Responsibilities of UNDP personnel

UNDP personnel must:

a) Be respectful to others and maintain the highest standards of conduct;

b) Maintain a harmonious working environment by behaving in a manner that is free of intimidation, hostility, offence and any form of prohibited conduct;

c) Familiarize themselves with UNDP’s policies, including an understanding of what constitutes prohibited conduct. In addition, UNDP personnel must take mandatory courses related to prohibited conduct, as determined by the Organization.

d) Be aware of the various options and internal channels available to them forreporting and/or otherwise addressing such behaviours; and

e) Respect confidentiality and fully cooperate with those responsible for investigating reports of prohibited conduct under this policy.

Responsibilities of Managers and Supervisors

Managers and Supervisors have special obligations to prevent and deter prohibited conduct and must:

a) Create a safe and harmonious working environment, free of intimidation, hostility, offence and any form of prohibited conduct. In order to achieve such an environment, managers and supervisors must act as role models by upholding only the highest standards of conduct.

b) Communicate the present policy to all UNDP personnel, ensure that they take relevant mandatory courses and certification, and act as a resource for UNDP personnel and external personnel.

c) Address, report and escalate alleged incidents of prohibited conduct consistent with the present policy.

d) Ensure that incidents of prohibited conduct are promptly addressed through appropriate channels. In such cases, managers and supervisors must demonstrate fairness, impartiality, and be free from intimidation or favouritism; managers should not attempt to pre-investigate allegations.

e) Ensure that all discussions, communications and actions are handled with extreme discretion, sensitivity and utmost confidentiality; and

f) Ensure appropriate action is taken to prevent UNDP personnel from retaliation.

g) All Directors of Bureaus and Heads of Offices are required to provide an annual certificate to the Administrator confirming that during the preceding year they have discussed with all UNDP personnel under their management or supervision their rights and responsibilities under this policy and the courses of action and sources of support that are available to them.

A Note about consensual, intimate relationships between UNDP personnel

While consensual, intimate relationships between UNDP personnel are generally not prohibited, managers and supervisors should recognize that such relationships are not appropriate where one person manages, reviews or takes administrative decisions concerning the other person, is subordinate to the other person in the same line of reporting/authority, or is in a position in which some other conflict of interest may arise. Such relationships may, among others, have negative repercussions on the morale of the office, and lead to allegations of favoritism. They may also lead to complaints of sexual harassment if the relationship sours and the subordinate person alleges that they were coerced into the relationship. The parties to any such relationship must disclose in writing to the next level up in their management and may consult the Ethics Office for advice.

 The failure of a manager or supervisor to address any known or reasonably suspected act of prohibited conduct may result in the imposition of appropriate administrative or disciplinary measures on the manager or supervisor.

Responsibilities of UNDP

UNDP shall make available appropriate learning resources to all UNDP personnel to ensure awareness of key provisions of this policy, standards of conduct, values and forms.

UNDP will ensure that timely and appropriate action — including action to protect the safety and wellbeing of the complainant4— is taken when prohibited conduct is reported.

UNDP will take timely and appropriate measures to protect UNDP personnel from retaliation for reporting prohibited conduct, when such protection is sought. Such measures may include the temporary or permanent suspension of the action alleged to be retaliatory, the temporary or permanent transfer of the accused or the complainant. Disciplinary action, when warranted, will be taken against UNDP personnel found to have engaged in retaliation.

Responsibilities of the Complainant

Anonymous reporting by complainants is permitted under this policy. Complainants should be aware that anonymous reporting may make it more difficult for investigators to thoroughly investigate the allegations – despite their best efforts.

The complaint must be made in good faith, which means that the person reporting the allegations of prohibited conduct must have a reasonable belief that misconduct has occurred. Intentionally making a false report, verbally or in writing, constitutes misconduct for which disciplinary measures may be imposed.

A Guide to Recognizing Sexual Harassment 

Report Sexual Harassment 

Sexual Harassment Online Resource Centre

Download Policy