Prevention of Misconduct

The issue of sexual harassment has retained the attention of the Organization for more than two years and a Chief Executive Board (CEB) high-level taskforce on sexual harassment was put in place in 2017. However, we see sexual harassment as one side of a bigger problem that is negatively affecting the working environment of staff, particularly in the field.

Other forms of prohibited conduct, like harassment, discrimination, and abuse of authority, are widespread and have a detrimental effect on the performance, career, and morale of staff. Past and current experience of staff has shown that the current policy framework that deals with all forms of misconduct, including sexual harassment suffers from many shortcomings that need to be addressed as a matter of urgency, in order to create a working environment free of all forms of misconduct, including counterfeit reporting of misconduct:

We will work towards that objective by engaging to achieve the following:

  • Reviewing the definitions within the policy to be more comprehensive;
  • Ensuring a zero-tolerance policy towards any act of retaliation against affected individuals or those who report misconduct;
  • Communicating the terms of the policy to the staff on a regular basis and demonstrating a commitment to zero-tolerance to prohibited conduct;
  • Allowing for anonymous reporting of misconduct;
  • Adopting a victim-centered approach whereby affected individuals retain to avail themselves of the opportunity to seek advice and/or attempts an informal resolution of the matter with the alleged offender on a voluntary basis;
  • Ensuring a minimum level of professionalization of the investigative process;
  • Keeping affected individuals or those who denounce the misconduct abreast of the progress of the investigative process;
  • Pushing for a reasonable deadline for the conclusion of the investigation;
  • Adopting preventive measures at the Organizational level including, but not limited to, developing programs for targeted training for managers and personnel designated to provide support to affected individuals;
  • Ensuring that the necessary professional and moral support is made available to affected individuals.

For more information on Accountability, click here.