adb - 职业道德和行为办公室2023年年度报告：包容性问题 Office of Professional Ethics and Conduct Annual Report 2023 Inclusivity Matters

OFFICEOF

PROFESSIONALETHICSANDCONDUCT

ANNUALREPORT2023

INCLUSIVITYMATTERS

OFFICEOF

PROFESSIONALETHICSANDCONDUCT

ANNUALREPORT2023

INCLUSIVITYMATTERS

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CONTENTS

Tablesiv

Abbreviationsv

Director’sMessagevi

Introduction1

UnderstandingHowOPECOperates3

OPECInquiriesClimbStrongly5

NewGuidelinesTackleDomesticViolenceHead-on9

BuildingPridethroughAllyshipTraining11

CaseStudy:

WhyInclusiveWorkplacesMatter13

CAREPeerSupportNetworkDeepensItsSkillSet14

MakingMediationCentraltoaProfessionalandPositiveWorkplace16

CaseStudy:

MaliciousGossipPoisonstheWorkplace17

ExtendingOPEC’sTrainingandOutreach18

CaseStudy:

WhyDownloadingSensitiveDocumentsBreachesRules23

IncreasingChannelstoContactOPEC24

BoostingCapacityin202425

Conclusion27

HowtoContactOPEC28

TABLES

Tables

1TotalNumberofInquiries,20236

2ComplexityofWorkplaceConcerns6

3InquiriesbyGender7

4InquiriesbyLocation8

ABBREVIATIONS

ADBAsianDevelopmentBank

ADBIADBInstitute

AHDanti-harassmentanddiscrimination

BPMSDBudget,People,andManagementSystemsDepartment

LGBT+lesbian,gay,bisexual,transgender,andrelatedcommunities

LGBTQI+lesbian,gay,bisexual,transgender,queer,andintersex-plus

OPECOfficeofProfessionalEthicsandConduct

DIRECTOR’SMESSAGE

ChristelAdamouDirector

OfficeofProfessionalEthicsandConductAsianDevelopmentBank

Inthe3yearssincetheOfficeofProfessionalEthicsandConduct(OPEC)openedin

May2020,wehaveworkedtirelesslytoestablishthecomprehensiveframeworkneededtofosterprofessional,respectful,andinclusiveworkplacesthroughouttheAsianDevelopmentBank(ADB).

During2023,wesawinquiriesrelatedtoworkplaceissuesandethicalconductsoartoarecord.Insteadofbeingacauseforconcern,thismarksasignificantturningpointanddemonstrates

thepositiveimpactOPECismaking.

Staff,consultants,andcontractorsincreasinglyrecognizethoseactionsandbehaviorsthatcountasunprofessionalconduct,includingconflictsofinterest,uncivillanguage,andsexualharassment.Theyunderstandhowtoraisetheirconcernsandseekoutthecomprehensivesupporttheyneedtoresolveissuesasquicklyandassmoothlyaspossible.

Our“AAA”strategyofawareness,attitude,andactionisnowenmeshedintothefabricofADB,andOPEC’smediationandbehavioralcoachingservicesareplayinganimportantroleinmakingADBagreatplacetowork.

ForallADBemployeestomaximizetheirpotential,weneedtocreateasafespaceforeveryone,regardlessofethnicity,genderidentity,orsexuality.Iamparticularlyproudofourworkwith

ADB’sLesbian,Gay,Bisexual,Transgender,andRelatedCommunities(LGBT+)andFriendsGrouptolaunchourAuthenticUnderstandingandAllyshiponlinetrainingprogram.

Thiswillbeanimportanttooltohelpdriveawareness,buildrespect,andcombatexclusionintheworkplacegoingforward.

Itisalsovitalthatallstafffeelsupportedatwork,whichiswhywehavesetoutclear

guidelinestosupportsurvivorsofdomesticviolence,whichcantakeaheavytollonpeople’sprofessionallives.

Director’sMessage

vii

Alongsideourworktobuildawarenessthroughthelaunchofnewknowledgeproductsand

trainingprograms,OPEChasextendedourresidentmissions’outreachprogram.Thishelps

ensureeveryoneknowshowtoaccessourservicesandunderstandsthechannelsavailabletoresolvetheirissuesandconcerns.

Aspeopleinvariablytakeworkplaceissueshomewiththem,wehavealsolaunchedournewmultilingualchatbot,poweredbyMicrosoftAzureGPT-4,todeliverusefulinformationona24-7basis.

Throughout2024,ourfocuswillbeonensuringeveryoneworkingatADBunderstandshowtotakefulladvantageofthetrainingandservicesthatOPECprovides.

Bycarefullymeasuringandevaluatingourimpact,OPECwillkeeptrackofthecontinuouslyevolvingneedsofallADBemployeesandotherpersonneltomaintainsafe,professional,andinclusiveworkplacesforall.

INTRODUCTION

CreatingandshapinganethicalworkplacecultureattheAsianDevelopmentBank(ADB)isaconstantprocessthatinvolveseachstaffmembertakingresponsibilityforbuildingtherespectfulandprofessionalenvironmentinwhichtheywanttowork.

Sinceitsinceptionin2020,theOfficeofProfessionalEthicsandConduct(OPEC)has

establishedtheframeworkneededtofostertrustandcatalyzeafullyaccountableworkplacethatisunderpinnedbystrongethicalfoundations.

2023demonstratedthatOPEC’sstrategytotransformtheorganizationalcultureatADBandcreateanenvironmentinwhichpeoplearecomfortabletospeakupagainstbullying,discrimination,andinequalityisreachingmaturity.

In2023,inquirieslinkedtoworkplaceconcernssuchasmaliciousgossiporallegedbullyingjumpedby40%.ThiswasatangibleresultofOPEC’sextensivetrainingandeffortstoraiseawarenessofavailableresolutionstrategies.

CreatingasafeandinclusivespaceforeveryoneatADB,regardlessoftheircontractualstatus,gender,orsexuality,wasaprioritythroughouttheyearforOPEC,whichusesADB’sCodeof

Conductasitscompass.

In2023,allstaffundertookthenewlyintroducedanti-harassmentanddiscrimination(AHD)onlinetraining,whichreinforceswhyrespectfulbehavioriscrucialtobuildingaprofessionalworkplace.

ThankstoclosecooperationwithADB’slesbian,gay,bisexual,transgender,queer,and

intersex-plus(LGTBQI+)community,OPECalsolaunchedtheAuthenticUnderstanding

andAllyshiponlinetrainingprogram.Thishighlightsdiscriminationandbreaksdownnegativestereotypestogiveeveryoneanequalchancetothrive.

TheapprovaloftheADBGuidelinesonSupportingSurvivorsofDomesticViolencewas

anothersignificantmilestoneforOPECduringtheyear.Acknowledgingthatdomesticviolenceisaworkplaceissue,theguidelinesshowhowto(i)recognizeifcolleaguesareexperiencing

domesticviolence,(ii)respondwithaccurateinformation,and(iii)referthemtotherelevantservicestogetthesupporttheyneed.

ReachingouttoresidentmissionstoensurepeopleworkingthroughoutADBhavefullaccesstoOPEC’sresourcesisacentralplankofitsstrategy.Overtheyear,itsstafftraveledtocountries,

includingNepalandPakistan,tohighlightitsservicesandhelpstaffresolveworkplaceissuesandethicsconcerns.

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OfficeofProfessionalEthicsandConductAnnualReport2023

Inrecognitionofitsextensiveeffortstosetinternationalethicsstandards,OPECwasalsoselectedtohostthe15thEthicsNetworkofMultilateralOrganisationsannualconferenceinManila.

Withitstrainingprogramsnowwellestablishedanditsreportingsystemsembeddedintothe

frameworkofADB,OPECwillshiftitsfocusin2024towardensuringallstaffhavetheresourcestheyneedtobuildasafe,inclusive,andprofessionalworkplace.

UNDERSTANDING

HOWOPECOPERATES

BasedinADB’sheadquarters,OPECwasformedin2020tosupportADB’sdrivetofosteraninclusiveandrespectfulworkplaceforitsstaffthroughoutAsiaandthePacific.

Ledbyateamofemploymentlawyersandhumanresourceexperts,OPECfocusesonbuildingapositiveandprofessionalenvironmentthatisguidedbyADB’sCodeofConductandfreefromconflictsofinterest,discrimination,andharassment.

Its“AAA”(awareness,attitude,andaction)approachiscenteredonprovidinginformationandconfidentialsupporttohelppeopleworkingthroughoutADBconstructivelyresolveworkplaceissuesandavoidpersonalethicalconflicts.Thisisbasedonthefollowing:

Awareness.OPEC’scomprehensivetrainingandoutreachprogramsensurethatbothstaffandcontractorsatADBunderstandtheCodeofConductandknowhowtorespondtobreachesofitsprinciples.

Attitude.Encouragestafftotakeapositiveapproachtoallinteractionswithcolleaguesandusecoachingandmediationtohelpthemnavigatetrickysituations.

Action.Thisrevolvesaroundbuildingalisteningcultureinwhichstafffeelconfidenttheycanspeakupandreportcasesofunprofessionalbehaviororconflictsofinterestwhentheyoccur.

TohelpemployeesandcontractorsatADBseekinformationandflagconcerns,OPEChas

establishedasecureandconfidentialsystemthatallowspeopletocontactitsteambye-mail,chatbot,telephone,orasecureonlineform.

Forstaffinresidentmissions,membersofOPEC’s18-strongteamofCAREpeersupportvolunteersareoftenthefirstcontactpointforthoseseekinghelponhowtodealwith

workplaceconcerns.

Importantly,everyonehasthechoicetoreportissuesanonymouslytoOPEC,whichseekstoensurewhistleblowersarenotsubjecttoretaliation.

Unprofessionalworkplacebehaviorcantakemyriadforms,includingthefollowing:

•jokesaboutrace,gender,orsexualorientation;

•actionsorstatementsthatexcludeorsuggestsecond-classstatusbecauseofgender,race,religion,age,sexualorientation,oranyotherpersonalcharacteristics;

•sendingordiscussionofinappropriatee-mails,pictures,ormessages;

•unwelcomephysicalcontactorphysicalintimidation;

•conversationsthatincludesexualinnuendo;

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OfficeofProfessionalEthicsandConductAnnualReport2023

•repeatedunsolicitedinvitationstospendtimeoutoftheofficetogether;

•intimidationandbullying;

•sexualharassment;

•rudecomments;

•offensiveandabusivelanguage;

•persistentlatenessinjoiningactivitiesandattendingmeetingswithoutvalidandreasonablecause;

•vexatiouslitigation,retribution,andviolentthreats;

•passiveaggressionsuchasrefusingtoperformassignedtasks;

•demandsforspecialattentionandtreatment;

•uncooperativebehaviorduringregularactivities;

•unwillingnesstotalkaboutissuesandconcernswithcolleaguesinarespectfulandcordialmanner;and/or

•excessivecriticism.

Adoptingahands-onandpracticalapproach,OPECseekstoresolveworkplaceissuesasswiftlyaspossibletopreventthemescalatingintotime-consuminginvestigationsthatcanbestressfulanddisruptiveforthoseinvolved.

Itacknowledgesreceiptofaninquirywithin2daysandusuallyschedulesameetingtodiscussissuesandensurepeopleunderstandtheiroptionsandtheprocessesinvolved.

IfOPECdecidesanissuecannotberesolvedcollaborativelythroughdiscussion,coaching,

ormediation,itmayescalatecasestootherADBdepartments,includingtheOfficeofAnticorruptionandIntegrity;andtheBudget,People,andManagementSystemsDepartment(BPMSD).

Inadditiontocombatingworkplaceconcerns,OPEChighlightsissuesaroundethicsand

integrity,andworkstomakesureemployeesavoidpotentiallydamagingconflictsofinterest.Itprovidesadviceonthefollowingissues:

•generalconflictsofinterest;

•outsideactivitiesandinterests;

•politicalactivitiesandinterests;

•privateconduct,includingdomesticabuse;

•tradingactivities;

•allegationsofdiscriminationandharassment;

•performancemanagement;

•allegationsofretaliation;

•allegationsofworkplaceincivility;and

•allegationsofsexualharassment.

ThesubstantialriseininquiriesreceivedbyOPECin2023isevidencethatitspracticaland

holisticapproachisequippingstaffwiththetoolsandinformationtheyneedtomakeADBanethicalandprofessionalplacetowork.

OPECINQUIRIES

CLIMBSTRONGLY

The40%increaseininquiriesreceivedbyOPECin2023reflectsgrowingawarenessamongallpeopleworkingatADBoftheavenuesavailabletohelpthemresolveethicsconcernsandworkplaceconflicts.

Totalinquiriesfieldedin2023reached658,upfrom471inthepreviousyearwhenmanystaffwerestillreadjustingtobeingbackintheworkplaceafterlargelyworkingremotelyduringthepandemic(Table1).

Reportsofworkplaceconcernsjumped190%to170cases,upfrom58ayearearlier.Thenumberofinquiriesrelatedtoconflictsofinterestandoutsideactivitiesrose15%to460,upfrom401ayearearlier.

Discriminationandharassmentconcernsmorethantripledto92from26.Inaddition,therewasan88%increaseinworkplaceincivilityinquiries,whichroseto45from24inthepreviousyear.

Notably,therewasalsoariseinpeoplecomingforwardtoreportsexualharassmentinthe

workplace.Overtheyear,eightcasesweredealtwithswiftlyandsensitivelybyOPEC,upfromtwoayearearlier.

Ofthe170workplaceconcernsraisedduringtheyear,92wererequestsforadvice.Ofthe

78requestsforresolution,58wereresolvedrelativelyquicklythroughconversation,coaching,andshuttlemediation.Eightofthesecaseswerereferredformediationsessions,andfiveweresuccessfullyresolved.

In2023,OPECbegangradinginquiriesbytheircomplexity,basedonthenumberofinteractionssuchasmeetings,coaching,andmediationsessionsneededtoresolvethem(Table2).

Ofthe170casesofworkplaceconcernsin2023,93wereregisteredaslowlevel.Centeredonissuessuchasincivilityorinterpersonaldisputes,thesetypesofcaseswereoftenswiftlyresolvedbystaffwiththehelpoftheirmanagers.

Therewere39complexcasesthatinvolvedseriousmisconductsuchassexualharassment.Whilethesecasesaremoretime-consumingtoinvestigate,theincreaseindicatesthatstaffbetterunderstandOPEC’sreportingchannelsandhaveagreatertrustinitsabilitytoresolvetheirissues.

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OfficeofProfessionalEthicsandConductAnnualReport2023

Table1:TotalNumberofInquiries,2023

InquiriesbyCategory

2022

2023

WorkplaceConcerns

Discriminationandharassment

26

92

Generalinquiry

0

11

Integrityviolations

0

2

Othermisconduct

0

10

Performancemanagement

4

1

Retaliation

2

1

Sexualharassment

2

8

Workplaceincivility

24

45

TotalWorkplaceConcerns

58

170

InquiriesRelatedtoConflictofInterest

Conflictsofinterest

105

168

Generalinquiry

0

4

Integrityviolations

0

3

Outsideactivitiesandinterests

112

118

Politicalactivitiesandinterests

17

2

Privateconduct

6

4

Tradingactivities

5

2

Annualdeclarationofcompliancedisclosures

156

159

TotalInquiriesRelatedtoConflictofInterest

401

460

PolicyAdvice

4

6

Other

8

22

TotalNumberofInquiries

471

658

Source:AsianDevelopmentBank(OfficeofProfessionalEthicsandConduct).

Table2:ComplexityofWorkplaceConcerns

NumberofWorkplaceConcernCases

93

Moderate4–938

High10andabove39

NumberofInteractions

1–3

LevelofComplexity

Low

Source:AsianDevelopmentBank(OfficeofProfessionalEthicsandConduct).

OPECInquiriesClimbStrongly

7

Ofboththeworkplaceconcernsandethics-relatedinquiriesmadetoOPECduring2023,some65%wereraisedbywomen(Table3).

Table3:InquiriesbyGender

Gender

2022

2023

Female

38

109

Male

19

54

External/notidentified

1

7

WorkplaceConcerns

58

170

Female

150

200

Male

89

100

External/notidentified

6

1

Ethics-RelatedInquiries

245

301

Female

0

2

Male

4

4

PolicyAdvice

4

6

Female

4

13

Male

3

5

External/notidentified

1

4

OtherInquiries

8

22

TotalInquiriesbyGender

315

499

Source:AsianDevelopmentBank(OfficeofProfessionalEthicsandConduct).

Duringtheyear,nearly80%ofinquiriesrelatedtoconflictsofinterestandworkplaceconcernscamefromemployeesbasedatADBheadquarters(Table4).Inaddition,54inquiriescame

frompeopleinresidentmissions,closeto60%higherthanthepreviousyear.

Amarked240%risewasalsoseeninexternalinquiries,includingfromADBcontractors.Theseclimbedto51inquiriesfrom15ayearearlier.

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OfficeofProfessionalEthicsandConductAnnualReport2023

Table4:InquiriesbyLocation

Location

2022

2023

ADBheadquarters

265

384

Residentmissions

34

54

ADBI

1

10

External

15

51

Total

315

499

ADB=AsianDevelopmentBank,ADBI=ADBInstitute.

Source:AsianDevelopmentBank(OfficeofProfessionalEthicsandConduct).

Additionallyin2023,100%ofactivestaffcompletedthemandatoryAnnualDeclarationofCompliance.

NEWGUIDELINES

TACKLEDOMESTIC

VIOLENCEHEAD-ON

Theimpactsofdomesticviolencearenotjustconfinedtothehome.Theyaffectsurvivors’

health,emotionalwell-being,andtheirabilitytoperformtheirprofessionalrolestothebestoftheirabilities.

Therefore,settingoutcomprehensiveguidelinestosupportsurvivorswasamajorinitiativeduringtheyearforOPEC,whichdefinesdomesticviolenceasaworkplaceissue.

Itsstrategyaimstotacklethepervasiveissue,whichalltoooftengoesunreported.One-thirdofwomengloballyexperiencephysicalorsexualviolence,whichisoftenperpetratedbytheirhusbandsormaleintimatepartner,accordingtotheWorldHealthOrganization.

TheADBGuidelinesonSupportingSurvivorsofDomesticViolencethatwillbelaunchedbyOPECin2024willbewovenintotrainingandawareness-raisingactivities.Thesurvivor-centeredguidelinesfollowathree-stepapproach.

Thefirststepinvolveshelpingemployeesandmanagersrecognizesignsthatcolleaguesmay

beexperiencingdomesticviolenceandknowhowtocommunicatewithempathy.Indicationscouldincludecolleaguesarrivinglate,takingextrasickdays,andperforminglower-qualitywork.

Thesecondstepensuresstaffandmanagersrespondbylisteningandofferingaccurate

informationaboutthetypesofconfidentialsupportandsecuritymeasuresavailable,suchasmedicalservicesorsafetyplanning.

Thirdly,theguidelinesoutlinehowtorefersurvivorstorelevantinternalandexternalservicessotheycanaccessthehelptheyneedtoensuretheirsafetyandwell-being.ThisstepalsoinvolvesunderstandinghowtoreferpeopletoOPECorADB’sOfficeoftheOmbudsperson.

Amongthefirstpointsofcontactfordomesticviolencesurvivorsaremanagers,ADB’smedicalservices,membersoftheOPECteam,andtheCAREPeerSupportNetwork.

ADB’sLesbian,Gay,Bisexual,Transgender,andRelatedCommunities(LGBT+)andFriends

Groupalsooffersinformationandsupportforsurvivorsofintimatepartnerviolence,whichcanoccurinanyrelationship,includingbetweensame-sexpartners.

TheguidelinessetoutbyOPECacknowledgethatdomesticviolenceisnotjustlimitedtophysicalandpsychologicalabuse,coercivecontrol,andintimidation;itcanalsoinclude

economicabuse.

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OfficeofProfessionalEthicsandConductAnnualReport2023

Thiscanoccurifaperpetratortakessomeone’searningswithouttheirpermissionorcutsaccesstotheirbankaccounts,alimonypayments,orhealthinsurance.

Underthenewguidelines,arangeofflexiblesupportoptionsisavailabletodomesticviolencesurvivors.Theseoptionsincludepaidleave,flexibleworkingarrangements,counseling,and

financialsupport.

ConductingdomesticviolenceriskassessmentsisanimportantpartofADB’sstrategytoensuresurvivorsandotherstaffaresafe,bothintheirregularworkplaceandwhenworkingremotely.

Itrecognizestheirsecuritycanbejeopardizedifperpetratorsturnupunannounced,stalksurvivors,orusee-mailandphonecallstocontinuetheirabusivebehavior.

Incasesofimmediaterisk,optionsincludecallingthepoliceandseekinglegaladvice,whichinsomecasescanleadtorestrainingorderapplications.SafetyplansprovidedbyADBcaninclude:

•emergencyaccommodationatheadquartersorinresidentmissions,

•emergencysecurityforsurvivorsstayinginprivateaccommodation,

•provisionofclosed-circuittelevisionsecuritysystems,and

•transfertoanotherlocation.

Tocomplementtheguidelinesanditsdomesticviolencetrainingmodules,OPECwilldevelopatoolkitin2024onhowtogivesurvivorsadditionalpracticalsupporttohelpthemrecoverandmoveforward.

BUILDINGPRIDE

THROUGH

ALLYSHIPTRAINING

Formembersofthelesbian,gay,bisexual,transgender,queer,andintersex-plus(LGBTQI+)community,anequitableandinclusiveworkplaceisoneinwhicheveryonecanexpresstheirsexualityorgenderidentitywithoutfearthatitcouldnegativelyimpacttheirdailylivesandcareertrajectories.

Duringtheyear,OPECworkedcloselywithADB’sLGBT+andFriendsGrouptodevelopandrolloutitsAuthenticUnderstandingandAllyshiponlinetrainingprogramtodriveawarenessand

combatexclusionintheworkplace.

EnsuringADBhaspoliciesinplacethatexplicitlyprotectLGBTQI+peoplefromdiscriminationandharassmentisessential,giventhehighlevelsofmarginalizationandstigmamanystillfaceinAsiaandthePacific.

TheAllyshiponlinetrainingisdesignedtoeducatestaffonthebestwaystocreateamore

supportiveenvironmentfortheirLGBTQI+colleagues.Itconsiderstheimportanceofusing

correctpronounsandgender-inclusivelanguage,andcallsonstafftorecognizeandchallengeanypersonalassumptionsandunconsciousbiasestheymayhave.

UsingvideosinwhichLGBTQI+peopletelltheirownstoriesandexplainthechallengesthey

face,thetrainingprogramsetsouttodispelstereotypesandshowhowallemployeescanactasalliesandspeakupfortheircolleagues.

Italsoremindsstaffoftheavenuesavailabletoreportanydiscriminationorharassmenttheywitnesssothateveryoneistreatedwithdignityandprofessionalism,regardlessoftheirsexualorientationorgenderidentity.

ForADB,inclusionshouldbevisible,whichiswhyitsponsoredtheADBPrideMonthinJuneorganizedbyADB’sLGBT+andFriendsGroup.Additionally,OPECDirectorChristelAdamouparticipatedinapaneldiscussiononLGBTQI+inclusionhostedbySwift,aglobalfinancial

messagingfirm.

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OfficeofProfessionalEthicsandConductAnnualReport2023

OPECparticipatedinaninformativeandinspirationalprogramorganizedbyLGBTQI+colleaguesduringthePrideEventlastJune2023(photobyADB).

Withthesupportandcollaborationofstaffacrosstheregion,creatingatrulyequitableandinclusiveworkplaceforLGBTQI+staffcanfastbecomeareality.

BuildingPrideThroughAllyshipTraining

CASESTUDY

13

WhyInclusiveWorkplacesMatter

Piper,anADBcontractor,getsonwellwithherstaffsupervisorbuthisfrequentinvitationstojoinhimfordrinksafterworkaremakingherfeelincreasingly

uncomfortable.SheworriesthatturninghimdowncouldhavenegativerepercussionsonherfutureworkprospectsatADB.

Shehasbeenmarriedtoawomanforseveralyearsandisconcernedthatdisclosinghersex