy of the organisation as well as in the design of the drop-in centre. [...] CASE STUDY URBAN LIGHT, THAILAND 15 In the process of recruitment of the personnel of Urban Light The selection process of new personnel is done through a first online interview, criminal background check (when possible), and a visit to the centre and through the practical implementation of an activity with the boys in the centre. [...] The observations are specifically made around the capacity of the candidates to feel comfortable and suggest activities and on their level of instinct to invite boys to join activities and their will to genuinely get to know the boys, as well as to ensure compliance with the organisation’s child protection and safeguarding policies.
- Pages
- 24
- Published in
- Thailand
