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IPI 
INTERNATIONAL 
PEACE 
INSTITUTE 
ETHICS POLICY STATEMENT 
INCLUDING IN THE AREA OF RESEARCH 
1. Introduction 
International Peace Institute (IPI) maintains policies to guide its staff with respect to standards of 
conduct expected in areas where improper activities could damage IPI's reputation and 
otherwise result in serious adverse consequences for IPI and the staff involved. 
A staff member's actions under this Policy are significant indications of the individual's judgment 
and competence. Accordingly, those actions constitute an important element in the evaluation of 
the staff member for position assignments and promotion. Correspondingly, insensitivity to or 
disregard of the principles of this Policy will be grounds for appropriate management disciplinary 
action. 
2. Statement of Policy 
IPI will comply with all applicable laws and regulations and expects its staff (which includes 
directors, officers, full-time and part-time employees, consultants, interns, and volunteers) to 
conduct business in accordance with the spirit of relevant laws and refrain from dishonest or 
unethical conduct. 
Staff shall, during both working and nonworking hours, act in a manner which will inspire public 
trust in their integrity, impartiality and devotion to the best interests of IPI, its collaborators and 
citizens. 
Business Ethics 
To ensure ethical and impartial business, it is prohibited for IPI staff to: 
1. Offer, accept or solicit money, property, service or other items of value by way of gift, favor, 
inducement or loan with the intent that the offer would influence or the recipient would be 
influenced by such conduct in the discharge of public duties. 
2. Use their official position to secure special advantage in business, personal gain or other 
benefit derived from such relationship. 
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3. Use any IPI facilities, building, equipment, materials or vehicle for their personal use or 
benefit, or for the personal use or benefit of any other individual. No staff members shall have 
unauthorized possession of company property. 
4. Invest or hold a financial interest, directly or indirectly, in any business entity, transaction or 
business endeavor that would create a conflict between the IPI staff member's duty to uphold 
the public trust and the individual's private interest. 
5. IPI staff may be offered honorariums. If the staff member is being paid by IPI for the time for 
which the honorarium will be received, the honorarium will be handed to IPI and used to fund 
general operations. 
Research Ethics 
In the area of research, IPI takes into consideration ethical concerns particularly when research 
is done in conflict and post-conflict contexts, and within divided societies. All field research is 
conducted in a way that is respectful of the subjectivity and needs of those researched, in 
particular of women and children and those sectors of societies that have recently been subject 
to shocks such as violent conflict, genocide, displacement, ethnic cleansing, torture, and sexual 
violence. IPI staff members are responsible for managing the expectations of those researched 
as follows: 
a) 
IPI staff will always identify themselves as IPI employees and never misrepresent 
the purpose and outcome of their research. 
b) 
IPI staff must prioritize their own security over any other consideration, and 
interactions with combatants or perpetrators of violence are dealt with on a case-by-
case basis. 
c) IPI staff will treat all researched persons with respect regardless of race, color, sex, 
language, religion, political or other opinion, national, ethnic or social origin, 
property, disability, birth or other status. 
d) IPI staff will not use language or behavior that is inappropriate, harassing, abusive, 
sexually provocative, demeaning or culturally inappropriate. 
e) IPI staff will not engage with any researched person in any form of sexual activity or 
acts, including paying for sexual services or acts. 
f) 
IPI staff will not attribute quotations to the interviewees in the final reports or any 
other public outputs when interviews are conducted off-the-record. This is 
particularly important when the safety of those researched is at stake. 
In general, the use of good judgment, based on high ethical principles, will guide the staff with 
respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the 
proper course of action, the matter must be disclosed to the immediate supervisor and/or the 
Department Director. The Department Director shall immediately inform the Human Resource 
Director for the purpose of precluding any real or apparent conflict of interest. 
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3. Reports and Periodic Reviews 
A. Any staff member who is requested to engage in any activity which is or may be contrary to 
this Policy will promptly report such information to the manager whom the individual reports, or, 
if the staff member was so directed by the manager, then to IPI Management Team. 
B. Any staff member who acquires information that gives him/her reason to believe that any 
other staff member is engaged in conduct forbidden by the Policy will promptly report such 
information to the manager to whom the staff member reports or, if the manager is engaged in 
such conduct, then to the IPI Management Team. 
4. Policy Review 
This policy will be reviewed at least annually to ensure effectiveness and its continued 
application and relevance to IPI. 
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