Navigating Operational Risks: Lessons from Atabae for Timor-Leste Organisations

The recent incident in Atabae, where a teacher was reportedly stabbed, and the subsequent expression of sadness from the Minister of Education, Dulce de Jesus Soares, highlights a critical, albeit unfortunate, aspect of operating across all of Timor-Leste. While the specific details of the attack on Martinha Leu Mali are still under investigation, the event underscores the unique challenges faced by individuals, and by extension, organisations, who work in remote areas to deliver essential services.

The Minister’s comments about the government’s efforts to recruit and allocate teachers based on merit, even from one municipality to another, reflect a broader reality for many organisations in Timor-Leste: the necessity of deploying staff to diverse and sometimes isolated locations to achieve their objectives. Whether it’s an NGO delivering health services, a development partner implementing infrastructure projects, or a private business expanding its market reach, operations often extend far beyond Dili. This expansion into remote areas, while vital for national development and business growth, inherently introduces a different set of operational considerations, particularly concerning staff welfare and security.

Ensuring Staff Safety in Remote Operations

For any organisation with personnel operating outside major urban centres, an incident like the one in Atabae serves as a stark reminder of the importance of robust safety and security protocols. It prompts a review of existing practices and a candid assessment of the risks involved. Organisations should consider:

• Comprehensive Risk Assessments: Before deploying staff to a new or remote location, conduct thorough risk assessments that go beyond typical workplace hazards. This includes evaluating local security dynamics, community relations, access to emergency services, and communication infrastructure. What are the specific risks in this community? How are they mitigated?
• Clear Security Protocols: Develop and communicate clear, actionable security protocols for staff operating in the field. This might include guidelines for movement, communication check-ins, emergency contact procedures, and reporting suspicious activity. The news mentions the community asked the teacher to stay, highlighting the nuanced role of local relationships. Organisations must understand these dynamics and include them in their risk planning.
• Adequate Support Systems: Ensure staff in remote postings have access to appropriate support systems, including mental health resources, emergency assistance, and channels for reporting concerns without fear of reprisal. The well-being of staff extends beyond their physical safety to their psychological health, especially when working in challenging environments.
• Community Engagement: Foster positive relationships with local communities and authorities. Understanding local customs, power structures, and community expectations can be crucial for staff acceptance and security. Local authorities, as mentioned in the news, often play a role in assuring safety, and strong relationships can facilitate better protection and quicker responses in emergencies.

Attracting and Retaining Talent for Remote Postings

Beyond immediate safety, such incidents can also impact an organisation’s ability to attract and retain skilled personnel for remote assignments. The government’s challenge, as highlighted by the Minister of Education, in allocating qualified teachers across the territory, mirrors the recruitment difficulties faced by many private and non-profit entities.

• Robust HR Policies: Organisations need clear and attractive HR policies for remote postings. This includes competitive remuneration packages that account for the challenges of remote work, allowances for housing and living costs, and provisions for regular leave and family visits.
• Professional Development and Career Paths: Offer clear professional development opportunities and career progression pathways for staff who take on remote assignments. This demonstrates a commitment to their long-term growth and can help mitigate feelings of isolation or being “forgotten.”
• Transparent Communication: Be transparent with potential and current employees about the realities and risks of working in specific remote locations. Providing honest information, coupled with a clear outline of support and safety measures, builds trust and helps employees make informed decisions.
• Duty of Care: Recognise and fulfil the organisation’s duty of care to all employees, regardless of their location. This includes proactive measures to ensure their safety and well-being, as well as responsive action in the event of an incident.

The incident in Atabae, while tragic, serves as a prompt for all organisations operating in Timor-Leste to re-evaluate their strategies for managing operational risks and ensuring the safety and well-being of their most valuable asset: their people. Proactive planning and a comprehensive approach to staff support are not just good practice; they are essential for sustainable operations across the nation.

Source: ME hato’o tristeza ba kazu sona profesora iha Atabae, hein rezultadu investigasaun — TATOLI

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