Institutional Integrity


Integrity is essential to the IDB Group’s mission of promoting development throughout Latin America and the Caribbean. Corruption weakens democratic institutions, discourages investment and job creation. Ultimately, it hits the poor and those without access to legal recourse the hardest.

All parties participating in IDB Group-financed activities are held to the highest standards of integrity. Bank staff is obligated to report any possible violation of the IDB Group’s anti-corruption regulations.

The Bank’s integrity program focuses on three distinct, but closely related areas:

How to Report Fraud and Corruption?

Our ability to combat fraud, corruption and other Prohibited Practices  is largely based on cooperation received from others, and information provided by reporting parties and gathered through investigations of the Office of institutional Integrity (OII).

Reports to OII may be made by any of the following means:

By Mail Or In Person

Inter-American Development Bank 
1300 New York Avenue, N.W.,
Office of Institutional Integrity,
Washington, D.C. 20577, USA
Mail should be marked “Personal and Confidential”


Form to submit allegations

Use the online form if you would like to make an anonymous report.


By Phone

(877) 223-4551
Toll free from the U.S. Fees apply to calls from other countries.

By Fax:

(1-202) 312-4019
Long distance charges apply.

Allegations made to others in the Bank, including the President, Vice Presidents, Managers, or the Bank's Country Office Representatives in each of its borrowing member countries, as well as in Madrid, Spain and Tokyo, Japan will be immediately forwarded to OII.

What should you include in your report?

Please provide as much detail as possible, including the following:

If available, name and number of IDB Group-financed project.

Who do you think committed fraud or corruption? Who else might have been involved?

What happened? Describe the events with as much relevant detail as possible.

When did it happen? Dates, time, how many times, etc.

Where did it happen? Include not only the city and country, but, if possible, an actual address, the name of the building, the office number, etc.

Who else might have information?

Who will know that you made a report?

When you report an allegation, you can identify yourself or you can do it anonymously. If you identify yourself, your identity will be kept confidential by the OII, except as needed to permit an investigation to be undertaken (if appropriate), and to respond to the concerns presented. Further information on the treatment of confidential information in the context of reporting allegations may be found in the Bank’s policy for whistleblower protection .

An individual who chooses to report anonymously (i.e. without providing his or her name) should keep in mind that if his or her identity is not known by the Bank, it would not be possible for the Bank to provide the resources and protections afforded by the Bank’s policy for whistleblower protection . However, If you prefer to remain anonymous, you should know that anonymous allegations are often more difficult to pursue and therefore you are encouraged to provide as much details as you possess about the suspected acts of fraud and corruption.

How does the IDB protect Whistleblowers and Witnesses?

The Bank’s policy for whistleblower protection  expressly prohibits acts of retaliation against Bank employees and external parties that report allegations of fraud or corruption or cooperate with Bank authorities in the context of investigations, audits or other inquiries. This policy also establishes the measures the Bank will take to prevent retaliation against employees and external parties that make a report.



Support programs



Contribute to the improvement of public management and service delivery to citizens, through the strengthening of governments' transparency and accountability.

Several studies show how information assymetries, lack of transparency and accountability affect the quality of public services and have a negative impact on development, especially of the poorest communities. For the IDB, the support provided to countries for the building of institutions that operate with transparency and accountability is part of its mandate ( GA-232-38 and GN-2117-2 ) and the sectoral priorities of growth and social welfare ( AB-2764 ).

Within the strategic framework that defines the Action Plan to Support Countries' Efforts to Combat Corruption and Foster Transparency (PAACT, GN-2540 ), and upon the request of borrowing member countries, the IDB provides support at the institutional and sectoral level and at the national and subnational levels of government.

In this way, the IDB contributes to the improvement of public policies and national plans for preventing and combating corruption and strengthening the institutional capacity of governments by improving access to information, promoting targeted transparency in strategic sectors, modernizing agencies of supreme, external and internal control and enhancing the oversight role of legislative bodies.



The TTF is an IDB's key tool that has delivered development results through the support of innovative projects in topics such as transparency, accountability and control and prevention of corruption. More >>





free of fraud and corruption


The Inter-American Development Bank Group strives to ensure its activities are free of fraud and corruption and subject to the strictest control mechanisms. The IDB’s anti-corruption framework was first approved in 2001, and has undergone continuous improvements. The latest changes occurred in 2011 and 2015, as part of the Agenda for the Better Bank, critical to the Ninth General Capital Increase and to the development effectiveness of IDB Group Operations. It is within this framework that the Office of Institutional Integrity (OII) , the Sanctions Officer and the Sanctions Committee fulfill a fiduciary role that is essential to help the IDB Group achieve its objective of improving lives in Latin America and the Caribbean.

The Sanctions System consists of two different phases:

  • the investigative phase, conducted by OII and
  • the adjudication phase, conducted by the Sanctions Officer and the Sanctions Committee.

The Office of Institutional Integrity  is an independent advisory office within the Bank Group that investigates allegations of Prohibited Practices. It aims to help ensure that resources intended to support the region’s social and economic development are not lost to fraud and corruption. The OII also engages in outreach on integrity-related issues.

The adjudication phase encompasses two instances. In the first instance, the Sanctions Officer issues a determination that can be appealed before the Sanctions Committee, which is the second and final instance. The standard of review of the Sanctions Officer and the Sanctions Committee is the preponderance of the evidence.

The Sanctions Officer  is the first instance of the Sanction System’s adjudication phase. The Sanctions Officer determines whether OII’s investigative findings are sufficiently supported by evidence under the standard of preponderance of the evidence.

If after reviewing OII’s Statement of Charges, the Sanctions Officer determines that the investigated party (Respondent) engaged in a Prohibited Practice, the Sanctions Officer notifies the Respondent that sanctions proceedings have been initiated. The Respondent has the opportunity to submit a Response. After receiving the Response, the Sanctions Officer may request additional information or materials from OII or the Respondent.

The Sanctions Officer evaluates the sufficiency of the evidence presented by OII and the Respondent, and issues a Determination. If the Sanctions Officer finds that a Prohibited Practice is supported by a preponderance of the evidence, the Sanctions Officer determines a sanction on the Respondent. If the determination is that the Prohibited Practice is not supported by the preponderance of evidence, the allegations are dismissed and proceedings terminated.

The Sanctions Committee  is the second and final instance of the Sanction System’s adjudication phase. It is composed of three IDB staff members, four external members, and an alternate member of the Inter-American Investment Corporation, the IDB Group’s private sector lending arm. After reviewing OII’s and the Respondent’s arguments, the Sanctions Committee decides whether it is more likely than not that the Respondent engaged in a Prohibited Practice, in which case it imposes a sanction. The Sanctions Committee is not bound by the sanction imposed by the Sanctions Officer. It may impose a different sanction or determine that no sanction should be imposed.

Bank staff


IDB and BID Invest employees have multiple resources to resolve conflicts.

  • The Bank's Office of Ethics supports and guides employees and IDB management on the proper application of the Code of Ethics and Professional Conduct . In addition, the Office conducts staff ethics training sessions.
  • The IDB’s Human Resources Department Department has an important role in the prevention and resolution of work-related issues and grievances. Given that conflict is an inherent part of human interaction, the advice and intervention by the Human Resources Department on labor relations seek to anticipate conflicts at the earliest stage, as well as intercede to resolve them once they are brought to the Department’s attention through, amongst others, participation in the informal and formal conflict resolution mechanisms within the institution.
  • Staff and consultants of the IDB can resort to the Ombudsperson , an independent, confidential and impartial resource to help address work-related issues. The Ombudsperson supplements the Bank’s regular channels for workplace issues by providing an informal venue to resolve concerns, problems, or conflicts in a fair and equitable way. The Ombudsperson also monitors trends that arise out of casework to contribute to the early detection of issues of potential significance at the institutional level.
  • In addition, and as part of the recommendations made by an independent review to help strengthen the Bank’s employee grievance system, the Bank added Mediation as an additional tool to help resolve labor-related conflicts. To this end, the Bank’s president appointed a Mediation Secretary to guide and advise those involved in the conflict in all matters related to Mediation and related processes. Mediation is a confidential conflict resolution mechanism in which an impartial third party helps two or more participants better understand their issues, interests and needs and empowers them to bridge their differences through a voluntary agreement.

The Bank's Administrative Tribunal is the final instance that settles disputes which arise out of the employment relationship of the Bank or the Corporation.