BRAC's legal and compliance (L&C) department promotes good governance and legal culture within BRAC. The department's mission is to protect the legal interests of people, programmes, property and reputation of BRAC. In addition to providing litigation support and legal training to the staff, L&C has the mandate to help ensure that the BRAC entities are in compliance with relevant laws, policies and regulations. The department’s goal is to ensure that the development interventions, people, assets and reputation maintain the highest legal and ethical standards.
The investigation unit is a part of BRAC's internal control mechanism. In 2006 a separate investigation unit was formed to address the increased number of complaints under the monitoring department. The unit was created to uphold organisational ethics and values, and to ensure greater transparency and accountability of overall management and internal observation procedures. The investigation unit investigates complaints related to financial irregularities, violation of organisational rules and regulations, nepotism, indecent behavior, and arbitrariness across BRAC. It also investigates grievances from BRAC's stakeholders.
BRAC's information and communications technology (ICT) department is not only making technological interventions to automate the organisation’s internal business processes, but also increasingly establishing itself as a centre of excellence with innovative and creative solutions to complement BRAC's effort in the local and global development arena. Our department comprises of four units – software development, network and infrastructure, hardware support, and mid-range coverage desk.
BRAC's human resource division (HRD) has established a qualitative and strategic approach in managing workforce. The key focus areas are procedural justice, transparency, equality, respect for diversity and recognition of human potential. The HR policies and guidelines aim to ensure uninterrupted services to and spontaneous participation of employees, which in turn facilitates achieving the organisational goals, as well as fulfilling individual employee needs.
The HRD published the Human Resource Policies and Procedures (HRPP) in 2011. The HR Line of Sight (LOS) 2012-2013 has been developed to ensure the successful implementation of performance objectives to achieve the organisational goals. BRAC HRD launched e-recruitment system and also introduced web-based information services for the staff on the division’s website.
BRAC’s young professionals programme (YPP) has been preparing and delivering the best development leaders of the country since 2008. YPP offers a challenging fast-track professional career in international development.
The BRAC Governing Body appointed Ernst & Young Chartered Accountants,Malaysia and S. F. Ahmed & Co. Chartered Accountants, Bangladesh (local partner) jointly as the external auditors of BRAC for the year 2007. They duly conducted the audit and signed the audit report on 16 March 2008. They were also appointed to audit BRAC Education Programme (BEP) and Challenging the Frontiers of Poverty Reduction-Targeting the Ultra Poor (CFPR-TUP) programme. These two programmes account for a large portion of total donor finance to BRAC. The donors' consortia approved their appointment and they duly submitted the audit reports of BEP and CFPR-TUP. While conducting the audit of all the BRAC projects including the above two, the external auditor S. F. Ahmed & Co. Chartered Accountants reported separately to NGO Affairs Bureau for each project. For the other donor financed BRAC projects the following external auditors were appointed: J. R. Chowdhury & Co., S. K. Barua & Co., ACNABIN & Co., and Masih Muhit Haque & Co. Audit reports for all projects were submitted to the NGO Affairs Bureau of the Government of Bangladesh. A total of 32 external auditing missions, from four audit firms and the Audit Directorate, foreign aided projects, and the Government of Bangladesh, reported on different BRAC programmes in 2007.
BRAC's construction department has constructed nearly 500 establishments for BRAC and its subsidiaries in Bangladesh, including BRAC's area and branch offices, training centres, Aarong outlets, Ayesha Abed Foundation centres, poultry and fish hatcheries, sericulture and artificial insemination centres, nurseries, cyclone centres, dairy and food projects establishments, staff housing, and recreation centres. To maintain and ensure proper usage of the utility facilities in these establishments, BRAC’s maintenance department has been working alongside the construction department since 1996. In order to achieve a more efficient operation and management the two departments merged as one in 2006 under a single leadership.
BRAC's communications department aims to actively promote, protect and enhance BRAC's image through strategic communication. It also fosters innovation and synergy at BRAC by facilitating an effective exchange of ideas and information, both internally and externally. The department maintains consistency of all external communications, facilitates knowledge sharing and employee engagement, and ensures brand consistency within the organisation. It is committed to continuously develop channels and capacity within the organisation and innovate different modes of activities to promote better understanding of BRAC, raise its global profile and build a common platform where BRAC's mission, vision and values can be shared across boundaries.
BRAC's internal control system is designed to get reasonable assurance about effectiveness and efficiency of operations, reliability of financial data and compliance of applicable rules, regulations and procedures. Management's integrity, attitude, actions, and ethical values help raise consciousness control among the staff. BRAC management believes that controls are important to achieve the objectives and to communicate its view to staff at all levels. Clear policies and procedures, documentation process, table of authority, segregation of staff duties, supervision and accountability have made the organisation transparent. Considering the internal control a continuous process BRAC periodically reviews and modifies the system in the changing circumstances. At the top of its control mechanism, there exists the willingness of BRAC governing body to ensure internal control and transparency.
BRAC became a full charter member of the INGO Accountability Charter in December 2013. The INGO Accountability Charter was incorporated in 2008. It is registered as a company in the UK and having its secretariat in Berlin, Germany. The objective is to create and develop a charter relating to the accountability of non-governmental organisations. At present there are 26 full charter members. Please visit the link to the Charter website for details: http://www.ingoaccountabilitycharter.org.
The Accountability Reports submitted by BRAC are available in the website of INGO Accountability Charter at this link: http://www.ingoaccountabilitycharter.org/home/charter-members/brac.
Child Protection Policy:
In December 2010, BRAC's governing board adopted the following child protection policy,
BRAC Child Protection Policy
Gender Policy: BRAC promotes gender equity and equality within the organisation. To provide the right direction and guidelines to all BRAC staff, BRAC has implemented Gender Policy and Sexual Harassment Elimination Policy,
BRAC Gender Policy
BRAC Sexual Harassment Elimination Policy
Memorandum of Association: Memorandum of Association - BRAC (Revised in 2013)