Ethics, also known as moral philosophy, is a branch of philosophy that involves systematizing, defending, and recommending concepts of right and wrong conduct. The term comes from the Greek word ethos, which means "character". In philosophy, ethics studies the moral behaviour in humans, and how one should act. Banks’ interest towards Ethics will be more geared towards Normative Ethics. Normative ethics takes on a practical task, which is to arrive at moral standards that regulate right and wrong conduct. This may involve articulating the good habits that we should acquire, the duties that we should follow, or the consequences of our behaviour on others.

The Code of Conduct is an important element of Bank’s ethics and compliance instrument. It introduces the concept of ethics and compliance and provides an overview about overall ethical conduct. It communicates Bank’s values and principles, and summarizes the most significant rules and policies that impact Bank’s culture. It is meant to promote ethical behaviour, to reinforce legal and administrative compliance, and to enhance corporate reputation. The Code of conduct is part and parcel of Bank’s ethics and reputational risk profile. It is designed to mitigate through discussion and training most serious and frequent kinds of ethical challenges and dilemmas.

Read the Code and familiarise yourself with its principles and content. Knowing the rules can help you avoid any situation which may be a problem as well as help you if you encounter Misconduct by others which affects you or the Bank.

The Bank does respect individual privacy, however it is expected that staff members hold their selves to the highest standards of conduct, even in their personal lives, to protect self-reputation and that of the Bank. In addition, Staff members should seek to understand and respect the culture, customs and habits of the country of their duty station. They must avoid ostentatious living and conduct which might give rise to resentment.

Repeated invitations after you have made it clear that they are not welcome may constitute harassment. The person involved does not need to be your supervisor, though the situation is more serious when it involves supervisor. You should be very clear with this colleague that you expect this to stop and if the behaviour still persists, report it to the Ethics Office.

Based on the Office of the Auditor General’s recommendation to establish a position of an Ethics Officer, the Board of Directors has adopted Resolution B/BD/2008/15. Among other things, Resolution B/BD/2008/15 recognized the need for the establishment of the position of Ethics Officer within the Bank structure to provide guidance on any real or potential conflicts of interest that may arise in the work place. The creation of the position in 2009 was in line with best practices adopted in sister multilateral development Banks.

The Code should cover all the ethical risks applicable to the Bank and contain provisions for monitoring conduct and for dealing with breaches in the code. Since it is not possible to set out an all-inclusive Code of Conduct for the guidance of staff members, the latter are expected to use their own good judgement to conform to the intent and the spirit of the Code, in all matters not specifically stated herein. Should staff members have any doubt they can seek the advice of their supervisor and/or of the Ethics Office.

All employees of the African Development Bank, regardless of their positions and duties, are required to observe the standards of conduct contained in this Code. Failure to do so may be sanctioned, as unsatisfactory conduct or serious misconduct, as the case may be, under the Staff Regulations and the Staff Rules. While this Code is addressed to staff members, it is applicable to their immediate family members. It is, therefore, a staff member’s responsibility to ensure that his/her immediate family members comply, where applicable, with the provisions of this Code.

It is not okay to isolate or humiliate an individual or group for any kind of reason. It is also never acceptable to make negative comments or judgments about someone. To do so may be harassment or discrimination, which are considered Misconduct by the Code. Staff members shall act with impartiality, tolerance and understanding. They shall treat their colleagues, whether supervisors, peers or subordinates, with courtesy and respect. They shall avoid any action which may be viewed as harassment, including sexual or gender harassment, or verbal or physical abuse. They shall at all times avoid comportment or behaviour at the workplace which, although not rising to the level of harassment or abuse, may nonetheless create an atmosphere of hostility or intimidation that interferes with work performance. You need to report this behaviour to your supervisor, who may also seek the help of others, like the Ethics Office to manage this problem.