Code of Conduct
This Code of Conduct is to assist Wahid Foundation staff1, in identifying and resolving issues of ethical conduct that may arise in their employment. It is designed to assist staff in their dealings with colleagues, clients, Wahid Foundation, the national and international community. The Code is written as a set of general principles rather than detailed prescription. The Code of Conduct stands beside, but does not exclude or replace, the rights and obligations of staff under common law.
Wahid Foundation is a complex organization which involves a diversity of relationships. These relationships may be defined by differences in power, status, cultural diversity, organizational structure, contracting relationships, differing country laws, labor laws, international relationships and or national governments. It is essential in such a community that all staff recognize and respect not only their own rights and responsibilities, but also the rights and responsibilities of other members of the community, and those of Wahid Foundation itself. It is equally important that staff are aware of, and comply with, Organization values, as detailed in Wahid Foundation International’ Corporate Statement.
Wahid Foundation recognises that many of its professional staff are also bound by codes of conduct or ethics defined by learned or professional societies or groups. It is recognised that these codes are not always in harmony. It is an obligation of a staff member to weigh the importance of these codes in each particular set of circumstances and notify an appropriate officer of Wahid Foundation where such conflict may arise.
When Wahid Foundation staff member, whose position or role entails supervisory or management duties, is notified or becomes aware of a conflict or potential conflict of interest, their duty is to:
- Inform the staff member involved of the provisions of the Code of Conduct as a basis for deciding on an appropriate way to handle the issue.
- Where appropriate, notify the matter to a senior colleague for further attention.
Code of Conduct
Respect for Governance
- Comply with all national and international laws;
- Observe Wahid Foundation’s policies and procedures.
- Apply official decisions and policies with impartiality and fairness.
- Uphold and demonstrate the application of all contractual agreements with Wahid Foundation and its clients.
- Not represent themselves as spokespersons for Wahid Foundation unless authorised to do so.
Respect for people
- Treat clients, staff, project team members and Employees with respect;
- Consider the impact of decisions on the well-being of others;
- Maintain personal standards of honesty and integrity, emphasizing principle over expediency;
- Provide and nurture the development of a safe working environment;
- Give due recognition and credit to the contributions of all members of Wahid Foundation’s community and respect the varied professional opinions and practices of others;
- Avoid all forms of harassment and discrimination, including but not limited to race, color, religion, gender, age, national origin, disability, or marital status of another person;
- Avoid at all times the discussion of the benefits or weaknesses of one political, religious or cultural system over another;
- Value and employ the diversity of people’s backgrounds and experience in the workplace and abide by the principle of equal employment opportunity.
Standards of Integrity
- Avoid any unethical or corrupt practices;
- Maintain the confidentiality of information acquired in the course of their employment with Wahid Foundation and only disclose information belonging to Wahid Foundation [or their agency] with authorization;
- Not place themselves in a position where they may be perceived to suffer from a conflict of interest;
- Avoid, or appropriately deal with, any situations that have, or may be seen to have, a conflict of interest arising out of relationships with other staff members, Employees or clients;
- Ensure that financial and other interests and actions of an individual do not conflict, or be seen to conflict, with the obligations and requirements of their position;
Standards of Diligence
- Report corrupt or fraudulent conduct to a Organization officer for guidance as to what action should be taken;
- Avoid, where possible, reinforcing dishonest, corrupt or fraudulent behavior by internal or external agents.
- Perform with due diligence and to any relevant professional standards, codes of practice or codes of ethics;
- Do not behave in a manner likely to injure Wahid Foundation’s business or reputation nor expose Wahid Foundation to undue risk;
- Ensure the highest possible standards are observed and sought in all activities undertaken for or on behalf of Wahid Foundation;
- Pursue continuous improvement at all levels of service.
Care of Resources
- Ensure responsible management and use of Wahid Foundation’s resources and any resources managed by them for or on behalf of other Foundations or individuals;
- Maintain the security of the resources owned or managed by Wahid Foundation;
- Collaborate to achieve outcomes in all aspects of work that are socially responsible, acceptable and sustainable for Wahid Foundation, our clients and stakeholders.
The Code of Conduct outlines principles that are crucial for the well being of the Organization and its people. Staff must understand that a significant breach by them of this Code would be grounds for disciplinary action and may lead to termination of their employment or engagement.
CODE OF CONDUCT
- treat children with respect regardless of race, colour, sex, language, religion, political or other opinion, national, ethnic or social origin, property, disability, birth or other status.
- not use language or behaviour towards children that is inappropriate, harassing, abusive, sexually provocative, demeaning or culturally inappropriate.
- not engage children in any form of sexual activity or acts, including paying for sexual services or acts.
- wherever possible, ensure that another adult is present when working in the proximity of children.
- not invite unaccompanied children into my home, unless they are at immediate risk of injury or in physical danger.
- not sleep close to unsupervised children unless absolutely necessary, in which case I must obtain my supervisor’s permission, and ensure that another adult is present if possible.
- use any computers, mobile phones, or video and digital cameras appropriately, and never to exploit or harass children or to access child pornography through any medium (see also ‘Use of children’s images for work related purposes’).
- refrain from physical punishment or discipline of children (excluding my own children).
- refrain from hiring children for domestic or other labour which is inappropriate given their age or developmental stage, which interferes with their time available for education and recreational activities, or which places them at significant risk of injury.
- comply with all relevant legislation about child protection, including labour laws in relation to child labour.
- immediately report concerns or allegations of child abuse in accordance with appropriate procedures.
Use of children’s images for work related purposes
When photographing or filming a child for work related purposes, I must:
- before photographing or filming a child, assess and endeavour to comply with local traditions or restrictions for reproducing personal images.
- before photographing or filming a child, obtain consent from the child or a parent or guardian of the child. As part of this I must explain how the photograph or film will be used.
- ensure photographs, films, videos and DVDs present children in a dignified and respectful manner and not in a vulnerable or submissive manner. Children should be adequately clothed and not in poses that could be seen as sexually suggestive.
- ensure images are honest representations of the context and the facts.
- ensure file labels do not reveal identifying information about a child when sending images electronically.