WHO Code of Ethics

(2023)
 WHO Code of Ethics

WHO’s commitment to attain the highest possible level of health by all peoples must be
accompanied by the dedication of its personnel to uphold and promote the highest
standards of ethics and conduct. The WHO Code of Ethics (“Code”) describes the ethical
standards of conduct expected from all WHO personnel at all times. As WHO personnel, we
are all personally and collectively responsible for maintaining these standards. Supervisors
also have an additional responsibility to uphold these standards, to set a good example, and
to create a working environment that supports and empowers staff.

The Code aims to promote, enhance, and sustain an enabling and ethical environment
leading to trust, transparency, and respect across the Organization. This Code is further
supported by a comprehensive overview and guiding framework on the implementation of
these principles and values (“Guiding Framework”).

In this spirit, we are expected to conduct ourselves in accordance with this Code and to
confirm our adherence to the WHO ethical principles and core values, WHO Oath of Office
and Loyalty, WHO Commitment to the Code of Ethics, WHO Values Charter, and WHO
regulatory and policy frameworks.1

We are committed to the following ethical principles:

1. Integrity
We demonstrate the highest standards of integrity and commit to act in good faith in all
matters. We are driven by the qualities of honesty, truthfulness, impartiality, and
incorruptibility. We represent WHO with loyalty to the Organization’s vision and mission,
act with respect, and protect the trust placed in the Organization.

2. Accountability
We act in accordance with the WHO regulatory and policy frameworks. We are responsible
for our actions and decisions, and we are accountable to the Organization for them. We
respect and safeguard confidentiality; ensure the proper, effective, and efficient use of
WHO resources; and demonstrate the expected standards of conduct with all persons we
encounter, both internal and external to the Organization. We always act within the scope
of our authority. We exercise adequate control and supervision over matters for which we
are responsible, in accordance with the WHO Accountability Framework and any specific
authorities that may be delegated to us.

3. Independence and impartiality

We conduct ourselves with the interests of WHO only in view and under the sole authority
of the Director-General. We exercise the utmost discretion in our actions, refrain from
participating in any activity that is, or may be perceived to be, in conflict with the interests
of WHO, or that might damage the reputation of the Organization. We show tact and

1The WHO regulatory and policy frameworks refer to the WHO Staff Regulations and Staff Rules, WHO Financial
Regulations and Financial Rules, WHO policies, procedures, and guidelines, as well as contractual obligations.
reserve in our communication and behaviour in a manner that is consistent with our status
as personnel of an international organization.

4. Respect for dignity, worth, equality, diversity, and privacy of all

We are committed to fostering an inclusive culture marked by dignity and respect for each
other as well as recognition of individual contributions and privacy of all. We behave
ethically and avoid any form of discrimination related to gender, gender expression or
gender identity, race, religion, political belief/conviction, nationality, citizenship, ethnic or
social origin, age, marital status, sexual orientation, disability, language, or other aspects of
personal status.

5. Professional conduct
We refrain from any form of exploitative or abusive behaviour and from all forms of
harassment and misconduct. We are always guided by the ambition to not harm the
populations WHO serves, or the people we work with. We strive to ensure a safe, respectful,
healthy, and empowering work environment. Our professional conduct reflects ethical
principles and our personal commitment to the mandate and objectives of WHO.

We are committed to the following core values:

1. Trusted to serve public health

a) We put people’s health interests first.
b) Our actions and recommendations are independent.
c) Our decisions are fair, transparent, and timely.

2. Professionals committed to excellence in health

a) We uphold the highest standards of professionalism across all roles.
b) We are guided by the best available science, evidence, and technical expertise.
c) We continuously develop ourselves and innovate to respond to a changing world.

3. Persons of integrity
a) We practice the advice we give to the world.
b) We engage with everyone honestly and in good faith.
c) We hold ourselves and others accountable for words and actions.

4. Collaborative colleagues and partners

a) We engage with colleagues and partners to strengthen impact at country level.
b) We recognize and use the power of diversity and equality to achieve more together.
c) We communicate openly with everyone and learn from one another.

5. People caring about people

a) We courageously and selflessly defend everyone’s right to health.
b) We show compassion for all human beings and promote sustainable approaches to
health.
c) We strive to make people feel safe, respected, empowered, fairly treated, and duly
recognized.
 d) We encourage a speak-up culture when we experience or witness any form of
misconduct so that our collective effort for ethical behaviour is sustained and
successful.

As a condition of appointment, and reflected through our end-of-year performance

assessment (ePMDS), we have read, accepted, and agreed to comply with:

WHO Oath of Office and Loyalty: “I solemnly swear (undertake, affirm, promise) to exercise
in all loyalty, discretion, and conscience the functions entrusted to me as an international
civil servant of the WHO, to discharge those functions and regulate my conduct with the
interests of the WHO only in view, and not to seek or accept instructions in regard to the
performance of my duties from any government or other authority external to the
Organization”.

WHO Commitment to the Code of Ethics: “I solemnly swear (undertake, affirm, promise) to
reflect in everything I do, both in my professional and personal lives, the values, principles,
commitments, and obligations contained in this Code and to do all I can to uphold the
standards of conduct and avoid all forms of misconduct therein stated, and to “do no harm””.

WHO Values Charter.2

WHO Staff Regulations and Staff Rules.3

WHO Code of Ethics: Guiding Framework (below).

>>***<<

2 https://www.who.int/docs/default-source/documents/values-charter-en.pdf?Status=Temp&sfvrsn=4ed75cec_12.
3 https://intranet.who.int/admin/srr/documents/staff_regulations_and_staff%20rules_1_january2023_eng.pdf.
 WHO Code of Ethics: Guiding Framework

Contents

Section 1 - Introduction.......................................................................................................................... 1
1.1 Purpose: why is this Code important? .......................................................................................... 1
1.2 Scope: to whom does this Code apply? ........................................................................................ 1
1.3 Why Ethics matters? ..................................................................................................................... 2
1.4 Status ............................................................................................................................................ 2

Section 2 – WHO ethical principles in practice....................................................................................... 2

2.1 WHO personnel ........................................................................................................................... 2
2.2 WHO supervisors ......................................................................................................................... 3
2.3 The Organization.......................................................................................................................... 4

Section 3 – WHO organizational commitments ..................................................................................... 5

3.1 Fair and respectful workplace ...................................................................................................... 5
3.1.1 No disrespect .................................................................................................................... 5
3.1.2 No discrimination .............................................................................................................. 6
3.1.3 No abuse of authority........................................................................................................ 6
3.1.4 No harassment .................................................................................................................. 6
3.1.5 No sexual misconduct ....................................................................................................... 7
3.1.6 No violence, weapons, drugs, or alcohol abuse in the workplace, and a smoke free
environment ............................................................................................................................... 8
3.1.7 Fair and respectful provision of feedback on performance .............................................. 8
3.1.8 No unauthorised recording ............................................................................................... 9
3.2 Promoting diversity ....................................................................................................................... 9
3.3 Child protection ............................................................................................................................ 9
3.4 Gender equity and gender equality .............................................................................................. 9
3.5 Work-life balance........................................................................................................................ 10
3.6 Environmental responsibility ...................................................................................................... 10

Section 4 - Ethical conduct ................................................................................................................... 11

4.1 Respect for the law ..................................................................................................................... 11
4.2 Personal conduct in private life ................................................................................................... 11
4.2.1 Conduct outside of work ................................................................................................. 11
4.2.2 Domestic abuse (including child abuse) and intimate partner violence .......................... 11
4.2.3 Domestic workers ............................................................................................................ 12
4.3 Managing conflict of interest ..................................................................................................... 12
4.3.1 Definitions ....................................................................................................................... 12
4.3.2 Declarations of interest ................................................................................................... 12
4.3.3 Family and personal relationships in the workplace ....................................................... 13
4.3.4 Outside employment, external activities, and board positions ....................................... 14
4.3.5 Political activity................................................................................................................ 15
4.3.6 Right of association ......................................................................................................... 15
 4.3.7 Social or charitable activities ........................................................................................... 15
4.3.8 Educational pursuits ........................................................................................................ 16
4.3.9 Acceptance of gifts, decorations, and honours .............................................................. 16
4.3.10 Donations ...................................................................................................................... 16
4.4 Protecting WHO resources .......................................................................................................... 16
4.4.1 Use of official time .......................................................................................................... 17
4.4.2 Use and protection of information.................................................................................. 17
4.4.3 Office technology ............................................................................................................ 17
4.4.4 Data and records ............................................................................................................. 18
4.4.5 Funding and procurement............................................................................................... 18
4.4.6 Physical assets and vehicles ............................................................................................ 18
4.4.7 Fraud ............................................................................................................................... 19
4.4.8 Enterprise risks ................................................................................................................ 20
4.5 Protecting WHO interests and reputation................................................................................... 20
4.5.1 Intellectual property, publications .................................................................................. 20
4.5.2 Media relations and public statements ........................................................................... 21
4.5.3 E-mails and social media ................................................................................................. 21
4.5.4 Scientific conduct and research ...................................................................................... 21
4.5.5 Relations with non-State actors ...................................................................................... 22
4.5.6 Relations with third parties, external partners, contractors, NGOs, vendors ................. 22
4.5.7 Relations with governments and other UN agencies ...................................................... 23
4.6 Post-employment obligations ..................................................................................................... 23

Section 5 - Obligations and Consequences .......................................................................................... 24

5.1 Duty to Comply ............................................................................................................................. 24
5.2 Duty to Report .............................................................................................................................. 24
5.3 Consequences for non-compliance .............................................................................................. 25

Annex - Contact information

 Section 1 - Introduction

1.1. Purpose: why is this Code important?

1. The mission of the World Health Organization (WHO) reflects one of the highest aspirations in the
world: the attainment by all peoples of the highest possible level of health.

2. As WHO personnel, we have a responsibility to contribute to the mission and goals of the
Organization, and to ensure that our conduct complies with the WHO regulatory and policy
frameworks, and is consistent with the Standards of Conduct for International Civil Servants of
the International Civil Service Commission (ICSC).4

3. This Code synthesizes and summarizes the framework that governs how we must behave with
each other, and with our partners, Member States, donors, and the public we serve, in order to
uphold ethical principles and protect WHO reputation as a trustworthy and credible Organization.
This Code also promotes, strengthens, and supports an ethical culture throughout WHO,
underscores WHO commitment to the highest standards of integrity, and helps us to make ethical
decisions both in the context of our work for WHO and in our personal interactions outside of
work.

4. The Code does not replace or supersede the applicable WHO regulatory and policy frameworks.
Moreover, the Code is not intended to cover every situation or conflict that may arise. If you are
unsure about any aspect of this Code or how it may apply to a situation with which you are faced;
you are encouraged to seek guidance and assistance from your supervisor or from Ethics, and
where appropriate, Human Resources, Legal, or an Ombuds (see contact information below).

1.2 Scope: to whom does this Code apply?

5. This Code applies to all WHO personnel, at all times, independent of our location, grade, type, or
length of contract with the Organization.

6. For the purposes of this Code, the term “WHO personnel”, “you”, and “us”, refers to staff
members and non-staff personnel.5 “We”, or “the Organization” are used along with “WHO” to
mean the World Health Organization. Other individuals who work for WHO are expected to
uphold and respect the provisions of this Code, and they are required to conduct themselves in a
professional manner that demonstrates courtesy, common decency, and cultural sensitivity and
to treat with dignity and respect all persons with whom they come into contact as part of their
work with WHO.6

4 Microsoft Word - Standards of Conduct July 2013.ENG.Revised_Foreword update (un.org).

5 The term “non-staff personnel” in this Code, includes but is not limited to consultants, special services agreement holders, interns,
volunteers, and UNOPS Individual Contractor Agreement (ICA) holders. Third party entities such as vendors, contractors, or technical
partners, who have a contractual relationship with WHO and other implementing partners are also expected to respect this Code in
their engagement with the WHO.
6 This includes, but is not limited to temporary advisers; contractors under an Agreement for Performance of Work (APW), a Technical

Services Agreement (TSA), or a Long Term Agreement (LTA); grantees; and technical partners; other entities and individuals who
receive WHO funds, execute or perform any other work or activities in the name of, of for the benefit of, WHO; and, others in official
and formal relations with WHO, including those operating as a WHO Collaborating Centre.

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 1.3 Why Ethics matters?

7. The success of the Organization and its mission depends on maintaining the respect and
confidence of WHO Member States, the public we serve, and our partners and stakeholders
around the world.

8. It is fundamental that we discharge our duties with independence, honesty, and integrity. The
obligation to do what is right must be an essential part of the character of WHO and must
underscore everything we do. When taking decisions, we must always be guided by a culture that
reinforces making the appropriate, ethical choice.

1.4. Status

9. This Code replaces and supersedes the 2017 WHO Code of Ethics and Professional Conduct and
takes effect immediately upon issuance.

10. This Code is binding on all WHO personnel and forms part of the WHO legal and contractual
framework.

11. This Code complements the WHO legal and policy frameworks including, but not limited to, the
WHO Staff Regulations and Staff Rules, the WHO Financial Regulations and Financial Rules, the
ICSC Standards of conduct for international civil servants, the Code of Conduct for Responsible
Research and the Policy on Misconduct in Research, the Policy on Preventing and Addressing
Sexual Misconduct, the Policy on Preventing and Addressing Abusive Conduct, the Policy on
Preventing and Addressing Retaliation, the Policy on Prevention, Detection, and Response to
Fraud and Corruption, the Policy on Non-recruitment of Smokers or other Tobacco Users, the
Gender Parity Policy, the Policy on Flexible Working Arrangements, the Global Social Media Policy,
the Framework on Engagement with non-States Actors, the Performance Management and
Development Framework, the Acceptable Use of Information and Communication Systems Policy,
and the relevant Information Note and Guidelines on Outside Activities.7

Section 2 – WHO ethical principles in practice

12. Ethical conduct is core to achieving the vision, mission, and mandate of WHO.

13. We are responsible for our own professional and personal conduct. However, commitment to
upholding WHO ethical principles, values, and reputation requires the concerted effort of all
personnel, supervisors, and the Organization. At each level, it requires commitment to the WHO
mandate, to each other, and to creating a workplace that reflects WHO ethical principles and core
values.

2.1 WHO personnel

14. We are responsible to inform ourselves and implement the provisions of this Code. In particular,
we must be aware that our actions may have consequences and that we may ultimately be held

7 And any successor thereto.

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 accountable for them. It is our responsibility to seek advice before taking action and to ensure
that we comply with the principles and values outlined in this Code.

15. As WHO personnel, we need to:

a) Conduct ourselves in line with WHO ethical principles and core values and
demonstrate the highest standards of behaviour expected of us.
b) Comply with WHO regulatory and policy frameworks.
c) Treat all persons with dignity and respect and promote these values and ethical ways
of working with our colleagues to ensure a respectful and inclusive workplace.
d) Declare in writing any, and all, private interests that may interfere with our
employment with WHO.
e) Work in a manner that is responsible, reflective of our professional commitment, and
ensure our own safety and that of others.
f) Respect WHO resources, information, and property and protect it, including when
working outside of our duty station.
g) Maintain neutrality and independence and do not allow ourselves to be influenced by
any party external to WHO.
h) Consult the appropriate services and entities available to us in the Organization for
advice and support, where applicable.
i) Report any possible breaches of the WHO regulatory and policy frameworks in
accordance with the established procedures. There is #NoExcuse not to report.
j) Be aware that we represent the Organization at all times and that we need to do this
with honesty and humility.

16. We should all feel proud of our work at WHO. In this regard, it is important that we never
misrepresent our function, official title, or overstate the nature of our duties to anyone, including
Member States, external entities, or the public we serve. We must also never inflate the
importance of our positions or abuse them for personal benefit. Our position must never be used
as a means to convince or coerce someone to provide us with favourable or preferential
treatment. Our Oath of Office requires us to always think of the best interests of WHO only in all
our actions and choices.

2.2 WHO supervisors

17. WHO personnel in supervisory positions play an important role in promoting a workplace culture
that upholds WHO ethical principles and core values and in ensuring a safe, respectful, and
healthy work environment.

18. As WHO supervisors, it is necessary to:

a) Champion the implementation of WHO ethical principles and core values and always
set a good example according to the Code.
b) Be open, honest, respectful, and comprehensive in communication with other WHO
personnel, including about the expected standards of conduct and behaviour in the
workplace.
c) Support and contribute towards ensuring a workplace culture, practices, and systems
consistent with the WHO ethical principles and core values.

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 d) Ensure a workplace that is equitable and inclusive, and free from sexual misconduct,
harassment, discrimination, and abuse of authority.
e) Support the rights of WHO personnel to raise workplace concerns, complaints, or
allegations, through the appropriate channels.
f) Support WHO personnel who are under our supervision by providing them with clear
objectives and duties and ensure they have resources and support required to do their
job.
(g) Complete performance reviews for staff whom we supervise in a timely manner and
provide consistent opportunities to discuss feedback and listen to workforce concerns.
(h) Act promptly and respect due process for the rights of all individuals concerned to
prevent and address any breaches of this Code, and other relevant rules, policies,
procedures, and guidelines.
(i) Contribute to the duty of care of the personnel we supervise.

2.3 The Organization

19. WHO good name and reputation are determined by of our collective efforts to maintain an
ethical and professional workplace. To protect its name and reputation, WHO is committed to:
a) Adhere and ensure adherence to this Code in its entirety.
b) Set an example at the Organization’s most senior level of management through ethical
behavior.
c) Provide leadership by fostering a climate of professional commitment, fairness, and
respect.
d) Acknowledge the contributions of WHO personnel, at the individual level, to the
achievement of WHO mission and objectives.
e) Recognize the rights of WHO personnel, including privacy rights and related personal
data protection standards.
f) Make available and require that all WHO personnel undertake appropriate ethics
training courses and brief all new WHO personnel during induction/orientation
sessions.
g) Develop mechanisms for ensuring that all WHO collaborators are informed of this Code
and their related obligations.
h) Provide advice and guidance to WHO personnel on specific issues upon their request
through specialized functions such as Ethics, Human Resources, Staff Health and
Wellbeing, Ombuds, Prevention of and Response to Sexual Misconduct, or supervisors,
as applicable.
i) Respond in a timely manner to alleged breaches of WHO ethical principles and core
values, including allegations of wrongdoing, and maintaining impartial mechanisms to
resolve disputes.
j) Ensure that anyone who reports a suspected case of wrongdoing in good faith is not
subject to retaliation and treat corroborated cases of malicious allegations as
misconduct.
k) Provide a fair opportunity to WHO personnel against whom an allegation is made to
respond in a non-threatening environment and ensure that their rights to due process
are protected.
l) Take appropriate administrative actions, including disciplinary sanctions, in cases of
substantiated allegations of misconduct.

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20. Moreover, as a specialized agency of the United Nations (UN), WHO is committed to the UN
Charter.8 Accordingly, we are expected to uphold and promote the human rights standards
enshrined in the international frameworks of human rights. This means that we must respect
local culture and abide by local law. Where local culture and local law is inconsistent with the
human rights, standards and principles recognized by WHO (e.g., if local culture promotes gender
inequality), the WHO regulatory and policy frameworks shall prevail.

21. Human rights feature prominently in WHO priorities regarding public health and research. The
Organization is committed to supporting the development of health policies and guidelines that
adhere to the highest ethical standards. WHO mainstreams human rights into its objectives and
work in all areas, starting from the Organization’s corporate strategic priorities and focus areas
in planning documents and country cooperation strategy papers.9 Human rights also feature in
WHO approach to developing guidelines, as mentioned in the Handbook for Guideline
Development.10

Section 3 – WHO organizational commitments

3.1 Fair and respectful workplace

22. WHO is committed to achieving a positive and safe work environment characterized by WHO
value of people caring for people as well as professional, dignified, and respectful behaviour,
where professional views and opinions can be discussed openly and with courtesy.

3.1.1 No disrespect

23. We reflect a diverse array of cultures, religions, races, ethnicities, gender, age, disabilities, and
professional and personal and backgrounds. We should celebrate and value this diversity among
our colleagues for the variety of perspectives that strengthen and enrich our work, programs,
and operations.

24. Disrespectful behaviour or inappropriate conduct, comment, or display, that either insults,
denigrates, disparages, or humiliates someone or depreciates someone’s value, amounts to a
breach of our ethical principles, and may lead to disciplinary sanctions.

25. Disrespect can take many forms, such as, spreading rumours or malicious untruths to slander
someone’s reputation, shouting, criticizing, ridiculing, or dismissing achievements, degrading
someone in front of other people, speaking in a condescending or belittling way, swearing at or
insulting another person, dismissive or negative gesturing when someone else is speaking,
discounting a person’s thoughts or feelings, taking credit for work done by others, adopting an
uncooperative or domineering behaviour, or actively undermining work and authority by
destroying the good will between colleagues. It is important to remember that WHO does not
tolerate any form of disrespect.

8 UN Charter | United Nations.

9 “Leaving no one behind”, CCS 2016 Guide.
10 WHO handbook for guideline development, 2nd Edition.

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 3.1.2 No discrimination

26. WHO prohibits discrimination, recognizes, and values the inherent worth and equality of every
person, without exception.

27. Discrimination, as defined in the Policy on Preventing and Addressing Abusive Conduct (PAAC),11
is any unfair treatment or arbitrary distinction in the workplace, on the basis of gender, gender
expression, gender identity, race, religion or belief, nationality, ethnic or social origin, age, sexual
orientation, marital status, disability, language, or other aspects of personal status.

28. We are required to demonstrate tact and respect for the diversity of our workplace. The ethical
principles and values of the Organization prevail over our own personal beliefs, opinions,
preferences, or habits, at all times.

29. In demonstrating our dedication to a balanced and diverse workforce, we must evaluate
applicants using only objective, job-related criteria such as experience, skills, and integrity to
select candidates who will best fill the needs of the Organization, through competitive and
unbiased hiring and career advancement based on merit.

3.1.3 No abuse of authority

30. WHO does not tolerate abuse of authority.

31. Abuse of authority, as defined in the PAAC, is the improper use of a position of influence, power,
or authority by an individual towards others. It may also consist of conduct that creates a hostile
or offensive work environment, which includes, but is not limited to, the use of intimidation,
threats, extortion, or coercion.

32. We can maintain a harmonious, productive, and effective work environment by working together
and by behaving in a manner that is free of intimidation, hostility, offence, and any form of
harassment or abuse, and marked by respect, compassion, and kindness. Abuse of authority is
particularly serious when the alleged offender uses his or her influence, power, or authority to
negatively influence the career or employment conditions (including, but not limited to,
appointment, assignment, contract renewal, performance evaluation, or promotion) of other
individuals. Abuse of authority can include a one-time incident or a series of incidents. Decisions
made through the proper use of managerial and supervisory responsibilities are not considered
as abuse of authority.

3.1.4 No harassment

33. Harassment, as defined in the PAAC, is any behaviour that (i) is directed at another person and
has the effect of offending, humiliating, or intimidating that person; (ii) the person engaging in
the behaviour knows or reasonably ought to know would offend, humiliate, or intimidate that
other person; and/or (iii) interferes with that other person’s ability to carry out her or his functions
at work and/or creates an intimidating or hostile work environment.

11 And any successor thereto.

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34. When it comes to harassment, just like sexual misconduct, it is not the intention but how the
behaviours made the recipient feel that matters.

35. Harassment includes the concepts of mobbing, exclusion, marginalization, humiliation,

screaming/yelling, use of profanity, and physical threats. These behaviours are all strictly
prohibited.

3.1.5 No sexual misconduct

36. The Policy on Preventing and Addressing Sexual Misconduct (PASM),12 addresses prohibited
actions of a sexual nature committed by WHO personnel.13 The term sexual misconduct
encompasses sexual exploitation, sexual abuse, sexual harassment, and other forms of sexual
violence or prohibited sexual behaviour. It includes sexual relations with a child,14 defined as a
“human being below the age of eighteen years” in the United Nations Convention on the Rights
of the Child (UNCRC). Sexual misconduct violates universally recognized international legal norms
and standards, and WHO considers such acts as serious misconduct, which may constitute
grounds for disciplinary measures, including summary dismissal, and criminal prosecution.

37. WHO has zero tolerance towards sexual misconduct and inaction against it. WHO adopts a
victim/survivor-centric, human rights-based approach that places the rights, needs, safety, dignity
and well-being of victims/survivors at the centre of its prevention and response to sexual
misconduct, while respecting the principles of due process for all parties.

38. Members of the local communities served by WHO may be subjects of sexual misconduct at the
hands of WHO staff members and collaborators. Sexual misconduct has a devastating impact on
victims and survivors and undermines the very vision and mission of WHO. Whenever sexual
misconduct occurs, it signals a failure of the trust and confidence that is placed in WHO as an
organization and in those engaged by WHO.

39. We are expected, to the fullest extent possible, to support the Organization, as necessary, to
prevent, detect, and respond to sexual misconduct. WHO personnel with a supervisory function
have additional responsibilities in this regard. We also have an obligation to promptly report any
concerns of sexual misconduct to Internal Oversight.

40. Sexual misconduct thrives in a silent bystander culture. The Organization is committed to
strengthening the knowledge and skills of staff and collaborators to prevent, identify, and report
any form of sexual misconduct, and ensure the safety, support, and protection from retaliation of
victims, survivors, and witnesses who raise concerns of sexual misconduct.

41. We shall at all times work and behave in a manner that respects and fosters the rights of the
people served by WHO. For this reason, we must be vigilant and rigorously refrain from any

12 And any successor thereto.

13 The PASM identifies actions that are considered incompatible with organizational commitments and standards. As such, it is
irrelevant whether certain practices are legal or customary in the country of origin of workforce members or in their duty station.
They are still considered prohibited actions under the WHO internal framework.
14 Convention on the Rights of the Child (General Assembly resolution 44/25 of 20 November 1989). This excludes situations of

consensual sexual relations where a WHO staff member is legally married to someone under the age of 18 but over the age of majority
or consent in both the WHO staff member and spouse’s country of citizenship.

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 action that may suggest or imply that a sexual act may be demanded as a condition for
protection, material assistance, or service.

3.1.6 No violence, weapons, drugs, or alcohol abuse in the workplace, and a smoke
free environment

42. WHO condemns any form of violence or threat of violence, whether committed on office
premises or elsewhere. Such behaviour shall be cause for disciplinary or other action.

43. Carrying weapons or fake weapons on WHO premises, in WHO vehicles, or any place where WHO
conducts business is strictly prohibited.15 Anyone of us who is acting in contravention of this
provision must be reported to Security Management or equivalent in our duty station,
immediately.

44. The use of illegal drugs and harmful use of alcohol is also prohibited by WHO. Substance abuse is
incompatible with the health and safety of our workplace. We are all expected to exercise good
judgement and not engage in any behaviour that may adversely affect our performance, may be
harmful to ourselves or to fellow colleagues. For any further concerns or questions about drug or
alcohol abuse, Staff Health and Wellbeing, or regional staff physicians can provide confidential
advice.

45. WHO is a smoke free environment and does not recruit smokers or other tobacco users who do
not indicate a willingness to stop smoking in line with the Policy on non-recruitment of Smokers
or other Tobacco Users.16

3.1.7 Fair and respectful provision of feedback on performance

46. Supervisors are responsible for delivering results and for managing personnel they supervise. This
includes creating and enabling an open and respectful environment where we are able to express
our opinions and concerns and promote good performance. It also includes taking responsibility
for assessing the performance of the staff members under our supervision in a timely manner,
which involves addressing issues and making comments indicating areas in need of improvement.
In this regard, the provision of timely and constructive feedback, the reasonable expression of
disagreement, admonishment, criticism, or similar action regarding work performance, conduct
or related issues, constitutes part of normal supervisory and management duties and does not
normally amount to harassment, abuse of authority, or discrimination.

47. WHO is committed to a performance assessment mechanism that is objective and fair.
Disagreements with work-related matters or administrative decisions, such as transfers,
reassignments, distribution of tasks, promotions, or contract extensions, can be addressed by
established mechanisms under the WHO Staff Regulations and Staff Rules, such as the
Performance Management and Development Framework.

15 This prohibition does not extend to host government law enforcement officials or authorized professional security staff at duty
stations.
16 And any successor thereto.

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 3.1.8 No unauthorised recording

48. The unauthorised recording of supervisors, colleagues, meetings, stakeholders, or the public we
serve is strictly prohibited and may be subject to disciplinary sanctions. Not obtaining informed
consent and violations of privacy and trust are not tolerated by WHO.

3.2 Promoting diversity

49. WHO respects and values the diverse background and cultures of its personnel. Because we
operate in a multicultural environment, we must remain mindful and loyal to WHO, and ensure
that we adhere to WHO ethical principles and core values above our own personal beliefs,
opinions, preferences, or habits. We must consider how our behaviours and/or actions may be
perceived by others and be accountable for our own actions. We must consider and address
operational barriers and challenges to ensure accessibility and inclusiveness.

3.3 Child protection

50. WHO has a fundamental obligation to ensure the safety and well-being of children. This duty of
care includes protecting children from harm as a result of poor practice, or design, or delivery of
the Organization’s activities or operations. WHO ensures that child protection is integrated in its
daily work, including in monitoring, policy-making and research activities, or sexual misconduct
under the PASM. WHO prohibits such behaviours and will fast track processes to investigate such
cases, collaborate with legal and judicial processes, and take disciplinary sanctions including
summary dismissal, as required.

51. In this respect, WHO complies with the UNCRC and with relevant laws in the countries in which
it operates.

3.4 Gender equity and gender equality

52. WHO is committed to gender equity and gender equality. We drive positive change to build a
respectful workplace culture underpinned by trust, dignity, and fair treatment of all colleagues
at every level.

53. Gender equity means fairness of treatment for every individual, regardless of their self-reported
gender identity, according to their respective needs. This may include equal treatment or
treatment that is different but considered necessary to enable their equal participation in terms
of rights, benefits, obligations, and opportunities in their professional life.

54. Gender equality means that the different behaviours, aspirations, and needs of every individual,
regardless of their self-reported gender identity are considered, valued, and favoured equally
and that they will be treated equally in respect of their rights, responsibilities, and opportunities.

55. WHO recognizes that supporting gender equity and gender equality is of paramount importance
to ensuring a technically strong WHO and a workplace free from discrimination and harassment
including discrimination and harassment based on sexual orientation, gender identity, gender
expression, and sex characteristics. The Gender Parity Policy sets accountability targets for
gender equality throughout the Organization, reinforces gender response recruitment practices,

9
 and a supportive organizational culture with flexible work arrangements and information tools,
learning and development, spouse employment, and mentoring programmes.

3.5 Work-life balance

56. Work life balance is the positive relationship between work and other equally important activities
in life, such as family, leisure, or other activities.

57. In light of the importance and benefits of an appropriate work-life-balance in terms of job
satisfaction, motivation, workplace productivity and overall work environment, WHO supports a
healthy workforce and has an open attitude to issues that can affect individual work life balance.
To this end, WHO has established a Flexible Working Arrangements Policy17 for a modern and
productive workforce, which are intended to help us deliver results in an accountable and efficient
way.

3.6 Environmental responsibility

58. WHO is committed to demonstrating that it is an environmentally responsible Organization by

actively considering the consequences of decisions, policies, and actions on ecosystems and the
people who depend on them and striving where possible to enhance the wellbeing of people and
ecosystems and to minimize negative consequences.

59. In this regard, we must strive to minimize the environmental impact of all aspects of our
operations through:
a. Efficient and effective use of resources, and, as much as possible through the sustainable
use of renewable resources (e.g., proper disposal of materials or equipment).
b. Ensuring that business decisions, particularly those including procurement and transport,
reflect the need to minimize the ecological footprint of the Organization, in particular:
(i) Giving attention to environmental standards of companies when buying their
products and emphasize this in the applicable procurement policies.
(ii) Aiming to limit the number of travels to those really needed, avoid multiplying the
number of events, and reduce the size of delegations to events.
(iii) Promoting the use of teleconference as an alternative to physical meetings.
(iv) Working with partners and suppliers whose practices abide by environmentally
sound standards and criteria and with those who actively strive towards the
adoption of such practices or where WHO sees an opportunity for change, in line
with programmatic engagement and delivery.
(v) Ensuring sustainable waste management practices in all WHO offices.

60. Any environmental concerns (e.g., incorrect disposal of medicines that WHO procures in
accordance with the national law of the country and in light with environment considerations)
should be reported to Internal Oversight through the Integrity Hotline.

17
And any successor thereto.

10
Section 4 - Ethical conduct

61. Our private life is generally our own concern. However, there may be situations where our
personal conduct and activities outside the workplace, even if unrelated to official duties, may
reflect upon the Organization. We should accordingly be aware of the potential impact of our
private behaviour upon the image and interests of WHO.

4.1 Respect for the law

62. We are required to observe local laws and to honour our private legal obligations at all times. This
includes, for example, obeying local traffic laws, paying our debts and family support obligations,
and avoiding activities that are illegal in the country of our duty station. Where there is a conflict
between national laws and UN standards, guidance should be sought from Legal.

63. Moreover, we must avoid any action that could be perceived as an abuse of the privileges and
immunities conferred on WHO. Privileges and immunities for actions taken in the name of WHO
can be waived by the Director-General in certain situations. If the Organization is made aware
that you have violated local laws, the Organization will normally refer the matter to national
authorities.

4.2 Personal conduct in private life

4.2.1 Conduct outside of work

64. While WHO respects our privacy and does not aim to interfere in our personal lives and behaviour
outside the workplace, instances may arise where our behaviour outside of work and the
behaviour of our family/household members may have an adverse impact on the reputation and
interest of the Organization.

4.2.2 Domestic abuse (including child abuse) and intimate partner violence

65. Domestic abuse and violence are not private concerns. Such actions are contrary to the
Organization’s ethical principles and values that adversely affect the image and interest of WHO
and undermine WHO commitment to doing no harm. WHO views domestic abuse and intimate
partner violence as a serious transgression of expected standards of conduct and will not tolerate
such conduct by its personnel.

66. If you are, or suspect that you may be, a victim of domestic abuse or violence, you are strongly
encouraged to report it to the police in the location where you live. Legal, Human Resources, or
Staff Health and Wellbeing, may be contacted for advice in this respect.

67. If concerns about the possible involvement of WHO personnel in domestic abuse and violence or
child abuse are brought to the attention of WHO by local or national authorities, WHO will
cooperate with these authorities. Anyone who is found to have committed acts of domestic
abuse, violence, or child abuse may also be subject to disciplinary proceedings, including summary
dismissal, where appropriate.

11
 4.2.3 Domestic workers

68. When hiring private service providers, such as domestic workers, we need to be aware that there
may be a risk of a perception of abuse of power if we do not exercise the necessary caution and
comply with relevant labour laws of the country we are in. The economic gap existing in some
duty stations between international civil servants and the local populations can make any
association between them appear as a privilege and a position of advantage. In this respect, we
are strongly encouraged to ensure that we hire domestic workers through reputable local
agencies. If this is not possible, before hiring an individual directly, we must ensure that all the
correct paperwork is in place (including immigration paperwork, as appropriate), that the worker
is paid in accordance with the local laws and at least the minimum wages of the relevant duty
station, and that all the necessary tax regulations, local, and employee insurance requirements
have been complied with.

69. When hiring domestic workers while working at WHO, we must ensure that their conditions of
employment are in line with the locally accepted norms governed by local law or custom. We are
encouraged to discuss the existence of such an employment relationship with Human Resources
and/or Ethics in order to establish clarity in what could otherwise become an ethically ambiguous
situation.

70. Any violence or abuse towards/of domestic workers will not be tolerated and be dealt with in
accordance with the applicable WHO regulatory and policy frameworks, and/or local and national
laws, where necessary.

4.3 Managing conflict of interest

71. Conflicts of interest may arise when our personal interests interfere with the performance of our
official duties or call into question our integrity, independence, and impartiality.

4.3.1 Definitions

72. A conflict of interest occurs when private interests (financial, personal, or other non-WHO
interest or commitment) interfere, or appear to interfere, with our ability to act impartially, to
discharge our functions, and to regulate our conduct with the interests of WHO only in view. It
does not mean that we are actually conflicted: the perception of a conflict of interest alone may
create a negative image. Promptly disclosing and managing the conflict is essential to avoiding
potentially damaging consequences.

73. A conflict of interest represents high-risk situations that need to be addressed. Ethics provides
confidential advice to address possible and identified conflicts of interest in order to maintain
the expected principles of integrity, independence, and impartiality.

4.3.2 Declarations of interest

74. While working for the Organization, we are subject to the authority of the Director General only.
This means that we shall neither seek nor accept instructions from any government or other
authority external to the Organization. We must always base our actions and decisions, and

12
 regulate our conduct, with the interest of WHO only in view. The Organization’s priorities must
always be placed ahead of our personnel interests, the interests of family or friends, or those of
a government, Member State, donor, or partner.

75. Staff members grade P5 and above, as well as those in certain departments and functions, i.e.,
anyone with procurement requestor and approval rights, are required to take part in an annual
exercise to submit a Declaration of Interest (DOI) form. All new WHO personnel are also requested
to submit a DOI form upon recruitment with the Organization.

76. We are expected to make prompt and full disclosure of any potential conflict of interest by
seeking advice from Ethics on a confidential basis, and/or consulting our supervisors as to the
appropriate action, including whether we should recuse ourselves from the situation that is
creating the conflict or the appearance of a conflict.

77. The contribution of external experts is also essential to the work of WHO. When working with
external experts, we are required to ensure that they have disclosed any circumstances that could
give rise to a conflict of interest related to the subject of the activity in which they will be involved
by ensuring they have completed a DOI form. The interests disclosed must be assessed by WHO
before the expert can be engaged. Advice and guidance are available from Ethics to decide
whether a disclosed interest constitutes a conflict of interest, and to determine if and under what
conditions the expert can be retained. Failure to ensure adherence to the declaration of interest
process by experts can reflect negatively on WHO, whose independence and impartiality may be
overshadowed by engaging with external individuals who have conflicts of interest. If you are
working with external parties, you are expected to familiarize yourself with the Guidelines for
Declaration of Interests (WHO Experts)18 and Information Note 22/2014.19

78. Regarding financial interests, we should also not have any financial interests that may profit, or
appear to benefit, from our work at WHO. The annual declaration of interest exercise, conducted
by Ethics, helps to maintain and enhance trust in the integrity of the Organization by identifying,
managing, and mitigating the risk of personal conflicts of interest. When a conflict of interest is
identified, Ethics will provide guidance on how it must be addressed. This may include the need
to cease certain outside activities or divesting ourselves of certain financial holdings.

4.3.3 Family and personal relationships in the workplace

79. Family ties or personal relationships may affect or appear to affect our impartiality and job
performance. We must avoid situations where our professional judgment could be affected in
this manner (e.g., contracting a company owned by a family member, recruiting, and selecting
new staff members, etc.).

80. For these reasons, no appointment shall be granted to a person who has any of the following
relationships with us: father, mother, son, daughter, brother, or sister. Spouses of staff members,
however, may be employed by WHO provided they are fully qualified for the position, and they
are not given any preference for appointment by virtue of the relationship to us. However,

18
Declaration of Interests (WHO Experts).
19 And any successor thereto.

13
 spouses cannot be in a supervisory or subordinate position to staff members in accordance with
Staff Rule 410.3.

81. Similarly, staff members cannot participate in any activity that involves the hiring, dismissal or
other disciplinary measure, advancement, promotion, demotion, evaluation, or supervision of our
spouse, ex-spouse, or anyone who is closely related to us by blood or marriage, including a
previous marriage, or with whom we are, or were previously, involved in a significant personal
relationship or close friendship.

82. If we become aware that a person closely related to us by blood or marriage, has applied for a
position with the Organization, we should advise Ethics or Human Resources in HQ, and the HR
managers and DAFs in the regional and country offices, as appropriate.

83. We are also expected to remove ourselves from selection or procurement activities involving
individuals who are well known to us on a personal level, to avoid claims of favouritism or bias in
the hiring process.

84. Intimate relationships among colleagues in the workplace must not impact our professional
responsibilities or the work environment. Such relationships must remain entirely consensual,
without any form of coercion, exploitation, or abuse of power. If we become involved in an
intimate relationship that involves a hierarchical or supervisory relationship, it should be disclosed
to our supervisor, if appropriate. In any event, we are required to disclose it to Ethics and to the
Senior Human Resources Officer to ensure such relationships can be addressed in accordance
with the relevant WHO regulatory and policy frameworks. Within WHO, intimate relationships
with interns or volunteers of WHO or the UN are strongly discouraged, whenever there is a power
differential.

4.3.4 Outside employment, external activities, and board positions

85. While working for WHO, we are expected to devote our full time and attention to our work duties
and responsibilities. We cannot undertake any outside work or activities that may interfere with
our ability to carry out our role at WHO, either in terms of time and energy or by being
incompatible (or perceived as incompatible) with our status as a WHO personnel. WHO does,
however, generally support, and approve activities that contribute to our professional
development and further the Organization’s mission.

86. If we are seeking to pursue an outside activity in addition to our employment with WHO, we are
normally required to obtain prior written authorization from Ethics.

87. As a general rule, we may not accept financial remuneration from external sources, engage in
fundraising for external entities, or purchase or start our own business. However, when
remuneration is offered that is compatible with our status as an international civil servant, for
example, fees and honoraria for lectures or academic papers, and provided we obtain prior
permission from Ethics, we may accept such remuneration.

88. If permission for an outside employment, external activity, or board position is granted, we may
be required to act in our private capacity and on our own time. We must make it clear to the

14
 organizers and participants in such activities, including employers, that we are acting in our
personal capacity and not as a representative of WHO.

89. WHO does not allow us to carry out managerial or executive functions in a private capacity in an
outside entity. Any exception, such as board memberships, would require approval by the
Director-General.

90. We should all be familiar with Information Note 14/2015 on Outside Activities (engagement in
outside employment or occupation).20

4.3.5 Political activity

91. WHO supports our right to vote in our national systems. While membership in a political party is
permitted, the membership cannot require us to take part in any action that is inconsistent with
or would reflect adversely upon the independence and impartiality required by our WHO status
(e.g., racist parties or groups that advocate violence).

92. This means that we may not take part in political demonstrations, publicly criticize governments,
or run for or hold a political office at any level while working for WHO. The glorification of violence,
incitement of hate against specific groups of society such as ethnic, national, or religious
minorities, or any segments of society is not accepted. If a spouse is involved in politics, we may
be restricted from taking part in certain activities to preserve our independence and impartiality.

93. We may not participate in political activities, including, but not limited to, running for or holding
local or national political office, while employed by WHO. While we may vote and belong to
political parties, we must exercise discretion at all times in our personal political activities and
opinions and may not participate in campaigns for fundraising or other campaign activities.
Specific guidelines are available for staff members who are candidates for WHO elections. The
Office of the Legal Counsel should be contacted for further information or queries in this subject
area.

4.3.6 Right of association

94. In line with Article VIII of the Staff Regulations and Section 9 of the Staff Rules, staff members
have the right to associate in a formal organization for the purpose of developing staff activities
and making proposals and representations to the Organization concerning staff policy and
conditions of service.

4.3.7 Social or charitable activities

95. Private, non-remunerated activities for social or charitable purposes which have no relation to
our official functions or to WHO and take place outside working hours or during periods of
authorized leave, may be engaged in at our discretion. We shall in every instance, however,
ensure that the activity is and remains compatible with our status as international civil servants.

20 And any successor thereto.

15
 4.3.8 Educational pursuits

96. Enhancing education outside of working hours or while we are on authorized leave may be
engaged in at our discretion.

4.3.9 Acceptance of gifts, decorations, and honours

97. Receiving gifts, awards, entertainment, hospitality, or honours in connection with our work can
appear to create an obligation to the benefactor that can damage WHO reputation by calling into
question its independence, integrity, and impartiality.

98. We should never solicit gifts or favours in connection with our official duties. Gifts that are offered
should not be accepted if this would give the appearance of impropriety or bias or would appear
to call into question the independence and reputation of WHO. However, a gift may be accepted
when it could cause embarrassment to refuse it, particularly where the gift is inexpensive.

99. Gifts received in connection with our work that are valued at less than US$ 100 may be kept
without a need to inform Ethics. However, if the value of the gift could or does exceed US$ 100,
authorization must be sought from the Director-General or Regional Director, through Ethics.
Ethics will provide advice as to whether the gift may be kept or returned.

100. Before accepting any honour or decoration in relation to our work, we must inform and seek
authorization from the Director-General or Regional Director, through Ethics. If authorization is
given, we must acknowledge, when receiving the award, that it is being conferred in recognition
of our work for WHO. In cases where the honour or decoration is in recognition of services
unrelated to our official duties or terms of reference with WHO, the Organization may permit us
to accept such recognition in our personal capacity, subject to the prior agreement of Ethics.

101. Similarly, in situations where we are involved in organizing an event or function that will be
attended by external stakeholders, we must exercise restraint in the allocation of WHO resources
for such purposes. The provision of gifts for attendees should normally be avoided to prevent any
questions of intent.

4.3.10 Donations

102. Financial donations to WHO and donations-in-kind are gratefully received but must always be
directed and received through the proper channels within Finance. If you are approached by an
external party wishing to make a donation to WHO, you must refer them to Awards and Accounts
unit, to ensure that the donation can be properly recorded and received through the appropriate
accounting channels.

103. As the source of funds must always be verifiable, donations in cash cannot be accepted.

4.4 Protecting WHO resources

104. We have access to WHO assets and resources, such as funds, computer systems, telephones,
supplies, vehicles, etc. We are responsible to use them appropriately and to protect WHO

16
 property from loss, misuse, and waste, in accordance with the Acceptable Use of Information and
Communication Systems Policy.21 Along with physical items, WHO assets also include intangible
resources such as time, information, and technology.

4.4.1 Use of official time

105. To the extent possible, personal tasks and commitments should not be undertaken during
working hours, either by ourselves, or by other colleagues on our behalf or at our request.
Similarly, we must not allow outside activities to affect our ability to perform our functions for
WHO, even when the outside activity has been approved.

106. In order to demonstrate professional and ethical conduct, we must identify any private
telephone calls made from an office or a WHO mobile telephone or similar equipment, in
accordance with the Acceptable Use of Information and Communication Systems Policy.22

4.4.2 Use and protection of information

107. We are obliged to use and protect the security of any confidential information provided to, or
generated by, the Organization. To avoid any unauthorized disclosure, we must exercise caution
in our handling of confidential information.

108. Unless the receipt or disclosure of confidential information to external parties is the subject
of an agreement or Protocol approved by Legal, we must not share WHO confidential information
or accept confidential information from another party unless such action is duly authorized and
approved, and the other party has signed a confidentiality undertaking. The Privacy Officer or
Legal should be contacted for guidance and assistance.

109. In addition, we must not use information known to us because of our official duties for our
private advantage, for example, in our personal dealings. This requirement applies even after we
cease employment with WHO. If we become aware of other staff members’ personal information
due to our functions, we have a duty to respect their privacy and handle personal data with care
and discretion.

110. Unauthorised sharing of WHO confidential information or improper acceptance of

confidential information from another party may be subject to disciplinary action.

111. Throughout our work, including for norms setting purposes, WHO may acquire proprietary
information about other organizations and entities, as well as individuals. This information is
privileged and must be treated with sensitivity and discretion. We must use such information only
in the context and for the purpose it was provided, and we must share it only with those who
have a legitimate need to know.
4.4.3 Office technology

112. Professional conduct requires that we devote our time during working hours to the official
activities of WHO. It requires that any personal use of office equipment, in particular internet,

21 And any successor thereto.

22 And any successor thereto.

17
 e-mail and telephone usage, be kept to a minimum, not conflict with the interests of WHO, and
be in line with expected conduct. Moreover, any such use must not disrupt the work of colleagues,
or over-burden internal networks.

4.4.4 Data and records

113. WHO relies on us to record and report accurate, honest, and complete information.
Misrepresentation and inaccurate records can lead to an erosion of trust in WHO across a number
of fronts, from our internal justice system to how we report to our Member States and partners.
If we are unsure about the accuracy and completeness of any information, we should never guess,
but do our due diligence or ask for assistance instead. If we believe that any information we have
recorded or reported to WHO or others is incorrect or can lead to misrepresentation, we must
inform our supervisor as soon as possible and Ethics, who will determine the next best steps.

114. All record keeping must be accurate regardless of the format. It is important to follow WHO
guidance on proper record keeping, as well as the appropriate way to dispose of records.
Submission of fraudulent records is a cause for disciplinary action.

4.4.5 Funding and procurement

115. WHO relies on funding provided by Member States and donors. These funds are subject to the
WHO Financial Regulations and Rules, financial, procurement, and accounting policies and
procedures. WHO financial framework ensures that all funds are spent most effectively and
efficiently, for the purposes they are intended for.

116. Any claims for any personal benefits, entitlements, or work-related expenses including Staff
Health Insurance, travel, or benefits such as sick leave, must be truthful, reasonable, and
supported by the necessary documentation.

117.WHO procurement activities are guided by internationally agreed core principles of value for
money, effective competition based on equal treatment, and transparency and accountability.
Therefore, when deciding among competing suppliers, we must be neutral and objective in order
to choose the best supplier. We must not exert, or attempt to exert, influence to obtain special
treatment for a particular supplier. Even the perception of influence can undermine the trust
placed in WHO.

118.The WHO procurement process allows for transparent competition among prospective providers
who must be treated equally. Procurement standards of conduct in WHO ensure that all
individuals directly or indirectly associated with the procurement function are responsible for
protecting the integrity of the process and maintaining fairness, transparency, and equal
treatment of all prospective providers. WHO personnel, in particular individuals associated with
procurement functions, are expected to conduct themselves in line with the principles and
requirement established in Part VI of the WHO eManual.

4.4.6 Physical assets and vehicles

18
119. The property and assets of the Organization are intended for official WHO purposes only. We
are all responsible for ensuring that the resources of WHO, including office supplies and materials,
computers, telephone equipment and vehicles, are used with reasonable care and for official
purposes. In order to demonstrate professional and ethical conduct, we must identify any private
telephone calls made from an office or a WHO mobile telephone or similar equipment, following
the instructions on the WHO intranet or in accordance with the Acceptable Use of Information
and Communication Systems Policy.23

120. WHO vehicles are only to be used for WHO official business purposes. We are not allowed to
use WHO vehicles for personal use without express authorization from the Director General or
Regional General. Authorization for trips unrelated to WHO work is conditional on recovery of full
costs, including fuel, insurance, and mileage for vehicle wear and tear. Requesting that a colleague
or subordinate use a WHO vehicle for our personal benefit is not permitted. When travelling in a
WHO vehicle, we must always wear our seatbelt, obey local traffic rules, including speed limits
and parking restrictions.

4.4.7 Fraud

121. WHO takes a zero-tolerance approach to fraudulent and corrupt practices, meaning that
there are no acceptable excuses for us to engage in fraud, corruption, bribery, collusion, coercive,
or other such similar behaviours.

122. Incidents of fraud and corruption may seriously damage WHO reputation and erode public trust
in WHO, which could ultimately cause suspension or loss of donor funding, thereby negatively
impacting the delivery of the Organization’s mission. Fraudulent and corrupt behaviour impacts
our effectiveness, motivation, and morale as well as our ability to attract and retain a talented
workforce.

123. As defined in the Policy on Prevention, Detection and Response to Fraud and Corruption,24
fraud or fraudulent practice is any act or omission, including any misrepresentation, that
knowingly misleads, or attempts to mislead, a party to obtain any financial or other benefit or to
avoid an obligation whether for oneself or for others. Corruption or corrupt practice is the
offering, giving, receiving, or soliciting, directly or indirectly, of anything of value to influence
improperly the actions of another party. Corruption may reflect an abuse of power and/or
improper use of resources for private gain.

124. All incidents of suspected fraud or corruption must be reported to Internal Oversight. Subject
to an initial review by Internal Oversight, such reports will be investigated in accordance with the
Internal Oversight Investigation Process. Disciplinary measures and other actions will be pursued
by WHO against perpetrators of fraud, including recovery of funds, termination, referral to local
or national authorities, administrative and judicial authorities at national level, as deemed
necessary and applicable by the Organization.

23 And any successor thereto.

24 Unless otherwise defined in any successor thereto.

19
 4.4.8 Enterprise risks

125. WHO is exposed to a variety of external and internal influencing factors that create
uncertainty regarding the realization of organizational goals. The effect of this uncertainty on
organizational objectives is also referred to as “risk”. Some of these risks may be ethical in nature,
such as the risk of bribery, corruption, fraud, embezzlement, kickbacks, misuse of confidential, or
proprietary information etc.

126. We each have an obligation to mitigate risks facing WHO by reporting concerns we have (by
following procedures in the WHO regulatory and policy frameworks), and by following controls
and other mandated steps to lessen the Organization’s exposure to these risks.

4.5 Protecting WHO interests and reputation

4.5.1 Intellectual property, publications

127. All rights, including title, copyright, and patent rights, in any work or invention produced or
developed by us as part of our official duties, is the property of WHO.

128. WHO has the right to use such work in any manner it deems appropriate, including by
choosing to publish or not to publish the work, to make changes to the work, and/or to use the
work in a different way than originally envisaged. Any material produced by us for external
publication, must comply with the established clearance procedures, copyright, and patent rights,
as well as WHO publishing policies. A contribution to an external publication is defined as:
a) A text prepared in the normal course of duty and attributed to WHO personnel and
published externally; or
b) A text prepared outside the normal course of duty but related to the work of WHO
and attributed to WHO personnel and published externally.

Texts prepared as WHO personnel

129. All information products published externally should be scientifically sound and published in
accordance with the Policy on Open-access and the publisher's quality assurance policies,
including peer review, and disclosure of potential conflicts of interest. Such contributions may
include journal articles, book chapters, letters, commentaries, journal editorials, prefaces,
reviews, or forewords that relate to the work of WHO personnel and identify them as employees
of WHO. We are also required to follow the applicable eManual provisions on Publications
concerning theses and dissertations, with particular focus on projects that relate to the work of
WHO personnel or that reflect the Organization's work.

Texts written in a personal capacity

130. Texts we write in our personal capacity and in our spare time on subjects having no direct
relationship to the work of the Organization are not subject to clearance and are the personal
responsibility of the author. In exercising this responsibility, we should give full weight to the
implications of our publication in line with the provisions regarding outside activities. Such texts
should bear no indication that the author is or was a WHO personnel. Any remuneration received
for such publications will need to be approved by Ethics prior to producing the written material.

20
 4.5.2 Media relations and public statements

131. Authorization to speak to the media can only be granted on subjects within our area of
responsibility and expertise. That being said, we should bear in mind that we speak for WHO and
not as an individual, an academic, or an independent expert in our field.

132. Before speaking, we must seek advice from our supervisor, Communications, or Ethics, as
appropriate. We should take part in communications training offered by WHO through
Communications if speaking to the media is a possibility. In addition, we should bear in mind that,
if authorized, remarks made to journalists might be important to colleagues elsewhere in the
Organization. Therefore, we must keep relevant colleagues, including Legal, informed about the
work we do with the media, scientific media, and journals.

133.WHO collaborators are not permitted to speak to the media on behalf of WHO at any time.

4.5.3 E-mails and social media

134. WHO encourages the use of official and individual social media accounts to promote the
objectives and work of the Organization. However, inappropriate use of e-mail or social media
both privately and professionally may expose the Organization to risks including but not limited
to spreading harmful misinformation, infringing on the copyrights of others, or compromising
WHO reputation, independence, and credibility.

135. WHO has developed a Global Social Media Policy25 to promote the consistent use of and
ethical conduct on social media in accordance with the WHO regulatory and policy frameworks.

136. We are all expected to anticipate the manner in which our e-mails or social media activities
may be viewed, and the potential and actual impact of these activities. We should never engage
in social media activities that can serve to embarrass ourselves, our colleagues, or WHO. We are
required to exercise good judgement prior to sending information by way of e-mail or posting
information on the social media. If in doubt, we should report any perceived risks to
Communications or Ethics, as appropriate.

4.5.4 Scientific conduct and research

137. As detailed in WHO Code of Conduct for Responsible Research and the Policy on Misconduct
in Research,26 WHO is committed to research integrity, and promotes high quality research that
is ethical, expertly reviewed, efficient, accessible, transparent, carefully monitored, and rigorously
evaluated.

138. WHO supports research in a variety of ways and ensures that all of its public health and
research interventions are founded upon a robust ethical framework and is committed to
developing and promoting ethical, evidence, and human-rights-based guidance for the
development of health policies, and guidelines. All WHO research projects involving human

25 And any successor thereto.

26 WHO Information Note 49/2017 or any successor thereto.

21
 subjects must undergo a formal ethics review provided by the Research Ethics Review Committee
to ensure that they are conducted in a manner that respects the dignity, safety, and rights of
research participants.

139. We are expected to demonstrate exemplary behaviour in research, reflecting personal

commitment though responsible action. We also must apply the highest standards of scientific
integrity as detailed in the WHO Code of Conduct for Responsible Research and the Policy on
Misconduct in Research and are responsible for ensuring adherence to WHO standards.

140. Scientific and/or research misconduct is considered as professional misconduct in WHO and
is liable to disciplinary measures. As such, we must report it according to the WHO procedures
for dealing with allegations of misconduct in research.27 Scientific and/or research misconduct
damages science, amounts to a misuse of the Organization’s funds, and undermines the trust of
the public in WHO.

4.5.5 Relations with non-State actors

141. WHO also engages with non-State actors, i.e., nongovernmental organizations (including civil
society groups), private sector entities (including business associations), philanthropic
foundations, and academic institutions. In developing relationships with such non-State actors,
WHO integrity, independence, credibility, and reputation must be ensured and the scientific and
evidence-based approach that underpins WHO work must not be compromised.

142. When we interact with non-State actors, we must comply with the WHO Framework on
Engagement with non-State Actors (FENSA) and relevant procedures.28 This Policy provides a set
of rules and procedures to facilitate our engagement with non-State actors. It represents a firm
basis for strengthening engagement and it helps balancing risks against expected benefits while
protecting and preserving WHO integrity, reputation, and public health mandate.

143. WHO applies a strict position with regards to some industries. In this regard, WHO does not
engage with the tobacco industry or non-State actors that work to further the interests of the
tobacco industry. WHO also does not engage with the arms industry. In addition, WHO will
exercise particular caution, especially while conducting due diligence, risk assessment, and risk
management, when engaging with private sector entities and other non-State actors whose
policies or activities are negatively affecting human health and are not in line with WHO policies,
norms, and standards, in particular those related to noncommunicable diseases and their
determinants.

4.5.6 Relations with third parties, external partners, contractors, NGOs, vendors

144. Third parties, including vendors and suppliers, NGOs, partners, or private sector organizations
are often engaged by WHO. The formal procurement process, which generally includes a
competitive bidding and approval process, must be followed and only those of us with the
appropriate authority can bind the Organization to a contract with a third party.

27 WHO Information Note 49/2017 or any successor thereto.

28 WHA Resolution 69/2016 and Section XVIII.1 of the WHO eManual.

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145. All vendors and suppliers are expected to meet or exceed WHO expectations with regard to
ethical behaviour and business practices. They must agree to abide by the provisions of this Code
and other WHO policies addressing standards of conduct, and to adhere to the principles and
meet the standards set forth in the UN Supplier Code of Conduct.29

4.5.7 Relations with governments and other UN agencies

146. While we are expected to maintain courteous relations with the governments of WHO
Member States, we should not interfere with the internal affairs of these governments. In order
to maintain the impartiality required of international civil servants, we must remain independent
of any authority outside of the Organization and our conduct must reflect our independence. For
this reason, we must not seek or obtain, under any circumstance, instructions, or assistance from
any government official, or from any other authority external to the Organization, particularly in
an attempt to:
a) Interfere with the internal deliberations or policy direction of the Organization.
b) Change an unfavourable action or decision, such as non-hiring, non-renewal of a staff
member’s employment contract, or his/her separation or termination from the
Organization. Or,
c) Obtain a promotion, benefit, or any other type of employment advantage.

147. We must exercise caution and refrain from expressing our opinions and beliefs, including
religious beliefs, publicly or engaging in political actions that might interfere with governmental
policies or affairs. Glorification of violence, incitement of hate against specific groups of society
such as ethnic, national, or religious minorities, or any segments of society is not accepted.

148. WHO regularly collaborates with other UN agencies and state entities. Working with others
can present a risk for WHO. WHO therefore requires other parties with whom we engage with to
comply with many of our guidelines and meet our high standards. If you are aware that another
party is acting unethically or not in accordance with the standards set by WHO, you should report
the matter to your supervisor and Ethics, who will provide guidance on next steps.

149. It is important to remember that before you engage with any entity, whether a UN agency or
a government entity, you have to ensure that you have determined that the party you are dealing
with is in fact a UN agency or a government entity or a government official.

4.6 Post-employment obligations

150. Conflicts of interest can relate either to current work but also to past or possible future
employment. For example, when applying or discussing prospective employment outside WHO,
we must refrain from discussing or revealing WHO information that is not in the public domain.
WHO personnel should consult with Ethics or Human Resources to design mitigation measures
(such as recusing ourselves from involvement in matters that could benefit, or could be perceived
to benefit, the prospective employer, and/or a cooling off period before taking up new duties) to
avoid perceptions detrimental to our own and/or WHO reputation. Similarly, individuals on
secondment to WHO should not be performing duties that could benefit, or be perceived to

29 UN Supplier Code of Conduct | UN Procurement Division.

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 benefit, their releasing institution or government, and respect the confidentiality of WHO
information.

151. Upon separating from service with WHO, our obligation of discretion and confidentiality with
regard to official matters does not cease. In particular, we shall not communicate to any person
any information known by us by reason of our former position; nor shall we in any way use such
information to our private advantage. This would include the use of such information to influence
the decisions of the Organization, or the decisions of third party entities, with a view to seeking
employment with such entities. To this end, and to allow for a cooling off period, upon leaving
service, we may not seek employment with a non-State actor not at arm’s length from the arms
and tobacco industries, or in a commercial entity in the pharmaceutical or food and beverage
industries that has been involved in the work they have conducted for WHO without the express
authorization of Ethics for a period of two years. Similarly, if our functions included the provision
of legal, procurement, policy services, advice, or representation of WHO personnel within the
Organization, we may not engage in the provision of such services, advice, or representation in
a private or commercial capacity without the express authorization of Ethics for a period of two
years.

152. Former WHO personnel who make public statements about WHO in the media or publish as
former WHO personnel need to seek authorization from Ethics for a period of two years after
separating from the Organization.

Section 5 - Obligations and Consequences

5.1 Duty to Comply

153. Our failure to fulfil our functions and responsibilities at an acceptable level may be resolved by
appropriate managerial action. However, actions or omissions that constitute a failure to adhere
to the standards of conduct set out in this Code and the applicable WHO regulatory and policy
frameworks will be investigated. Where misconduct is established following an investigation,
disciplinary proceedings will be initiated against us in accordance with our terms and status of
engagement.

154. Supervisors have an additional responsibility to (i) always set an example by behaving in
accordance with this Code, ensure that their teams are familiar with this Code and to act
accordingly; (ii) prevent and respond to transgressions of the Code; and (iii) create and maintain
working environments where such transgressions are prevented, minimized, and mitigated
according to the regulatory and policy frameworks of the Organization.

155. WHO, through Ethics and other officials responsible for accountability functions (e.g.,
Procurement), shall provide individual support to WHO personnel and supervisors on the
implementation of this Code and other ethical issues, as appropriate.

5.2 Duty to Report

156. We all have a duty to report wrongdoing, including abusive conduct, sexual misconduct, fraud
and corruption, in accordance with the appropriate policies and procedures. There is #NoExcuse
not to report.

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157. Complaints can be submitted by e-mail to (i) investigation@who.int, (ii) through the WHO
Integrity Hotline, or (iii) as otherwise addressed in WHO policies and procedures. All complaints
will be reviewed and investigated by Internal Oversight, as may be necessary. We are not
permitted to investigate allegations of wrongdoing ourselves. The investigators of Internal
Oversight are specially trained and mandated to deal with all reports and complaints of alleged
misconduct.

158. WHO is committed to ensuring compliance with WHO regulatory and policy frameworks. When
wrongdoing is suspected, or where we may need guidance or may fear retaliation, we can reach
out to Ethics, an Ombuds, Prevention of and Response to Sexual Misconduct, Human Resources,
Staff Health and Wellbeing, or the Staff Association, as appropriate, for advice and support. These
resources will help us to understand whether or not information should be reported, the
applicable processes, our options, and the resources that are available.

159. The Organization is committed to support all of us to speak up, to facilitate the reporting of
wrongdoing, to ensure a prompt and effective response to reports of wrongdoing, not retaliating,
and to protecting staff, and others, who honour their duty and obligation by coming forward. By
reporting suspected wrongdoing in good faith, we are entitled to protection against retaliation in
accordance with the provisions of the Policy on Preventing and Addressing Retaliation.30
Retaliation itself constitutes misconduct and any member of WHO personnel who engages in
retaliation may be subject to disciplinary measures or other applicable sanctions.

5.3 Consequences for non-compliance

160. Integrity is doing the right thing even if no one is watching.

161. This principle is valued and expected of all WHO personnel. WHO expects each of us to act
honestly and professionally, with integrity, at all times. If we fail to uphold WHO regulatory and
policy frameworks, standards of conduct, local laws and/or our personal legal obligations, we are
likely to face an Internal Oversight investigation and we may be subject to disciplinary measures.
This includes demotion, financial recovery, (summary) dismissal, or termination, and even referral
to local authorities for possible criminal prosecution, where appropriate.

30 And any successor thereto.

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Annex – Contact information

We are recommended to consult the following services and entities for advice or support, where
appropriate:

• Ethics Unit, Department of Compliance, Risk Management and Ethics (CRE)

E-mail: ethicsoffice@who.int
Intranet: About CRE (who.int)

• Internal Oversight Services (IOS)

E-mail: investigation@who.int
Intranet: Office of Internal Oversight Services (who.int)

• WHO Integrity Hotline (managed by IOS)

Intranet: WHO Integrity Hotline

• Office of the Ombudsperson and Mediation Services (Ombuds)

E-mail: ombudsman@who.int
Intranet: Office of the Ombudsperson (who.int)

• Staff Health and Wellbeing (SHW)

E-mail: shws@who.int
Intranet: Staff Health & Wellbeing Services (who.int)

• Prevention of and Response to Sexual Misconduct (PRS)

Intranet: Preventing and Responding to Sexual Exploitation (who.int) and extranet: Preventing
and Responding to Sexual Exploitation, Abuse and Harassment (who.int)
E-mail: PRSEAH@who.int

• Human Resources and Talent Management (HRT)

Intranet: Human Resources and Talent Management (who.int)

• Office of the Legal Counsel (LEG)

Intranet: Office of the Legal Counsel (who.int)

• Department of Finance
Intranet: Department of Finance (who.int)

• Department of Communications
Intranet: Department of Communications (who.int)

• Staff Association
Intranet: HQ Staff Association (who.int)

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