The scenario you described is deeply troubling and raises significant ethical and

legal concerns. Let's break down the breach of conduct and potential actions that
can be taken:

**1. Breach of IRC Code of Conduct:**

- **Sexual Harassment:** The senior manager's behavior constitutes severe sexual
harassment. It violates the IRC Code of Conduct, which likely includes policies
against sexual harassment, exploitation, and abuse.
- **Retaliation:** The threat of dismissal for reporting the harassment is also
a breach of conduct.
- **Abuse of Power:** Using one's position of authority to coerce sexual favors
is an abuse of power and trust.
- **Discrimination:** This scenario also involves gender discrimination as the
manager is targeting these young women because of their gender.

**2. Difference in Behavior:**

- The senior manager's behavior differs in each case. In one instance, he uses
threats and coercion to exploit one of the women, while in the other, he extends
favors in return for compliance. Both are unacceptable and exploitative behaviors.
- IRC's Accountability: The IRC is accountable for ensuring a safe and
respectful work environment. If it's discovered that the IRC had knowledge of such
behavior and did not take appropriate action, it could face legal and reputational
consequences.

**3. Addressing the Situation and Interventions:**

- **Immediate Response:**
- Ensure the safety and well-being of the affected individuals.
- Conduct a thorough and impartial investigation into the allegations.
- Suspend the senior manager pending the outcome of the investigation.
- **Support for Victims:**
- Provide psychological and emotional support to the young women affected.
- Offer legal assistance if they choose to pursue legal action against the
senior manager.
- **Accountability and Discipline:**
- If the allegations are substantiated, take appropriate disciplinary actions
against the senior manager, which may include termination.
- **Prevention Measures:**
- Implement mandatory training on harassment, discrimination, and the IRC Code
of Conduct for all staff.
- Establish clear reporting mechanisms for misconduct and protection for
whistleblowers.
- Review and update HR policies to ensure they align with best practices and
local laws.

The IRC must also engage with the wider community to address the stigma faced by
the second young woman, providing counseling and support to mitigate the
consequences of her involvement. Legal authorities should be involved as needed to
address any criminal behavior.

Ultimately, the IRC's priority should be to create a safe and respectful work
environment, protect the rights and dignity of its employees, and ensure that those
who breach the code of conduct face appropriate consequences.