Transparency and accountability
Accountability is about being responsible to someone for actions taken; about being able to explain, clarify and justify actions. It implies that someone has a right to know and hold an institution or person to account; and that the institution or person has a duty to explain and account for its actions.
Transparency is about being easy to understand, and being open, frank and honest in all communications, transactions and operations. Accountability and transparency go hand-in-hand, and involve being aware of who to be accountable to, what the important pieces of information are, and how they can be communicated most effectively.
Corruption is the abuse of entrusted power for private gain. It is a form of dishonest and/or unethical conduct by an organisation, institution or person entrusted with a position of authority or power, to acquire personal benefit.
Bribery is the offering, promising, giving, accepting or soliciting of money, gifts or other advantage as an inducement to do something that is illegal or a breach of trust in the course of carrying out an organisation’s activities.
Ensuring transparency and accountability
HR&S claims that causes for corruption includes lack of social security and a family responsibility to ensure that the family members overcome financial constraints. The family responsibilities can hit harder the eldest son, those traveling abroad and those with increased salary.
HR&S Emergency loan opportunities, and building saving awareness as well as social responsibility address the cause of corruption.
It is generally agreed that the degree of corruption increases with monopoly (exclusive control), low penalties, discretion, and low probability of being caught, why these are areas that must be addressed while countering corruption.
Monopoly is reduced in the HR&S regulations by involvement and information to all involved stakeholders such as institutions local staff. The penalty associated with corruption must out weight the gain received. To only ask the culpable to return funds is not a penalty.
If money has been lost, then we request 15% interest until everything is paid back, and a minimum payment per month. An anti-corruption policy with clear responsibilities and an action plan is used to reduce discretion. The principles and instruction document can be downloaded for the HR&S web-site.
The content is made clear to all stakeholders. The probability of being caught is addresses through our Country support teams (please find more information elsewhere) and firm auditing structures.
HR&S Transparency principles
The aims of our Transparency Principles are to help us to ensure we use good transparency practices:
- We carry out our business fairly, honestly and openly.Thus, we ensure transparent payment terms and clear records.
- We have set out processes for avoiding direct or indirect corruption and have developed a programme to implement and support these Principles (see below).
- We will keep to these Principles even when it becomes difficult.Thus we do no make facilitation payments.
- We keep clear and updated records.Thus we keep records of decisions on giving donations or how a demand for a bribe or conflict of interest was handled.
- We do not make bribes, nor will we condone the offering of bribes on our behalf, so as to gain a business advantage.
- We do not accept bribes, nor will we agree to them being accepted on our behalf inorder to influence business.
Thus, we ensure careful management of commission payments and a process for dealing with gifts and entertainment.
- We make sure that our staff and our partners know our Principles.
Thus we ensure good communication and training and there is no excuse for not knowing.
- We avoid collaborating with others who do not accept our values.Thus, we careful select our partners carefully.
- We regularly review and update our Programme and processes as needed.
Thus, we learn from experience and networking with others.
Download "Transparency and Accountability (TrAcc), Principles and regulations"