Policy on Harassment, Sexual Harassment and Abuse of Authority

113 Pages·2012·1.89 MB·English

(cid:1)
(cid:3)(cid:19)(cid:11)(cid:11)(cid:21)(cid:10)(cid:13)(cid:8)(cid:1)(cid:35)(cid:1)(cid:12)(cid:14)(cid:3)(cid:3)(cid:10)(cid:13)(cid:8)(cid:1)(cid:34)(cid:1)(cid:9)(cid:2)(cid:16)(cid:16)(cid:2)(cid:17)(cid:17)(cid:12)(cid:6)(cid:13)(cid:18)(cid:1)(cid:15)(cid:14)(cid:11)(cid:10)(cid:4)(cid:10)(cid:6)(cid:17)(cid:1)
(cid:2)(cid:18)(cid:1)(cid:10)(cid:13)(cid:18)(cid:6)(cid:16)(cid:13)(cid:2)(cid:18)(cid:10)(cid:14)(cid:13)(cid:2)(cid:11)(cid:1)(cid:14)(cid:16)(cid:8)(cid:2)(cid:13)(cid:10)(cid:17)(cid:2)(cid:18)(cid:10)(cid:14)(cid:13)(cid:17)(cid:1)
(cid:1)
(cid:1)
(cid:14)(cid:30)(cid:25)(cid:22)(cid:28)(cid:26)(cid:31)(cid:22)(cid:32)(cid:26)(cid:29)(cid:28)(cid:1) (cid:5)(cid:29)(cid:23)(cid:33)(cid:27)(cid:24)(cid:28)(cid:32)(cid:1) (cid:15)(cid:22)(cid:25)(cid:24)(cid:31)(cid:1)
(cid:6)(cid:3)(cid:16)(cid:5)(cid:1) (cid:13)(cid:32)(cid:29)(cid:27)(cid:21)(cid:41)(cid:1)(cid:32)(cid:31)(cid:1)(cid:8)(cid:19)(cid:34)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:42)(cid:1)(cid:15)(cid:23)(cid:40)(cid:37)(cid:19)(cid:29)(cid:1)(cid:8)(cid:19)(cid:34)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)(cid:19)(cid:31)(cid:22)(cid:1) (cid:47)(cid:1)(cid:44)(cid:1)(cid:52)(cid:1)
(cid:1)
(cid:1) (cid:2)(cid:20)(cid:37)(cid:35)(cid:23)(cid:1)(cid:32)(cid:24)(cid:1)(cid:2)(cid:37)(cid:36)(cid:26)(cid:32)(cid:34)(cid:27)(cid:36)(cid:41)
(cid:6)(cid:10)(cid:3)(cid:1) (cid:4)(cid:27)(cid:25)(cid:31)(cid:27)(cid:36)(cid:41)(cid:1)(cid:19)(cid:36)(cid:1)(cid:18)(cid:32)(cid:34)(cid:28)(cid:1) (cid:53)(cid:1)(cid:44)(cid:1)(cid:46)(cid:46)(cid:1)
(cid:6)(cid:15)(cid:14)(cid:1) (cid:5)(cid:30)(cid:19)(cid:27)(cid:29)(cid:1)(cid:24)(cid:34)(cid:32)(cid:30)(cid:1)(cid:15)(cid:17)(cid:5)(cid:13)(cid:12)(cid:1) (cid:46)(cid:47)(cid:1)
(cid:6)(cid:17)(cid:14)(cid:1) (cid:9)(cid:31)(cid:36)(cid:23)(cid:34)(cid:31)(cid:19)(cid:29)(cid:1)(cid:10)(cid:23)(cid:30)(cid:32)(cid:1)(cid:32)(cid:31)(cid:1)(cid:13)(cid:32)(cid:29)(cid:27)(cid:21)(cid:41)(cid:1)(cid:32)(cid:31)(cid:1)(cid:6)(cid:19)(cid:27)(cid:34)(cid:1)(cid:16)(cid:34)(cid:23)(cid:19)(cid:36)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1) (cid:46)(cid:48)(cid:1)
(cid:1) (cid:13)(cid:32)(cid:29)(cid:27)(cid:21)(cid:41)(cid:1)(cid:32)(cid:31)(cid:1)(cid:6)(cid:19)(cid:27)(cid:34)(cid:1)(cid:16)(cid:34)(cid:23)(cid:19)(cid:36)(cid:30)(cid:23)(cid:31)(cid:36)(cid:42)(cid:1)(cid:3)(cid:32)(cid:37)(cid:34)(cid:36)(cid:23)(cid:35)(cid:41)(cid:1)(cid:19)(cid:31)(cid:22)(cid:1)(cid:14)(cid:23)(cid:35)(cid:33)(cid:23)(cid:21)(cid:36)(cid:1) (cid:46)(cid:49)(cid:1)(cid:44)(cid:1)(cid:47)(cid:53)(cid:1)
(cid:7)(cid:2)(cid:14)(cid:1) (cid:5)(cid:30)(cid:19)(cid:27)(cid:29)(cid:1)(cid:24)(cid:34)(cid:32)(cid:30)(cid:1)(cid:2)(cid:13)(cid:44)(cid:27)(cid:31)(cid:44)(cid:6)(cid:2)(cid:12)(cid:1) (cid:47)(cid:54)(cid:1)(cid:44)(cid:1)(cid:48)(cid:45)(cid:1)
(cid:1)
(cid:1) (cid:13)(cid:32)(cid:29)(cid:27)(cid:21)(cid:41)(cid:1)(cid:32)(cid:31)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1)(cid:33)(cid:34)(cid:23)(cid:38)(cid:23)(cid:31)(cid:36)(cid:27)(cid:32)(cid:31)(cid:1)(cid:32)(cid:24)(cid:1)(cid:26)(cid:19)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1) (cid:48)(cid:46)(cid:1)(cid:44)(cid:1)(cid:48)(cid:51)(cid:1)
(cid:1) (cid:15)(cid:36)(cid:19)(cid:31)(cid:22)(cid:19)(cid:34)(cid:22)(cid:35)(cid:1)(cid:32)(cid:24)(cid:1)(cid:3)(cid:32)(cid:31)(cid:22)(cid:37)(cid:21)(cid:36)(cid:1)(cid:24)(cid:32)(cid:34)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1)(cid:27)(cid:31)(cid:36)(cid:23)(cid:34)(cid:31)(cid:19)(cid:36)(cid:27)(cid:32)(cid:31)(cid:19)(cid:29)(cid:1)(cid:21)(cid:27)(cid:38)(cid:27)(cid:29)(cid:1) (cid:48)(cid:52)(cid:1)(cid:44)(cid:1)(cid:49)(cid:50)(cid:1)
(cid:35)(cid:23)(cid:34)(cid:38)(cid:27)(cid:21)(cid:23)(cid:1)
(cid:10)(cid:7)(cid:2)(cid:5)(cid:1) (cid:9)(cid:30)(cid:33)(cid:29)(cid:23)(cid:30)(cid:23)(cid:31)(cid:36)(cid:27)(cid:31)(cid:25)(cid:1)(cid:13)(cid:34)(cid:32)(cid:21)(cid:23)(cid:22)(cid:37)(cid:34)(cid:23)(cid:35)(cid:43)(cid:1)(cid:3)(cid:26)(cid:19)(cid:33)(cid:36)(cid:23)(cid:34)(cid:1)(cid:53)(cid:1)(cid:2)(cid:31)(cid:31)(cid:23)(cid:40)(cid:43)(cid:1) (cid:49)(cid:51)(cid:1)(cid:44)(cid:1)(cid:50)(cid:50)(cid:1)
(cid:8)(cid:19)(cid:34)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)
(cid:10)(cid:18)(cid:4)(cid:1)(cid:10)(cid:11)(cid:14)(cid:1) (cid:13)(cid:32)(cid:29)(cid:27)(cid:21)(cid:41)(cid:1)(cid:19)(cid:31)(cid:22)(cid:1)(cid:33)(cid:34)(cid:32)(cid:21)(cid:23)(cid:22)(cid:37)(cid:34)(cid:23)(cid:35)(cid:1)(cid:24)(cid:32)(cid:34)(cid:1)(cid:22)(cid:23)(cid:19)(cid:29)(cid:27)(cid:31)(cid:25)(cid:1)(cid:39)(cid:27)(cid:36)(cid:26)(cid:1) (cid:50)(cid:51)(cid:1)(cid:44)(cid:1)(cid:51)(cid:47)(cid:1)
(cid:26)(cid:19)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)
(cid:13)(cid:2)(cid:18)(cid:14)(cid:1) (cid:13)(cid:34)(cid:32)(cid:36)(cid:23)(cid:21)(cid:36)(cid:27)(cid:32)(cid:31)(cid:1)(cid:19)(cid:25)(cid:19)(cid:27)(cid:31)(cid:35)(cid:36)(cid:1)(cid:22)(cid:27)(cid:35)(cid:21)(cid:34)(cid:27)(cid:30)(cid:27)(cid:31)(cid:19)(cid:36)(cid:27)(cid:32)(cid:31)(cid:1)(cid:19)(cid:31)(cid:22)(cid:1) (cid:51)(cid:48)(cid:1)(cid:44)(cid:1)(cid:52)(cid:49)(cid:1)
(cid:8)(cid:19)(cid:34)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)(cid:19)(cid:36)(cid:1)(cid:18)(cid:32)(cid:34)(cid:28)(cid:1)
(cid:1)
(cid:14)(cid:6)(cid:4)(cid:5)(cid:1) (cid:4)(cid:23)(cid:21)(cid:27)(cid:35)(cid:27)(cid:32)(cid:31)(cid:1)(cid:32)(cid:24)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1)(cid:15)(cid:23)(cid:21)(cid:34)(cid:23)(cid:36)(cid:19)(cid:34)(cid:41)(cid:1)(cid:7)(cid:23)(cid:31)(cid:23)(cid:34)(cid:19)(cid:29)(cid:1)(cid:21)(cid:32)(cid:31)(cid:21)(cid:23)(cid:34)(cid:31)(cid:27)(cid:31)(cid:25)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1) (cid:52)(cid:50)(cid:1)(cid:44)(cid:1)(cid:52)(cid:52)(cid:1)
(cid:33)(cid:32)(cid:29)(cid:27)(cid:21)(cid:41)(cid:1)(cid:36)(cid:32)(cid:1)(cid:33)(cid:34)(cid:23)(cid:38)(cid:23)(cid:31)(cid:36)(cid:1)(cid:19)(cid:31)(cid:22)(cid:1)(cid:21)(cid:32)(cid:30)(cid:20)(cid:19)(cid:36)(cid:1)(cid:26)(cid:19)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)
(cid:14)(cid:9)(cid:10)(cid:12)(cid:1) (cid:3)(cid:26)(cid:19)(cid:34)(cid:36)(cid:23)(cid:34)(cid:1)(cid:32)(cid:24)(cid:1)(cid:5)(cid:36)(cid:26)(cid:27)(cid:21)(cid:35)(cid:1)(cid:24)(cid:32)(cid:34)(cid:1)(cid:34)(cid:23)(cid:24)(cid:23)(cid:34)(cid:23)(cid:31)(cid:21)(cid:23)(cid:1)(cid:33)(cid:23)(cid:34)(cid:35)(cid:32)(cid:31)(cid:35)(cid:1)(cid:19)(cid:31)(cid:22)(cid:1) (cid:52)(cid:53)(cid:1)(cid:44)(cid:1)(cid:53)(cid:47)(cid:1)
(cid:33)(cid:23)(cid:34)(cid:35)(cid:32)(cid:31)(cid:35)(cid:1)(cid:35)(cid:23)(cid:23)(cid:28)(cid:27)(cid:31)(cid:25)(cid:1)(cid:19)(cid:35)(cid:35)(cid:27)(cid:35)(cid:36)(cid:19)(cid:31)(cid:21)(cid:23)(cid:1)
(cid:1) (cid:7)(cid:37)(cid:27)(cid:22)(cid:23)(cid:29)(cid:27)(cid:31)(cid:23)(cid:35)(cid:1)(cid:32)(cid:31)(cid:1)(cid:33)(cid:34)(cid:32)(cid:36)(cid:23)(cid:21)(cid:36)(cid:27)(cid:31)(cid:25)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1)(cid:22)(cid:27)(cid:25)(cid:31)(cid:27)(cid:36)(cid:41)(cid:1)(cid:32)(cid:24)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1)(cid:33)(cid:23)(cid:34)(cid:35)(cid:32)(cid:31)(cid:1) (cid:53)(cid:48)(cid:1)(cid:44)(cid:1)(cid:54)(cid:54)(cid:1)
(cid:19)(cid:31)(cid:22)(cid:1)(cid:33)(cid:34)(cid:23)(cid:38)(cid:23)(cid:31)(cid:36)(cid:27)(cid:31)(cid:25)(cid:1)(cid:33)(cid:35)(cid:41)(cid:21)(cid:26)(cid:32)(cid:29)(cid:32)(cid:25)(cid:27)(cid:21)(cid:19)(cid:29)(cid:1)(cid:26)(cid:19)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)(cid:19)(cid:31)(cid:22)(cid:1)
(cid:35)(cid:23)(cid:40)(cid:37)(cid:19)(cid:29)(cid:1)(cid:26)(cid:19)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)(cid:19)(cid:36)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1)(cid:12)(cid:8)(cid:9)(cid:11)(cid:1)
(cid:20)(cid:9)(cid:14)(cid:1) (cid:13)(cid:32)(cid:29)(cid:27)(cid:21)(cid:41)(cid:1)(cid:32)(cid:31)(cid:1)(cid:36)(cid:26)(cid:23)(cid:1)(cid:13)(cid:34)(cid:23)(cid:38)(cid:23)(cid:31)(cid:36)(cid:27)(cid:32)(cid:31)(cid:1)(cid:32)(cid:24)(cid:1)(cid:8)(cid:19)(cid:34)(cid:34)(cid:19)(cid:35)(cid:35)(cid:30)(cid:23)(cid:31)(cid:36)(cid:1)(cid:19)(cid:36)(cid:1)(cid:18)(cid:8)(cid:12)(cid:1) (cid:46)(cid:45)(cid:45)(cid:1)(cid:44)(cid:1)(cid:46)(cid:46)(cid:48)(cid:1)
(cid:1)
Annex 18 – Policy on Harassment, Sexual
Harassment and Abuse of Authority

A. Introduction
1. The Bank is committed to promoting a work environment free of harassment,
sexual harassment, or abuse of authority. The Code of Conduct for EBRD
Personnel and Experts requires Bank Personnel and Bank Experts to act at all
times with integrity, impartiality and discretion and to conduct themselves in a
manner that befits their international status as officials of an international
organization. The conduct of Bank Personnel and Bank Experts should not bring
the Bank into disrepute. Authority must be exercised in an even handed and
responsible manner, avoiding behaviour that could amount to harassment, sexual
harassment or abuse of authority. The Bank takes instances of harassment, sexual
harassment and abuse of authority very seriously and such conduct may be subject
to appropriate administrative, disciplinary, or contractual measures. B.
Application 2. This Policy has the same application as the Code of Conduct for
EBRD Personnel and Experts. It applies to the President, the Vice-Presidents, the
Chief Evaluator and staff members (each "Bank Personnel"). It also applies to
Experts Performing Missions for the Bank to the extent set out in their contracts of
appointment (and who, for the purposes of this policy are included in the reference
to Bank Personnel). C. Definitions
Harassment
3. Harassment ("Harassment") is any improper and unwelcome conduct that has
caused or that might reasonably be expected or perceived to cause offence or
humiliation to other Bank Personnel or non-Bank Personnel (as defined in Section
F, paragraph 23 below). Harassment may also include Bullying. For the purposes of
this Policy, "Bullying" is aggressive conduct, whether verbal, psychological or
physical, in the work environment or in connection with work, of Bank Personnel
that has the effect of humiliating, belittling, offending, intimidating or discriminating
against other Bank Personnel or that creates a hostile or offensive work
environment. Aggressive conduct may include intimidation, threats, blackmail or
coercion.
4. An occurrence of Harassment may be determined by reference to the following:
(cid:1) Harassment may take the form of words, gestures, or other actions

that abuse, demean, intimidate, belittle or cause an intimidating,
hostile or offensive work environment.
(cid:1) Harassment may be based on any grounds, including without

limitation: race, religion, colour, creed, ethnic origin, physical
attributes, gender or sexual orientation.
(cid:1) Harassment may be deliberate, unsolicited or coercive.

(cid:1) Harassment may often arise from a course of conduct, but may also

arise from a single incident, if it is sufficiently severe.
(cid:1) Harassment may be perpetrated directly by Bank Personnel acting
alone or with other Bank Personnel, or indirectly by Bank Personnel
acting through, or influencing the conduct, of other Bank Personnel.
Sexual Harassment
5. Sexual Harassment ("Sexual harassment") is any unwelcome sexual advance,
request for sexual favour, verbal or physical conduct or gesture of a sexual nature,
or any other behaviour of a sexual nature that has caused or might reasonably be
expected or perceived to cause offence or humiliation to other Bank Personnel or
non-Bank Personnel.
6. An occurrence of Sexual harassment may be determined by reference to the
following:
(cid:1) Sexual harassment may take the form of unwelcome sexual advance,

request for sexual favour, words, gesture, display of pornography,
behaviour or other actions of an expressed or implied sexual nature,
including any attempt to influence an employment or engagement
outcome by reference to a sexual outcome.
(cid:1) Sexual harassment may often arise from a course of conduct, but

may also arise from a single incident, if it is sufficiently so severe as to
be unambiguously offensive.
(cid:1) Sexual harassment may occur between persons of the opposite or

same sex.
(cid:1) Sexual harassment may be perpetrated directly by Bank Personnel

acting alone or with other Bank Personnel or indirectly by Bank
Personnel acting through, or influencing the conduct of, other Bank
Personnel.
Abuse of Authority
7. Abuse of Authority ("Abuse of authority") is the improper use of a position of
influence, power or authority by Bank Personnel against other Bank Personnel or
non-Bank Personnel.
8. An occurrence of an Abuse of authority may be determined by reference to the
following:
(cid:1) Abuse of authority may be constituted by unreasonably impeding the

ability of another person to work effectively or by explicit or implicit
demands that another person distort facts to favour a desired
outcome.
(cid:1) Abuse of authority may arise when there is an improper exercise of

authority linked to employment or engagement outcomes for Bank
Personnel including, without limitation, the giving or withholding of
favourable or unfavourable performance appraisals, continued
engagement, salary increase, bonus, promotion, or recommendations
in respect of any thereof.
(cid:1) Abuse of authority may often arise from a course of conduct, but may

also arise from a single incident, if it is sufficiently severe.
(cid:1) Abuse of authority may be perpetrated directly by Bank Personnel

acting alone or with other Bank Personnel or indirectly by Bank
Personnel acting through, or influencing the conduct of, other Bank
Personnel.
Supervisors' Comments on Performance is not Harassment or Abuse of
Authority
9. Supervisors and managers are expected to give frank and constructive feedback
to personnel they supervise or manage, and to take appropriate corrective action
whenever warranted. This may involve expressing views concerning the work,
performance or conduct of Bank Personnel. The mere expression of a view by a
supervisor or by a manager regarding work performance, conduct or related issues
within a supervisory relationship shall not of itself be considered as Harassment,
Sexual harassment, or Abuse of authority notwithstanding that the addressee of
those views may disagree with them or that they may constitute or be regarded as
admonishment or criticism. Feedback should always be given in a reasonable and
constructive manner and not used to demean Bank Personnel. D. Duties
10. In the multinational, multicultural environment of the Bank, actions which might
be regarded as acceptable in one culture may give offence in another. Individual
differences may also create ambiguities as to whether certain conduct is
appropriate, as behaviour that offends some people may not offend others. Any
behaviour that is reasonably perceived to be offensive or intimidating by the
recipient, regardless of the intention of the initiator, should be avoided.
All Bank Personnel have a responsibility to communicate clearly about behaviour
they find offensive.
Responsibilities of Bank Personnel
11. Bank Personnel must:
a) Be respectful and polite when interacting with other Bank Personnel and any
other non-Bank Personnel, and must maintain the highest standards of conduct at
all times;
b) Maintain a harmonious working environment for other Bank Personnel and non-
Bank Personnel with whom they come in contact by behaving in a manner that is
free of intimidation, hostility, or offence;
c) Familiarize themselves with the relevant Bank's policies , including an
understanding of behaviour that may constitute Harassment, Sexual harassment, or
Abuse of authority;
d) Refrain from any form of Harassment, Sexual harassment or Abuse of authority;
and
e) Refrain from any form of retaliation in the event that a complaint of Harassment,
Sexual Harassment or Abuse of Authority is made.
Responsibilities of Managers and Supervisors
12. Managers and supervisors must:
a) Within the areas for which they have responsibility, endeavour to create a
harmonious working environment, free from Harassment, Sexual harassment or
Abuse of authority. In order to achieve such an environment, managers and
supervisors must act as role models by adhering to the highest standards of
conduct;
b) Use their best efforts to ensure that Bank Personnel whom they supervise do not
engage in Harassment, Sexual harassment, or Abuse of authority or in any form of
retaliation in the event that a complaint of Harassment, Sexual harassment or
Abuse of Authority is made;
c) Ensure that alleged incidents of Harassment, Sexual harassment or Abuse of
authority, of which they are aware and within an area for which they have a
responsibility, are promptly brought to the attention of the alleged wrongdoer for
remedial action and or are promptly reported to the relevant Bank Personnel as
appropriate under this or any other relevant Bank policy; and
d) Ensure that all discussion, communications and actions regarding incidents of
Harassment, Sexual harassment or Abuse of authority, within the area for which
they have responsibility, brought to their attention are handled by them and by
those whom they manage or supervise in accordance with relevant Bank policies,
with utmost sensitivity and confidentiality.
13. The failure of a manager or supervisor to take steps to address concerns of
known or suspected act of Harassment, Sexual harassment or Abuse of authority
may constitute misconduct on his or her part.
Responsibilities of EBRD
14. In implementing this policy, the Bank shall act consistently and take the
appropriate administrative, investigative, disciplinary and/or contractual action
required, regardless of the function, title, length of service and employment status
of the parties involved in the case.
15. At any time, the Bank may take measures, either individual or group, to address
behaviour which is disruptive to the work environment. These measures may be
taken regardless of the outcome of any informal or formal resolution process, and
are not disciplinary.
16. The Chief Compliance Officer is responsible for conducting preliminary
assessments and formal investigations of complaints of Harassment, Sexual
harassment or Abuse of authority. Complaints may be sent to the Chief Compliance
Officer, in particular through the e-mail address: [email protected].
17. Bank Personnel requiring clarification as to the application of the present policy
or advice as to the support and redress options available hereunder (including how
to file a complaint under the Conduct and Disciplinary Rules and
Procedures ("CDRPs")) are encouraged to speak with his or her departmental
manager, Human Resources Client Manager, the HR 'Client Manager, Employee
Relations', the Bank's Ombudsman, or personnel from the Office of the Chief
Compliance Officer (OCCO). Experts Performing Missions for the Bank requiring
clarification or advice may speak with their Operation or Project Leader, the HR
'Client Manager, Employee Relations', the Bank’s Ombudsman or personnel from
OCCO.
E. Resolution Process
18. Any Bank Personnel who consider that he or she is being subjected to
Harassment, Sexual Harassment and/or Abuse of Authority is urged to take prompt
action to resolve his or her concern, using the informal and/or formal resolution
processes provided by the Bank. The aim of these processes is to ensure that
incidents of Harassment, Sexual Harassment and/or Abuse of Authority are
detected and stopped and that appropriate means of redress are made available.
Bank Personnel need not avail himself or herself of the informal process before
proceeding to formal resolution of the matter. Further, Bank Personnel need not
advise the Chief Compliance Officer under CDRPs if he or she is seeking to resolve
a concern informally.
Processes under CDRPs with respect to any incident(s) of conduct cannot be
pursued whilst an Informal Resolution Process in respect of such incident(s) is
ongoing or has been successfully concluded.
19. Informal Resolution Process: An informal process is intended to provide a
means for addressing problems in an open, honest, non-contentious and non-
threatening manner. Under an informal resolution process, Bank Personnel may
wish to directly approach the individual whose behaviour is causing offence and ask
that the behaviour stops. If the Bank Personnel is uncomfortable with approaching
the alleged perpetrator, he or she may involve his or her departmental manager,
the HR 'Client Manager, Employee Relations', or the Bank's Ombudsman, to
intervene with a view to conciliating the concern. Experts Performing Missions for
the Bank may request the intervention of their Operation or Project Leader or the
HR 'Client Manager, Personnel Relations'.
Participation in an Informal Resolution Process is voluntary. Any party may, at any
time, refuse to participate or, withdraw from participation in, an Informal Resolution
Process and may pursue such other recourses he or she may have.
All reports of suspected Harassment, Sexual harassment, or Abuse of authority will
be treated confidentially and any actions undertaken following receipt of such a
report shall be carried out as discreetly as reasonably possible.
20. Formal Resolution Process: Any Bank Personnel who considers that he or
she has been subjected to Harassment, Sexual harassment and/or Abuse of
authority may register a complaint under the CDRPs with the Bank's Chief
Compliance Officer (CCO). Complaints under the CDRPs can also be made by
Bank Personnel other than the victim who may have witnessed the alleged
Harassment, Sexual harassment or Abuse of authority. After a complaint is
received, the CCO will assess and/or investigate the matter under the CDRPs. If
misconduct is ultimately established, the Bank may impose sanctions on the
wrongdoer under the CDRPs including, in the most serious cases, termination of
employment.
21. Any report of alleged or suspected Harassment, Sexual harassment, or Abuse
of authority must be made in good faith, and the reporting person must reasonably
believe that the way she or he perceived the alleged or suspected Harassment,
Sexual harassment, or Abuse of authority reflects reality. Intentionally making a
false report or complaint, verbally or in writing, of alleged or suspected Harassment,
Sexual Harassment, or Abuse of authority may constitute misconduct on the part of
the person making the report.
22. Bank Personnel, other than Experts Performing Mission for the Bank, can also
seek recourse for Harassment, Sexual harassment, or Abuse of authority under the
Bank's Grievance Procedures. To process an action under these procedures, the
injured Bank Personnel, other than Experts Performing Mission for the Bank, must
first have received an Administrative Decision in relation to his/ her concern. F.
Non-Bank personnel
23. Individuals who are not Bank Personnel but who are present at the Bank’s work
place may be the initiators or recipients of inappropriate behaviour. These
individuals include the staff of contractors to the Bank, such as catering, cleaning
and security providers.
24. In the event that a person who is not Bank Personnel complains about Bank
Personnel, other than Experts performing missions for the Bank, alleging
inappropriate workplace behaviour, the foregoing provisions on the Resolution
Process (other than provisions referring to the Bank's Grievance Procedures) will
apply.
25. If Bank Personnel raises a complaint against non-Bank Personnel or in regards
to an Expert Performing Mission for the Bank, the Bank will bring the matter to the
attention of the alleged perpetrator or to the employer of the alleged perpetrator and
request that the alleged perpetrator or the employer of the alleged perpetrator
address the matter to the satisfaction of the Bank. G. Entry into force
26. The present Policy shall enter into force as from 1 December 2008.(cid:1)
1043147_BEI_BRO_en 9/12/03 9:50 Page 1
D i g n i t é a u t r a v a i l
Dignity at Work
EIB - 12/03 - EN
1043147_BEI_BRO_en 9/12/03 9:50 Page 2
Policy on Dignity at Work
The EIB aims to provide a positive working environment which will enable and
encourage staff to work together in a culture of support and co-operation towards
the goals of the Bank. The EIB recognises that people cannot contribute their best when
under the fear of harassment or bullying.
The Dignity at Work policy has the full support and whole-hearted commitment of
the Management Committee and of senior management. Any form of harassment
or bullying in the EIB is unwelcome and unacceptable. The EIB does not want and
will not tolerate harassment or bullying.
The Dignity at Work policy does not replace but is complementary to the EIB Code
of Conduct. While the Code of Conduct sets out the rules applicable to professional
ethics, the Dignity at Work policy covers specifically issues of harassment and bullying.
Bullying and harassment –
Examples of bullying might include: verbal or physical
what is it?
threats and intimidation, repeated sarcasm, public or
private humiliation, regular setting of obviously unat-
Both harassment and bullying may take many forms. tainable targets and deadlines, monitoring work unnec-
The behaviour may be physical or verbal and will essarily and intrusively, reducing someone’s effective-
often occur over a period of time although serious ness by withholding necessary information, etc.
one-off incidents may take place. It is irrelevant
whether the behaviour is intentional or not. The key In general, an occasional raised voice or argument
feature is that harassment and bullying is unwelcome would not constitute harassment or bullying in itself,
and unacceptable behaviour that demeans the self- nor, for example, would fair and constructive criticism
respect and confidence of the recipient. of a staff member’s work performance, being assessed
in the annual appraisal by a manager as an under-per-
Harassment may be related to nationality, race, sex, dis- former, or being refused a career advancement.
ability, age, family status, sexual orientation, or any
characteristic that makes one person stand out from Many alleged cases are misunderstandings or personal
others. Harassment can be any form of unwanted ver- conflicts and they do not all qualify as genuine harass-
bal, non-verbal or physical conduct that occurs with the ment. To avoid misunderstanding and unnecessary
effect of violating the dignity of a person, such as: upset, particularly in a multi-cultural environment such
unwelcome physical contact; offensive language, jokes, as the EIB, it is important for everyone to be aware of
gossip; exclusion by colleagues; gibes in reference to the issues and bear in mind that words and actions may
nationality, gender or personal appearance, etc. be upsetting or offensive to others.
2
1043147_BEI_BRO_en 9/12/03 9:50 Page 3
The aim of the policy plaint. The procedures provide avenues for staff to raise
a complaint with assurances that their complaint will be
The aim of the Dignity at Work policy is twofold: treated seriously and in strict confidence.
• to raise awareness and understanding of the issues The informal procedure
and to help prevent harassment and bullying in the
first place • The person should first try to resolve the problem, if
possible, by telling the offending party clearly that
• to provide a structure and procedures for dealing with the behaviour is unwelcome and asking for it to stop
alleged cases
• If help is needed, the person should approach the con-
Responsibilities fidential counsellor of their choice for assistance and
advice as soon as possible.
Particularly in a multi-cultural environment such as the
• If, after a reasonable time, the situation is still not sat-
EIB, everyone needs to be very aware of their responsi-
isfactorily resolved, the person may decide not to pur-
bility in fostering an environment of dignity at work,
sue matters further or they may take a decision to
where harassment and bullying are known to be unac-
make a formal complaint through the investigation
ceptable and not tolerated. All managers and supervi-
procedure
sors have a key role to play in preventing, recognising
and tackling bullying and harassment. Managers have a
The full informal procedure, along with a list of
particularly influential role to play in supporting the
internal confidential counsellors, is available on
policy by being a role model for their staff and encour-
Intranet/HR
aging a positive working environment.
The investigation procedure
The roles and responsibilities of all parties are avail-
able in full on Intranet/HR
The investigation procedure provides for the following:
What should people do when
• the staff member requests the initiation of the inves-
confronted with bullying or
tigation procedure
harassment?
• the establishment of an investigation panel of three
Individuals who feel they are the target of bullying independent persons
or harassment must be able to get help and support
from people who have been specially selected and • a series of hearings where both parties and any wit-
trained to deal with these situations. Witnesses and nesses are heard separately by the panel, plus any
anyone concerned about these issues must also have other individuals the panel members wish to hear
access to advice.
• the result of the panel hearing and deliberations
EIB policy provides for two types of procedures – one an would be a recommendation to the President who
informal, close-to-the problem, procedure where mat- takes the decision on what action is to be taken
ters can hopefully be put right with a minimum of fuss
and embarrassment and another more formal proce- The full investigation procedure is available on
dure where individuals can officially present a com- Intranet/HR
3