{"id":15485,"date":"2023-01-25T20:32:32","date_gmt":"2023-01-25T17:32:32","guid":{"rendered":"https:\/\/awdf.org\/fr\/?page_id=15485"},"modified":"2023-02-05T22:02:18","modified_gmt":"2023-02-05T19:02:18","slug":"systeme-de-denonciation","status":"publish","type":"page","link":"https:\/\/awdf.org\/fr\/systeme-de-denonciation\/","title":{"rendered":"Syst\u00e8me De D\u00e9nonciation"},"content":{"rendered":"

Purpose<\/strong>
\nThe Africa Women\u2019s Development Fund (AWDF) acting through its Board of Directors is
\ncommitted to ensuring that financial and material resources mobilised in the name of African
\nWomen are put to the service of Africa Women and not diverted to serve personal or material
\ninterests. To this end, we have put in place systems and structures to prevent, detect and
\ninvestigate fraud, corruption, misconduct and malpractice.<\/p>\n

This statement encourages staff and other partners to raise concerns about possible fraudulent
\nor corrupt bahaviour rather than overlook them for fear of retaliation. Whistleblowing, will
\nenable the organisations to promptly investigate allegations and take appropriate corrective
\naction to address incidents that might otherwise be undetected. No person who acts in good
\nfaith and whistleblows shall suffer harassment, retaliation or any adverse consequences.
\nEmployees can report suspected fraud, corruption or misconduct;
\n\u00d8 directly to their supervisors
\n\u00d8 to the CEO
\n\u00d8 To the Chair of the board<\/p>\n

Alternately, to facilitate reporting of suspected violations, where the reporter wishes to remain
\nanonymous, a written statement may be submitted to:
\nPhysical address:<\/strong> AWDF House, Justice Sarkodie Addo Avenue East Legon, Accra, Ghana.<\/em>
\nConsultants, grantee partners and any other external person who wishes to report any
\nsuspected cases of fraud, corruption or malpractice or any inappropriate activity directly,
\nanonymously, confidentially or otherwise should report through the following channels;
\nEmail: integrity@awdf.org<\/strong><\/em>
\nTelephone: +233 242700881<\/strong><\/em>
\nPostal Address: PMB CT89, Cantonments, Accra, Ghana<\/strong><\/em>
\nPhysical address: AWDF House, Justice Sarkodie Addo Avenue East Legon Accra Ghana<\/strong><\/em><\/p>\n

\n

Who is a Whistleblower?<\/strong>
\nA person who is either an employee, consultant, volunteer or any person who informs a
\nsupervisor or the chief executive or a Board member about an activity relating to AWDF which
\nthat person believes to be fraudulent or contrary to AWDF\u2019s values, principles or mission.<\/p>\n

\n

What is Whistleblowing?<\/strong>
\nWhistleblowing refers to the process of disclosing suspected incidents of fraud, corruption,
\nmalpractice or misconduct, (whether financial or ethical), as well as illegal acts or omissions by
\nAWDF staff or AWDF\u2019s external partners, including grantees, consultants or service providers.<\/p>\n

\n

What is fraudulent or dishonest conduct?<\/strong>
\nA deliberate act or failure to act with the intention of obtaining an unauthorized benefit.
\nExamples of such conduct include;<\/p>\n

    \n
  • Repeated ill treatment of a staff member\/organisational partner despite a complaint being
    \nmade<\/li>\n
  • A criminal offence has been committed, is being committed or is likely to be committed<\/li>\n
  • Suspected fraud<\/li>\n
  • Disregard for legislation, particularly in relation to health and safety at work<\/li>\n
  • Breach of the organisation\u2019s financial administration policies<\/li>\n
  • Showing undue favour over a contractual matter or to a job applicant<\/li>\n
  • A breach of the organisation\u2019s code of conduct<\/li>\n
  • Forgery or alteration of documents<\/li>\n
  • Unauthorised alteration or manipulation of computer files to conceal information<\/li>\n
  • Fraudulent financial reporting<\/li>\n
  • Pursuit of a benefit or advantage in violation of AWDF\u2019s Conflict-of-Interest Policy<\/li>\n
  • Misappropriation or misuse of AWDF\u2019s resources, such as funds, supplies, or other assets<\/li>\n
  • Authorising or receiving compensation for goods not received or services not performed<\/li>\n
  • Authorising or receiving compensation for hours not worked<\/li>\n
  • Using remarks or actions of a sexual nature that are not welcome and are likely to be
    \nviewed as personally offensive, including sexual flirtations; unwelcome physical or verbal
    \nadvances; sexual propositions; verbal abuse of a sexual nature; the display of sexually
    \nsuggestive objects, cartoons, or pictures; and physical contact of a sexual or particularly
    \npersonal nature.<\/li>\n
  • Using slurs, negative stereotyping, and threatening, intimidating, or hostile acts that relate
    \nto race, colour, religion, gender, gender identity, sexual orientation, national origin, age, or
    \ndisability<\/li>\n
  • Circulating or posting written or graphic material in the workplace that denigrates or shows
    \nhostility or aversion toward an individual or group because of race, colour, religion, gender,
    \nnationality, age, or disability<\/li>\n
  • Discriminating against an employee or potential employee due to a person\u2019s race, colour,
    \nreligion, sex, sexual orientation, national origin, age, physical or mental impairment<\/li>\n
  • Facilitating or concealing any of the above or similar actions<\/li>\n<\/ul>\n

    Who can Whistleblow?<\/strong>
    \nStaff, board members, consultants, volunteers, grantees and the general public are encouraged
    \nto report suspected fraudulent or dishonest conduct (i.e., to act as \u201cwhistleblower\u201d, pursuant
    \nto the procedures set forth below.<\/p>\n

    \n

    How do I Whistleblow?<\/strong>
    \nYou can Whistleblow in writing or orally, by telephone, email, letter or in person.<\/p>\n

    \n

    To whom Should I Whistleblow?<\/strong>
    \nA person\u2019s concerns about possible fraudulent or dishonest use or misuse of resources or
    \nproperty should be reported through the following channels. Alternately, to facilitate reporting
    \nof suspected violations where the reporter wishes to remain anonymous, a written statement
    \nmay be submitted to one of the following reporting channels.
    \nEmail: integrity@awdf.org<\/em>
    \nTelephone: +233242700881<\/em>
    \nPostal Address: PMB CT 89, Cantonments Accra, Ghana<\/em>
    \nPhysical address: AWDF House, Justice Sarkodie Addo Avenue, East Legon Accra, Ghana<\/em>
    \nInternally, staff members should report suspected cases of fraud to their supervisor or, if
    \nsuspected by a volunteer, to the staff member supporting the volunteer\u2019s work. If, for any
    \nreason, a person finds it difficult to report her or his concerns to a supervisor or staff member
    \nsupporting the volunteer\u2019s work, the person may report the concerns directly to the Chief
    \nExecutive Officer.<\/p>\n

    \n

    Do I Have a right to Whistleblow?<\/strong>
    \nAs an employee, you have the right to report suspected fraudulent or dishonest behaviour in
    \nthe organisation.
    \nSupervisors are required to report suspected fraudulent or dishonest conduct to the Chief
    \nExecutive Officer, except in cases involving the CEO, in which case the report should go to the
    \nboard. Reasonable care should be taken in dealing with suspected misconduct to avoid;<\/p>\n

      \n
    • Baseless allegations<\/li>\n
    • Premature notice to persons suspected of misconduct and\/or disclosure of suspected
      \nmisconduct to others not involved with the investigation<\/li>\n
    • Violations of a person\u2019s rights under law
      \nDue to the important yet sensitive nature of the suspected violations, effective professional
      \nfollow-up is critical. Supervisors, while appropriately concerned about \u201cgetting to the bottom\u201d
      \nof such issues, should not in any circumstances perform any investigative or other follow-up
      \nsteps on their own. Accordingly, a supervisor who becomes aware of suspected misconduct<\/li>\n
    • Should not contact the person suspected to further investigate the matter or demand
      \nrestitution<\/li>\n
    • Should not discuss the case with attorneys, the media, or anyone other than the chief
      \nexecutive<\/li>\n
    • Should not report the case to an authorised law enforcement officer without first discussing
      \nthe case with the Chief Executive Officer or the board.<\/li>\n<\/ul>\n
      \n

      What should the report include?<\/strong>
      \nEmployees and others may communicate suspected cases of fraud, corruption or malpractice or
      \nother wrongdoing or alleged retaliation by contacting AWDF. If you wish to remain anonymous,
      \nit is not necessary that you give your name or position in any notification.
      \nWhether or not you identify yourself, for a proper investigation to be conducted, please
      \nprovide AWDF with as much information as you can, sufficient to do a proper investigation,
      \nincluding where and when the incident occurred, names and titles of the individuals involved,
      \nand as much other detail as you can provide.<\/p>\n

      \n

      What principles apply when dealing with such cases?<\/strong><\/p>\n

        \n
      • All reports are to be taken seriously<\/li>\n
      • All reports are dealt with immediately<\/li>\n
      • The Whistleblower may choose to remain anonymous<\/li>\n
      • Anonymous sources can be as valuable as open sources<\/li>\n
      • The various methods of whistleblowing are to be given equal weight<\/li>\n
      • Reports are to be dealt with confidentially<\/li>\n
      • The whistle blower should be given feedback within reasonable time unless he or she
        \nchoose to remain anonymous<\/li>\n<\/ul>\n

        Will I get feedback?<\/strong>
        \nThe compliance officer will notify the sender and acknowledge receipt of the reported violation
        \nor suspected violation within 5 business days.<\/p>\n

        \n

        Who Deals with the report and what is the procedure?<\/strong>
        \nAll reports will be promptly investigated and appropriate corrective action will be taken if
        \nwarranted by the investigation.<\/p>\n

        \n

        Will I put myself at risk?<\/strong>
        \nNo director, officer, or employee who in good faith reports a violation of the Code, financial or
        \nillegal malpractices shall suffer harassment, retaliation, or adverse employment consequence.
        \nAn employee who retaliates against someone who has reported a violation in good faith is
        \nsubject to discipline up to and including termination of employment. This Whistleblower
        \nstatement is intended to encourage and enable employees and others to raise serious concerns
        \nwithin the organization prior to seeking resolution outside the organisation.<\/p>\n

        \n

        How about the person who has been reported?<\/strong>
        \nAll persons\u2019 who have been reported will be made aware of the allegations against them and
        \ngiven the opportunity to also present their version of the issue at stake. After the investigations
        \nare concluded the person who has been reported will be informed immediately regardless of
        \nthe outcome.<\/p>\n

        Dated Nov 2019<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

        Purpose The Africa Women\u2019s Development Fund (AWDF) acting through its Board of Directors is committed to ensuring that financial and material resources mobilised in the name of African Women are put to the service of Africa Women and not diverted to serve personal or material interests. To this end, we have put in place systems […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-15485","page","type-page","status-publish","hentry"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/pages\/15485","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/comments?post=15485"}],"version-history":[{"count":4,"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/pages\/15485\/revisions"}],"predecessor-version":[{"id":15589,"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/pages\/15485\/revisions\/15589"}],"wp:attachment":[{"href":"https:\/\/awdf.org\/fr\/wp-json\/wp\/v2\/media?parent=15485"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}