Strong conflict of interest (COI) frameworks
- Clear COI policy framework that identifies perceived, potential and actual conflicts of interest.
- Clear COI policy plan that details how COIs ought to be managed by staff, managers, and directors.
- Ensure staff are informed and familiar with how to declare conflicts of interest.
- Ensure the process to make a declaration is easy, fast, and accessible.
- Take proactive measures to ensure staff and contractors are aware of and understand relevant policies.
- Require all employees and contractors to provide written acknowledgement that they understand their organisation’s conflict of interest policy.
- Clear gifts, benefits and hospitality policies and procedures that contain case studies and examples.
- Discourage any gifts, benefits, and hospitality from current and prospective suppliers.
- Strengthen recruitment and promotion processes and policies to more effectively identify and manage conflicts of interest.
- Increase awareness and compliance around declaring conflicts of interest in procurement.
Proactive information security culture and management
- Training and awareness of the corruption risks associated with information access and disclosure.
- Regular and proactive audits of employees’ access of information systems.
- System users must record a reason for accessing (or altering) sensitive information.
- Ensure maintenance of appropriate information security controls, and that staff do not share log-on and password details.
Rigorous frameworks for corruption prevention and risk management
- Establish integrity policies and corruption risk management plans, and review these regularly (for large organisations).
- Provide initial and regular training on fraud and corruption prevention (for large organisations).
- Provide guidance around who to report concerns to as well as how employees or clients can report suspected corrupt conduct to IBAC (for large organisations).
- Have a clear corruption risk management plan and raise awareness of corruption risks within the workforce (for small organisations).
- Provide guidance around who to report concerns to as well as how employees or clients can report suspected corrupt conduct to IBAC (for small organisations).