RNW Media is led by a CEO, Jacqueline Lampe. The CEO bears final responsibility for the organisation and is overseen by the Supervisory Board. The CEO leads RNW Media’s Management Team (MT) which consists of the CEO, the Director of Capacity Strengthening, the Director of Digital Programmes and the Director of Partnership Development.
Strategic, financial and operational decisions are prepared in multi-disciplinary teams and include consultations with two youth representatives to ensure that the opinions of young colleagues, both in the Netherlands and the regions, are considered. Youth representative is a voluntary role open to staff members under the age of 30.
RNW Media employs a core staff in the Netherlands who function as a centre of expertise. The Netherlands staff are responsible for strategic planning, programme management, business development and data and digital processes. They manage, coordinate and support the local teams and partners based in the target countries who are responsible for programme implementation. All staff, including the CEO and senior management, are paid in line with benefit standards of the NGO sector in the Netherlands. All salaries are below that of a director-general in government service (the ‘DG norm’).
RNW Media has a structure in place to organise the voice of the employees and ensure representation of its global team – Umoja/PVT. Three employees representing staff in the Netherlands form the PVT (Personeels Vertegenwoordiging), Personnel Representation group, which has certain rights under Dutch labour law). They are joined by two additional colleagues based in our implementing countries to form Umoja (a Swahili word meaning ‘unity’). Umoja/PVT meets on a quarterly basis with the CEO and on an ad hoc basis as needed to address strategic issues, such as improving communication between the teams and the inclusion of all colleagues. Umoja/PVT is considering the formation of a formal Works Council (Ondernemings Raad)
Every year, RNW Media publishes its Annual Report on its website. You can read the latest Annual Report here. You can read previous reports here. The RNW Media Annual Reports include an overview of activities as well as information about RNW Media’s financial accountability.
Code of conduct
RNW Media endorses and follows the Partos Code of Conduct 2012. RNW Media also asks all staff to abide by its own Code of Conduct, with clear agreements regarding integrity, manners, good governance, quality, use of social media and independence. A complaints policy is in place along with a corporate social responsibility policy. RNW Media’s diversity policy is under review to ensure it is in line with our current strategic direction. Copies of these policies are available on request, please see contact information below.
RNW Media is committed to ensuring and maintaining the highest standards of conduct and business ethics in the delivery of our services. RNW Media promotes a strong culture of transparency and integrity in which people avoid any misconduct or irregularities. The objective of RNW Media’s whistleblowing policy is to establish a uniform and effective procedure that allows for safe reporting of (suspected) misconduct or irregularities and any concerns about wrongdoing without retribution.
RNW Media encourages both employees and concerned external parties to discuss suspicion of misconduct, irregularities or concerns about wrongdoing first with responsible management, their supervisor (if internal), the external integrity officer, Human Resources, or any other internal party they trust. If the suspicion concerns a member of the Management Team, the whistle-blower may also report the suspicion directly to the external integrity officer or to the Chair of the Supervisory Board.
The whistle-blower can report the suspicion of misconduct, irregularities or concern about wrongdoing in writing ([email protected]) or verbally. If reporting is done verbally, the person to whom the report is made will put it in writing and provide this document to the whistle-blower for their consent and signature.
If the investigation of a report by internal personnel is not to the whistle-blowers’ satisfaction, then they have the right to report the event externally to the external Integrity Officer or the Investigation department of the Whistle-blowers Authority or another appropriate legal or investigative agency, such as the police or the Public Prosecution Service.
Click RNW Media Whistleblower January 2020 to download a pdf of the complete Whistleblowing Policy.