Social media staff guidelines for the International Red Cross Red Crescent (IFRC)

One of my projects over the last few months was to write and get approval for social media staff guidelines for the International Federation of Red Cross and Red Crescent Societies (IFRC). I’m sharing them because I hope that they will be useful to other organizations who are working on similar documents. Besides: I wouldn’t have been able to write them without other organizations and companies making their’s available.

Social media guidelines for IFRC staff

Social media guidelines for IFRC staff

The International Red Cross Red Crescent Movement in general and the IFRC in particular are very complicated organism. So please let me explain a few things:

1. This is not your National Red Cross or Red Crescent Society

These are NOT the staff guidelines of the American Red Cross, the British Red Cross, the Turkish Red Crescent etc …

These are the social media guidelines of the “International Federation of Red Cross and Red Crescent Societies”. The IFRC is an organization where all 186 National Red Cross and Red Crescent Societies are members. It is not a headquarters  but a service provider to the National Societies who can take or leave what the IFRC produces. Some National Societies already have their own social media guidelines.

2. “Neutrality” and “Freedom of Speech”

How far you’ve gone always depends on where you are coming from.

I realize that the parts about “neutrality” and “keeping your manager in the loop” might sound very restrictive to some people, especially those from democratic countries.  But you have to keep two things in mind:

A, Our Code of Conduct says:

“[All staff shall] not publish any work (including writings, photographs, video footage, etc.) that has been produced in connection with, or that is related to, their assignment and functions with the Federation without prior approval of the Secretary General.”

This could easily have been used by management to shut people down who have their own blogs or use social media to talk about work. Instead we went exactly the opposite way and turned this (with the help of stakeholders who could make that decision) into “keep your boss in the loop”. This is a pretty big step.

B, The IFRC demands of its employees restraint when it comes to political controversies:

“[All staff shall] not publicly express any opinions on events connected with political affairs or engage in political activities that could reflect adversely on the impartiality, neutrality or independence of the Federation (…)”

This clause has been part of everyone’s employment contract for many years. Obviously it also has to apply online.

Coming from a country like Germany this initially felt like a pretty big violation of my rights as a citizen. But  for a lot of people in the field, being seen as coming from a neutral and impartial organization can literally be a life saver.  Many of them routinely have to work with very controversial people or even in war zones. How your organization, and the people working for your organization, are perceived might not only influence whether you have access to the vulnerable people you want help but it might also have very serious security implications.

3.Guidelines vs. policies

The role of guidelines within the IFRC is to give advice, not to set rules. Rules can only be set in policies which is why these social media staff guidelines contain no new rules. They merely look at existing policies within the organization (such as the code of conduct) and give guidance on how these should be interpreted in the context of social media. This was done in consultation with human resources, the legal department, the staff association, two directors, an undersecretary general and other stakeholders.

Changing policies on the other hand can be an extremely lengthy process. In some cases you might need approval from all 186 member National Societies and is a  process that can easily take two years. These guidelines on the other hand were completed in less than three months.

Why the social media guidelines matters

For the first time the IFRC is encouraging staff who are not professional communicators to actively and publicly talk about the organization and their work. The guidelines create clarity and reduce the risk of arbitrary repercussions – it’s definitely harder to shut someone up now than it was before.  On the other hand the guidelines also make clear what is unacceptable from an organizational point of view and that you might have to answer for what you write online.

Personally I hope that this document will start discussions within some National Societies about whether a top-down model for communication is still appropriate and I hope that this in turn will lead to the Red Cross Red Crescent Movement becoming more open. I realize that this is a big dream – but I hope that I have planted one of the seeds to make it happen.

Download the Social Media Staff Guidelines of the International Federation of Red Cross and Red Crescent Societies (IFRC); 8 pages (PDF)

Please leave a comment and tell me what you think!

  • http://www.facebook.com/anna.pittl Anna Pittl

    Thank you very much for all the efforts you have put in these Social Media Staff Guidelines. As I have read them I can say that they give a very good overview on how to behave and what to do or better leave.
    I think it's really important to provide staff with information on social media. Maybe we can compare this with the awareness raising programmes we're running (road safety,…). For me, it's a further aspect on security and communication awareness.
    In these times, it's easy to point a finger at someone blaming him for not acting in a correct way in social media. But how and where to get this knowledge from? Being pro-active and giving information is the best thing you can do.

    • http://intensedebate.com/people/Timoluege Timoluege

      Thank you very much for your kind words! I'm really glad you find the guidelines helpful. I imagine that when writing something like this for volunteers, it would be even more tricky where the "rules and obligations" are concerned. But I hope that the document at least helps to ask the right questions.

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  • http://www.unicef.org/evaluation/index_49082.html rema

    Very useful. Thank you for sharing. It is important that each agency looks at what every guru says (Shirky, Kawasaki, etc.) and look at their own organization needs, culture and come up with what is the best for them. I very much appreciate the reminders on "obligations". It is another interesting factor that with social media eruption, the business of communicating via social media has extended from being the business of communication units in an agency to all parts of the organization. Having passion for your work, for your organization, will help in identifying and communicating what matters most to colleagues and partners.

  • http://mybookface.net/timsparkshi Brent Mikota

    Really I feel that Google Buzz’s submission was a little premature, especially with the recent concern of privacy. I also think that Google’s most likely going down the same future that Windows experienced around the time of Windows ME. There products and releases appear to be less and less thought through and I also feel like rushed in an attempt to be 1st to market, and compete with its competitors releases. The privacy issue was was a problem that didn’t require a rocket scientist to figrue out, a very basic review could have shown such issues. Do you think Google may have received too much credit last year?

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