World Bank Bolsters Internal Whistleblowing Protections

Contacts

In Washington:

Jonathan Daly (202) 458 2624

jdaly1@worldbank.org 

Carl Hanlon (202) 473 8087

chanlon@worldbank.org

WASHINGTON, June 10, 2008 – – The World Bank Group today issued a strengthened ‘whistleblowing’ policy designed to encourage staff to report misconduct that threatens the operations or governance of the Bank Group.  The new policy enables staff to report such misconduct through a range of channels, and bolsters their protections from potential retaliation.   Given its importance to the institution, the policy’s effectiveness will be monitored and adjusted when necessary in light of experience.

“This policy sends an unambiguous message that retaliation against whistle blowers will not be tolerated,” said Hasan Tuluy, World Bank Vice President for Human Resources.  “Staff have a critical role to play in reporting suspected misconduct so as to help the Bank Group better identify, address and deter misconduct.  This clear policy recognizes the need to encourage staff to take on this role by providing strong protections for whistleblowing.”

The core objectives of the revised policy are to:

•        Clarify the rights and obligations of staff in reporting misconduct that may threaten the operations or governance of the Bank Group;

•        Encourage staff to raise concerns by expanding channels for reporting – including a direct route to the President and senior management – and strengthening protections against retaliation; and

•        Enable the organization to effectively address misconduct, manage risks and uphold standards of good governance.

According to Prasad C. Mohan, Chair of the Bank Group’s Staff Association, this strengthened policy marks “…a change in the way the Bank deals with allegations of misconduct brought forward by staff. This policy now needs to be tested and modified as necessary, so that it can contribute to a stronger and more equitable internal justice system”

The new whistleblowing policy matches or exceeds similar policies in other multilateral institutions.  The new policy takes effect today, and a global training program on the new rules and responsibilities will be launched in the coming months.

The revised policy was developed over the past two years by Bank management working in close and extensive consultation with the Bank’s Staff Association and leading outside experts in whistleblowing protections.  Notably, Robert Vaughn of American University’s Washington College of Law and Guy Dehn, Director of the UK organization Public Concern at Work brought their considerable expertise to bear in the development of this policy.

The new policy incorporates feedback from staff and from civil society, as well as current recognized ‘best practices’ in protecting whistleblowers and promoting institutional accountability. In developing the new policy, the Bank reviewed its previously existing policies, the policies of other international institutions, and examples of whistleblower protections from various national jurisdictions and international norms.

Background:

1.                   Key Elements of Whistleblowing Policy

(a)       Encourages reporting of misconduct by giving a range of reporting channels – both internal and, in defined circumstances, external – and explicit protections against retaliation for such reports. 

(b)       Encourages open or confidential reporting so as to facilitate effective investigation and remediation, but allows anonymous reports made with sufficient detail or supporting evidence.  Does not protect knowingly false or reckless allegations.  

(c)       Protections against retaliation include:

                                                               i.      Express prohibition against whistleblower retaliation, as broadly defined to include any direct or indirect detrimental action recommended, threatened or taken, by managers or staff.  

                                                             ii.      Interim protections to prevent retaliation, including reassignment or administrative leave, at the discretion of HRVP and as agreed with the staff member.  

                                                            iii.      Shifting burden of proof to management to justify adverse employment actions under a “clear and convincing” evidentiary standard if staff make a prima facie case of whistleblower retaliation. 

                                                            iv.      Recourse to Appeals Committee/Administrative Tribunal or alternative dispute resolution (mediation or conciliation) where retaliation is suspected.