RESTRICTED  
  
WT/BFA/W/537  
 
9 November 2020  
(20-8001) Page: 1/2 
Committee on Budget, Finance and Administration  Original: English  
 
UPDATE ON WTO SECRETARIAT'S TRAINING IN STANDARDS OF CONDUCT:  
RESPECT&HARMONY@WTO; DIVERSITY & INCLUSION; AND ETHICS@WTO  
1  STANDARDS OF CONDUCT / RESPECT&HARMONY@WTO  
1.1.  Further to the request by Chinese Taipei for training in "Ethics", an initial Town Hall Meeting 
on "Standards of Conduct / Ethics" was conducted in November 2017, to address best practice as 
obtains in international organizations. The session was co -facilitated by the WTO Head of Internal 
Oversight and the then ITU & WMO Ethics Officer.  
1.2.  In July 2018, the Learning Service commenced the design of its first e -learning programme 
entitled "Respect&Harmony@WTO" based on the policy, "Right to Work in an Environme nt free from 
Discrimination, Harassment and Abuse of Authority" (Administrative Memorandum 985). The 
purpose of the programme is to ensure that staff are able to identify the different forms of prohibited 
conduct and minimize if not eliminate any possible adverse impact of said misconduct on individual 
staff members, teams & the organization.  
1.3.  The Learning Service worked in conjunction with an external learning provider to produce a 
four-part, Respect & Harmony e -learning course. Part 1 provides the context  for the programme and 
is underpinned by a video of the Director -General emphasising "zero tolerance" to prohibited conduct 
in the WTO. Parts 2 and 3 are targeted at all staff and managers respectively, while Part 4 consists 
of a brief evaluation to test s taff members' understanding of the key issues raised in the programme. 
This e -learning programme was launched in September 2019. To date, approximately 80% of staff 
members have undertaken the e -learning programme.  
1.4.  To accompany the e -learning initiative, b riefing sessions with actors were also conducted to 
raise awareness of the importance of issues highlighted in Administrative Memorandum 985. The 
use of drama -based training proved to be instrumental in providing staff with a safe space to explore 
work-related issues pertaining to prohibited conduct. The briefing sessions with the accompanying 
catchphrase, "Never Turn a Blind Eye", featured (i) a video message from the Director -General on 
the importance of zero tolerance to prohibited conduct; (ii) the dram atization of scenarios on 
harassment and abuse of authority followed by Q&A ; (iii) an explanation of the reporting procedure 
which accompanies the above -mentioned policy ; and (iv) the importance of being an "active 
bystander" should one witness colleagues being adversely impacted by prohibited conduct.  
1.5.  The Learning Service is currently in the process of creating short video clips of scenarios 
regarding how to address prohibited conduct in the workplace. These videos will be featured on the 
Secretariat's Int ranet site.  
2  DIVERSITY AND INCLUSION (D&I)   
2.1.  The Learning Service is also addressing the issue of discrimination as highlighted in 
Administrative Memorandum 985, via a series of virtual learning events on Diversity and 
Inclusion(D&I). Webinars entitled " Th inking Differently about Diversity, Inclusion and Bias" have 
been conducted in English and French by an external company "Frost Included". In an Intranet 
Article advertising the webinars the company stated, "Diversity is a reality. Inclusion is a choice. 
Unless we are consciously inclusive, we will be unconsciously exclusive. To build an inclusive 
organisation, we need to embed inclusion in our day -to-day behaviours, and that doesn 't just 
happen. It means consciously adapting the way we work to make sure ev eryone, regardless of 
background, feels a sense of belonging, feels respected, valued, and seen for who they are. " WT/BFA/W/537  
 
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  2.2.  A personal perspective on D&I in the workplace will also be offered to staff in mid -
November  2020 by a prominent black, female specialist who  has been instrumental in establishing 
D&I strategies in a variety of organizations. The ultimate aim of this webinar is to create an 
awareness of unconscious biases and provide practical tips and suggestions for fostering an inclusive 
working environment.  
2.3.  In 2021, the Learning Service intends to conduct more in -depth workshops on Standards of 
Conduct to include D&I. Learning initiatives are currently being developed with the company 
"TransforME Now" who have pioneered workshops in Discrimination, Harassmen t and Abuse for 
UNICEF, UNHCR and other UN agencies. The aims of these workshops will be to (i) recognise 
situations of discrimination within the work environment and the degrees of courage that it can take 
to challenge and change these ; (ii) acknowledge s ituations that can lead to unacceptable, aggressive 
behaviour towards team members ; and (iii) practise tools for speaking up, offering feedback and 
taking responsibility when one's own behaviour or that of a team member is unacceptable or borders 
on abuse (microaggressions).  
3  ETHICS@WTO  
3.1.  An in-house Working Group was established in 2019 with a view to exploring a range of matters 
related to Ethics@WTO and to build the output of a previous Working Group established to review 
staff conduct rules.  
3.2.  Issues raised  by the 2019 Working Group on Ethics included the need to:  
i. use WTO's Core Values as a key element of a decision -making model for the WTO;  
ii. address conflicts of interest and emerging ethical risk issues e.g. social media;  
iii. produce documented guidance to explain how the WTO's Standards of Conduct can be 
used in day -to-day decision making;  
iv. establish a process for reporting which goes beyond a resolution channel via peers (as 
per Respect&Harmony@WTO) but possibly include an Ethics Office / Ethics Services to  
provide consistency and clarity of ethics advice; and  
v. ensure training and outreach for staff members to include scenarios on ethics, exploring 
real-life challenges and suggestions for resolving ethical dilemmas.  
3.3.  Webinars in English and French entitled "C onversations about Ethics" will be conducted for all 
staff in November and December 2020 to include scenarios on every -day ethical -dilemmas, qualities 
expected of ethical role models and sources of support for staff wanting to report an ethical dilemma. 
The Webinars will be highly interactive and aimed at inviting self -reflection and at provoking 
discussion on the expected values and behaviours to be demonstrated in the WTO.  
3.4.  Additional training initiatives such as an online, drama -based video featuring ethi cal scenarios 
and highlighting the desired ethical behaviour expected of staff in the Secretariat will be undertaken 
in 2021.  
3.5.  However, it should be acknowledged that addressing ethical dilemmas will require more than 
a series of learning interventions and  regular outreach. Indeed, in the light of a suggestion by the 
Working Group on Ethics, the Learning Service is also currently contacting various international 
organisations with a view to identifying and eventually securing the shared services of an Ethic s 
Officer.  
3.6.  The Secretariat's initiative on "Ethics@WTO" will serve as the umbrella programme under which 
"Respect&Harmony@WTO" and "Diversity and Inclusion" will be eventually positioned .  
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