3 Objectives –why are we here Refresh our memories, deepen understanding of CoC (old and new S/M)Understand links between CoC and related docs.Consider selected commitments and values in CoCIdentify areas of improvement in our performance and relations.
4 Ground rules HOW DO WE INTERACT TODAY Speak for yourself, not on behalf of othersBe open to all comments and diverse opinionsBe respectful of othersShare the floor (speaking time)Don’t criticise others by name or group affiliationKeep what is said confidentialBe gender- and culturally sensitiveAvoid sarcasm or negativityPhones on silent mode/offStep out less often.Kiss –keep it short & simpleTreat the fellow in front as a Facilitator not trainerEtc…
5 What is a codeIdea of what an organization/institution believes in and how they commit to act.May be there for many years – ours is young.Has five parts, talks about both values and behaviour.
6 Why does UNHCR have a code of conduct External factorsNegative media reports of actual incidents.General negative perception by publicInternal factorsNeed to uphold the highest standards (efficiency, competence and integrity)Guide us in handling situations. Ethical decisions in professional and at times in private lives.Understand obligations placed on our conduct by UN charter on int’l civil service (1954) and staff rules and regulations.
8 Parts of the CoC Introduction – why, who, how 5 core values and guiding principles9 commitmentsNotes on COCSignature page
9 Introduction of CoC Why- as a guide to handle ethical issues Who – All people working in UNHCR- interns, UNV, UNOPS, TAs, Regular contract holders.How – understanding and applying it
10 (In a proverb or phrase) 5 core VALUESUphold UN valuesPrimary commitment to refugeesProfessionalismNon-discriminationRespect cultures while upholding human rights(In a proverb or phrase)
11 9 commitments1. Treat all refugees and other persons of concern fairly, and with respect and dignity PARAGRAPHS2. Uphold the integrity of UNHCR, by ensuring that my personal and professional conduct is, and is seen to be, of the highest standard.2 PARAGRAPHS3. Perform my official duties and conduct my private affairs in a manner that avoids conflicts of interest, thereby preserving and enhancing public confidence in UNHCR.3 PARAGRAPHS4. Contribute to building a harmonious workplace based on team spirit, mutual respect and understanding.5. Promote the safety, health and welfare of all UNHCR staff as a necessary condition for effective and consistent performance.
12 9 commitments (contd)6. Safeguard and make responsible use of the information and resources to which I have access by reason of my employment with UNHCR.2 PARAGRAPHS7. Prevent, oppose, and combat all exploitation and abuse of refugees and other persons of concern.4 PARAGRAPHS8. Refrain from any involvement in criminal or unethical activities, activities that contravene human rights, or activities that compromise the image and interests of UNHCR.9. Refrain from any form of harassment, discrimination, physical or verbal abuse, intimidation or favouritism in the workplace.3 PARAGRAPHS
14 9 commitments (broad divisions) Refugees-1-treat with respect,7- zero tolerance to exploitation/abuse.Personal conduct.2- maintain highest standards3- avoid conflict of interest8- no illegal unethical behaviour
15 9 commitments- broad divisions (contd) Workplace4-build harmonious workplace8- no harassment, discrimination, abuseSafety, health and welfare5- individual and common responsibilityInformation/resources6- safeguard and use properly
16 How binding is CoCIt’s a declarative document. Other documents build/expand on the CoC. Not legalEthical guide for UNHCR staffDetailed guidance and adviceEmphasized in S.G.’s bulletinFormulation base for Kenya CoC (PSEA)
17 *SESSION 3* OTHER GUIDES that relate to CoC UN charter – legally binding.Staff rules and regulations – legally binding.Standards of conduct for int’l civil service(1954)**************************************************Notes on the codeS.G.s BulletinInter-agency code - KenyaPolicy on harassment
18 Relation of 4 docs to CoCTake one doc for 10 min in a group and assess:What dos it cover?Which values or commitments does it link to?What does it add to the code?.Report back in brief
19 LINKS to CoC- Notes on the code Covers the code step by step in detail.Why the code was developed, for whom, legal status.Importance of each statement –examples from UNHCRReference to staff rules/regulations
20 LINKS to CoC- Kenyan code Covers areas similar to UNHCR CoC.Applies to all humanitarian agencies working with refugees and are signatory.Focuses on prevention of corruption.Addresses issues of refugees working for humanitarian agencies
21 LINKS to CoC- S G’s bulletin Defines sexual exploitation/abuse as misconduct (rules and regulations).Applies to all UN staffDefines staff/managers responsibility in dealing with partners and authoritiesDefines a minor.Prohibits sexual relations by UN staff with a minor.Link to all 5 valuesLink to commitment 8, 7 and 1
22 LINKS to CoC- Policy on harassment Focuses on definitions, responses, procedures wrt harassment in workplace, sexual harassment and abuse of power.Links to values 1,3,4,5 and commitments 4 and 9.
23 *SESSION 4*APPLYING THE CODE Exercise focuses on two of the four objectivesNo. 3- consider selected commitments and values.No. 4- identify areas of improvement in our performance and relations.Discuss the selected scenario in your group – 10 min.Answer questions and report back
24 BO Nairobi-APPLYING THE CODE Plenary discussion on scenarios.What does the code advises usHow relevant is the situation to BONDoes the code answer concerns for us in SOKIn what ways are we applying it in our work and lives.Are there areas we need to improveAre there issues in our ethical standards we need to discuss more
25 ASANTE SANAParticipationMaking a challenging task easyKWAHERI