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OFFICEOF
PROFESSIONALETHICSANDCONDUCT
ANNUALREPORT2023
INCLUSIVITYMATTERS
OFFICEOF
PROFESSIONALETHICSANDCONDUCT
ANNUALREPORT2023
INCLUSIVITYMATTERS
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?2024AsianDevelopmentBank
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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.
2
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;
4
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.
6
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.
8
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.
10
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.
12
OfficeofProfessionalEthicsandConductAnnualReport2023
OPECparticipatedinaninformativeandinspirationalprogramorganizedbyLGBTQI+colleaguesduringthePrideEventlastJune2023(photobyADB).
Withthesupportandcollaborationofstaffacrosstheregion,creatingatrulyequitableandinclusiveworkplaceforLGBTQI+staffcanfastbecomeareality.
BuildingPrideThroughAllyshipTraining
CASESTUDY
13
WhyInclusiveWorkplacesMatter
Piper,anADBcontractor,getsonwellwithherstaffsupervisorbuthisfrequentinvitationstojoinhimfordrinksafterworkaremakingherfeelincreasingly
uncomfortable.SheworriesthatturninghimdowncouldhavenegativerepercussionsonherfutureworkprospectsatADB.
Shehasbeenmarriedtoawomanforseveralyearsandisconcernedthatdisclosinghersex
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