Updated April 2026

This report sets out how the Video Volunteers Network safeguards the people who work with and through it: staff, Community Content Creators (CCs) partners, and the communities the network serves. It is intended for funders, partners, members of the network, and anyone doing due diligence on Video Volunteers.

The report is updated as practice evolves. A briefer overview of the network’s accountability and safeguarding work is available on the Accountability and Safeguarding page.

In summary

There is an active Internal Complaints Committee that meets POSH Act requirements, files annual reports with the District Collector, and conducts at least four trainings each year. The ICC has five members, of whom four are women, and includes an external member from outside the organization as required by law. Board-level oversight on safeguarding is led by the Governance Committee. New joiners are proactively informed about the 2018 allegations and the findings of the two separate investigations before they decide to join. No complaint of inappropriate behaviour has been raised against Stalin K — by VV staff or consultants, CCs, or any staff or consultants of VV’s service partners in India with whom Stalin works closely — since 2018. Anyone with a concern can contact the ICC at humanresources@voicelogue.in, the VV Board at board@videovolunteers.org, or the District Collector’s office, North Goa, which hosts the Local Complaints Committee under India’s POSH Act, and can be assured that their complaint will be investigated thoroughly and impartially.

Internal Complaints Committee

The Internal Committee (IC) is constituted by Voicelogue Private Limited in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”). Voicelogue is an independent Indian entity that provides production, communication and social media services to Video Volunteers.

Individuals engaged by Voicelogue, including its employees and other persons covered under the POSH Act in relation to Voicelogue’s workplace and operations, may access Voicelogue’s Internal Committee for the redressal of complaints in accordance with applicable law and Voicelogue’s policies.

Video Volunteers, a nonprofit organization incorporated in the United States, does not maintain an employment establishment in India. Matters relating to the limited number of consultants directly engaged by Video Volunteers are addressed through Video Volunteers’ own policies, procedures and applicable legal frameworks. Nothing in this policy is intended to alter the separate legal status of Video Volunteers and Voicelogue or to extend the jurisdiction of Voicelogue’s Internal Committee beyond that provided under applicable law.

Trainings and orientations

Every new employee and CC is oriented on the Policy for Prevention of Sexual Harassment at Workplace and on the POSH Act when they join. At least two orientations are conducted every year for the entire network, and two trainings each year for the ICC members themselves. Information about the ICC and how to report a case is posted in multiple locations in the office.

The ICC files its annual reports with the District Collector, as required by the POSH Act. It conducts at least four trainings each year to ensure that everyone associated with the network understands what sexual harassment is and how to lodge a complaint. The Rules and Procedures for handling complaints were rewritten with the advice of a senior Indian lawyer with experience in POSH Act matters.

The directors of Voicelogue are in regular communication with the Chair of the ICC, while respecting the confidentiality of ICC proceedings. The HR department conducts joint training sessions with the ICC.

Feedback after every training

After every training conducted across the network, participants are asked to fill out a feedback form. The form asks for feedback on the training itself and, separately, on the conduct of the trainers. The form is designed so that any participant can flag discomfort or inappropriate behaviour. Forms are reviewed by senior team members other than the trainers , and any concerns flagged are followed up.

No complaints since 2018

No case or instance of inappropriate behaviour has been reported against Stalin K by VV consultants, Voicelogue staff and consultants, CCs, or any external party.

Board oversight

The Video Volunteers Board has mandated that the head of the Governance Committee provide oversight on matters related to safeguarding. The governance committee head takes updates from the field, visits the VV office, reviews policy documents, and reports back to the full Board.

The Governance Head has visited the service partner’s office in Goa for several multi-day reviews since 2019. Her most recent visit, in December 2025, included engagement with senior staff at Voicelogue to ensure VV’s safeguarding policies are adhered to by them. She continues the practice of in-person board oversight meetings with Stalin K that has been part of the Board’s role since the post-2018 period.

The Board Chair and the head of the Governance Committee have had multiple calls with senior staff and the ICC at Voicelogue to ensure that all safeguarding procedures are being followed.

If you have a concern about safeguarding that you do not feel can be raised through the ICC — for any reason — you can write directly to the Board at board@videovolunteers.org and the current head of the governance committee will receive and act on it.

Proactive disclosure to new joiners

Every new employee or consultant joining VV and Voicelogue is proactively informed about the 2018 allegations against Stalin K and the findings of the two separate investigations — the external investigation commissioned by the Board, and the inquiry by the Local Complaints Committee under the POSH Act. They are given a chance to ask questions before deciding to join. Since July 2019, we have continued to attract new members to the network in this informed environment.

Staff wellbeing

Manah Wellness is our long-standing emotional wellbeing partner. They provide one-on-one and group counselling for all members of the network – including CCs, VV consultants and staff & consultants at partner organizations that work closely on VV projects. About 20 individuals have undertaken counselling with Manah Wellness.

Safeguarding policies

The HR manual was completely rewritten in 2019–2020. To ensure the policies were understood, the network held a day-long interactive workshop in which different policies were broken down and presented back by the team itself.

The HR manual has always included policies on grievance redressal, child protection, anti-bullying, and prevention of sexual harassment. In 2022, these policies were consolidated and updated into a comprehensive Safeguarding Policy.

The full Safeguarding Policy is available on request — write to info@videovolunteers.org.

Accountability to our primary constituents

The Video Volunteers Network treats accountability to CCs as central to its safeguarding practice, not separate from it.The VV Council, constituted in July 2019, is a body of senior CCs and a few senior staff that deliberates on organizational priorities, designs feedback loops between the field and the office, and operates on principles designed to mitigate power dynamics between various members of the network. The Council and its work are described in more detail on the Accountability and Safeguarding page.

Annual Accountability Survey.From 2018 through 2022, VV conducted four anonymous surveys of team members, including CCs, using a Net Promoter Score framework developed as part of the Resilient Roots Project of Civicus. The survey asked questions like:does the organization treat you with respect? Does the organization do what it says it will? How accountable do you feel the organization is to you?The CCs have consistently rated VV very highly, with NPS scores of 66–70 (or 8.9–9 out of 10) across the years. Staff scores were very low in 2018 and 2019 (as low as -5) and rose consistently after that, reaching +41 by July 2022. Results were shared back with CCs and team members each year, with explanations of what we planned to change. Capacity constraints have meant we have not run the full NPS survey since 2022; we are working towards reinstating it as part of our next planning cycle. In the meantime, accountability feedback continues to flow through the VV Council, the training feedback, and exit conversations with departing staff.

Culture change after 2018

The period after 2018 left the organization with a climate of mistrust and low morale that had to be actively addressed. We brought in an external consultant to provide additional HR and operational support to staff. Practices like Green Tiffin Lunches, Discussion Forums, and team offsite retreats were instituted to rebuild team cohesion. In 2022, the network hired a Chief Operating Officer for the first time, recognizing the need for more intensive operational support.

Contact

If you have a concern about safeguarding within the Video Volunteers Network — whether you are a current or former member of the network, a partner, a community member, or someone working with us in any capacity:

• Internal Complaints Committeeat Voicelogue: icc@voicelogue.in

• VV Board / Safeguarding Lead [Name]: board@videovolunteers.org

• VV Council:info@videovolunteers.org, attn: Council

• External statutory body:The Local Complaints Committee at the Office of the Collector, North Goa, is the statutory body under India’s POSH Act and may be contacted directly.