Anti-harassment Counsel

2 weeks ago

Delhi Delhi, India World Bank Group Full time

**Job #**:

- req26383**Organization**:

- World Bank**Sector**:

- Ethics & Internal Justice Systems**Grade**:

- GF**Term Duration**:

- 4 years 0 months**Recruitment Type**:

- Local Recruitment**Location**:

- New Delhi,India**Required Language(s)**:

- English**Preferred Language(s)**:

- Proficiency in Hindi**Closing Date**:

- 3/18/2024 (MM/DD/YYYY) at 11:59pm UTC**Description**

**Ethics and Internal Justice Services VPU**
The World Bank’s Ethics and Internal Justice Services Vice Presidency (EIJ VPU) is a newly created Vice Presidency within the World Bank Group (WBG) that brings together, under a single umbrella, the WBG’s approach to values, ethics and the resolution of workplace conflict. The EIJ VPU’s vision is to foster a values-based workplace culture and help staff uphold the WBG’s ethical standards. EIJ provides an integrated, empathetic and efficient approach to resolving workplace conflict, allowing staff to focus with urgency on the WBG’s mission. EIJ’s work covers each of the five WBG institutions.

The Vice Presidency has recently been organized into the following four units:
**1. Ethics Advice and Early Interventions, which consists of**:

- Advisory, Training & Values (ATV) - responsible for the Core Values and the Code of Ethics and associated rules; manages all training and outreach on behalf of the VPU; provides advice and guidance on the Code, with specific focus on conflicts of interest; and manages the Bank’s Declarations of Interest program;
- The Anti-Harassment Coordinator (AHC) - addresses reports of harassment, and sexual harassment, exploitation and abuse; provides guidance to management on preventing and addressing such behaviors; and
- The Race Equity Office (REO) - acts as the focal point for the World Bank for addressing reports of workplace racism and racial discrimination, at both the individual and systemic levels.

**2. Mediation and Formal Reviews, which consists of**:

- Mediation Services (MEF) - offers a confidential conflict resolution process for staff to resolve workplace issues with the assistance of a neutral third-party. MEF also provides team building and team facilitation services;
- Peer Review Services (PRS) - provides an independent review by a panel of peers of managerial decisions, actions or inactions (not related to performance management) affecting a staff member;
- Performance Management Review (PMR) - provides an independent appellate review of performance management-related decisions; and
- Business Integrity Reviews (BIR) - conducts independent fact-finding investigations of allegations of staff misconduct.

**3. Ombuds unit, which consists of**:

- Ombuds Services (OMB) - offers staff a confidential off the record, impartial and informal venue to discuss any workplace issues, and alerts management to systemic trends.
- Respectful Workplace Advisors (RWAs) - comprising staff selected by their peers, RWAs act as a confidential sounding board for staff and a source of information about EIJ services.

**4. The EIJ Front Office which consists of**:

- Core Services - provides cohesive administrative support across the VPU; and
- EIJ Navigator - a centralized intake service to assist staff with their concerns by pairing them with the appropriate channel within the EIJ VPU to resolve their concerns efficiently and expediently.

**Anti-Harassment Counsel**

**Duties and Responsibilities**
Under the supervision and overall guidance of the Anti-Harassment Coordinator, the Anti-Harassment Counsel will carry out the following duties:

- Conduct confidential consultations with clients who report allegations of sexual harassment, harassment and other forms of inappropriate behaviors.
- Prepare written summaries of consultations, identifying the different categories of issues, parties and other relevant information and make recommendations for next steps.
- Review allegations of sexual harassment and other forms of harassment involving WBG staff members in the workplace and make appropriate recommendations as to whether these allegations should be addressed by the Anti-Harassment Coordinator, referred to the BIR team for formal review, or referred to other resources of the EIJ VPU, such as the Ombuds Services and Mediation.
- Provide confidential guidance and advice to staff members who have experienced and/or witnessed sexual harassment/harassment along with available options for addressing it.
- Prepare correspondence in harassment cases, including talking points for interventions by the Anti-Harassment Coordinator, referrals to the BIR team, cautions to alleged offenders and other sensitive documents, for review by the Anti-Harassment Coordinator.
- Conduct post-resolution monitoring of cases after AHC intervened to address concerns related to harassment or other situations referred to the AHC for monitoring after an investigation or the imposition of a disciplinary sanction. Seek feedback from affected staff members to ensure there is n

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