Code of Conduct

The standards of behaviour expected of everyone acting in the Foundation's name, and the consequences of falling short.

Document status

Version
1.0
Effective
Review cycle
Annually, or sooner if law or practice changes
Owner
Bureau
Applies to
All staff, volunteers, interns, board members and contractors

1 Purpose

This code sets out the behaviour expected of every person acting in the name of Women's Light Foundation. It exists to protect the communities we serve, to protect colleagues, and to protect the Foundation's ability to do its work. Signing acknowledgement of this code is a condition of engagement.

2 Core commitments

  1. Treat every person with dignity and respect, without discrimination on grounds of sex, age, disability, ethnicity, religion, origin, marital status or any other characteristic.
  2. Never abuse a position of power, trust or access for personal benefit of any kind.
  3. Comply fully with our PSEA, safeguarding and child protection policies.
  4. Protect confidential information about programme participants, and never disclose a person's situation without their informed consent.
  5. Use the Foundation's funds, vehicles, equipment and name only for authorised purposes.
  6. Declare any conflict of interest promptly and remove yourself from decisions where one exists.
  7. Never solicit or accept a bribe, kickback or improper payment, and never charge any person for access to our assistance.
  8. Represent the Foundation honestly, and never make commitments to a community that cannot be met.
  9. Report suspected breaches of this code, including by senior colleagues.

3 Specific prohibitions

  • Requesting or accepting payment, favours or sexual acts in exchange for assistance, selection for a programme, or employment.
  • Working under the influence of alcohol or drugs while representing the Foundation in communities.
  • Carrying or using weapons in the course of Foundation work.
  • Engaging in political campaigning while representing the Foundation.
  • Falsifying records, receipts, beneficiary lists or programme data.
  • Retaliating against a person who raises a concern in good faith.

4 Conduct in communities

Personnel are guests in the communities where they work. Local customs are respected; dress and behaviour are appropriate to the setting; commitments made are recorded and honoured; and no individual is singled out for attention in a way that could expose them or create suspicion within their household.

5 Social media and public statements

Personnel do not publish images or information identifying programme participants without informed consent, do not disclose confidential organisational information, and make clear when expressing personal views that they do not speak for the Foundation. The Foundation's public platform is a significant asset and is used deliberately rather than casually.

6 Breaches

Breaches are handled through a fair process in which the person is informed of the allegation and given an opportunity to respond. Sanctions range from a warning to immediate termination. Sexual exploitation and abuse, sexual activity with a child, fraud, and retaliation against a whistleblower are treated as gross misconduct warranting immediate termination and, where applicable, referral to authorities.