This page details information about how reporting around harassment, misconduct and other workplace violence issues are managed. If you have any further questions, you are encouraged to reach out anonymously (via the hotline) or directly.
This page details information about how reporting around harassment, misconduct and other workplace violence issues are managed. If you have any further questions, you are encouraged to reach out anonymously (via the hotline) or directly.
If you are in a managerial role, you have a formal organizational responsibility—you can learn more about that in the manager section of this website.
A colleague told methey experienced something and I don’t know what I should do.If you are a peer, you do not have a legal responsibility, but you do have an ethical one. And as an MSFer, you have a responsibility to support the organization’s principles around humanity, integrity and effectiveness. As a peer, we ask that you connect privately with any affected or targeted people. You can simply say, “You seemed really uncomfortable and I wanted to do something, but I didn’t want to cross a line of yours” or “I felt really awkward with those jokes, was it OK for you?”. We ask that you offer them support, check on their wellbeing and follow their lead in how they want to deal with the situation. We also ask that you offer them information about the resources and mechanisms within MSF for responding to harassment, abuse or otherwise unethical behaviour.
You can support in a variety of ways. The most helpful way is to ask your colleague(s) directly if and how you can help. It may be as simple as listening to them, or they may want support in reporting to the organization.You can also support pro-actively by attending a Disclosure Training and familiarizing yourself with MSF’s work on responsible behaviour.
Yes, you can. You can do this directly, via your manager. You can also do it via HR, or via the online reporting and consultation platform.
One complexity with third party reporting is that it can trigger an organizational response that the targeted people have not personally initiated.They may, for example, be pulled into an investigative process that feels intrusive and unwelcome and may feel the process was taken out of their hands.As such, consider checking in with the directly affected people before you initiate a third party report. That said, if you are deeply concerned with what you see and feel an ethical imperative to report, you are able to do so.Additionally, sometimes people indicate that a colleague reporting felt like a gesture of support and solidarity, and sometimes people experiencing abuse are too frightened to report. For these reasons, we do accept third party reports.
