CIFOR–ICRAF publishes over 750 publications every year on agroforestry, forests and climate change, landscape restoration, rights, forest policy and much more – in multiple languages.

CIFOR–ICRAF addresses local challenges and opportunities while providing solutions to global problems for forests, landscapes, people and the planet.

We deliver actionable evidence and solutions to transform how land is used and how food is produced: conserving and restoring ecosystems, responding to the global climate, malnutrition, biodiversity and desertification crises. In short, improving people’s lives.





This procedure applies to all CIFOR-ICRAF staff, board members, interns, students, consultants and stakeholders.

Tutorial video available here.


CIFOR-ICRAF is committed to the highest possible standards of ethical, moral and legal business conduct. In conjunction with this commitment and CIFOR-ICRAF’s commitment to open communication, this policy aims to provide an avenue for staffs to raise concerns and reassurance that they will be protected from reprisals or victimization for whistleblowing in good faith.  However, if an staff feels that their anonymity is not required then they should follow our existing grievance procedure.   


The safeguarding policyintegrity policy, Global HR Policy Manual and the Code of Conduct are intended to cover serious concerns that could have a large impact on CIFOR-ICRAF, such as actions that:

• May lead to financial proprietary
• Are unlawful;
• Are not in line with company policy, including the Code of Conduct; or
• Otherwise amount to serious improper conduct.

Regular business matters that that do not require anonymity should be directed to the staff’s supervisor and are not addressed by this policy.


Harassment or victimization
Harassment or victimization of individuals submitting anonymous reports will not be tolerated.

Every effort will be made to protect the identity of whistleblower.  

Information provided in an anonymous report may be subject to internal and/or external investigation by CIFOR-ICRAF.

Anonymous allegations
The policy allows staff to remain anonymous at their option.  Concerns expressed anonymously will be investigated, but consideration will be given to:

  • The seriousness of the issue raised;
  • The credibility of the concern; and
  • The likelihood of confirming the allegation from attributable sources.

Malicious allegations
Malicious allegations may result in disciplinary action.


The whistleblowing procedure is intended to be used for serious and sensitive issues.  Serious concerns relating to financial reporting, unethical or illegal conduct, should be reported in either of the following ways:

  • Website: CIFOR-ICRAF anonymous reporting portal
  • English speaking USA and Canada: 833-680-0004 (not available from Mexico)
  • Spanish speaking USA and Canada: 800-216-1288
  • French speaking Canada: 855-725-0002
  • Spanish speaking Mexico: 01-800-681-5340
  • Staff outside of North America: 833-680-0004 (see attached dialing instructions)           
  • E-mail: reports@lighthouse-services.com (must include CIFOR-ICRAF with report)
  • Fax alternative for written documents: 215-689-3885 (must include CIFOR-ICRAF with report)

Whistleblower will have the ability to remain anonymous, if they choose.  Please note that the information provided by you may be the basis of an internal and/or external investigation into the issue you are reporting and your anonymity will be protected to the extent possible by law. However, your identity may become known during the course of the investigation because of the information you have provided.  Reports may or may not be investigated at the sole discretion of CIFOR-ICRAF. 

Employment-related concerns should continue to be reported through your normal channels such as your supervisor, local HR representative, Director General or to the Director of Corporate Services.

The earlier a concern is expressed, the easier it is for us to take action.

Although you are not expected to prove the truth of an allegation, the staff submitting a report needs to demonstrate in their anonymous report that there are sufficient grounds for concern.

How the report will be handled

The action taken will depend on the nature of the concern. Directors General of CIFOR and ICRAF receive a copy of each report and follow-up reports on actions taken by CIFOR-ICRAF.

Initial inquiries
Initial inquiries will be made to determine whether an investigation is appropriate, and the form that it should take. Some concerns may be resolved by agreed upon action without the need for an investigation.

Feedback to whistleblower
Whether reported directly to CIFOR-ICRAF personnel or through the hotline, the individual submitting a report will be given the opportunity to receive follow-up on their concern:

  • Acknowledging that the concern was received;
  • Indicating how the matter will be dealt with;
  • Giving an estimate of the time that it will take for a final response;
  • Telling them whether initial inquiries have been made;
  • Telling them whether further investigations will follow, and if not, why not.

Further information
The amount of contact between the individual submitting a report and the body investigating the concern will depend on the nature of the issue, the clarity of information provided, and whether the staff remains accessible for follow-up. Further information may be sought from the whistleblower.

Outcome of an investigation
At the discretion of CIFOR-ICRAF and subject to legal and other constraints the whistleblower may be entitled to receive information about the outcome of an investigation.

CIFOR-ICRAF reserves the right to modify or amend this at any time as it may deem necessary.