Arpan’s strategies and programmes are strongly guided by the following
Vision, Mission & Values
To have ‘A world free of Child Sexual Abuse’.
To empower individuals, families, communities and society with prevention and intervention skills to reduce the occurrence of child sexual abuse and heal its psychological, social, sexual and physical consequences.
Arpan's Values, Culture And Principles
The values, culture and principles have guided Arpan as an organization. It has helped us remain true to our purpose, make decisions in the most challenging situations and navigate through the phenomenon of violence and abuse. These values, culture and principles are intrinsic to Arpan and need to be upheld at all times.
Values are qualities that are core to Arpan.
We strive to deliver what we have promised and are transparent about our failures. We work with integrity and take responsibility for our own actions and outcomes. We are responsible to ourselves, the organisation and all internal and external stakeholders.
We strive to become better than we are today by challenging assumptions, demonstrating agility and being thoughtful. We are forever learners and relentless in the pursuit of maintaining quality and evolving creative, innovative and effective solutions.
We respect ourselves and others. We express our opinions, suggestions and feelings with dignity and listen to others openly even when their beliefs are different from our own.
Culture is a set of behaviours and practices that people at Arpan demonstrate.
• Frequent transparent communication with external stakeholders on failures and success
• Transparent communication in the hiring process
• Timely communication of key decisions, strategic plans by the senior leadership
• Communication on Arpan’s performance and plans across all its programs and functions on a quarterly basis to every employee through quarterly reviews and annual review.
• Skip levels by CEO
• Encouraging ideas through building Strategic Plans and new initiatives
• Employees can reach out across levels to share concerns, suggestions and or address grievances
• Encouraging feedback through Suggestion Boxes, Great Place to Work surveys, HR audits
• Trying to understand the needs of new employees and ensure they have all the resources they need on day one.
• Everyone in the team is supportive of new employees and helps them understand and align to the organisation programmatically and culturally
• Providing therapeutic support in the form of monthly allowance for therapy
• Providing the expense of coming to office as a part of travel allowance over and above salary
• Support during crisis like financial advances to employees
• Support for Covid care like Flexi working hours, bereavement leave, leave for recovering from Covid, provision of oxygen concentrators
• Emotional wellbeing activities for the team
• Care and support towards our stakeholders during crisis – providing ration aid to them/grief counselling during the pandemic
• Collaboration between different teams
• Collective planning at various levels
• Executing programmes, activities and events together
• Birthday celebrations
• Team lunch and shared enjoyment for food – We are inspired from the saying - A family that eats together stays together. We at Arpan believes, a team that eats together stays together as they develop bonding through these informal spaces.
• Annual Picnic
• Celebrating milestones
• Celebrating Teachers’ Day, Women’s Day, Men’s Day and other Days to recognise and acknowledge each other
• Recognition or acknowledgment and extending praise to the individual or team in collective forums
• 1-1 recognition from a supervisor, peer, or external stakeholders and demonstration of gratitude and appreciation for an employee's accomplishments
• Appraisals, Promotion or increase in scope and responsibility
• Celebration of Appreciation Day to acknowledge and appreciate each other
• Celebrating individual employees’ success through awards
• In-depth induction programme to ensure all new employees understand the organization, our programs, functioning, people practices and the way we work
• Hosting collective sharing platforms like team sharing
• Quarterly Reviews and annual reviews with internal and external stakeholders
• Sharing our learning in external conferences, webinars seminars and with other organizations in the space
• Sharing our experiences, materials, internal processes and systems, policies with stakeholders who want to work on CSA/ child protection.
• Engaging external stakeholders and learning from their experience to inform our programmes
• Setting up an advisory council to seek advice and learn
• Being focussed on predetermined strategic course and relentlessly pursue it while having the ability to adapt in the VUCA world we live in
• Taking an extra step to ensure that we reach out to our external stakeholders – ensuring we reach all children through repeated follow ups, having repeated conversations with adult stakeholders to uphold child safety
• Working on excellence and continuously improving it
• Providing timely feedback to enable employees to improve/ perform at higher levels and scale up
• Organizing training and capacity building workshops and activities; soft skills workshops, case studies
• Providing annual training allowances to each employee
• Executive Coaching: one-on-one coaching for the senior leadership and group coaching for the managerial level
• Employees are encouraged and supported to move internally across teams and within teams
• Growing people from within the organization - some employees who started at the junior levels are currently in Managerial roles
Principles are rules or guidelines that govern the way Arpan works.
*VUCA – Volatile, Uncertain, Complex, Ambiguous