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Presentation on theme: "UNHCR CODE OF CONDUCT REFRESHER COURSE SOK"— Presentation transcript:

KARIBU 22-23 AUGUST 2007


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 CoC Identify areas of improvement in our performance and relations.

Speak for yourself, not on behalf of others Be open to all comments and diverse opinions Be respectful of others Share the floor (speaking time) Don’t criticise others by name or group affiliation Keep what is said confidential Be gender- and culturally sensitive Avoid sarcasm or negativity Phones on silent mode/off Step out less often. Kiss –keep it short & simple Treat the fellow in front as a Facilitator not trainer Etc…

5 What is a code Idea 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 factors Negative media reports of actual incidents. General negative perception by public Internal factors Need 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 principles 9 commitments Notes on COC Signature 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 VALUES Uphold UN values Primary commitment to refugees Professionalism Non-discrimination Respect cultures while upholding human rights (In a proverb or phrase)

11 9 commitments 1. Treat all refugees and other persons of concern fairly, and with respect and dignity PARAGRAPHS 2. Uphold the integrity of UNHCR, by ensuring that my personal and professional conduct is, and is seen to be, of the highest standard. 2 PARAGRAPHS 3. 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 PARAGRAPHS 4. 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 PARAGRAPHS 7. Prevent, oppose, and combat all exploitation and abuse of refugees and other persons of concern. 4 PARAGRAPHS 8. 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

13 9 commitments (contd) In a phrase, a proverb

14 9 commitments (broad divisions)
Refugees- 1-treat with respect, 7- zero tolerance to exploitation/abuse. Personal conduct. 2- maintain highest standards 3- avoid conflict of interest 8- no illegal unethical behaviour

15 9 commitments- broad divisions (contd)
Workplace 4-build harmonious workplace 8- no harassment, discrimination, abuse Safety, health and welfare 5- individual and common responsibility Information/resources 6- safeguard and use properly

16 How binding is CoC It’s a declarative document. Other documents build/expand on the CoC. Not legal Ethical guide for UNHCR staff Detailed guidance and advice Emphasized in S.G.’s bulletin Formulation 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 code S.G.s Bulletin Inter-agency code - Kenya Policy on harassment

18 Relation of 4 docs to CoC Take 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 UNHCR Reference 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 staff Defines staff/managers responsibility in dealing with partners and authorities Defines a minor. Prohibits sexual relations by UN staff with a minor. Link to all 5 values Link 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.

focuses on two of the four objectives No. 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

Plenary discussion on scenarios. What does the code advises us How relevant is the situation to BON Does the code answer concerns for us in SOK In what ways are we applying it in our work and lives. Are there areas we need to improve Are there issues in our ethical standards we need to discuss more

25 ASANTE SANA Participation Making a challenging task easy KWAHERI


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