CODE OF

CONDUCT
FOR EMPLOYEES OF
THE INTERNATIONAL COMMITTEE
OF THE RED CROSS
IN BRIEF
Disclaimer
The photographs in this booklet are for illustrative purposes only. No connection
between the people or places depicted and any actual misconduct case is intended or
should be inferred.
 ICRC
Dear colleagues,

Trust has always played a critical role in By synthesizing the principles that should
our organization’s ability to respond to guide our conduct when working for the
crises and alleviate suffering in extraor- ICRC and expressing them in the same
dinarily challenging environments. We, as manner for all employees throughout the
one of the world’s leading humanitarian world, the Code of Conduct is intended to
organizations, must successfully combine unite all of us in a shared understanding
high performance with integrity and trust. of ethics and behaviour and related rights
and obligations.
This Code of Conduct contains essential
principles and rules that reflect the values If you witness potential violations of the
underpinning the ICRC’s mission to pro- Code of Conduct, you can find out in this
tect and assist people affected by armed booklet where to seek help, what mech-
conflicts and other situations of violence. anisms exist to provide you with advice
It seeks to uphold the high standards of on informal and formal responses to
integrity and professionalism that we the situation, and how to make a formal
all hold dear, establishing an ethical and complaint.
behavioural framework that all of us are
expected to abide by in our daily work. I know the vast majority of ICRC staff do
their very best to safeguard the ICRC’s
The Code of Conduct also serves as a ability to achieve institutional excellence
declaration to beneficiaries, donors and with integrity. Thank you all for your
the public about the way we operate and steadfast commitment to making a real
the value we place on maintaining our difference in the lives of people suffer-
high standards of trust, integrity and ing the consequences of war and armed
professionalism. violence in some of the toughest places
around the world.
The principles and rules set out in the Code
of Conduct are mandatory for all ICRC
employees and constitute an integral part
of our employment contract.
Yves Daccord
Director-General

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I. INTRODUCTION
1. The ICRC is an organization with an 2. This Code of Conduct (the “Code”)1
exclusively humanitarian mission. applies to all ICRC employees. For
Its credibility, ability to gain the purposes of the Code, anyone
acceptance for its operations and who works for the ICRC under
capacity to act are underpinned an employment contract or on
by observance of the Fundamental another basis (such as a secondment
Principles of the International agreement with a National Society
Red Cross and Red Crescent Movement or another employer, a consultancy
(the “Movement”) and the trust contract or as a volunteer) is
vouchsafed it by governments, all considered an employee.
parties to armed conflicts and other
situations of violence, and the victims
in these situations, whom it seeks to
protect and assist.

1 The original French will be considered the authentic text.

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 CONTENTS
1. Introduction
2. Rules of conduct
3. Harassment, abuse of power
and sexual exploitation
4. Duty of discretion
5. Use of information technology
facilities

ICRC

3. The rules set forth in the Code are 4. More specific rules also apply to
intended to promote safety, to ensure employees depending on the context
respect for the people with whom the in which they work, their area of
ICRC comes into contact, to protect activity and their job. Employees are
employees and to project a positive required to comply with the Code
image of the ICRC so as to guarantee and the specific rules insofar as they
the effectiveness and integrity of its apply; any violations thereof are
work. likely to entail consequences for the
employee(s) concerned. In the event
of a conflict between the Code and
the specific rules, the latter shall take
precedence.

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 INTEGRITY
RESPECT
LOYALTY

II. RULES OF CONDUCT

A. General rules
1. The conduct of ICRC employees must that the Code is observed. Their
be consistent with the Fundamental conduct must set an example for all
Principles of the Movement. their colleagues.
2. ICRC employees must respect the 4. In operational contexts in particular,
dignity of the people with whom employees must, during both working
they come into contact, in particular and non-working hours and in
the beneficiaries of the ICRC’s work, their private lives, abstain from any
and must carry out their duties for conduct that they know or should
the ICRC ever mindful that each of know to be or to appear inappropriate,
their actions in this context can have particularly in the specific context
repercussions for the fate of many they are in.
human beings. 5. Employees must show due respect,
3. ICRC employees’ conduct must be particularly through their conduct,
characterized by integrity, respect dress and language, for the religious
and loyalty to the ICRC’s interests beliefs, usages and customs, rules,
and must not in any way harm or practices and habits of the people of
compromise the ICRC’s reputation. the country or context they are in and
Supervisory staff and managers have a of their place of work (e.g. a hospital
particular responsibility for ensuring or prison).

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 ICRC
6. Employees must obey the law of whether such advantage benefits the
the countries in which they work, employee(s) concerned, the ICRC or a
including bilateral agreements third party.
between that country’s authorities 9. Employees are prohibited from using
and the ICRC. their position to obtain advantages
7. Employees must comply with the or favours and from accepting such
safety rules to which they are subject. advantages, favours or gifts in cash
They must at all times demonstrate or in kind, promises of gifts, and any
such self-restraint and discipline as other advantage other than token
the circumstances require, especially presents in keeping with accepted
in situations of armed conflict and custom, particularly in exchange
other situations of violence in which for the assistance and/or protection
the ICRC operates. provided by the ICRC.
8. Fraud in any form is strictly 10. Employees may not engage in outside
prohibited. Fraud is defined as activities, whether paid or unpaid,
any action aimed at obtaining an except where such activities are in no
unauthorized benefit, such as money, way prejudicial to the work and are
goods, services or other personal or not inconsistent with the interests of
commercial advantages, regardless of the ICRC.

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B. Specific rules
1. Employees must comply with the rules 5. Employees are prohibited from taking
that govern the use of the red cross, photographs, filming or making audio
red crescent and red crystal emblems. recordings in the course of their
2. Employees must refrain from wearing duties, irrespective of the medium
the official ICRC insignia when not used, unless their work so requires
officially on duty. or they obtain express approval from
3. Consuming, purchasing, selling, the ICRC.
possessing and distributing narcotic 6. Any employee who wishes to stand for
drugs are all strictly prohibited. public office must obtain the ICRC’s
4. Employees must refrain from using or prior approval.
carrying about their person or in their
luggage any weapon or ammunition.
 C. Von Toggenburg/ICRC
III. H
 ARASSMENT, ABUSE OF POWER
AND SEXUAL EXPLOITATION
1. Harassment in any form, including 2. The purchase of sexual services and
sexual harassment, is strictly the practice of sexual exploitation
prohibited. In general, harassment are prohibited. Sexual exploitation
refers to a pattern of hostile language is understood as abuse of authority,
or actions expressed or carried out trust or a situation of vulnerability for
against an employee over time. Sexual sexual ends in exchange for money,
harassment refers to any sexual or work, goods or services.
gender-related behaviour that is 3. Entering into a sexual relationship
not desired by the person who is the with a direct beneficiary of the ICRC’s
victim of it and that violates his or her assistance and protection programmes
dignity. or with a member of his or her
immediate family, and using one’s
position to solicit sexual services
in exchange for assistance and/or
protection provided by the ICRC, are
prohibited.

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4. Entering into a sexual relationship 5. Abuse, neglect, exploitation and
with a child (a girl or boy under 18 violence against children (boys
years of age) or inciting or forcing or girls below 18 years of age) is
a child to take part in activities of a prohibited. Employees must ensure
sexual nature, whether or not he or that children’s safety and well-being
she is aware of the act committed is protected at all times, and must
and irrespective of consent is prevent and respond to child abuse,
prohibited. This prohibition also neglect, exploitation and violence. In
covers pornographic activities all actions concerning children, the
(photos, videos, games, etc.) that best interests of the child shall be a
do not involve sexual contact with primary consideration.
the child, as well as acquiring,
storing or circulating documents of a
paedophiliac nature, irrespective of
the medium used.

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N. Alwaheidi/ICRC

IV. DUTY OF DISCRETION

1. Employees must maintain the utmost they know or learn of through their
discretion towards third parties, work for the ICRC, even if these facts
including other components of the or situations are of a public nature,
Movement, with regard to information and from lending them credibility
acquired in the course of their work which could harm the ICRC’s work.
at the ICRC concerning matters that 2. Unless they have obtained the express
they are dealing with or that come prior consent of the ICRC, employees
to their attention. They must treat are also prohibited, in the context of
this information confidentially, and legal proceedings, public inquiries,
in this regard they are bound by fact-finding proceedings and the
an obligation analogous to that of like, from giving evidence relating to
professional secrecy. In particular, facts learned in the course of their
unless their work so requires or work at the ICRC and from revealing
they obtain express approval from confidential information that they
the ICRC, employees are prohibited have gathered in the course of
from commenting on allegations their duties.
concerning facts or situations that

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3. Employees must refrain from 4. Unless their work so requires or they
producing or publishing in their obtain express approval from the
private capacity writings, images, ICRC, employees must refrain from
photographs, films, sounds or taking a public stance on situations
recordings concerning professional or events and from referring to
aspects of their work or circumstances political or military situations in their
related thereto, irrespective of the communications with third parties.
medium (paper, radio or electronic 5. Employees must refrain from
format, including email, blogs, social associating any political positions they
media and websites). Information and may take after leaving the ICRC with
facts that the ICRC explicitly considers their duties while employed by the
not to be covered by the duty of ICRC.
discretion and regarding which it 6. Employees must not permanently
communicates openly are not subject store outside the workplace
to the prohibition in this paragraph. documents and images, including in
Employees who plan to produce or electronic format, that were created
publish a work (e.g. an article, book in the course of their work for the
or blog) containing information ICRC, and must return them to the
covered by this paragraph must ICRC once they no longer have any use
request prior written authorization for them and no later than the end of
from the Director of the Department their employment with the ICRC.
of Communication and Information 7. The rules set forth in this section
Management. continue to apply after employment
with the ICRC ends.

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B. Lamon/ICRC

V. USE OF INFORMATION TECHNOLOGY FACILITIES

1. Employees must use ICRC information 2. Employees must use only those IT
technology (IT) facilities for tools provided or authorized by the
professional purposes. The use of ICRC for all electronic exchange
IT facilities for private purposes is of information that commits the
permitted as long as such use: ICRC. It is forbidden to send or store
–– does not affect professional information requiring special handling
activities or imply any additional using IT facilities whose security is
cost for the ICRC; not guaranteed by the ICRC.
–– does not involve downloading any
software, images, sound or video;
–– does not involve excessive storage
of private data or messages or
management of private files on
ICRC systems; and
–– does not violate this Code.

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WHERE TO GO FOR HELP?
The Code of Conduct and details of Please consult the ICRC’s intranet page on
how employees and people outside the reporting potential misconduct3 for more
ICRC can report potential misconduct information.
or any other compliance-related mat-
ter can be found on the ICRC’s website: ICRC employees who report potential
https://www.icrc.org/en/document/ misconduct or who provide information
code-conduct-employees-icrc or otherwise assist in an inquiry or inves-
tigation of potential misconduct will be
Several reporting channels are available: protected against retaliation.
•• the online form2 on the confidential
reporting platform The ICRC may take disciplinary measures
•• letter: against employees found to have violated
Global Compliance Office the Code of Conduct, including termin­
International Committee of the Red Cross ation of employment.
19 Avenue de la Paix
1202 Geneva Other places for ICRC employees to seek
Switzerland help or advice:
•• email: code_of_conduct@icrc.org •• Ombuds Office based at headquarters:
ombuds@icrc.org
ICRC employees can also make a com- •• worldwide ombuds network.
plaint in person, by letter or by phone to
one of the people listed below:
•• line manager
•• HR manager or finance
& administration manager
•• head of delegation or regional director
•• general counsel
•• any member of the Global Compliance
Office based in Geneva.

2 https://www.icrc.org/en/document/code-conduct-employees-icrc
3 https://intranet.ext.icrc.org/structure/dirgen/global-compliance-office/dir-gen-global-
compliance-office-reporting-potential-misconduct.html

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A. Romenzi/ICRC
We help people around the world affected by armed conflict and
other violence, doing everything we can to protect their dignity and
relieve their suffering, often with our Red Cross and Red Crescent
partners. We also seek to prevent hardship by promoting and
strengthening humanitarian law and championing universal
humanitarian principles.

Cover photo: L. Vera/ICRC

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05.2018

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