C1.
Concern Staff Code of Conduct
Concern, as
an international organisation involved in the alleviation of poverty seeks to
implement successful relief and development programmes through its commitment
to best practice and the quality of work of its staff and that of local partner
agencies supported by Concern. In this context, staff have a responsibility to
the organisation to strive for and maintain the highest standards in the
day-to-day conduct of their work in accordance with Concern’s core values
and mission. As such, the following Code of Conduct should be adhered to at all
times.
C1.1 Discrimination Concern
employees must not discriminate in any way. Common forms of discrimination may
include making employment or programming decisions based on family status,
race, membership of the traveller community, gender, religion, colour, national
or ethnic origin, language, marital status, birth, sexual orientation, age, disability,
or political conviction.
C1.2 Conflict of Interest Concern
is committed to working in partnership with the poorest and those who support
the interests of the poorest. No staff member should be involved in awarding
benefits, contracts or employment to any person with whom they have financial,
family or personal interests; the obligation rests with the individual to
declare such a conflict to his/her line manager and to withdraw. Staff members
are prohibited from accepting, soliciting, requesting or implying expectations
of payment, gifts or sexual favours in exchange for awarding benefits,
contracts or employment.
All staff should avoid situations in which their personal interest may
conflict, or appear to conflict, with the interests of Concern or its programme
participants.
C1.3 Misuse of Drugs and Alcoholic
Drink It is a disciplinary offence to be at work whilst
under the influence of alcohol or drugs not medically prescribed.
Being in
possession of, or using, distributing or selling illegal substances is not
permitted on Concern premises or whilst on Concern business.
It is prohibited for employees to
come to work under the influence of alcohol or non-prescription drugs.
It is prohibited for staff to distribute non-prescription drugs. The conviction
of an employee on drugs related charges will result in disciplinary action,
which could lead to dismissal on the grounds of gross misconduct.
C1.4 Personal Gifts All
staff must observe the highest standards of honesty and integrity by not
abusing their position for personal gain. Abuse of a position would include
withholding goods that are due to Concern’s programme participants, or
awarding goods that are not due to programme participants in order to obtain
gifts, payment or sexual favour from programme participants, or accepting gifts
or goods from interested parties. Any such abuses will be considered acts of
gross misconduct and will result in dismissal.
Staff should conduct themselves at all times in a manner that avoids suspicion
of such behaviour.
C1.5 Sexual Relationships with
Children Sexual activity between a Concern staff member and a
child (a person under the age of 18) is not condoned. Mistaken belief in the
age of a child is no defense.
C1.6 Relationships with Programme
Participants Sexual relationship between humanitarian workers
and programme participants are strongly discouraged since they are most likely
to be based on inherently unequal power dynamics. Such relationships undermine
the credibility and integrity of humanitarian aid work. All employees should
exercise discretion, professionalism and good judgment when there is a
relationship between Concern employees and programme participants.
C1.7 Harassment, Exploitation and Abuse Concern recognises
that all employees and programme participants have a right to be treated with
dignity and respect. Therefore, any proven instances of harassment, exploitation
or abuse will be treated as gross misconduct and, as such, will result in
appropriate disciplinary action being taken, up to and including dismissal.
C1.8 Duty to Report It is the
duty of all staff who become aware of any breaches of this Code to report this
immediately to a line manager, either through the established reporting
mechanism or, if not appropriate, to another senior
member of staff. Employees must ensure that all information about breaches of
this Code are handled with the utmost discretion.
Any breach of this Code will result in disciplinary action up to and including
dismissal.
C2. Communications with the Press/Media
The official spokesperson for Concern
is the Chief Executive. It is Concern policy that statements on behalf of
Concern should only be made by the Chief Executive or by persons specifically
authorised by him/her. Concern’s official spokesperson in any country
of operation is the Country Director or Country Representative.
Procedures for dealing with press/media are available from the Communications
Department,