Adjustments:

2011 - Adjusted point 5 to include social media and the approver of publishing on social media
2014 – Adjusted point 4 to include COTER
2014 – Adjusted point 2 and 5. Online behaviour

Code of Conduct for NRC Staff

Norwegian Refugee Council’s capacity to ensure the protection of and assistance to refugees,
IDPs and other persons of concern depends on the ability of our staff to uphold and promote the
highest standards of ethical and professional conduct. The NRC staff are personally and
collectively responsible for maintaining these standards and expected to act in accordance with
the principles and values stated in NRC’s Policy Paper and this Code of Conduct.

This Code of Conduct applies to all staff; international and national staff, trainees, volunteers, HQ
staff and anyone representing NRC. Whether signed or not, the Code shall automatically form an
integral part of all NRC’s contracts of employment and conditions of service for all staff.

It is recognized that NRC’s work often puts staff in positions of power in relation to own staff and
our beneficiaries. Staff have an obligation not to abuse this power. This Code of Conduct is
intended to serve as a guide for all staff in how to uphold the ethical foundation of the
organisation’s views and actions. It also aims to help staff to ensure that we protect the
communities we work with and that our work does not put the people of concern at greater risk.

As an employee of NRC, we are “ambassadors” and will be seen as the organisation’s

representatives both during and outside working hours.

The NRC Code of Conduct is a binding document:

If you fail to adhere to any of the provisions set out in this document you
can face disciplinary action, dismissal or even legal action.

You are obliged to read and fully understand the content of the document.
If you have any questions, please ask your supervisor for clarification.

You have a duty to report any breach of this Code to your supervisor or
through NRC’s established reporting mechanisms. NRC staff also have a
duty to inform beneficiaries and others with whom NRC is working of the
Code of Conduct that NRC staff must adhere to, including how and to
whom they can report any misconduct or failure committed by NRC staff.

All reports and concerns will be properly considered and treated with
discretion. NRC will take all necessary steps against any form of retaliation
suffered by staff or others reporting possible breaches of this Code.

If you are a manager, you will have particular responsibilities to set a good
example and to create a working environment conducive to upholding the
standards in the Code of Conduct.

Sign Code of Conduct (English) -1-

Adjustments:
2011 - Adjusted point 5 to include social media and the approver of publishing on social media
2014 – Adjusted point 4 to include COTER
2014 – Adjusted point 2 and 5. Online behaviour
1. RESPECT AND DIGNITY

• I will respect all persons equally and without any distinction or discrimination based on nationality,
race, ethnicity, tribe, gender, religious beliefs, political opinion or disability.
• I will respect local laws, customs and habits of the local culture.
• I will always take into consideration the difficult experiences that IDPs, refugees and other persons
of concern to NRC have faced and survived, as well as the disadvantaged position in which they
may find themselves in relation to those who hold power or influence over certain aspects of their
lives.
• I will always seek to care for and protect the rights of the most vulnerable: children, including
orphans and separated children, women1, single parents, elderly, disabled and chronically sick and
particularly vulnerable minority groups. I will act in a manner that ensures that their best interests
shall be the paramount consideration.
• I will keep myself informed about NRC’s policies, objectives and activities and about displaced
communities concerns. I will do my utmost to support NRC’s protection and assistance work.

2. PERSONAL AND PROFESSIONAL CONDUCT

• I will uphold the integrity of NRC and my personal and professional performance will always be
based on a non-racist, non-discriminatory and gender sensitive conduct.
• I undertake not to abuse the power and influence that I have by virtue of my position over the lives
and well-being of IDPs, refugees, staff members and other persons. I will never request or receive
any service or favor from IDPs, refugees, staff members or other persons in return for protection or
assistance. I will never engage in any exploitative relationships – sexual, emotional, financial or
employment-related – with IDPs, refugees, staff members or other persons.
• I will observe local laws, will meet all my legal and financial obligations, and will not seek to take
personal advantage of any privileges or immunities that have been conferred on me in the interest
of NRC.
• I will uphold the same level of professional behaviour online as I would offline. This includes, but is
not limited to, not posting abusive, defamatory, or libelous information about NRC, and avoiding any
activities that would put our beneficiaries at risk.
• I will uphold the highest standards of competence, efficiency and integrity in my professional life. I
will demonstrate truthfulness, dedication and honesty in my actions.
• I will be patient, respectful and courteous to all persons with whom I deal including colleagues,
beneficiaries, local leaders and government representatives, representatives of
operational and implementing partners, donors and other NGO and UN colleagues.
• I will dress in a manner appropriate to the assignment and the cultural setting.
• I will act in conformity with all NRC instructions and policies.

3. CONFLICT OF INTEREST

• I will perform my official duties and conduct my private affairs in a manner that avoids conflict of
interest, thereby preserving and enhancing public confidence in NRC.
• I will work to serve the mandate, objectives and values of NRC and ensure that personal views,
behaviour and beliefs, including political and religious convictions, do not adversely affect official
duties or activities performed on behalf of NRC.
• My actions will be free of any consideration of personal gain, and I will resist any undue political
pressure in decision-making. I will neither seek nor accept instructions regarding the performance

1
E.g. in regards to the fact that women often are more exposed to sexual exploitation and abuse

Sign Code of Conduct (English) -2-

Adjustments:
2011 - Adjusted point 5 to include social media and the approver of publishing on social media
2014 – Adjusted point 4 to include COTER
2014 – Adjusted point 2 and 5. Online behaviour
of my duties from any government or from any authority external to NRC 2. Any potential conflict of
interest with a supplier, service provider, or business partner (such as family relations or
shareholding) must be disclosed.

• I will not accept any honour, decoration, favour gift or remuneration from any authority; nor will I
accept these from any other source external to NRC without prior authorisation, except for minor
token items of appreciation.
• I will not engage in any outside occupation or employment without prior authorisation. I will not
accept supplementary payments or subsidies from a government or any other source.
• I will not assist private persons or companies in their undertakings with NRC where this might lead
to actual or perceived preferential treatment. I will never participate in activities related to
procurement of goods or services, or in human resource activities, where a conflict of interests may
arise. I will act in conformity with all NRC policies, guidelines and instructions.
• I will not receive or provide bribes, including kick-backs3 of any kind.

4. FINANCIAL AND MATERIAL RESOURCES

• I will safeguard and make responsible use of the information and resources to which I have access
by reason of my employment with NRC.
• I will handle NRC’s financial and material resources with the utmost care, safeguard these at all
times against theft or other damage, keep and maintain them properly, and ensure that
unauthorized and unethical use of NRC funds or private misuse does not occur.
• I will conduct all official duties with integrity, free from any taint of dishonesty or corruption, including
not engaging in any act of favouritism, nepotism or bribery. This includes not accepting from any
external source (including National Societies, governments, corporations or others) without
authorisation, any honour, decoration, gift, remuneration, favour or economic benefit which is more
than a “token gift”4.
• I will not use offices, NRC property or knowledge gained from functions with NRC for private gain,
financial or otherwise, or for the private gain of any third party, including family, friends or those
they favour5.
• I will exercise due care in all matters of official business, and not divulge any confidential
information about IDPs, refugees, persons of concern to NRC, colleagues and other work-related
matters
• I will protect, manage and utilize NRC human, financial and material resources efficiently and
effectively, bearing in mind that these resources have been placed at NRC's disposal for the benefit
of IDPs, refugees and other persons of concern to NRC.
• I will work to prevent or mitigate the risk of intentional and/or reckless diversion of NRC funds and
assets to armed groups (and in particular those groups or individuals designated as terrorist by the
UN Security Council)

5. MEDIA, INFORMATION AND IT

2
This does not apply to staff contacts at the appropriate level with government officials which will promote good relations and will
contribute to trust and confidence in NRC and promote our interests
3
Kick-back: To give back (a portion of money received as pay, commission, etc.), often as a result of coercion or a previous
understanding.
4
Examples of token gifts include desk diaries, pens, trinkets etc
5
Examples of misuse of office assets include the use of NRC’s vehicles for private purposes without authorization, carry out
(excessive) private matters during working time, use of office equipment for private purposes, or have staff and/or contractors
provide unremunerated private services

Sign Code of Conduct (English) -3-

Adjustments:
2011 - Adjusted point 5 to include social media and the approver of publishing on social media
2014 – Adjusted point 4 to include COTER
2014 – Adjusted point 2 and 5. Online behaviour
• I will ensure that portrayal of individuals and their circumstances is fairly represented in terms of
their capacities and vulnerabilities. All efforts must be made to explain how photos and stories will
be used and to obtain permission from the individuals for the use of their photos and stories.
• Although NRC has an open and positive attitude towards the media, I will refrain from making
comments to the media or to journalists on behalf of NRC without prior agreement with the Country
Director or Director External Relations Department in Oslo.
• I am aware that journalists are to be considered as such also after working hours. I must clarify my
role as media spokesperson before I pass on information other than general information on NRC’s
mandate and programmes, when meeting journalists in informal settings.
• I will exercise necessary caution and discretion in regards to political or military matters in official or
private communications, including telephone calls, radio messages, e-mails and letters.
• I am responsible for maintaining electronic files and archives in a responsible manner. Information
that may be considered illegal, offensive or inappropriate must under no circumstances be
processed, downloaded, stored or disseminated.
• I will not issue statements online, to the press or other agencies of public information or submit
articles, books or other material for publication if such statements are not in line with NRC public
advocacy messaging and policies. I will not make statements on behalf of NRC without prior
approval from the Country Director and the Director of the External Relations Department in Oslo.
• I am committed to, both while working for and after leaving NRC, not to reveal any confidential
information I have obtained while working for NRC to any third party. I am aware that the breach of
professional secrecy both while employed and after leaving the organization, might lead to a claim
for compensation and/or prosecution.
• I declare that I will not use or in any other way disclose to others 6 personal information that I have
accessed/ or that otherwise is made known to me for work related purposes by NRC. I will at all
times exercise proper safeguards to prevent any breach of confidentiality or privacy in regards to
personal information entrusted to me by NRC.

6. ALCOHOL, CRIMINAL AND UNETHICAL ACTIVITIES

• I will have no involvement in criminal and unethical activities, activities that contravene human
rights, or activities that compromise the image and interest of NRC.
• I will exercise care with alcohol and will refrain from/avoid using intoxicating substances, including
alcohol while on duty.
• I will neither support nor take part in any form of illegal, exploitative or abusive activities, including,
for example prostitution, child labour, trafficking of human beings, commodities and intoxicants.
• I will under no circumstances drive a vehicle under the influence of alcohol or any other illegal
intoxicants7. Any knowledge of staff handling any kind of motorized transportation means under
such influence should be reported and will be dealt with as a breach on the Code of Conduct and
security regulations, and lead to consequences for the individual’s contract.
• The only situations where a staff might be exempted of repercussions due to breaching these
regulations will be in a situation where there is a life-threatening situation, and all other options
have been left out/explored! Any claim to have utilized this clause, will be thoroughly investigated to
clarify the circumstances

7. SAFETY, HEALTH AND WELFARE

6
all other persons than NRC staff in explicit need of access to the information to perform their task, such as individuals within
salaries, security, ICT and other HR personnel.
7
Any staff being involved in an accident under influence of such could result in not being covered by insurance policy

Sign Code of Conduct (English) -4-

Adjustments:
2011 - Adjusted point 5 to include social media and the approver of publishing on social media
2014 – Adjusted point 4 to include COTER
2014 – Adjusted point 2 and 5. Online behaviour

• I will promote the safety, health and welfare of all NRC staff as a necessary condition for effective
and consistent performance.
• I will remain aware of and comply with instructions designed to protect my health, welfare and
safety. I will always consider the safety of staff in operational decisions.
• I will follow the set safety and security regulations/procedures for the area of operation. Any
breaches should be reported, and staff who becomes familiar with colleagues that do not comply
and put their own or others safety in jeopardy, will have an obligation to report this through the
security management system either in country, or directly to security office in Oslo.
• I have made myself familiar with the NRC security policy, and will conduct my work accordingly,
bearing in mind that common sense always prevail, and each situation is dealt with individually.

Sign Code of Conduct (English) -5-

Adjustments:
2011 - Adjusted point 5 to include social media and the approver of publishing on social media
2014 – Adjusted point 4 to include COTER
2014 – Adjusted point 2 and 5. Online behaviour
8. WORKING ENVIRONMENT

• I will treat my colleagues fairly, with courtesy, dignity and with respect for different customs and
cultures.
• I will not under any circumstances carry out any harassment act8.
• I will contribute to building a harmonious workplace based on team spirit, mutual respect and
understanding.
• I will seek to resolve differences and solve problems when they arise.

9. PROHIBITION AGAINST SEXUAL EXPLOITATION AND ABUSE

• Sexual exploitation and sexual abuse violate universally recognised international human rights
standards, are a criminal offence in many countries and have always been unacceptable behaviour
for NRC personnel. Sexual relationships between NRC personnel and beneficiaries of assistance
undermine the credibility and integrity of the work of NRC and are prohibited.
• Where an NRC staff member develops serious concerns or suspicions regarding sexual abuse or
exploitation by a fellow worker, whether in the same agency or not, he/she must report such
concerns via his/her supervisor and/or established reporting mechanisms.
• NRC staff members and management are obliged to create and maintain an environment that
prevents sexual exploitation and abuse and promote the implementation of the Code of Conduct.
Managers at all levels have particular responsibilities to support and develop systems that maintain
this environment.
• The term ‘sexual exploitation’ is here defined as any abuse of a position of vulnerability, differential
power, or trust for sexual purposes; including profiting monetarily, socially or politically from the
sexual exploitation of another. Similarly, the term ‘sexual abuse’ means the actual or threatened
physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
• In order to protect the most vulnerable populations in humanitarian crises, especially women and
children, staff must declare and accept the following:
• I will not commit any act of sexual exploitation, sexual abuse or sexual violence 9.
• I will not engage in any sexual activity with persons (adult or child) that benefit or look to benefit
from NRC’s protection or assistance, or with any persons under the age of 18 years 10, regardless
of the age of majority or consent locally. Mistaken belief in the age of a child is not a defence.
• I will not exchange money, employment, goods or services for sex, including sexual favours or
other forms of humiliating, degrading or exploitative behaviour. This prohibition extends to any use
of sex trade workers.
• I will not produce, procure, distribute or use pornographic material in NRC’s offices or on
NRC’s equipment, including reading/surfing pornographic websites or message boards or sending
pornographic emails

8
It is harassment when one or several people repeatedly, and over time, are subjected to negative actions from one or several
other people. Harassment may, for example, include unwanted sexual attention, continual bothering, freezing out, deprivation of
work tasks, or hurtful joking and teasing. Furthermore, there will normally be an imbalance in power relations that makes it difficult
for victims of harassment to defend themselves. Conflicts between two persons of approximately equal strength are not
considered harassment, nor are isolated conflict episodes. The power relation between the parties is not necessarily about formal
positions in an organisation. The way we usually apply the term, a person can be exposed to bullying from managers as well as
peers.
See also NRC-117558 "Bullying and harassment in the working place”.
9
This includes towards colleagues, beneficiaries, people of concern and others
10
This does not apply where a staff member is legally married to someone who is under the age of 18, but over the age of
majority or consent in their country of citizenship. Different considerations may also arise regarding the enforcement of this
principle for NRC staff hired from the beneficiary community if they are in consensual and proper sexual relationships with
persons over the age of majority consent.

Sign Code of Conduct (English) -6-

Adjustments:
2011 - Adjusted point 5 to include social media and the approver of publishing on social media
2014 – Adjusted point 4 to include COTER
2014 – Adjusted point 2 and 5. Online behaviour
The above mentioned standards are not intended to be an exhaustive list. Other types of sexually exploitative or
abusive behaviour may be grounds for disciplinary measures.
10. ESPECIALLY FOR MANAGERS

• As a manager I have particular responsibilities to set a good example when it comes to my

behaviour both on and off duty.
• I will not engage in or tolerate any form of harassment in the workplace, included but not limited to
bullying, sexual harassment and abuse of power. All managers are obliged to prompt actions when
harassment is alleged.
• As a manager/supervisor I will be open to views of all team members. I will provide timely feedback
on the performance of each team member through guidance, motivation and full recognition of their
merits.
• As a manager I will endeavor to ensure that the health and well-being of staff are not subject to
undue risk.
• As a manager, I will not solicit favors, loans or gifts from staff, nor will I accept unsolicited ones that
are of more than token value.
• I recognize that there is an inherent conflict of interest and potential abuse of power in having
sexual relations with NRC staff and volunteers. Should I find myself in such a relationship, I will
advise my manager immediately and resolve this conflict of interest without delay

11. FOR ALL:

I have a duty to inform beneficiaries and others with which NRC works, of the Code of
Conduct to which NRC staff must adhere, including how and to whom they can report any
misconduct or failure committed by NRC staff or anyone representing NRC

I will report any information received indicating a situation where any of the above
agreements are broken through one of the following reporting channels 11:

1) Through line manager or any senior manager

2) Through appointed focal points or Staff Representatives
3) Through HR Manager in the field or HR Adviser in Oslo12

I am aware of the fact that any breach of this Code of Conduct may lead to disciplinary
action, dismissal or even legal action and that intentionally false accusations and reports
are seen as a breach of the Code of Conduct and will be subject to disciplinary action

Date:…………………………………………….. Place:………………………….…………………

Signed…………………………………………....

Employee’s name in capital letters: …………………………………………………

11
For more information please see NRC’s reporting and whistle blowing routines.
12
Staff working in country offices may report to HR Manager or FAM, while staff working in Oslo or employed by HQ may report to
HR Adviser in Oslo

Sign Code of Conduct (English) -7-