SPEAK UP

Frequently Asked Questions

1. Why should I report misconduct?

Misconduct can cause harm to individuals and the communities in which we work, lead to economic loss and damage the reputation of UNOPS and the wider UN system. All of this hinders the UN’s ability to achieve its mission. It is only when UNOPS is made aware of the suspected misconduct that it can act to address the problem.

For these reasons, all UNOPS personnel have a duty to report UN misconduct. Additionally, personnel have some specific obligations:

  • If you develop concerns regarding sexual exploitation or abuse by a fellow worker, you must report those concerns - even if they do not involve someone in the UN system.

  • If you are a UNOPS supervisor - if you have received a report of suspected wrongdoing from a colleague, you have an obligation to pass that report immediately to the relevant team (IAIG, Internal Grievances or Ethics).

2. Why should I report health and safety nonconformities or suggestions for significant improvement?

Hazardous conditions, acts or omissions can cause harm to people we work with and for. All UNOPS personnel have the duty to report health and safety nonconformities or suggestions for improvement of the health and safety practices in our workplace. UNOPS is committed to zero occupational health and safety injuries and illnesses. Your contribution in reporting hazardous conditions and situations is crucial for improving the health and safety practices in our workplace, preventing incidents and helping UNOPS to achieve the goal zero.

3. What if I am not sure if the behaviour is wrongdoing?

It is always better to speak up. If you are not certain if something is misconduct but you think it could be, you can make a report on the Speak Up Hotline. You can also contact IAIG, Internal Grievances or Ethics directly to ask for guidance. Provided your query is made in good faith, your report will be welcome and is the responsible thing to do.

4. What information should I include in my report?

When reporting please be as specific as possible. Include the basic details of who, what, where, when and how any of these incidents occurred. Specific information will help us conduct a proper review of the complaint. The Speak Up Hotline will prompt you to provide all relevant information but try to include:

  • Who is involved: Name, title, contact details of all individuals who are believed to be engaged in the wrongdoing?
  • What happened: Describe the events as precisely as possible.
  • When did it happen: Dates, time, how many times, etc.
  • Where did it happen: Name of the office, city and country and if possible, the address (name of the building, the office number, etc.).
  • Why it happened: Why the person allegedly committed the wrongdoing.
  • Include any relevant documents, such as contract numbers, witness names, etc.

5. What happens after I make a report using the Speak Up Hotline?

Your report will automatically be channeled to the appropriate reporting unit within UNOPS (IAIG, Internal Grievances, Ethics or HSSE) depending on the type of wrongdoing or nonconformities you are reporting. The specific reporting unit will then review the report to determine if it falls within its mandate. If not, it will normally refer the report to the relevant reporting unit. If you have a concern about this please say so in your report. After reviewing the report, the relevant team will contact you.

Each team has specific procedures which apply to their review process. If you are UNOPS personnel you can learn more about the specific procedures for your concern by clicking on the relevant link: IAIG, Internal Grievances, Ethics and HSSE.

6. Can I submit a report by email?

To make sure your report is directed to the right team and handled properly, we encourage you to submit a confidential online report using the Speak Up Hotline. However, if you feel you need to provide a report by email, you can contact us directly at IAIG, Internal Grievances, Ethics or HSSE if you wish.

7. Will my identity be kept confidential if I provide my personal details to UNOPS?

All complaints are treated with confidentiality and the utmost discretion. All reviews are confidential and the identities of the complainants, subjects and witnesses are protected. However confidentiality can never be absolute. Sometimes information must be disclosed for legal reasons or to ensure an effective and fair investigation.

If you are reporting retaliation, special confidentiality rules apply. During its preliminary review of the allegation, Ethics will seek your permission before disclosing any information about your case to others.

The person handling your report will answer any specific questions you have about confidentiality when they contact you.

8. Can I remain anonymous?

Investigating anonymous complaints can be difficult – as it makes it harder to find out all the relevant facts. It is always better if we are able to contact you with follow up questions. For that reason, UNOPS encourages individuals to provide some contact details. Even an anonymous email address can help. Remember, we also keep the details of reports confidential.

If you still don’t feel comfortable, UNOPS accepts anonymous complaints for most issues. It is often difficult to investigate anonymous complaints of sexual or workplace harassment, as additional information is often required. If you are reporting an allegation of sexual or workplace harassment anonymous allegations will only be accepted if they are accompanied with sufficient information and evidence to enable an effective investigation.

9. Malicious Complaints

Where a complainant provides information that he or she knew or should have known was false, the complaint may be considered to be malicious. For UNOPS personnel, providing knowingly false information constitutes misconduct. UNOPS will sanction any personnel who deliberately make a false accusation or intentionally provide false information.

Honest mistakes are not misconduct.

10. Does UNOPS protect whistleblowers?

UNOPS recognises that personnel may be afraid of possible negative consequences of reporting. Any member of UNOPS personnel who reports suspected wrongdoing in good faith (including through the Speak Up Hotline) or who cooperates in good faith with an investigation or audit or other duly authorised fact finding activity has the right to be protected against retaliation. UNOPS has zero tolerance for retaliation and any UNOPS personnel experiencing retaliation can seek protection against retaliation through Ethics.