DPI DPI

Town Hall MeetingTown Hall Meeting

Organizational Organizational Integrity InitiativeIntegrity Initiative

Town Hall MeetingTown Hall Meeting

RESPONSE RATERESPONSE RATE

Number of UN staff surveyed: 18,015Number of UN staff surveyed: 18,015

Total UN respondents: 6,086 Total UN respondents: 6,086

UN response rate = 33%UN response rate = 33%

PurposePurpose

Share with you the results of the Share with you the results of the Integrity Perception SurveyIntegrity Perception Survey

Solicit your reactions, concerns and Solicit your reactions, concerns and suggestions regarding the findingssuggestions regarding the findings

E-mail hub createdE-mail hub created::

• Dpi-Dpi-integrity@un.orgintegrity@un.org

Where we started:Where we started:

UN took the lead in framing the convention UN took the lead in framing the convention against Fraud and Corruption in 2003against Fraud and Corruption in 2003

SG expressed desire that UN model high SG expressed desire that UN model high standards of ethical conductstandards of ethical conduct

SG requested OIOS to launch theSG requested OIOS to launch theOrganizational Integrity Initiative as one Organizational Integrity Initiative as one component of reformcomponent of reform

Survey of staff perceptions commissioned as Survey of staff perceptions commissioned as part of this initiativepart of this initiative

Objectives of the SurveyObjectives of the Survey

Measure attitudes and perceptions about Measure attitudes and perceptions about integrity among UN Staffintegrity among UN Staff

Use results to help implement the Use results to help implement the Organizational Integrity Initiative effectively Organizational Integrity Initiative effectively

Use results to design improvement Use results to design improvement strategies for the Organization and for strategies for the Organization and for further staff developmentfurther staff development

What are some indicators of What are some indicators of Organizational Integrity?Organizational Integrity?

Demonstrating UN values in daily activityDemonstrating UN values in daily activity

Acting without consideration of personal Acting without consideration of personal gaingain

Resisting undue political pressure in Resisting undue political pressure in decision-makingdecision-making

Not abusing power or authority Not abusing power or authority

Standing by decisions in the Organization’s Standing by decisions in the Organization’s interest, even if they are not popularinterest, even if they are not popular

Taking prompt action in cases of Taking prompt action in cases of unprofessional or unethical behaviorunprofessional or unethical behavior

Organizational Integrity Indices:Organizational Integrity Indices:Overall UN scoresOverall UN scores

49

74

52

0 20 40 60 80 100

TRUST

SATISFACTION

INTEGRITY

Overall FindingsOverall FindingsMost staffMost staff Express a high level of satisfaction from Express a high level of satisfaction from

employment in the UNemployment in the UN

Believe they know what is expected from them Believe they know what is expected from them in terms of behaving with integrityin terms of behaving with integrity

Believe that existing policies, practices and Believe that existing policies, practices and guidelines help define ethical behavior and guidelines help define ethical behavior and professional conductprofessional conduct

Do not believe there is wide scale corruption Do not believe there is wide scale corruption in the UNin the UN

Overall FindingsOverall FindingsHowever, many staff also:However, many staff also:

Believe we do take not enough action to investigate Believe we do take not enough action to investigate instances of unethical behaviorinstances of unethical behavior

Fear reprisal or retaliation from management for Fear reprisal or retaliation from management for reporting perceived breaches of ethics reporting perceived breaches of ethics

Believe that management applies the disciplinary Believe that management applies the disciplinary process unevenly and outcomes are little knownprocess unevenly and outcomes are little known

Believe that their immediate supervisor Believe that their immediate supervisor demonstrates integrity, but the view of senior demonstrates integrity, but the view of senior leaders is less positiveleaders is less positive

Overall FindingsOverall Findings

Some staff believe that:Some staff believe that:

Management does not take integrity Management does not take integrity and ethical behavior sufficiently into and ethical behavior sufficiently into account in selection, promotion and account in selection, promotion and assessment processesassessment processes

There is not enough dialogue on ethical There is not enough dialogue on ethical concerns in the Organizationconcerns in the Organization

Organizational Integrity Indices:Organizational Integrity Indices:DPI scores compared to UN’sDPI scores compared to UN’s

0 20 40 60 80

Trust

Satisfaction

Integrity

DPI

UN

Four Key Priority AreasFour Key Priority Areas

1.1. Tone at the TopTone at the Top

2.2. Staff accountabilityStaff accountability

3.3. Supervisory commitmentSupervisory commitment

4.4. EthnocentrismEthnocentrism

What are we doing?What are we doing?# 1: Tone at the Top# 1: Tone at the Top

Concern:Concern: Perception of senior leadersPerception of senior leaders

What we are doing:What we are doing: SG has urged senior managers to make SG has urged senior managers to make

greater efforts to maintain open and frank greater efforts to maintain open and frank communication with staffcommunication with staff

Communication with staff to be element in Communication with staff to be element in Department Head’s annual compact with Department Head’s annual compact with the Secretary-General the Secretary-General

What are we doing? What are we doing? #1: Tone at the Top (cont’d) #1: Tone at the Top (cont’d)

• Development and realization of action plan Development and realization of action plan on integrity to consider issues raised by on integrity to consider issues raised by survey includingsurvey including::

Prompt and decisive action on breaches of Prompt and decisive action on breaches of

integrityintegrity

Adequate disciplinary measures for those violating Adequate disciplinary measures for those violating

ethical standardsethical standards

Communication of results, as appropriateCommunication of results, as appropriate

What are we doing? What are we doing? # 2: Staff Accountability# 2: Staff Accountability

Concern:Concern: Fear of reprisals against staff that report Fear of reprisals against staff that report

violationsviolations

What we have:What we have:• Office of Internal Oversight – confidentialOffice of Internal Oversight – confidential• Office of the Ombudsman – confidentialOffice of the Ombudsman – confidential

Next steps:Next steps:• Better information to staff on avenues of Better information to staff on avenues of

assistanceassistance

What are we doing?What are we doing?#2: Staff Accountability (cont’d)#2: Staff Accountability (cont’d)

Concern:Concern: Belief that integrity is not adequately recognized Belief that integrity is not adequately recognized

in selection, promotion and assessment in selection, promotion and assessment processesprocesses

What we are doing:What we are doing: Core values and core competencies included in Core values and core competencies included in

staff selection processstaff selection process

Core values including integrity assessed in PASCore values including integrity assessed in PAS

Component on Integrity included in training on Component on Integrity included in training on procurement, finance, HR management, senior procurement, finance, HR management, senior management programmes and othersmanagement programmes and others

What more do we need?What more do we need?#3: Supervisory Commitment#3: Supervisory Commitment

UN Supervisory Commitment factor rated UN Supervisory Commitment factor rated high but…high but…

We can do more:We can do more: Improve level of comfort for staff to freely Improve level of comfort for staff to freely

discuss these issues with their supervisorsdiscuss these issues with their supervisors

Model the behavior we expect from staff Model the behavior we expect from staff

What are we doing? What are we doing? #4: Ethnocentrism#4: Ethnocentrism

ConcernConcern:: Political pressuresPolitical pressures Perception of cultural favoritismPerception of cultural favoritism

What we are doing:What we are doing: Need to examine perceptions vs. factsNeed to examine perceptions vs. facts Need for greater transparencyNeed for greater transparency Diversity trainingDiversity training

Follow-up to this SurveyFollow-up to this Survey

Creation by SG of group of senior managers, Creation by SG of group of senior managers, chaired by Deputy Secretary General to guide chaired by Deputy Secretary General to guide the follow-up processthe follow-up process

Senior managers will be supported by Senior managers will be supported by consultative group consisting of a wide cross consultative group consisting of a wide cross section of staffsection of staff

Departments to nominate two representativesDepartments to nominate two representatives

OPEN-ENDED QUESTIONOPEN-ENDED QUESTIONDELOITTE & TOUCHE CATEGORIZATION OF OPEN-ENDED COMMENTS

SUB-CATEGORIESSUB-CATEGORIES

CC

AA

TT

EE

GG

OO

RR

II

EE

SS

1. Improve the management system

Make the recruitment/selection system more objective and fair

Leverage

PAS system to assess integrity as part of HR evaluation; make PAS a widely & fairly used tool

Assess performance fairly & transparently, and link it to career plans

Manage career on a merit base

Develop management training

2. Supervisors & managers should be more supervised

3. Accountability should be developed within the Organization

Establish accountability as a value in the organization

Reinforce independent control and punish, if necessary

Rapidly punish unethical behavior

4. Senior leaders commitment to integrity should be more clearly stated and monitored

5. Regulations Simplify rules, train to regulations

OPEN-ENDED QUESTIONOPEN-ENDED QUESTION

1. Improve themanagement system

2. Supervisors and managers should be more supervised

3. Accountablility

4. Senior Leaderscommitment to integrity

5. Regulations

Mixed categories within single commentOther

(34%)

(9%)

(25%)

(5%)

(5%)

(5%)(18%)

PERCENTAGE OF COMMENTS BY CATEGORY (101 DPI RESPONDENTS)

ContactContact

For further comments and inquiriesFor further comments and inquiries

DPI e-mail hub: DPI e-mail hub:

Dpi-Dpi-integrity@un.orgintegrity@un.org