1 UNHCR CODE OF CONDUCT REFRESHER COURSE SOK KARIBU 22-23 AUGUST 2007.

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UNHCR CODE OF UNHCR CODE OF CONDUCT CONDUCT

REFRESHER COURSEREFRESHER COURSESOKSOK

KARIBUKARIBU22-23 AUGUST 200722-23 AUGUST 2007

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*SESSION ONE *

INTRODUCTIONS

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Objectives –why are we Objectives –why are we herehere

Refresh our memories, deepen Refresh our memories, deepen understanding of CoC (old and new S/M)understanding of CoC (old and new S/M)

Understand links between CoC and Understand links between CoC and related docs.related docs.

Consider selected commitments and Consider selected commitments and values in CoCvalues in CoC

Identify areas of improvement in our Identify areas of improvement in our performance and relations.performance and relations.

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Ground rulesGround rules

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

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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.

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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.

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*SESSION 2 *

• REVIEWING THE CODE

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Parts of the CoC

Introduction – why, who, how 5 core values and guiding

principles 9 commitments Notes on COC Signature page

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Introduction of CoCIntroduction of CoC

►Why- as a guide to handle ethical Why- as a guide to handle ethical issuesissues

►Who – All people working in UNHCR- Who – All people working in UNHCR- interns, UNV, UNOPS, TAs, Regular interns, UNV, UNOPS, TAs, Regular contract holders.contract holders.

►How – understanding and applying itHow – understanding and applying it

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5 core VALUES

Uphold UN values Primary commitment to refugees Professionalism Non-discrimination Respect cultures while upholding

human rights

(In a proverb or phrase)

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9 commitments

1. Treat all refugees and other persons of concern fairly, and with respect and dignity. 4 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 PARAGRAPHS4. Contribute to building a harmonious workplace based on team spirit,

mutual respect and understanding. 3 PARAGRAPHS

5. Promote the safety, health and welfare of all UNHCR staff as a necessary condition for effective and consistent performance.

2 PARAGRAPHS

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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 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.

2 PARAGRAPHS9. Refrain from any form of harassment, discrimination, physical or

verbal abuse, intimidation or favouritism in the workplace. 3 PARAGRAPHS

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9 commitments (contd)

In a phrase, a proverb

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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

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9 commitments- broad divisions (contd)

Workplace4-build harmonious workplace

8- no harassment, discrimination, abuse

Safety, health and welfare5- individual and common responsibility

Information/resources6- safeguard and use properly

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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)

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*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

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Relation of 4 docs to CoCRelation of 4 docs to CoC

Take one doc for 10 min in a Take one doc for 10 min in a group and assess:group and assess:

1.1. What dos it cover?What dos it cover?

2.2. Which values or commitments Which values or commitments does it link to?does it link to?

3.3. What does it add to the code?.What does it add to the code?.

Report back in briefReport back in brief

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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

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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

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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

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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.

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*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

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BO Nairobi-APPLYING THE CODE

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

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ASANTE SANA

Participation

Making a challenging task easy

KWAHERI