threaten a victim/witness when entering a location, moving around or sitting down.61 An interpreter should not: • Intimidate or threaten a victim/witness. • Show pity, shock or judgment. • Use their own words during any interview, for instance by exchanging any words in relation to the information that is provided to or by the victim/witness or explaining anything, unless explicitly instructed to do so. • Change anyone’s words - euphemisms should not be changed, the possible meaning should be explained and clarifying questions should be asked. • Omit anything said even if it may seem unimportant. • Make suggestions about how to conduct the interview.62 Selecting an interpreter: • Try to find trained and independent interpreters (if available). • Never use family members of the interviewee as interpreters, for confidentiality reasons. • Only use an interpreter from the same community as the victims/witnesses as a last resort. • Assess and vet any potential interpreters for criminal records, impartiality, trustworthiness, capacity for the role, affiliations and ability to work with vulnerable people. An interpreter’s sex, age, identity and ethnic, cultural and political affiliations may affect the assessment of trustworthiness but be careful not to perpetuate stereotypes or persecutory ideologies when considering these factors. • Always assess the candidate’s personal views on serious human rights violations, in general and in the particular situation, and, if relevant in the context, sexual and gender-based violence and gender equality, prior to hiring them. 61 Foreign and Commonwealth Office, International Protocol on the Documentation and Investigation of Sexual Violence in Conflict, 38-39 (2014). 62 Foreign and Commonwealth Office, International Protocol on the Documentation and Investigation of Sexual Violence in Conflict, 39 (2014). 51