CAFOD CODE OF BEHAVIOUR
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1 CAFOD CODE OF BEHAVIOUR PRINCIPLES In line with the Vision, Mission and Values, CAFOD expects all staff, volunteers, partners and consultants to conduct themselves in a manner that preserves the dignity, respect and equality of every individual. As a Catholic agency this code is based firmly on the principles of Catholic social teaching, specifically on the principle of the dignity of the human person: Belief in the inherent dignity of the human person is the foundation of all Catholic social teaching. Human life is sacred, and the dignity of the human person is the starting point for a moral vision for society. CAFOD accepts that most staff, volunteers, consultants and partners have the highest of integrity and their actions are in compliance with the Code without the need to follow explicit statements. However, it is in everyone's interests that this code clearly defines the standards of conduct and behaviour that uphold these principles; explicit standards of behaviour protect the organisation, staff and all those we work with and for. Compliance with all legal obligations within the applicable country setting is also an explicit requirement. In the course of our work we also travel to places and meet people who have different cultural backgrounds and beliefs. CAFOD representatives are expected to respect and accommodate such diversity. CAFOD appreciates the fact that our staff are people of many faiths and none; in respect for that diversity, CAFOD does not seek to impose any particular religious creed on staff. The Code of Behaviour is based on UK and International Law and relevant international NGO commitments. CAFOD views the safeguarding of vulnerable groups as a critical part of delivering its VMV, and so lays particular emphasis on the prevention of abuse and exploitation. SCOPE This code applies to all those associated with CAFOD, including paid staff, volunteers, board members, trustees, and consultants. On occasions there may be others who we ask to comply, if this is the case the code will be explained before they are asked to comply. For the purposes of this document anyone bound by the code is referred to as staff. Managers have a particular responsibility in promoting and upholding the Code. You will be responsible for ensuring staff are supported in understanding and working within the Code, as well as providing a strong role model in relation to its expected behaviours. It is hoped that in no circumstances will local law governing national staff be in contradiction to any aspect of this code; however, should such a circumstance arise this must be discussed in the first instance with the most senior manager in country and thereafter with the Head of People & Performance. Although CAFOD acknowledges that staff have both a professional role and private life, external perceptions may not make the same distinction. There are many posts and/or locations and/or public fora (including electronic) where staff are identifiable as CAFOD and their behaviour is attributable to CAFOD, therefore their behaviour could potentially damage the reputation of CAFOD Code of Behaviour V1.0 June 2009 Page 1 of 5
2 CAFOD. Staff therefore are required to take account of the principles of the code and be aware of how their behaviour may be perceived both at work and outside of work. THE CODE OF BEHAVIOUR The Code is divided into four core areas for ease of reference. 1. Values, Professional Conduct and Professional Ethics Staff are expected to ensure at all times that their personal and professional conduct is, and is seen to be, of the highest standards and in keeping with CAFOD s Vision, Mission and Values. Staff will act in good faith and treat other people with dignity and respect, creating an environment that celebrates diversity and prevents abuse or neglect. Staff will demonstrate respect for all human rights and challenge discrimination, harassment, abuse and exploitation that infringe the rights of others. Staff will take reasonable action to protect others from harm. Staff will observe all local laws in the country in which they are working. Staff will respect and be sensitive to local customs and culture. Staff will ensure that they and any staff that they manage act in accordance with health, safety and security guidelines and endeavour to safeguard others. When involved in local political, religious, or community activities, staff will commit to ensure that CAFOD s mission and objectives are not compromised and that CAFOD would not be brought into disrepute. Staff will always perform their duties and provide assistance without discrimination on any grounds, whilst maintaining CAFOD s preferential option for the poor. Where staff members are members of professions with established professional ethical codes they are expected to continue to abide by those ethical codes as well as the CAFOD code of behaviour. As a faith based organisation CAFOD values and respects the right of all staff to practice their faith. Staff must keep in mind local sensitivities when practicing their own religious beliefs. Staff will uphold confidentiality in a manner consistent with CAFOD s data protection policy and demonstrating respect for the dignity of others. 2. Conflicts of interest, coercion and corruption. Staff will not use the positions of power conferred by their roles as CAFOD employees to exert pressure, extract favours or enhance their personal gain economically, professionally, politically or sexually (refer to discussion document on nepotism and abuse of power tbc). Staff will declare any financial, personal, family (or close intimate relationship) interest in matters of official business which may impact on the work of CAFOD e.g. contract for goods/services, employment or promotion within CAFOD, partner organisations, civil authorities, beneficiary groups (refer to discussion document on nepotism and abuse of power tbc). Staff will not form business relationships between CAFOD and members of their own extended family or friends or any private businesses in which they have a financial interest that may lead to a conflict of interest. If staff become aware of a potential conflict of interest they must immediately discuss this matter with their line manager or other senior manager. Staff will not accept from beneficiaries, partners or contractors any favours, bribes or other forms of personal enrichment under any circumstances. CAFOD Code of Behaviour V1.0 June 2009 Page 2 of 5
3 Staff may not accept gifts from beneficiaries of assistance, contractors, partners etc. Small gifts or tokens of appreciation may be received but line managers must be informed of any gifts that are offered or received. 3. Protecting CAFOD property and exercising stewardship Staff will ensure that CAFOD assets, tangible and intangible, e.g. vehicles, computers, communications equipment, CAFOD intellectual property, are not misused and protect them from theft, fraud or other damage. Relevant policies are listed in Section 4. Where CAFOD equipment is available to be used for private purposes, staff will use such equipment in accordance with the relevant policy. Staff will maintain appropriate standards of honesty and integrity in financial accountability 4. Personal conduct CAFOD prohibits the carrying of any weapons on any CAFOD property (owned or rented) including accommodation/office/vehicles etc. Armed civilian and military personnel are not permitted in CAFOD owned or operated vehicles or property. Refer to security policy for more information on dealing with armed civilian and military personnel. Staff members are never permitted to work while under the influence of drug related substances or alcohol that inhibit their ability to perform their duties Staff must not possess or partake of any drug related substance or alcohol where these are prohibited by local law. Staff must at all times ensure that their sexual conduct does not bring CAFOD into ill repute and does not impact on or undermine their or others ability to undertake the role for which they are employed. Therefore: o Staff will always create and maintain an environment that prevents sexual exploitation and sexual abuse. Managers at all levels have a particular responsibility to support and develop systems that maintain this environment. o Staff will not engage in any type of sexual relationships with any person under the age of 18 regardless of the age of majority or age of consent locally. Mistaken belief in the age of a child is not a defence. o Staff will not enter into a sexual relationship with any beneficiary of assistance since such relationships are based on inherently unequal power dynamics and undermine the credibility and integrity of the work of CAFOD. o Staff will not exchange money, employment, goods or services for sex, including sexual favours or other forms of humiliating, degrading or exploitative behaviour. This includes any exchange of assistance that is due to beneficiaries of assistance. o Staff will not use the organisation s computers or other equipment to view, download, create or distribute inappropriate material, including but not limited to pornography. o Staff will not take advantage of a position of power to enter into a relationship with a colleague. If you are concerned that any relationship may be perceived to be an abuse of power you should consult with your line manager. o If any member of staff develops a concern or suspicion regarding sexual exploitation or sexual abuse by a fellow worker, whether in the same agency or not, they must report such concerns to their line manager or a trusted senior manager. There may be specific circumstances where a behaviour not listed above could bring CAFOD into disrepute, in such a case the issue would be brought to the attention of the Head of People & CAFOD Code of Behaviour V1.0 June 2009 Page 3 of 5
4 Performance for a decision on whether the behaviour did indeed bring CAFOD into disrepute. It would then be brought to CLT for a decision on whether it should be formally added to the Code. IMPLEMENTATION AND MONITORING OF THE CODE Implementation of the Code The Head of People & Performance holds overall responsibility for the implementation of the code of behaviour. It is his/her specific responsibility to ensure that the code is implemented, monitored and reviewed. Breaches of the Code Any reported breaches of the code will be investigated in accordance with CAFOD s disciplinary policy and may lead to disciplinary measures. Please refer to CAFOD People Chapter 7 When Things Go Wrong. Duty to report Every member of staff has a duty to immediately report any suspicions or concerns regarding breaches of this Code. Reporting should follow the whistle blowing policy (CAFOD People Chapter 7). In most cases staff should raise any concerns with their line manager. This may be done orally or in writing and should include full details and, if possible, supporting evidence. If for some reason, (e.g. the manager may be implicated) this is not possible, they should speak to a more senior manager. For overseas based staff this may be a manager based in the country/regional office. As referred to in the whistle blowing policy all disclosures will be treated in confidence. Anyone who raise concerns of serious malpractice will be protected from victimisation or any other detrimental treatment if they come forward with serious concerns, provided that they have followed the whistle blowing procedure and provided that concerns are raised in good faith. Deliberate false allegations are a serious disciplinary offence and will be investigated in accordance with CAFOD s disciplinary policy and procedure. Complaints mechanism A complaints mechanism will be developed which will set out the means of making a complaint for those who are not members of staff. It is particularly important that beneficiaries, community members and partner staff are able to make a complaint. They will not be able to follow any internal complaints mechanisms such as the grievance policy or whistle blowing policy. Enforcement of the code The code forms part of the contract of employment with CAFOD and consultancy contracts. All staff accepting a post with CAFOD or anyone entering into a contractual relationship with CAFOD must therefore comply with this code. Other relevant policies Child Protection Policy Fraud and loss policy Harassment Policy and Procedure Grievance Policy and Procedure Whistle Blowing policy HIV workplace Policy Gender Policy CAFOD Code of Behaviour V1.0 June 2009 Page 4 of 5
5 Dignity & Diversity Policy Security Policy & Procedures Supply Chain Manual IT Policies: Computer Use Guidelines, Usage Policy, Proper Use of IT Resources, Data Protection Policy CAFOD Code of Behaviour V1.0 June 2009 Page 5 of 5
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