Putting Ethics to Work: A Guide for UN Staff

This publication is a joint eort of the United Nations Ethics Oce

and the United Nations Oce of Human Resources Management.

United Nations Ethics Oce

Tel: 1 917 367 9858

Fax: 1 917 367 9861

Email: ethicso[email protected]

Website: www.un.org/en/ethics

Learning, Leadership and Organizational Development Section

United Nations Oce of Human Resources Management

Website: https://hr.un.org

Issued September 2012

Revised October 2017

UNITED NATIONS OATH OF OFFICE

I solemnly declare and promise to exercise in all loyalty, discretion

and conscience the functions entrusted to me as an international

civil servant of the United Nations, to discharge these functions

and regulate my conduct with the interests of the United Nations

only in view, and not to seek or accept instructions in regard to the

performance of my duties from any Government or other source

external to the Organization. I also solemnly declare and promise to

respect the obligations incumbent upon me as set out in the Sta

Regulations and Rules.

As United Nations sta members, we are called upon by the

United Nations Charter to uphold the highest levels of eciency,

competence and integrity. This commitment is reected in our

Oath of Oce, which we take when we begin our UN careers.

Adherence by United Nations sta to the highest ethical standards

is central to the work of the Organization and the maintenance

of its good name. As we collectively endeavour to build a more

peaceful and prosperous world, the ethical conduct of all sta

members is paramount. Putting Ethics to Work—A Guide for UN

Sta seeks to provide you with a better understanding of our

ethical standards, so that they may be exercised each and every

day as we conduct our work.

Putting Ethics to Work

CONTENTS

United Nations Oath of Oce ....................................... i

PART ONE: INTRODUCTION

Introduction ........................................................2

Using this Guide ....................................................2

Applicability ........................................................2

The ethical framework of the UN ....................................2

Making dicult decisions ...........................................4

PART TWO: APPLYING OUR ETHICAL FRAMEWORK

A. Carrying out the UN Mission .....................................8

Maintaining impartiality and independence .........................8

Respect for national laws ..........................................10

Zero tolerance for sexual exploitation and

sexual abuse ......................................................11

B. Avoiding conicts of interest ...................................13

Personal relationships .............................................14

Gifts and hospitality, awards and honours ..........................15

Outside employment and external activities ........................18

Working with external partners and donors ........................20

Political activity ....................................................21

Financial disclosure ................................................22

Post-employment activities ........................................24

C. Protecting UN resources ........................................26

Managing assets and resources ....................................26

Oce technology .................................................28

Use of UN vehicles .................................................29

D. Creating a harmonious workplace. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31

Mutual rights, duties and obligations ...............................31

Non-discrimination ................................................34

Avoiding harassment and abuse of authority .......................35

E. Protecting information .........................................37

Information management and intellectual property ................37

Condentiality .....................................................39

Public speaking and social media ..................................41

F. Preventing fraud and corruption ................................43

Anti-Fraud and Anti-Corruption Framework ........................43

Reporting fraud and/or corruption .................................45

PART THREE: MAKING ETHICAL DECISIONS

Thinking things through ...........................................48

Role of the Ethics Oce ............................................48

Condential advice ................................................49

Speaking up .......................................................49

Duty to report and the right to protection against retaliation .......49

PART ONE

INTRODUCTION

Putting Ethics to Work

INTRODUCTION

USING THIS GUIDE

This booklet is a practical guide to the ethical expectations that the

United Nations has set for its sta members. This Ethics Guide explains our

regulations and rules within the context of the UN workplace. This Guide can

be used in training and in workplace discussions about how we can put the

UN’s ethical principles into action everyday.

This Guide oers many practical examples and action points to help you

uphold our values and follow UN policies. The Guide includes references to

supporting documents and to oces that can provide further guidance. The

Guide aims to (1) help you make informed decisions, (2) promote an ethical

culture throughout the UN and (3) prevent misconduct.

By using this Guide and other resources, you can proactively resolve many of

the ethics questions that arise in the workplace. When you are unsure about

the right course of action, speak up and ask for advice. The UN Ethics Oce

will listen to your concerns and provide assistance.

This Guide does not replace or supersede UN regulations, rules, policies and

directives. Please note that policy and mandate changes may occur more

frequently than revisions to this Guide. You should check for recent decisions

of the General Assembly through the Ocial Document System (ODS) and

those of the Secretary-General through iSeek.

APPLICABILITY

The UN expects each sta member to observe the ethical standards discussed

in this Guide. Consultants, volunteers, interns and suppliers are also expected

to conduct themselves in accordance with the values of the UN. This Guide

serves as a resource for all.

THE ETHICAL FRAMEWORK OF THE UN

Charter of the United Nations

The Charter sets out the purposes and principles of the Organization. Under

our Charter, UN sta are appointed on the basis of securing the highest

standards of eciency, competence and integrity. The concept of integrity

embraces all aspects of behaviour of an international civil servant, including

qualities such as honesty, truthfulness, impartiality and incorruptibility. As

A Guide for UN Sta

UN sta, we are expected to exhibit and adhere to the highest standards of

ethical conduct.

Sta Regulations and Sta Rules of the United Nations

The Sta Regulations are provided by the General Assembly and describe the

fundamental conditions of service and the basic rights, duties and obligations

at the United Nations Secretariat. The Sta Regulations establish what the UN

expects of its sta and what sta may expect from the UN. They represent the

broad principles of human resources policy for the stang and administration

of the Secretariat. The Secretary-General provides and enforces our Sta Rules,

consistent with these principles, as he or she considers necessary. This Guide

helps to explain our Regulations and Rules, but is not itself a term or condition

of UN service.

Standards of Conduct for the International Civil Service

The International Civil Service Commission promotes the Standards of

Conduct that apply to sta of all United Nations system organizations. The

Standards of Conduct describe some of the obligations which distinguish

employment with the UN. International civil servants have a special calling

to serve our universal ideals of peace, respect for fundamental rights, and

international cooperation.

Our fundamental ethical values

Each of us swears an oath of loyalty and obedience when we start our

UN careers. Our fundamental ethical values are based on the UN Charter and

this Oath of Oce, and inform our ethical culture. These values are:

Independence

United Nations personnel shall maintain their independence and shall not

seek or receive instructions from any Government or from any other person

or entity external to the United Nations and shall refrain from any action

which might reect negatively on their position as United Nations personnel

responsible only to the United Nations.

Loyalty

Loyalty to the purposes, values and principles of the United Nations is a

fundamental obligation of all United Nations personnel. They shall be loyal

to the United Nations and shall, at all times, discharge their functions and

regulate their conduct with the interests of the United Nations only in view.

Putting Ethics to Work

Impartiality

United Nations personnel, in the performance of their ocial duties, shall

always act with impartiality, objectivity and professionalism. They shall ensure

that expression of personal views and convictions does not compromise or

appear to compromise the performance of their ocial duties or the interests

of the United Nations. They shall not act in a way that unjustiably could

lead to actual or perceived preferential treatment for or against particular

individuals, groups or interests.

Integrity

United Nations personnel shall maintain the highest standards of integrity,

including honesty, truthfulness, fairness and incorruptibility in all matters

aecting their ocial duties and the interests of the United Nations.

Accountability

United Nations personnel shall be accountable for the proper discharge of

their functions and for their decisions and actions. In fullling their ocial

duties and responsibilities, United Nations personnel shall make decisions in

the interests of the United Nations. They shall submit themselves to scrutiny as

required by their position.

Respect for human rights

United Nations personnel shall fully respect the human rights, dignity and

worth of all persons and shall act with understanding, tolerance, sensitivity

and respect for diversity and without discrimination of any kind.

MAKING DIFFICULT DECISIONS

The information in this Guide will help you work through most dicult

workplace issues and dilemmas. As the answer to some problems may not be

obvious, take the extra time to think through these questions:

• Have I reviewed the facts carefully?

• Besides myself, who else may be aected by this decision?

• What are the issues?

• What does the UN require me to do in this situation?

• Have I used the resources available to me to understand my

duties and rights?

• Have I thought carefully about my options and the potential

consequences?

• Will my decision stand the test of time?

A Guide for UN Sta

If you are still not sure what to do, speak up and get the advice you

need to prevent ethical lapses as well as acts of fraud. Keep asking

questions until you are certain you are doing the right thing.

In addition to this Guide, you may nd the following resource helpful:

The Roadmap: A Sta Member’s Guide to Finding the Right Place, available from

the Ethics Oce or at www.un.org/en/ethics.

PART TWO

APPLYING

OUR ETHICAL

FRAMEWORK

Putting Ethics to Work

A. CARRYING OUT THE UN MISSION

MAINTAINING IMPARTIALITY AND INDEPENDENCE

MAIN IDEAS

The UN Oath of Oce requires us to act with impartiality and independence.

As international civil servants, we should consider the impact of our

comments and actions and manage our conduct so that we represent

the international community, rather than individual governments or other

political interests. This is especially important when working in peacekeeping

operations and eld-based missions, where daily work often involves

signicant interactions with governmental representatives, non-governmental

organizations and other third parties.

TAKING ACTION

• If your work puts you in contact with representatives of Member

States, political parties or civil society groups, remember that the UN’s

mission and goals come rst.

A Guide for UN Sta

• Act only in your ocially authorized capacity, and do not overreach

your delegated authority.

• Do not misrepresent your functions or title to Member States, or to

anyone external to the UN.

• Respectfully advocate for and uphold the values and principles

of the UN.

• In relation to your status as a UN sta member, you may not ask for

assistance or follow instructions from any government ocial or from

any other authority external to the UN.

QUESTIONS AND ANSWERS

.Q I am conducting research on Member State economic policies. I

think that my home government has excellent data and possibly the

best approach. Could I just conclude my research by suggesting that

the UN follow what my government has been doing for years?

.A As an international civil servant, you must remain impartial and

independent. It is far better that you complete your benchmarking

research in an evenhanded and thorough manner, rather than favour

any one Member State’s approach.

.Q If a representative of a Member State sends me the résumé of a

person and asks me to forward the résumé to a hiring manager for a

vacancy, may I send it on?

.A No, you should return the résumé and politely advise the

representative that anyone who wants to work for the UN must

follow our application procedures via the Careers Portal. As a UN

sta member, you must respect the integrity of our hiring and

recruitment processes.

l

LEARNING MORE

From the Standards of Conduct

The Standards of Conduct tell us that we must remain independent of

any authority outside the UN, and that our conduct must reect that

independence. Similarly, we must not interfere in the policies or aairs

of Governments, or seek to discredit any Government.

Putting Ethics to Work

Secretariat resources and references

• See sta regulation 1.2 (b) and (f), ST/SGB/2017/1, Sta Regulations and

Rules of the United Nations.

RESPECT FOR NATIONAL LAWS

MAIN IDEAS

The UN operates in countries across the globe. Just as we respect diversity, we

must respect the laws of the nations that host our activities. The privileges and

immunities that you hold as a sta member are conferred upon you solely for

the interests of the Organization. They do not exempt you from observing local

laws, or provide an excuse for ignoring your private legal or nancial obligations.

TAKING ACTION

• Remember that as a UN sta member, you are a guest in your

host country.

• You are expected to cooperate with local law enforcement authorities,

and to pay trac and other nes promptly.

• If you are involved in a violation of local laws, you should immediately

report it in accordance with the procedures of your duty station.

• If local authorities bring concerns about your adherence with local

laws or private legal obligations to the UN’s attention, the UN will

cooperate with the authorities to resolve any compliance issues.

• You must settle all in-country nancial debts promptly, prior to

leaving the duty station or separating from the UN.

QUESTIONS AND ANSWERS

.Q If I disagree with a court order regarding alimony payments to

my ex-spouse, can I ignore it under UN sta member privileges

and immunities?

.A No, you must comply. UN sta members are required to comply with

all local and national laws, including laws involving domestic matters.

The UN will cooperate with local and national authorities

in resolving compliance issues.

A Guide for UN Sta

l

LEARNING MORE

From the Standards of Conduct

Our privileges and immunities as international civil servants do not exempt us

from observing local laws or provide an excuse for ignoring our private legal

or nancial obligations.

Secretariat resources and references

• See sta regulation 1.1 (f), ST/SGB/2017/1, Sta Regulations and Rules of

the United Nations.

ZERO TOLERANCE FOR SEXUAL EXPLOITATION AND

SEXUAL ABUSE

MAIN IDEAS

You should demonstrate respect for peoples, languages, cultures and customs.

With that respect comes an obligation to protect human rights and to speak

out against acts that are contrary to human dignity. You are prohibited from

engaging in discrimination, or abusing the authority of your position.

Sexual exploitation and sexual abuse by UN personnel represents a

catastrophic failure to adhere to our ethical obligations. It brings harm

to those whom the UN is mandated to protect, and violates universally

recognized human rights, norms and standards.

“Sexual exploitation” means any actual or attempted abuse of a position of

vulnerability, dierential power or trust, for sexual purposes, including but

not limited to proting monetarily, socially or politically from the sexual

exploitation of another. Similarly, the term “sexual abuse” means the actual

or threatened physical intrusion of a sexual nature, whether by force or under

unequal or coercive conditions.

Very often, there is a great disparity in economic and social power between

a UN sta member and our beneciaries. You must be alert to the potential

for exploitation and abuse, regardless of intention, and take every measure to

avoid even the appearance of inappropriate behaviour.

TAKING ACTION

• Each of us must support and develop systems that prevent sexual

exploitation and sexual abuse.

Putting Ethics to Work

• It is not just your intentions, but also the impact of your behaviour

that is important.

• While certain conduct may be acceptable in one country, it may

be illegal or otherwise inappropriate in another. Pay attention to

guidance at your duty station concerning what is and what is not

considered appropriate conduct.

• UN forces conducting operations under UN command and control

have a particular duty of care towards women and children, and

are also prohibited from committing acts of sexual exploitation and

sexual abuse.

• Sexual activity with children (persons under the age of 18) is

prohibited regardless of the age of consent locally.

• The exchange of money, employment, goods or beneciary

assistance by UN sta for sexual services is prohibited.

QUESTIONS AND ANSWERS

.Q I think that one of my colleagues is seeing a local girl who can’t

be more than 15 years old. He showers her with small gifts, like

T-shirts and cigarettes. He does not think that there’s anything

wrong with what he’s doing. I am concerned, but do not see that

I have any right to interfere.

.A Under our zero tolerance policy, you are expected to speak up and

report your concerns to your head of oce, your Human Resources

representative, your Conduct and Discipline Team, or to OIOS.

l

LEARNING MORE

From the Standards of Conduct

We are to be guided in our actions by fundamental human rights and the

dignity and worth of the human person.

Secretariat resources and references

• See sta regulation 1.2(a), ST/SGB/2017/1, Sta Regulations and Rules of

the United Nations.

• ST/SGB/2003/13, Special measures for protection from sexual exploitation

and sexual abuse

A Guide for UN Sta

B. AVOIDING CONFLICTS OF INTEREST

A conict of interest occurs when your private interests interfere—or appear to

interfere—with the interests of the UN. You should base your decisions on the UN’s

needs, rather than your own interests, the interests of family or friends, or a Member

State’s interests. Each of us should deal with third parties in ways that avoid even

the appearance of a conict between our personal interests and those of the UN.

You are expected to arrange your private aairs so that you can provide your loyalty

rst to the UN.

To avoid possible conicts of interest, try to anticipate and avoid situations where

you could be faced with competing interests that may impact your impartiality.

Conicts of interest represent high-risk situations, with potential for signicant,

detrimental eects on the reputation of the Organization. If you think that you have

a possible conict of interest, seek assistance from the Ethics Oce.

The following situations can easily give rise to conicts of interest:

Putting Ethics to Work

PERSONAL RELATIONSHIPS

MAIN IDEAS

A sta member’s personal relationships with family and friends should

not aect the impartial performance of their ocial functions. To prevent

preferential treatment or favouritism of family members, UN appointments are

not to be granted to anyone who is an immediate family member of a sta

member. While the spouse of a sta member may be hired, the sta member

cannot participate in their spouse’s recruitment process, and there can be no

subsequent supervisory relationship between them.

TAKING ACTION

• Share with your family and close friends the UN’s policy on employing

family members.

• If friends and acquaintances ask you about UN employment,

refer them to the Careers Portal and tell them to follow our

application procedures.

• If you are asked to recommend a consultant or subject area expert

with whom you have worked previously, be certain to provide full

disclosure about how you know this individual.

• Always disclose any prior relationship with any person or entity that

wishes to do business with your oce. A conict of interest in relation

to procurement may compromise the process.

• Do not request a hiring manager to look out for the application

of a colleague or friend.

• If you have any question or doubt about whether you have a conict

of interest, please seek guidance from the Ethics Oce.

By addressing conicts and concerns early, we prevent them

from escalating into major issues later.

QUESTIONS AND ANSWERS

.Q I have recently become involved in an intimate relationship with a

sta member who reports to me directly. Do I have to disclose this?

.A Yes. You should immediately report the relationship to your manager

and the Oce of Human Resources Management. Your reporting

lines must be changed as your relationship creates a conict of

interest. You cannot be an objective, neutral and fair supervisor to

someone with whom you have a close personal relationship.

A Guide for UN Sta

.Q I am part of a selection panel and learned that my nephew has

applied for this vacant position. I know that he is an excellent

candidate. What should I do?

.A You should immediately disclose to the panel that you have a

conict of interest and ask to be replaced without sharing your views

on your nephew’s candidacy. In addition, you need to inform your

nephew to disclose on his application that you work for the UN.

l

LEARNING MORE

From the Standards of Conduct

We should avoid assisting outside parties in their dealings with the UN where

this might lead to actual or perceived preferential treatment.

Secretariat resources and references

• See sta rule 4.7, ST/SGB/2017/1, Sta Regulations and Rules of the

United Nations.

• ST/AI/273, Employment of spouses (to be revised)

GIFTS AND HOSPITALITY, AWARDS AND HONOURS

MAIN IDEAS

Accepting gifts, honours or other tokens of appreciation can impact your

independence and impartiality. Such situations may compromise both

your integrity and the UN’s reputation. The acceptance of a gift can create

a conict of loyalties or raise expectations from the giver of the gift. You

may not receive any gifts or other incentives that could induce you—or be

perceived as inducing you—to take any action that is other than independent

or impartial.

Sta members carrying out functions in sensitive areas such as procurement

and investment management are to be particularly attentive to this issue and

are held to an even higher standard, in relation to the discharge of their duties

and responsibilities.

From Governments

As a rule, we cannot accept any honours, decorations, favours, remuneration

or gifts from Government sources. However, if refusal of an unanticipated gift

would cause embarrassment to the Organization, you may accept it on behalf

of the Organization and then report and entrust it to the Secretary-General.

Putting Ethics to Work

From non-governmental sources

While the receipt of honours, favours, gifts or remuneration from non-

governmental sources may be permitted with the prior approval of the

Secretary-General, approval will only be granted in exceptional cases.

From any source having or seeking a contractual relationship

Accepting gifts from a person or entity doing business with the UN, or seeking

to have any sort of contractual relationship with the UN, constitutes a conict

of interest. You may not accept anything from

such sources. There is no exception to this rule.

Oering or promising gifts

When people exchange gifts in a work setting, it can look as if favours were

granted in order to inuence the exercise of professional judgment. You may

not oer anything of value, such as gifts, favours or other personal benets,

to other sta members or to third parties if by doing so you are trying to

inuence the recipient’s ocial actions. Oering gifts such as a birthday

present is acceptable if there is no expectation of any ocial action in return.

TAKING ACTION

• Ensure that all vendors and contractors with whom you work are

aware of the UN’s strict policy regarding gift giving.

• Accepting meals, tickets, travel expenses or other hospitality from UN

vendors or contractors is prohibited.

• Gifts that arrive unexpectedly and cannot be returned are to be

registered and disposed of in accordance with ST/AI/2010/1.

• Do not distribute business cards, brochures or any other type of

business solicitation on behalf of an external entity.

• Never take a gift accepted on behalf of the Organization for your

personal use.

• Never accept cash given to you as a gift in your ocial capacity from

any person or entity for any reason.

A Guide for UN Sta

QUESTIONS AND ANSWERS

.Q May I accept a gift worth $25 from a Government in recognition of

my UN service?

.A No. You may not receive any gift—no matter how large or small—

from any Government. To do otherwise could give the appearance

that you are favouring one Member State or are taking instructions

from a Member State. Unlike some employers, the UN does not

have a “de minimus” rule when it comes to our prohibition against

accepting anything of value from a Member State.

.Q Our oce was oered a substantial award from the private

foundation of a current vendor. We are honoured to receive

recognition for our eorts to protect the rights of displaced children.

May we accept the award? It would boost morale and demonstrate

the value of our work.

.A You should decline the award. Though the benets of this award

are tempting, accepting the award could interfere with your

ability to maintain an arms-length relationship with this vendor. It

could be very dicult for you to be objective in evaluating this

vendor’s performance, especially when it comes time to renew the

relationship.

l

LEARNING MORE

From the Standards of Conduct

We must not accept any honour, decoration, gift, remuneration or favour from

any source outside the UN without prior authorization from the Secretary-

General.

Secretariat resources and references

• See sta regulation 1.2 (j-l), ST/SGB/2017/1, Sta Regulations and Rules

of the United Nations.

• See ST/AI/2010/1, Reporting, retaining and disposing of honours,

decorations, favours, gifts or remuneration from governmental and

non-governmental sources, for relevant procedures.

• Oces considering oers of pro bono goods or services from

external entities should review ST/SGB/2006/5, Acceptance of pro bono

goods and services.

Putting Ethics to Work

OUTSIDE EMPLOYMENT AND EXTERNAL ACTIVITIES

MAIN IDEAS

The image and reputation of the UN depend on our actions and eorts. As

sta members, we are expected to devote our time and energy to the work

of the Organization. Outside employment and external activities, paid or

unpaid, may interfere with our ability to serve the UN. More importantly,

some external activities are incompatible with our status as international civil

servants, or conict with the best interests of the Organization. For these

reasons, outside employment and external activities may only be allowed

when prior approval has been granted by the Secretary-General through the

sta member’s proper chain of command.

We must avoid activities that can adversely impact the Organization, or

contravene our status as international civil servants. You can generally

participate in local community, civic or charitable activities without the

Secretary-General’s permission, provided you are certain that they do not

conict with your status as an international civil servant. Likewise, outside

activities which are benecial to both the Organization and you, such as the

development of professional and technical skills, are encouraged.

TAKING ACTION

• Private, unpaid social or charitable activities which have no relation to

your ocial functions or to the Organization, and take place outside

working hours or while you are on leave, do not require approval.

• Opportunities to teach or speak in educational settings that rely upon

your work with the UN must be approved.

• If you receive approval for a speaking engagement in your personal

capacity, make clear to the organizers and attendees that you are

participating as a private individual and not as a representative of

the UN.

• Do not represent, even informally, anyone who seeks to do business

with the UN, or who seeks to provide services or sell products to UN

sta members.

• You should consult the Ethics Oce if you wish to serve on any

external panels, boards or committees.

• To seek approval for an outside activity, carefully review ST/AI/2000/13

for the relevant steps. The process starts by completing a written

description of your proposed activity, for initial review by your

supervisor and the Executive Ocer or local chief of personnel.

A Guide for UN Sta

QUESTIONS AND ANSWERS

.Q May I serve on the board of directors of a local organization

that promotes corporate social responsibility? I would not be paid

but could get some valuable experience.

.A It depends. While the UN encourages sta to become involved in

their local communities, you must be sure that board membership

will not interfere in any way with your status as an international civil

servant. You may want to discuss this opportunity with the Ethics

Oce to ensure that it presents no conict with your regular duties

and obligations to the UN.

l

LEARNING MORE

From the Standards of Conduct

We cannot engage, without prior authorization, in any outside activity,

whether paid or not, that interferes with or conicts with the interests of the

Organization. Any questions about this should be referred to the head of

oce or department. However, outside activities can be benecial both to

us and the UN. The UN will allow, encourage, and facilitate participation in

professional activities that serve to maintain and enhance professional and

technical competencies.

Secretariat resources and references

• See sta regulation 1.2 (o-p), ST/SGB/2017/1, Sta Regulations and Rules

of the United Nations.

• ST/AI/2000/13, Outside activities (to be revised)

• ST/IC/2006/30, Outside activities

Putting Ethics to Work

WORKING WITH EXTERNAL PARTNERS AND DONORS

MAIN IDEAS

The complex work of the UN often requires that we form partnerships or

alliances with donors or other private sector organizations. These relationships

can result in real or perceived conicts of interest, particularly where the role

of the UN and its sta is unclear. The UN’s reputation rests not only on your

actions and decisions but also on the actions of partners with whom we

accomplish our mission.

When discussing a potential partnership with an external entity, it is prudent

to establish the terms of the relationship in a written document so that the

parties concerned are fully aware of their respective roles, responsibilities and

obligations. The Oce of the Controller and the Oce of Legal Aairs should

be consulted on the development of any such document.

TAKING ACTION

• Be clear about roles, responsibilities and reporting relationships

whenever you create a partnership or alliance.

• Act in your ocial capacity when dealing with Member States and

external partners.

• Ensure that external organizations are familiar with the UN rules by

explaining how you will conduct business.

• Maintain a respectful, professional and businesslike relationship with

external partners and donors.

• Senior managers must take care in deciding whether a pro bono

contribution would create a conict of interest or expose the

UN to reputational harm. Consult with the Ethics Oce early in

your analysis.

QUESTIONS AND ANSWERS

.Q My oce has just concluded a rst-ever agreement with a

major for-prot corporation. With this agreement, we can expand

our peacebuilding and rule-of-law initiatives and make

a signicant dierence. Is there anything we should consider from an

ethics perspective?

.A By engaging with the private sector, you may be able to extend

the capacity of the UN to serve. However, there could be a number

A Guide for UN Sta

of ethical risks when we engage too closely with the private

sector, including nancial and other personal conicts of interest,

organizational conicts of interest, procurement questions, and

situations that could undermine the UN’s status as an international

organization and your status as an international civil servant. You

and your oce should discuss the situation with the Ethics Oce to

ensure that you are alerted to the areas where ethical risks could arise.

l

LEARNING MORE

From the Standards of Conduct

The Standards of Conduct stress the importance of our impartiality and

independence as international civil servants. We must not seek or accept

instructions from any Government, person, or entity external to the United

Nations. For their part, neither Governments nor organizations should place

international civil servants in a position where our international and national

loyalties may conict.

Secretariat resources and references

• Oces considering oers of pro bono goods or services from

external entities should review ST/SGB/2006/5, Acceptance of pro bono

goods and services.

POLITICAL ACTIVITY

MAIN IDEAS

As a private citizen, you may vote and belong to political parties. You are not

expected to give up your political or religious convictions. However, your

primary duty of loyalty is to the objectives and purposes of the UN. As a result,

you must avoid political activities that could reect adversely on the UN, or

diminish your independence and impartiality. As an international civil servant,

you do not have the freedom that private persons have to take sides or to

express your convictions publicly on controversial matters.

TAKING ACTION

• Remember to use tact and discretion when expressing your

personal views.

• Avoid promoting national political positions or displaying

endorsements of political candidates while at work.

Putting Ethics to Work

• Do not represent yourself as a UN sta member when you sign

petitions or engage in any political activity.

• Do not align yourself with external groups where your position as a

UN sta member may be used to promote the external group.

• In your private capacity, you may make nancial contributions to

political parties or causes that you support.

QUESTIONS AND ANSWERS

.Q I have been asked to run in the next local election in my hometown.

May I continue working for the UN and be a candidate running

for oce?

.A No. A UN sta member may not be a candidate for public oce

at any level. If you decide to run for oce, you must resign from

the Organization.

l

LEARNING MORE

From the Standards of Conduct

International civil servants do not have the freedom enjoyed by private

persons to take sides or to express their convictions publicly on controversial

matters. This does not mean that we have to give up our personal political

views or national perspectives. We retain the right to vote but should not

participate in certain political activities, such as standing for or holding local or

national political oce.

Secretariat resources and references

• See sta regulation 1.2 (f) and (h), ST/SGB/2017/1, Sta Regulations and

Rules of the United Nations.

• See Section 5.3-5.5, ST/AI/2000/13, Outside activities (to be revised).

FINANCIAL DISCLOSURE

MAIN IDEAS

The UN Financial Disclosure Programme (FDP) helps to maintain and enhance

public trust in the integrity of the UN. Under the FDP, selected sta members

are required to disclose annually their assets and liabilities, outside activities,

and aliations. Covered sta members are placed on an honour system, and

are expected to provide truthful and complete information.

A Guide for UN Sta

The primary purpose of the programme is to manage risks for personal conicts

of interest. The FDP aims to identify, resolve and mitigate conict of interest

situations arising from sta members’ nancial assets, liabilities, investments, and

outside activities. This may include advising sta members to divest themselves

of holdings, or to recuse themselves from a particular activity or aspect of their

ocial functions.

Every March, covered lers submit information about themselves, their spouses

and depende

nt children through a secure website.

TAKING ACTION

• If you are required to participate in the FDP, you will be contacted by the

Ethics Oce.

• If you are required to participate, ensure that you fully comply with your

ling obligations within the specied timeframe. A failure to fully comply

with programme requirements is considered a breach of applicable

regulations and rules.

• You should seek the advice of the Ethics Oce if you have any questions

concerning this

programme.

QUESTIONS AND ANSWERS

.Q Who determines whether I have to le a nancial disclosure

statement?

.A Your head of department identies which sta members must le,

following ST/SGB/2006/6.

l

LEARNING MORE

From the Standards of Conduct

Conicts of interest include circumstances in which international civil servants,

directly or indirectly, may benet improperly, or allow a third party to benet

improperly, from their association with their organization. Conicts of interest can

arise from an international civil servant’s personal or familial dealings with third

parties, individuals, beneciaries or other institutions. Thus we may be required to

disclose certain personal assets if this is necessary to enable the UN to make sure

that th

ere is no conict.

Secretariat resources and references

• See sta regulation 1.2 (m) and (n), ST/SGB/2017/1, Sta Regulations and

Rules of the

United Nations.

• ST/SGB/2006/6, Financial disclosure and declaration of interest statements

Putting Ethics to Work

POST-EMPLOYMENT ACTIVITIES

MAIN IDEAS

According to the sta regulations and sta rules, sta members shall

exercise the utmost discretion with regard to all matters of ocial business.

Condentiality obligations related to your ocial UN duties do not cease

upon separation from service.

While working for the UN, you may not solicit or accept oers of future

employment from any UN contractor or vendor. Should you receive such

an oer of employment you must report the incident to your manager and

recuse yourself from any further dealings with that contractor or vendor.

Additionally, if you participate in the procurement process, you are restricted

in certain types of activities when you leave UN employment. These

restrictions apply whether you resign, are terminated or retire.

Upon leaving the UN, if you participated in the procurement process, you

may not seek or accept employment with, or any form of compensation or

nancial benet from, any UN contractor or vendor for a period of one year

following your separation from service. Also, for two years following your

separation from service, you may not knowingly communicate with or appear

before any sta member or unit of the UN on behalf of any third party on any

particular matters that were under your ocial responsibility related to the

procurement process.

TAKING ACTION

• Ensure that the contractors and vendors with whom you work

are aware they cannot make oers of future employment to

UN sta members.

• Avoid conversations with contractors or vendors about jobs in their

companies or industries.

• After you leave UN employment, continue to maintain the

condentiality of non-public information.

A Guide for UN Sta

QUESTIONS AND ANSWERS

.Q I don’t have any procurement duties. When I leave the UN, I plan to

use the information that I have gained to help me get my next job. Is

this OK?

.A Even if you are not a procurement ocial, when you leave the UN

you have continuing ethical obligations. UN data that is not publicly

available must remain condential. You cannot use condential data

that the UN collected or developed to help you get or perform your

next job. Furthermore, you should not use your UN connections to

“lobby” or inuence your former colleagues to take a position that will

benet your new employer. Finally, you should act with caution if you

accept a job with a Member State immediately after leaving the UN.

l

LEARNING MORE

From the Standards of Conduct

After leaving service with the UN, you should not take improper advantage

of your former ocial functions and positions, including through

unauthorized use of condential information. International civil servants,

including those involved in procurement, should not attempt to inuence

the decisions of the UN in the interest or at the request of third parties, with

the intention of seeking employment opportunities with such third parties.

It is also improper for international civil servants to accept supplementary

payments or other subsidies from a Government or any other source prior to,

during or after their employment with the UN, if the payment is related to that

employment.

Secretariat resources and references

• ST/SGB/2006/15, Post-employment restrictions

• See Chapter 4.9 of the UN Procurement Manual.

www.un.org/Depts/ptd/about-us/procurement-manual

Putting Ethics to Work

C. PROTECTING UN RESOURCES

We are all responsible for the appropriate use and stewardship of UN property

and assets. We are expected to make the best possible use of UN resources when

conducting ocial business. Any personal use of UN resources should be kept to a

minimum, and may not conict with the interests of the UN.

MANAGING ASSETS AND RESOURCES

MAIN IDEAS

The greatest asset of the UN is its sta. How you manage your time, apply

yourself to your duties and work with others will greatly contribute to the

achievements and eectiveness of the UN. You are expected to use UN

resources wisely and to prevent waste or misuse. This responsibility also

extends to the use of benets and entitlements for which you may be eligible,

such as sick leave.

A Guide for UN Sta

TAKING ACTION

• Heads of oces are responsible for the inventory and management of

assets under their care. Each sta member is also responsible for the

care of the items assigned to him/her at work.

• Use UN time for ocial business only.

• Avoid requesting other sta to use ocial time to perform activities

other than those required in the performance of their ocial duties.

This includes asking sta to run personal errands.

QUESTIONS AND ANSWERS

.Q At the back of the mission compound, there is some discarded

electronic waste. Some of those items could be valuable on the

resale market. Can I volunteer to clean this area up, recycle the

valuable parts and keep the proceeds for my trouble?

.A No. Though your desire to recycle is admirable, those items are

UN assets. Talk to Mission Support and suggest that they explore

how to responsibly dispose of these materials.

.Q I have to y to a conference overseas but the Travel Unit refuses to

book my ticket following my preferred route. May I demand that I

conduct the booking myself?

.A No. You must abide by the decision of the Travel Unit, which is

responsible for administering the UN’s travel policy and ensuring

responsible use of the Organization’s funds.

l

LEARNING MORE

From the Standards of Conduct

The concept of integrity, as enshrined in the UN Charter, includes such

qualities as honesty, truthfulness, impartiality and incorruptibility, as well

as competence and eciency.

Secretariat resources and references

• See sta regulation 1.2 (q), ST/SGB/2017/1, Sta Regulations and Rules of

the United Nations.

• See sta rule 1.7, ST/SGB/2017/1, Sta Regulations and Rules of the United

Nations.

• ST/AI/2003/5, Property management and inventory control at

United Nations Headquarters, addresses procedures for the inventory

of UN assets

Putting Ethics to Work

OFFICE TECHNOLOGY

MAIN IDEAS

UN telephones, computers, email, Internet and other technologies should

be used only for ocial business purposes. The UN has the right to monitor

and review all information contained in these systems, and will verify how its

systems are used. You are responsible for using these assets wisely and in the

best interests of the UN. All information conveyed through the UN’s IT systems

remain the property of the Organization.

Though we may regard email as a less formal means of communicating, all UN

email messages are ocial records, and may be retrieved and examined by

the Organization when required.

You are prohibited from using the UN’s information technology resources

to access, send or forward any material that is harassing, oensive, sexually

oriented or defamatory. There are no exceptions to this rule.

TAKING ACTION

• Remember that your UN email account is not a private channel for

conducting personal communications.

• The UN’s IT systems are provided to help you meet ocial

responsibilities. The UN will allow reasonable and occasional personal

use of its telephones or other resources such as email, Internet and

computers.

• If you use the UN’s telephone system to make a personal long-

distance telephone call, correctly record the call as private and ensure

that the Organization is reimbursed for the cost of your call.

• Think about what you write in an email and reread it before sending.

Ensure that emails are accurate, and that the language and tone you

use are appropriate. Ask yourself if you would be comfortable if your

email reached the Secretary-General’s oce.

• Do not download pirated audio or video les onto your UN computer.

This is against the principles of the UN, and the laws of various

Member States.

A Guide for UN Sta

QUESTIONS AND ANSWERS

.Q My daughter attends school in a country far removed from my duty

station. I occasionally communicate with her via Skype and email her

from my UN computer. Is this OK?

.A Yes. The UN permits reasonable personal use of its IT

communications resources, but make sure that you are not using

ocial work time for staying in touch with your daughter. It would

be wise to cross-check with your manager.

Secretariat resources and references

• ST/SGB/2004/15, Use of information and communication technology

resources and data

USE OF UN VEHICLES

MAIN IDEAS

The Organization’s vehicles are to be used for ocial business purposes.

Drivers of UN vehicles should not be asked or told to use UN vehicles for

chores unrelated to the work of the Organization.

The safe operation of UN vehicles is necessary to protect sta members and

others on the road. If you are authorized to drive a UN vehicle, you must obey

the rules of the road. You should also perform an inspection of your vehicle

prior to use and report any observed damage.

TAKING ACTION

• All persons travelling in UN vehicles must wear seat belts at

all times.

• Local speed limits and trac regulations must be followed.

• As UN vehicles represent a signicant expenditure to the Organization,

treat all vehicles with care.

• Do not allow another UN sta member to drive under the inuence

of alcohol or drugs. All such incidents must be reported.

• Only authorized sta members and authorized ocials may drive UN

vehicles.

• Do not operate any mobile device while driving. In the case of

emergencies, stop the vehicle before using any mobile device.

Putting Ethics to Work

QUESTIONS AND ANSWERS

.Q I work for a UN eld mission and wish to pick up a visiting family

member from the airport using my UN vehicle. May I do this in

my free time?

.A You must obtain prior authorization for the transportation of any

non-UN personnel, and ensure waivers are signed for insurance

purposes.

l

LEARNING MORE

From the Standards of Conduct

The privileges and immunities that we enjoy are conferred upon us solely

in the interests of the Organization. They do not exempt us from observing

local laws, nor do they provide an excuse for ignoring private legal or nancial

obligations.

Secretariat resources and references

• ST/AI/2010/6, Road and driving safety

A Guide for UN Sta

D. CREATING A HARMONIOUS

WORKPLACE

The UN has a global workforce that numbers over 43,000 men and women in over

160 duty stations. We are committed to creating and maintaining a harmonious

workplace environment, where we work together and are treated with dignity. You

can contribute by treating colleagues, clients and others with fairness, tolerance,

respect and courtesy.

MUTUAL RIGHTS, DUTIES AND OBLIGATIONS

MAIN IDEAS

Managers and supervisors are expected to provide timely advice and

guidance to sta on ethical conduct. The more we talk openly about

workplace conduct and our standards, the clearer we will be about

what is expected.

Putting Ethics to Work

TAKING ACTION

Sta members also have ethical duties and obligations. We are expected

to learn the rules that apply to us, follow those rules, and seek guidance

as needed.

Managers and supervisors should:

• Lead by example

• Arm the need to follow the UN regulations, rules and policies that

govern our work

• Encourage sta to ask questions and get advice before they act

• Listen attentively when sta members raise ethics-related questions

and concerns

• Take prompt action to respond to questions and correct problems

• Foster an environment of trust, in which sta members can speak up

without fear of retaliation

• Seek advice when unsure how to proceed

Sta members are expected to:

• Learn the details of the policies that specically aect work

assignments

• Take required training

• Be personally accountable, and hold our colleagues accountable, for

ethical work behaviour and practices

• Share concerns about possible ethical misconduct with supervisors,

heads of oce, Human Resources ocers or OIOS

• Cooperate with internal investigations about reported unethical

behaviour or other misconduct

QUESTIONS AND ANSWERS

.Q My supervisor knows we may not accept gifts from vendors, but

does so anyway. Why should I bother to follow the rules if my

supervisor does not?

.A You should always follow the rules and do what is right, even if

you witness wrongdoing yourself. Your oath was a personal one;

adherence to the oath and the rules is not contingent upon others’

behaviour. You should report the misconduct or seek advice from

the Ethics Oce.

A Guide for UN Sta

l

LEARNING MORE

From the Standards of Conduct

Managers and supervisors are in positions of leadership and it is their

responsibility to ensure a harmonious workplace based on mutual respect.

Continuing dialogue between sta and management is indispensable.

Secretariat resources and references

• Sta representative bodies participate in identifying, examining and

resolving issues relating to sta welfare. See sta rule 8.1 (f),

ST/SGB/2017/1, Sta Regulations and Rules of the United Nations.

• S T/SGB/ 2011/5, Performance Management and Development Learning

Programme for Managers and Supervisors, requires that all rst- and

second-level reporting ocers take part in the UN Secretariat’s

Performance Management and Development Learning Programme

• ST/IC/2004/4, Conict resolution in the United Nations Secretariat

• The UN’s Ombudsman and Mediation Services assists sta in resolving

workplace disputes through informal means.

www.un.org/en/ombudsman

Putting Ethics to Work

NON-DISCRIMINATION

MAIN IDEAS

At the UN, discrimination is any unfair treatment or arbitrary distinction based

on a person’s race, sex, religion, nationality, ethnic origin, sexual orientation,

disability, age, language, social origin or other status. Discrimination may be

an isolated event aecting one person or a group of persons similarly situated,

or may manifest itself through harassment or abuse of authority. All forms of

discrimination are prohibited.

TAKING ACTION

• Be aware of your own behaviour, and consider how others could

interpret your words or actions.

• When evaluating job applicants, thinking about who will t best into

your team in terms of job-related criteria—experience, skills, and work

style—is appropriate.

• Show respect for and understanding of diverse points of view.

• Managers and supervisors have an obligation to take action if they

become aware of any alleged unfair treatment relating to their sta.

• Do not isolate a colleague you disagree with, or deliberately leave

someone out of communications, meetings or projects without just

cause.

QUESTIONS AND ANSWERS

.Q Does the UN discipline sta members who have discriminated

against others?

.A Yes. For summaries of disciplinary actions taken for all categories of

violations, see the annual information circular, Practice of the Secretary-

General in disciplinary matters and possible criminal behaviour.

l

LEARNING MORE

From the Standards of Conduct

Tolerance and understanding are basic human values, and we must respect

all persons equally. This implies respect for the right of others to hold dierent

points of view and follow dierent cultural patterns. It requires a willingness

to work without bias with persons of all nationalities, religions and cultures.

Freedom from discrimination is a basic human right. International civil

servants are expected to respect the dignity, worth and equality of all persons.

A Guide for UN Sta

Secretariat resources and references

• See sta rule 1.2 (e), ST/SGB/2017/1, Sta Regulations and Rules of the

United Nations.

• ST/SGB/2008/5, Prohibition of discrimination, harassment, including

sexual harassment and abuse of authority

• ST/SGB/2008/12, Departmental focal points for women in the Secretariat

• ST/SGB/2008/14, Joint Harassment Prevention Boards

• ST/IC/2004/4, Conict resolution in the United Nations Secretariat

• The UN’s Ombudsman and Mediation Services assist sta

in resolving workplace disputes through informal means

www.un.org/en/ombudsman

AVOIDING HARASSMENT AND ABUSE OF AUTHORITY

MAIN IDEAS

Behaviour that is oensive and unwelcome or unreasonably disrupts another

person in his or her work is harassment. We will not tolerate harassment or

abuse of authority.

Workplace harassment

Workplace harassment is any inappropriate conduct, including words or

actions, that can reasonably be expected to cause oense or humiliation

to another person. Disagreement about work performance is normally

not considered harassment and is to be dealt with in the context of

performance management.

Sexual harassment

Sexual harassment is any unwelcome sexual advance, request for sexual

favour, or any other behaviour of a sexual nature that can reasonably be

expected to cause oense or humiliation to another person.

Abuse of authority

Abuse of authority is the improper use of a position of inuence, power or

authority against another person. This is considered particularly serious when

a person uses their inuence, power or authority to improperly inuence

another person’s career or employment conditions.

You have the right to be free from improper or oensive conduct at work.

You don’t have to keep silent if you believe you are being harassed or if you

observe harassing behaviour.

Putting Ethics to Work

TAKING ACTION

• Treat all employees, contract workers, customers, vendors and visitors

with respect, courtesy and dignity.

• Do not make unwelcome, insulting or oensive remarks or take

unwelcome, insulting or oensive actions. If one of your comments or

jokes oends someone else, it may be seen as harassing.

• Speak up and tell a person if you are upset by his/her choice of words.

Explain why your colleague’s comments oend you. Ask him/her to

stop.

• To maintain a work atmosphere free from harassment, exercise good

judgment in your relationships with co-workers and others in the

workplace.

QUESTIONS AND ANSWERS

.Q A sta member in our division has posted a calendar with sexually

suggestive photos in his cubicle. We are uncomfortable seeing it

but are reluctant to say anything to him. Should he be required to

remove the calendar?

.A Yes. Each of us must avoid actions or displays that create a

hostile work environment or make others uncomfortable or feel

disrespected. Managers are required to take action if such conduct

occurs. Clear communication and management role-modeling are

essential to creating a harassment-free work environment for all.

l

LEARNING MORE

From the Standards of Conduct

Harassment in any shape or form is an aront to human dignity, and

international civil servants must not engage in it. International civil servants

must not abuse their authority or use their power or position in a manner that

is oensive, embarrassing or intimidating to another person.

Secretariat resources and references

• See sta rule 1.2 (e), ST/SGB/2017/1, Sta Regulations and Rules of the

United Nations.

• ST/SGB/2008/5, Prohibition of discrimination, harassment, including

sexual harassment and abuse of authority

• ST/SGB/2008/12, Departmental focal points for women in the Secretariat

• ST/SGB/2008/14, Joint Harassment Prevention Boards

A Guide for UN Sta

E. PROTECTING INFORMATION

INFORMATION MANAGEMENT

AND INTELLECTUAL PROPERTY

MAIN IDEAS

The work that you produce as a UN sta member is the property of the

Organization. The UN has the right to use all such work in any manner that

it deems appropriate. As your UN intellectual property becomes part of the

ocial UN record, you should ensure the quality and integrity of all work

that you produce.

Other organizations also protect their intellectual property. We respect their

rights. We do not tolerate the unauthorized copying or disclosure of another’s

intellectual property. You may use other people’s information only if you have

received their consent or if it is publicly available without restriction.

Our rules and guidance about information management and intellectual

property also extend to the use of electronic media, social networks, and

other forms of non-print based communications.

Putting Ethics to Work

TAKING ACTION

• Follow the retention policy guidelines for your oce for the

safekeeping and/or disposition of all records and documents.

• If you create ocial documents or other records on your personal

computer, make sure they are transferred to your oce archive at the

rst opportunity.

• If you wish to write or speak on topics you have researched within

your ocial capacity, you must rst obtain permission to do so.

• Departments/oces are responsible for maintaining the accuracy of

information on their websites.

• The intentional or unauthorized destruction, alteration or

misplacement of ocial records is prohibited.

• Do not place excerpts from UN documents on your personal

websites, blogs or other social media.

• UN letterhead should only be used to conduct ocial

correspondence.

QUESTIONS AND ANSWERS

.Q I have been asked to write an article for an economic journal on an

international trade issue. As I have not recently worked on this issue

for the UN, do I still require prior approval?

.A Yes. Prior authorization is required for any materials intended

for publication that relate to the purposes, activities or interests

of the UN.

l

LEARNING MORE

From the Standards of Conduct

The disclosure of condential information may seriously jeopardize the

eciency and credibility of the Organization. We are therefore responsible

for exercising discretion in all ocial business and must never divulge

condential information without authorization. These are obligations that do

not cease upon separation from service.

Secretariat resources and references

• See sta rules 1.2 (h) and 1.9, ST/SGB/2017/1, Sta Regulations and Rules

of the United Nations.

A Guide for UN Sta

• ST/SGB/2007/5, Record-keeping and the management of the United

Nations archives

• ST/SGB/2007/6, Information sensitivity, classication and handling

• ST/AI/2001/5, United Nations Internet publishing, provides guidelines for

creating and publishing materials on ocial United Nations websites

CONFIDENTIALITY

MAIN IDEAS

The UN promotes transparency, and makes a great amount of its information

available to our stakeholders and the public at large. Greater awareness

and understanding of our work increases public support. As a UN sta

member, you also have access to protected information that is not intended

for public disclosure. Each of us must be able to balance both expectations,

by protecting condential UN information and making available public

information. Always protect the Organization’s condential information—

including intellectual property—from disclosure.

TAKING ACTION

• Protected UN documents are classied as condential or strictly

condential, and remain under the supervision of the relevant head of

department or oce concerned.

• Do not post commentary about condential UN projects on blogs or

social media websites such as Facebook.

• Act with care when describing your work projects to people you are

not working with in order to protect details that, if revealed, could

impact upon negotiations, decisions, or working relationships.

• Avoid forwarding emails or replying to emails that have “trails” of

previous messages attached—you may overlook something that

should not be passed on or copied to others.

• Do not let others know you have access to information about

decisions or expenditures the UN is making, as it could lead them to

pressure you to disclose condential information.

• Do not give any UN document that is not publicly available to

an outside party.

• Your obligation to protect condential information remains after you

separate from the Organization.

Putting Ethics to Work

QUESTIONS AND ANSWERS

.Q I took a video from my mobile phone of a UN Secretariat sta

meeting. I would like to share the video on my blog and YouTube

site. May I do this?

.A No. UN Secretariat meetings are internal and are not intended for

public audiences.

l

LEARNING MORE

From the Standards of Conduct

It is necessary for the UN to maintain guidelines for the use and protection of

condential information, and it is equally necessary for such guidelines to keep

pace with developments in communications technology.

Secretariat resources and references

• ST/SGB/2007/5, Record-keeping and the management of the United

Nations archives

• ST/SGB/2007/6, Information sensitivity, classication and handling

• ST/AI/2001/5, United Nations Internet publishing, provides guidelines for

creating and publishing materials on ocial United Nations websites

A Guide for UN Sta

PUBLIC SPEAKING AND SOCIAL MEDIA

MAIN IDEAS

The United Nations is committed to being an open and transparent

organization. Media, whether traditional, new or social, are critical tools for the

UN to inform and engage the public about our work. Social media platforms

such as Facebook, Twitter and Instagram are now an intrinsic part of our daily

lives, both professional and personal. When speaking to the media or using

social media platforms, it is important to keep in mind some basic facts to

protect your own interests and those of the UN.

TAKING ACTION

Public speaking and the use of social media in your ocial UN capacity

• When speaking to the media on subjects within your area of

responsibility, remember that you speak for the United Nations, and not

as a private individual, academic or independent expert in your eld.

• If you speak to a journalist or participate in an interview, keep your

supervisor apprised of such activities ahead of time.

Public speaking and the use of social media in your personal capacity

• Use care, discretion and good judgment when posting on personal

web pages, blogs and discussion forums, and when leaving

comments on online articles and social networking sites. You must

ensure that your personal views expressed on such sites do not

reect adversely on your independence and impartiality as required

by your status as an international civil servant.

• Do not use the UN emblem on your personal web pages or

social networking sites.

• Do not identify or use the names or positions of other UN colleagues

on your blogs or sites without their permission.

QUESTIONS AND ANSWERS

.Q I have been contacted by a journalist to give an interview on a

subject in my area of my expertise. May I participate?

.A You may participate as long as you are speaking only within your area

of competency and responsibility, and you have consulted beforehand

with your Executive Oce or Administrative Ocer regarding the

protocol in your department or oce for clearance. If approved, be

Putting Ethics to Work

careful to provide facts, not opinions or comments, and to leave

sensitive issues to ocials specically authorized to speak on them. Do

not feel you need to answer every question, in particular hypothetical

ones. Moreover, you should feel free to seek the guidance of a

professional media expert in your department.

l

LEARNING MORE

From the Standards of Conduct

Openness and transparency in relations with the media are eective means of

communicating organizational messages. However in no circumstance should

we use the media to further our own interests or views.

Secretariat resources and references

• Media Guidelines for United Nations Ocials (DPI/2189)

• United Nations Department of Public Information Social Media

Guidelines (DPI/2573)

• ST/AI/2000/13, Outside activities (to be revised)

A Guide for UN Sta

F. PREVENTING FRAUD

AND CORRUPTION

ANTI-FRAUD AND ANTI-CORRUPTION FRAMEWORK

MAIN IDEAS

Fraud and corruption waste resources needed to full the UN’s unique

mandate, and damage the trust of donors, the eectiveness of programmes

and the motivation of sta. “Fraudulent acts” include both fraud and corrup-

tion. Fraud encompasses any act or omission whereby an individual or entity

knowingly misrepresents or conceals a material fact in order to obtain an un-

due benet or advantage for themselves or a third party, or to cause another

to act to their detriment. Corruption encompasses any act or omission that

misuses, or seeks to inuence the misuse of, ocial authority to obtain an un-

due benet for oneself or a third party. The Secretariat takes a zero-tolerance

approach to fraud and corruption involving its sta members, other person-

nel and third parties in relation to their work with the Secretariat.

Putting Ethics to Work

TAKING ACTION

• Be familiar with the standards of conduct which are found in the

UN Charter, the Sta Regulations and Rules and other administrative

issuances.

• Be aware that the internal control system of the Organization helps

prevent and detect fraud and corruption. It is made up of structures,

regulations, rules, policies, processes and procedures designed to

ensure that the UN achieves its objectives, optimizes its resources and

complies with relevant regulations.

• Learn more. Fraud and corruption will be easier to prevent if UN sta

can recognize them and know how to respond.

• Understand that conicts of interest can easily lead to fraud or

corruption. Ocials and sta who exploit the rights and relationships

they have as UN ocials to advance their own interests ahead of the

public interest increase the risk of fraud or corruption in the UN.

• As a sta member, you have the duty to report instances of fraud or

corruption you encounter using specied internal mechanisms. These

reports will be treated condentially. Retaliation against a person who

reports fraud or corruption is prohibited.

QUESTIONS AND ANSWERS

.Q I am not sure a particular act or behaviour constitutes fraud or

corruption. Whom may I speak to get advice?

.A All parties determined in l ST/IC/2016/25 as being responsible to act

on such report may give advice and are also bound by condentiality.

Additionally, you may request condential advice from the Ethics

Oce.

.Q Where else can I get information on how the Anti-Fraud and Anti-

Corruption Framework applies to my duties at the United Nations?

.A A good resource for how to apply the Framework can be found in the

materials prepared in connection with the 2016 Leadership Dialogue,

located on the Ethics website:

www.un.org/en/ethics/leadership_dialogue.shtml

www.un.org/fr/ethics/leadership_dialogue.shtml

www.un.org/es/ethics/leadership_dialogue.shtml

Secretariat resources and references

• ST/SGB/2017/1, Sta Regulations and Rules of the United Nations

• ST/IC/2016/25. Anti-Fraud and Anti-Corruption Framework of the United

Nations Secretariat

A Guide for UN Sta

REPORTING FRAUD AND/OR CORRUPTION

MAIN IDEAS

Reporting suspected incidents of fraud or corruption protects the Organiza-

tion, your oce or department and all your fellow workers. The UN provides

training that explains what fraud and corruption look like to ensure that you

are able to recognise it. The Heads of Department/Oce/Mission or respon-

sible ocers are obliged to undertake investigations when they receive cred-

ible allegations of fraud or corruption. If allegations are substantiated, they

may lead to a disciplinary process and disciplinary measures such as sanc-

tions, administrative measures and referrals to national authorities.

TAKING ACTION

• UN sta members have an obligation to report possible wrongdoing

when they see it.

• The Organization has a policy to protect individuals against retaliation

who report misconduct or cooperate with duly authorized audits or

investigations.

• Fraud and corruption must be reported to the ocials who have

the responsibility to act on them, either to the Head of Department/

Oce/Mission or equivalent responsible ocer, the Assistant

Secretary-General for Human Resources Management or the Oce of

Internal Oversight Services (OIOS).

• Reporting is not easy, but it is the right thing to do, and it does take

courage.

QUESTIONS AND ANSWERS

.Q To whom should I report suspected incidents of fraud or corruption?

.A Report possible fraud or corruption to your supervisor or to OIOS.

If you are uncertain about what to do if you suspect misconduct, you

may seek advice from the Ethics Oce.

Secretariat resources and references

• ST/SGB/2017/2, Protection against retaliation for reporting misconduct

and for cooperating with duly authorized audits or investigations

• ST/IC/2005/19, Reporting of suspected misconduct

PART THREE

MAKING ETHICAL

DECISIONS

Putting Ethics to Work

THINKING THINGS THROUGH

Each of us may face situations where applying the rules may be dicult or

unpopular. Each of us has faced a time where the right course of action was

hard to determine. Perhaps the facts were complex. Maybe many individuals

could be aected by our decisions. Perhaps a “good” choice was just not

obvious, or our personal interests conicted with the best interests of the

Organization. Maybe we did not have the information we needed to make an

informed choice.

The following six-step model can help you think through such tough situations:

• FACTS: What are the facts?

• STAKEHOLDERS: Who has an interest or stake in the situation?

• ISSUES: Identify the ethical issue(s) and questions.

• COMPLIANCE: Consider what the UN requires of you.

• OPTIONS and CONSEQUENCES: Consider possible options

and their consequences.

• DECISION: Make your best possible decision and take action, nding

the resolution that is just and fair to all.

ROLE OF THE ETHICS OFFICE

The UN Ethics Oce is an independent, condential, neutral, impartial and

professional resource for all UN Secretariat sta—everywhere. We promote an

organizational culture that places the highest value on integrity, accountability,

transparency and mutual respect.

How we interact and treat each other in the workplace reects our

commitment to doing the right thing. A few simple concepts are at the center

of what we do:

• We listen openly to your concerns and questions.

• We carefully follow the regulations, rules and policies that

govern our work.

• We will not compromise our values or take short cuts.

• You don’t have to make tough decisions by yourself. You have many

resources to help you.

• When in doubt, speak up and ask for advice.

A Guide for UN Sta

• The Ethics Oce oers ve lines of service:

• Condential ethics advice

• Ethics awareness and education

• Protection against retaliation

• Financial disclosure program

• Promoting coherence and common ethics standards and policies

across the UN family

CONFIDENTIAL ADVICE

The Ethics Oce provides condential advice to UN sta wherever they are

based. The Ethics Oce will not disclose the name of anyone who seeks our

advice, nor will we share information brought to our attention unless the sta

member gives us permission to do so.

By consulting with the Ethics Oce, you can ensure that your conduct

adheres to UN rules and standards. We will communicate with you in

condence to review your situation and will make recommendations on how

best to resolve your concern or situation. We make referrals to other oces

within the UN whose services may also be of help to you.

SPEAKING UP

The UN workplace is complex and fast-paced. The more dispersed our global

workforce becomes, the more the UN must encourage sta to speak up, and

support sta when they do so. Speaking up can clarify misunderstandings,

and prevent ethical lapses. It is always best to prevent or correct problems in

their early stages. Raising the issue is the rst step, and can often be as simple

as asking a manager for more information.

If you feel unsure about whom to approach, or if you have spoken up and still

feel uneasy about a situation, seek help from the Ethics Oce.

DUTY TO REPORT AND THE RIGHT TO PROTECTION

AGAINST RETALIATION

UN sta members have a duty to report any violations of the Organization’s

regulations and rules to a responsible ocial or entity such as the Oce

of Internal Oversight Services. Sta are expected to cooperate with ocial

UN audits and investigations. Under the Organization’s protection against

Putting Ethics to Work

retaliation policy, as contained in ST/SGB/2017/2, the Ethics Oce protects sta

from being punished for reporting misconduct or for cooperating with audits

or investigations. This is commonly known as “whistleblower protection”.

By providing protection to sta who may otherwise be reluctant to

come forward, the UN learns about and can respond to misconduct. This

strengthens accountability and maintains the integrity of our operations and

programmes.

Protection against retaliation applies to all sta members, interns and UN

volunteers. If you feel that you have been subjected to retaliation because you

reported misconduct or cooperated with an investigation, you should contact

the Ethics Oce.

Contacting the Ethics Oce

If you are not sure what to do, speak up and get the advice you need to

prevent ethical lapses as well as acts of fraud. Keep asking questions until

you are certain you are doing the right thing.

Here is how you can contact the UN Ethics Oce:

Ethics Helpline: 1 917 367 9858

Fax: 1 917 367 9861

Email: ethicsoc[email protected]

Website: www.un.org/en/ethics

Street address: Consult the Ethics Oce website for our current address.

For other useful sta resources, consult

The Roadmap: A Sta Member’s

Guide to Finding the Right Place, which is available on the Ethics Oce

website.

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