• About this Portal
    • Internal Audit and Investigations Group
    • Ethics Office
    • Prevention of Sexual Exploitation, Abuse and Harassment Team
    • Health, Safety, Social and Environmental Team
    • Workplace Conduct Team
    • People Planning, Performance and Development Team
    • Legal Group
    • Bid Protest
    • Ombudsman Office for United Nations Funds and Programmes
    • Navigation and Support Team
    • Well-being Support
    • Personnel and Staff Associations
    • General
    • Internal Audit and Investigation Group
    • Ethics Office
    • Prevention of Sexual Exploitation, Abuse and Harassment
    • Workplace Conduct Team
    • People Planning and Performance Team
    • Legal Group
    • Navigation and Support
    • Well-being Support
  • Resources
    • Report misconduct (except retaliation)
    • Report retaliation
    • Report sexual misconduct
    • Report health, safety, social or environmental concern
    • Performance rebuttal request
    • Which form should I use?
  • About this Portal
    Read more about the aim of the Portal and our ethical values.
    Internal Audit and Investigations Group
    Investigates allegations of misconduct and undertakes audits.
    Ethics Office
    Nurtures a culture of ethics, integrity, and accountability at UNOPS, and helps protect UNOPS personnel against retaliation.
    Prevention of Sexual Exploitation, Abuse and Harassment Team
    Coordinates UNOPS efforts on prevention and protection against sexual exploitation, abuse and harassment.
    Health, Safety, Social and Environmental Team
    Develops and implements health, safety, social and environmental best practices in UNOPS' projects and operations.
    Workplace Conduct Team
    The Workplace Conduct Team (WCT) supports colleagues and managers in addressing and resolving workplace concerns through informal conflict resolution and administrative, management-led interventions.
    People Planning, Performance and Development Team
    Responsible for managing the performance appraisal rebuttal process.
    Legal Group
    Handles key formal aspects of UNOPS internal justice system.
    Bid Protest
    Responsible for reviewing requests from suppliers who believe they have been unfairly treated or that procurement procedures were not followed during a UNOPS procurement process.
    Ombudsman Office for United Nations Funds and Programmes
    Offers dedicated informal dispute resolution services to all UNOPS colleagues.
  • Navigation and Support Team
    Helps reporters navigate and understand UNOPS' internal justice and whistleblower systems.
    Well-being Support
    Advocates for mental health through prevention and referrals to crisis or counselling services.
    Personnel and Staff Associations
    Support personnel by advocating for their working conditions.
  • General
    • Where do I report what? (Guidance on which office might be the right one for you to submit a case to.)
    • How do I report a case or concern?
    • How does confidentiality work?
    Internal Audit and Investigation Group
    • What does IAIG do?
    • How does IAIG maintain confidentiality?
    • What are some examples of evidence that I should provide?
    Ethics Office
    • What is the Ethics Office?
    • What does the Ethics Office do?
    • What does the Ethics Office NOT do?
    Prevention of Sexual Exploitation, Abuse and Harassment
    • What is the role of the PSEAH team at UNOPS?
    • What are UNOPS core principles on PSEAH?
    • What is "sexual exploitation and abuse"?
    Workplace Conduct Team
    • What does the Workplace Conduct Team do?
    • What is the difference between Workplace Conduct Team and Internal Grievances?
    • What is the difference between Workplace Conduct Team (WCT) & Internal Audit and Investigations Group (IAIG)?
    People Planning and Performance Team
    • What is a performance review rebuttal process?
    • Who conducts the rebuttal?
    • What are the requirements for requesting a rebuttal?
    Legal Group
    • Can I get legal advice from the Legal Group about an administrative decision that I would like to contest?
    • Can I take my dispute with UNOPS to a national court for resolution?
    • What are my options for resolving a workplace dispute in UNOPS internal justice system?
    Navigation and Support
    • What is “victim/survivor support”?
    • What is a “victim-centered approach”?
    • What kind of support is offered by the Navigation and Support Team?
    Well-being Support
    • What does UNOPS do to promote the well-being of personnel?
    • How can I access mental health services at UNOPS?
    • What is the process for receiving Well-being Support?
  • Resources
  • Report misconduct (except retaliation)
    Report retaliation
    Report sexual misconduct
    Report health, safety, social or environmental concern
    Performance rebuttal request
    Which form should I use?
  • FR
  • ES

The Workplace Conduct Team (WCT) supports colleagues and managers in addressing and resolving workplace concerns through conflict resolution and administrative, management-led interventions. Our role is focused on the early, constructive resolution of issues that do not rise to the level of misconduct. Through this work, we help ensure a safe and respectful workplace environment.

The WCT provides confidential guidance, support, and practical assistance in relation to workplace concerns, including issues involving inappropriate behaviour, workplace conflict, or strained working relationships.

While the WCT previously conducted intake and preliminary assessments of allegations of potential misconduct, this is no longer part of our mandate. All allegations of potential misconduct (including harassment, discrimination, and abuse of authority) are now reported directly to the Internal Audit and Investigations Group (IAIG), which serves as the single point of intake for UNOPS of misconduct allegations (except retaliation) and determines whether a matter should be formally investigated.

The WCT continues to play a primary role in recommending, supporting, and/or implementing conflict resolution and non-disciplinary interventions. These may include facilitated dialogue, mediation, coaching, counselling, targeted training, or other appropriate management actions aimed at resolving concerns and preventing escalation.

To help ensure effective informal conflict resolution, WCT may need to review relevant documents (such as emails), clarify the basic facts of the situation and possibly contact other involved parties where appropriate. This will be done with the consent of the person seeking support.

We also support informal resolution efforts when colleagues are experiencing interpersonal conflict, either directly or by referring to the Ombudsman.

As of 1 January 2025, the Workplace Conduct Team (WCT) is the new name and function for the Internal Grievances (IG) Team. This new name reflects a more specific focus on addressing workplace conduct issues, rather than reviewing grievances related to management decisions. The WCT also has a broader toolkit to address workplace conduct issues more appropriately in support of an enabling workplace culture.

IAIG is the only office in UNOPS mandated to undertake investigations into alleged misconduct. Following an investigation, IAIG issues an investigation report setting out the established facts and findings, which is submitted to the relevant authority (e.g. the General Counsel or Human Resources Legal Officer). Based on the investigation report, a determination is made as to whether misconduct occurred and what measures, if any, are to be taken, in accordance with applicable policies and procedures.

WCT, by contrast, does not conduct investigations or make determinations of misconduct. Its role is to provide confidential guidance and support and to facilitate informal resolution of workplace concerns that do not warrant an investigation. In doing so, WCT may seek to understand the circumstances and perspectives of those involved and, where appropriate, engage with relevant parties to help identify constructive, non-disciplinary solutions and interventions.

The WCT does not review management decisions related to performance evaluations, selection processes, contract terminations, or other management actions such as reclassifications or position assignments. These types of matters fall under different procedures, such as performance rebuttal or management evaluation processes (MER).

The WCT does not conduct intake or preliminary assessments to determine whether a matter may constitute misconduct. The WCT also does not conduct formal investigations or issue disciplinary sanctions.

Allegations that may constitute misconduct must be reported directly to IAIG.

If you are facing interpersonal issues, the WCT can provide support in various ways. We may offer facilitated dialogue or mediation to help resolve the conflict in a neutral setting, or we can connect you with the Ombudsman’s Office, which specializes in conflict resolution and mediation. We may also offer strategies and support to help individuals cope with and directly address difficult issues in the office.

This approach is designed to encourage a collaborative solution without escalating the issue to a formal process. It is important to understand that we facilitate conflict resolution but cannot solve interpersonal issues unilaterally. Resolution requires a good-faith commitment and active participation from all involved parties. Without genuine participation, efforts to mediate or facilitate dialogue may not be effective.

You can contact the Workplace Conduct Team at: workplaceconduct@unops.org


The WCT supports colleagues and managers in addressing concerns related to workplace conduct, including inappropriate behaviour, workplace conflict, bullying, microaggressions, hostile work environments, or other behaviours that negatively impact the workplace atmosphere.

We frequently address inappropriate behaviour that does not rise to the level of misconduct but still warrants administrative, management-led intervention.

When you contact the WCT, we will listen to your concerns and provide confidential guidance and support, ensuring that any action taken aligns with a people-centred approach.

We will discuss available non-disciplinary options with you and will only proceed with your consent. Depending on the circumstances, this may include conflict resolution support, guidance to managers, or other appropriate non-disciplinary interventions.

If you wish to have a formal assessment of whether your concerns may constitute misconduct, you will be referred to IAIG or you may choose to report directly to IAIG at any time.

The WCT will endeavor to keep individuals seeking our support reasonably informed about the steps taken within our mandate, bearing in mind the privacy and confidentiality rights of all parties involved. The WCT normally will not take any actions without first informing the person seeking our help.

Where appropriate, we will communicate outcomes related to administrative, managerial interventions or closure of the matter within the WCT’s scope of work.

The WCT is committed to upholding confidentiality. All team members are required to sign a confidentiality agreement to protect sensitive information. We only share details with the consent of the concerned individual and on a need-to-know basis. We always strive to ensure the privacy of those involved in any matters brought to the WCT.

The only rare exceptions to this are instances where we consider there is a serious risk to safety or a legal obligation to act, as our primary priority is keeping you and our workplace safe.

Engaging with the Workplace Conduct Team (WCT) does not constitute a “protected activity” for whistleblower purposes and in the meaning of the UNOPS Protection against Retaliation Policy. Protection against retaliation applies when a report of suspected misconduct is formally made to the Internal Audit and Investigations Group (IAIG) or when an individual cooperates with an investigation or audit.

This does not mean that individuals may be subjected to inappropriate treatment, e.g. reprisals, for engaging with the WCT. Any inappropriate adverse action taken against a member of personnel because they sought guidance or support from the WCT may still constitute misconduct, including abuse of authority and/or harassment.

Many situations at work that we feel might constitute misconduct may in fact be due to interpersonal differences. We often forget that we each have a role to play in fostering a harmonious workplace where tolerance and respect are central pillars. Such situations benefit from informal resolution, rather than escalating the case to a formal review or investigation because these are lengthy processes that do not necessarily resolve the concern. Early conflict resolution benefits everyone, particularly those directly involved, as it provides an opportunity for each person to collaboratively create and agree on a meaningful solution to a situation that may be causing significant anxiety or stress.

UNOPS aims to recruit the best talent through fair, competitive, and transparent selection processes. Vacancy announcements often attract a high number of qualified applicants, and only candidates who most closely meet the requirements of the position are shortlisted for interview.

If you believe there may have been an error in the screening process or would like clarification, you may contact the hiring unit identified in the vacancy announcement. While UNOPS is not able to provide individual feedback to all applicants or reconsider shortlisting decisions, hiring units may, where feasible, offer general clarification on the selection process.

UNOPS recruits through open and competitive selection processes. Candidates should consult the UNOPS employment page and apply to positions for which they meet the stated requirements. Applications are only accepted through official UNOPS recruitment channels.

Discrimination is any unfair treatment or arbitrary distinction based on a person’s race, gender, religion, nationality, ethnic origin, sexual orientation, disability, age, language, social origin or other status. Discrimination may be an isolated event affecting one person or a group of persons similarly situated, or may manifest itself through harassment or abuse of authority.

Harassment is any improper and unwelcome conduct that a reasonable person might expect or perceive to cause offence or humiliation to another person. Harassment may take the form of words, gestures or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle, humiliate or embarrass another or which create an intimidating, hostile or offensive work environment. It includes harassment based on any grounds, such as race, religion, colour, creed, ethnic origin, physical attributes, gender or sexual orientation. It can include a one-time incident or a series of incidents. Harassment may be deliberate, unsolicited, and coercive. Disagreement on work performance or on other work-related issues is not considered harassment and is not dealt with under the provisions of this policy but in the context of performance management.

Abuse of authority is the improper use of a position of influence, power or authority against another person. This is particularly serious when a person uses his or her influence, power or authority to improperly influence the career or employment conditions of another, including, but not limited to, appointment, assignment, contract renewal, performance evaluation or promotion. Abuse of authority may also include conduct that creates a hostile or offensive work environment which includes, but is not limited to, the use of intimidation, threats, blackmail or coercion. Discrimination and harassment, including sexual harassment, are particularly serious when accompanied by abuse of authority.

Quick Links

Browse through other sections:
Internal Audit and Investigations Group
FAQ
Submit a case
Ethics Office
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Prevention of Sexual Exploitation, Abuse and Harassment Team
FAQ
Submit a case
Health, Safety, Social and Environmental Team
Submit a case
Workplace Conduct Team
FAQ
People Planning, Performance and Development Team
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Legal Group
FAQ
Submit a case
Bid Protest

Disclaimer

Personnel and reporters are reminded to only use the official reporting channels outlined on this portal. Providing confidential or sensitive information to external parties may amount to misconduct.

The summary content provided on this page is issued for informative purposes only and reflects the most accurate information available at the time of publication. However, the summary does not amend, replace or override the applicable legal framework set out, inter alia, in the UN Charter, the Convention on the Privileges and Immunities of the United Nations, the UN Staff Regulations and Rules, relevant administrative issuances and any specific contracting arrangements in place. UNOPS personnel should therefore not rely upon the summary information provided in the portal, as it is not intended to be an authoritative resource. Instead, they should refer to the aforementioned legal framework and their contract with UNOPS for definitive guidance.

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