Annual report

partners, and with one another within the net-
work. Accountability builds trust, and it is trust 
that enables Red Cross and Red Crescent access 
to communities and to partnerships, as well as 
encouraging a productive and healthy volunteer 
and staff base. 
All IFRC work recognizes the need for 
agility
in 
its organizational mindset and processes. To this 
end, an integrated and comprehensive risk man-
agement system was created in 2022 to embed 
a culture of risk-informed decision making – and 
the exploration of opportunities – in all IFRC 
offices worldwide. 
The IFRC’s internal audit and investigations 
capacity continued to grow and be strength-
ened, with fraud, audit and risk management 
training now being provided to IFRC and National 
Society staff as a standard part of all audit 
reviews. Four virtual briefings were held with 
donors, diplomatic missions and other partners 
in 2022, where the Office of Internal Audit and 
Investigations discussed allegations, investiga-
tions, and integrity action plans.
New measures and instruments were intro-
duced in 2022 to maintain and enhance a safe 
and inclusive work environment at the IFRC.
At the beginning of the year, a new Parental 
Leave Policy was released, and much work 
was done to prepare a new policy on Flexible 
Working Arrangements. A Pay Equity Review was 
launched, and a Diversity, Equity and Inclusion 
strategy was completed. In addition, the IFRC 
launched an Inclusion Journey process to engage 
all staff in building a more equitable, diverse and 
energized IFRC. 
Viewed together, all IFRC enabling functions help 
the IFRC and its network to deliver more effec-
tive, efficient, and appropriate services around 
the world in 2022, enabling affected communi-
ties and the Red Cross and Red Crescent to work 
together in addressing the challenges outlined in 
the strategic priorities..
Executive summary