OUR MANDATE

The mandate of IDRC is described in the IDRC Act: "... to initiate, encourage, support, and conduct research into the problems of the developing regions of the world and into the means for applying and adapting scientific, technical, and other knowledge to the economic and social advancement of those region."

In pursuing its mandate, the Act empowers the Centre: 

• to enlist the talents of natural and social scientists and technologists in Canada and other countries; 
• to assist the developing regions to build up the research capabilities, the innovative skills, and the institutions required to solve their problems; 
• to encourage generally the coordination of international development research; and 
• to foster cooperation in research on development problems between the developed and developing regions for their mutual benefit.

OUR MISSION

The Centre strives to optimize the creation, adaptation, and ownership of the knowledge that the people of developing countries judge to be of greatest relevance to their own prosperity, security, and equity.

OUR EMPLOYMENT PHILOSOPHY

IDRC's Employment Philosophy focuses on our expectations for the workplace and articulates our values and commitment to ethical behaviour and productive management-employee relations.

The Employment Philosophy applies equally to all IDRC employees, in Canada and abroad.

Given that IDRC's success depends on highly effective and imaginative staff working well together, we believe that this is best accomplished when managers and employees meet our joint commitment to :

• embrace and uphold the principles of fairness and equity;
• protect the fundamental health and safety of employees in the workplace and while they are traveling; 
• support and promote the use of Canada's two official languages; 
• ensure consistency and openness in the treatment of employees through the development and application of sound policies and practices; 
• provide a total compensation plan (i.e. salary and benefits) that is fair, as well as training and professional development opportunities that enrich the Centre's work and that promote individual levels of competence; 
• create an environment where employees can attain and maintain a balance between their work and personal lives; 
• recognize and reward excellence in the achievement of work objectives, taking initiative, dealing with others, and contributing in a responsive and positive way to the work and environment of the Centre; 
• promote and support working relationships and teamwork between and among employees based on mutual trust, respect, and goodwill; 
• promote and maintain open and honest communication; and 
• make IDRC a place where the views of employees are encouraged, welcomed, and respected.

OUR CODE OF CONDUCT

IDRC is committed to the highest standard of ethical conduct in all its activities.

Our Code of Conduct flows from our Mandate, Mission, Employment Philosophy, and Centre-wide Employment Philosophy discussions. IDRC's Board of Governors and the President, along with the Senior Management Committee, have endorsed this Code of Conduct and consider it integral to our corporate culture. This Code will also help to further strengthen our good corporate governance practices.

The Code applies to all IDRC employees in Canada and abroad and to all of IDRC's business activities. Any reference to employees is intended to include all employees and officers.

The values and principles outlined in this Code must be reflected in our collective practices, policies and actions.

The values and principles outlined below not only encompass the commitments made in the Employment Philosophy, they also describe minimum ethical standards by which we, as IDRC employees, operate.

Compliance

We comply with domestic and international laws, conventions, country agreements, procedures and applicable codes of professional conduct governing our respective professions.

Professionalism

We are professional and courteous when dealing with our fellow employees, Centre partners, recipients, contractors, members of the public and other stakeholders.

We contribute to harmonious working relationships. We act reasonably and fairly in our expectations of others. We resolve conflicts in a mature and professional manner. This extends to directing our concerns to appropriate parties.

We work towards safeguarding and enhancing the reputation, corporate values and principles, and working life of IDRC.

Supporting/Promoting Quality and Integrity in Research

We support research work that furthers the Centre's mandate. We strive for excellence and impose high standards of integrity on the research we support.

We encourage capacity building and knowledge sharing among our partners and recipients to further enhance the impact and future sustainability of Centre-funded projects, while at the same time, promoting awareness and respect of intellectual property rights, including but not limited to copyright works and traditional knowledge.

We properly acknowledge the work of our co-workers, partners, and recipients. We are sensitive to the potential ethical considerations that may arise in connection with a Centre-funded project.

We respect different methodological approaches to research without prejudgment and strive to conduct balanced analyses of the project work we support.

We comply with the letter and spirit of internationally accepted ethical principles governing research, and Centre policies governing research ethics.

Use of Centre Resources and Assets

We use Centre resources and assets responsibly, including property, information systems, and electronic networks, funds, information, and records.

We exercise prudent management of Parliamentary appropriations to the Centre and all other sources of funding. We promote the application of sound business and risk-management practices.

Record Keeping and Reporting

We promote transparency.

We safeguard and keep our records current, relevant, complete, and accurate.

We ensure that corporate business records are prepared reliably, accurately and in a timely fashion.

We comply with Canadian generally accepted accounting principles (GAAP).

Understanding and Respecting Cross-Cultural Differences

We strive to be respectful of and sensitive to cultural differences, particularly local customs and culture in countries in which we conduct business.

We make an effort to better understand local culture, and before traveling or being assigned to a given region, familiarize ourselves with local customs and practices.

Acting in the Best Interests of the Centre

We always endeavor to act in the best interests of IDRC and its mandate. We do not knowingly engage in activities that would otherwise undermine the reputation, integrity, objectivity, and impartiality of the Centre or its representatives.

We are responsible for ensuring that purchasing and funding decisions are made with honesty and integrity.

Conflict of Interest

A conflict of interest exists in any situation where employees' ability to fulfill their official duties and responsibilities could be adversely affected by their private interests or personal considerations. This goes beyond a financial or economic interest to include any personal interest that arises from business dealings, social ties, or other personal considerations.

As employees of the Centre, we conduct ourselves and perform our duties in a manner that reflects the values, principles, standards, and best interests of IDRC, and in a transparent way that enhances public confidence and trust in the integrity of the Centre.

We act in a manner that will bear the closest public scrutiny and foster public confidence.

We strive to avoid situations that place us in an actual, potential, or apparent conflict of interest and report on all such conflicts, in accordance with the Centre's governing policies. We regularly review IDRC's conflicts of interest policies to ensure compliance and raise any concerns we may have directly with our fellow employees, supervisor, or if unadvisable or inappropriate, the next level of supervision.

Respect for Confidentiality of Information

We respect and seek to protect personal employee information, third party proprietary confidential information, or such other confidential information that is not otherwise public information.

Health and Safety

We are all responsible for promoting and maintaining a healthy and safe working environment. We take all reasonable precautions to ensure our own health and safety and that of our colleagues or others who are affected by our work.

Discrimination and Harassment

We are all responsible for promoting and maintaining an environment that is free of all forms of discrimination and/or harassment (including sexual, physical, or psychological harassment).

OUR RESPONSIBILITIES

The Code is intended to help us understand ethical requirements and responsibilities in day-to-day operations and by way of appendix, to serve as a reference tool to more detailed policies and guidelines. It is not intended to be a set of detailed rules but, rather, a set of principles.

When faced with a difficult business decision that is not addressed in this Code, a few questions may help us determine the appropriate course of action:

• Is it ethical?
• Is it legal?
• Is the decision defensible in the eyes of the public?
• What would a reasonable person think about our decision/action?
• Does it have the potential to reflect negatively on DRC or us?
• Would we be embarrassed if others knew we took this action?
• Is there an alternative course that may not pose the same ethical conflict/dilemma

If still in doubt about a situation or whether it is consistent with IDRC's high ethical standards, we must seek help and guidance from our supervisor, or if inappropriate or otherwise unadvisable to do so, the next level of supervision, or such other office that may be designated from time to time.

We, members of management and staff alike, are all responsible for ensuring that we read, understand, and uphold the values, principles and standards outlined in the Code and in the supporting Centre policies. To be effective, the Code must be integral to everything we do.

Avenue of Resolution

Concerns about this Code and its application should first be discussed with management. When unable to raise the concern with a direct supervisor, we are to consult the next higher level of authority or, ultimately, such other office that may be designated from time to time.

In all cases, reporting requirements related to the disclosure of wrongdoings and the protections afforded to those employees who, acting in good faith and without being frivolous or vexatious, have made an allegation of wrongdoing, will be consistent with the requirements of the Public Servants Disclosure Protection Act.

Failure to Comply

The Code forms part of our conditions of employment at IDRC. We are expected to operate within and uphold the highest standard of conduct. We understand that any failure to do so will be viewed as falling short of IDRC's acceptable standards of conduct as defined in the Management Policy Manual, Section 4.28 - Discipline, and may therefore lead to disciplinary action.