All employed and volunteer Worker (employed/volunteer)s of ICfE are expected to uphold the code of conduct of The Illawarra Centre for Enablement (ICfE).
Values
ICfE’s values are leadership; integrity; social justice, diversity and inclusion; self-enablement, structural change and community empowerment.
ICfE is committed to ethical, sustainable and socially responsible business activities and practices in dealing with its Worker (employed/volunteer)s and external stakeholders.
ICfE Worker (employed/volunteer)s are expected to conduct themselves in a manner aligned to ICfE values and in a manner that is fair, professional and that will not bring ICfE into disrepute.
Anti-discrimination
Worker (employed/volunteer)s are expected not to discriminate against any worker based on age, disability, ethnicity, gender, marital status, political affiliation, race, religion, sexual orientation, gender identity, union Worker (employed/volunteer)ship, or any other status protected by law, in any internal and external work engagements.
Anti-harassment
Worker (employed/volunteer)s are expected to commit to a workplace free from workplace bullying, harassment, victimisation and abuse. Worker (employed/volunteer)s are expected not to bully workers or threaten workers with, or subject them to, unlawful or inhumane treatment. This includes, but is not limited to, abuse and harassment which can be verbal, physical, sexual or
psychological.
Bullying is repeated unreasonable behaviour directed towards others that can occur in the workplace or in external environment that creates a risk of physical and/or psychological harm. It may be one-on-one or by a group; carried out overtly, subtly; privately or in front of others.
Bullying may include, but is not limited to:
a. yelling, screaming, abusive or offensive language, behaving aggressively, insults, inappropriate comments about a person’s appearance, personal life or lifestyle, defamation of individuals or their family or associates
b. behaviour or language that intends to, or has the impact of frightening, intimidating, humiliating, belittling or degrading another person
c. deliberately marginalising a person eg. persistently excluding and ignoring colleagues
d. unwelcoming questions around one’s sexuality, gender or intersex status
e. offensive terms and stereotyping
f. requesting someone to be ‘normal’ or conform to gender stereotypes
g. unconstructive criticism or spreading rumours about others
h. impeding a person’s capacity to fulfil their duties or study commitments
i. excluding individuals from normal work interaction without justification
j. unrealistic demands within the framework of existing work unit standards
k. threatening a staff member’s job security
l. deliberately withholding work related information or resources, or supplying
incorrect information to an individual
m. teasing or regularly being made the brunt of pranks/practical jokes, particularly after an
objection has been made known
n. constant and unwelcome jokes in relation to sexuality or gender
o. displaying written or pictorial material which degrades or offends an individual
p. deliberately harmful and punitive “administrative sanctions” e.g., deliberate delay in processing applications for training, leave or payment of wages
q. creating unexplained job changes, setting meaningless tasks or tasks well beyond a persons’ normal range of duties
r. sending abusive or offensive e-mails or text messages
s. using digital and online social networks to make inappropriate comments which humiliate, slander, intimidate or degrade a person
t. Mobbing is a particular form of bullying carried out by a group rather than by an individual and includes the bullying or social isolation of a person through collective accusations, humiliation, general harassment or emotional abuse
Where possible, a person who believes they are being bullied could speak to the person exhibiting the bullying behaviour, describing to them the behaviour to which they object, and requesting that this behaviour stop. If the person being bullied is not comfortable speaking to the person exhibiting the bullying behaviour, or the request(s) to stop is ineffective, they should
report the matter to the Director of ICfE.
Workers (employed/volunteer) who believe they have been bullied or who have been accused of bullying should reflect on the situation and seek guidance from Dr Diann Rodgers-Healey who will provide confidential advice/training/mentoring
to assist with addressing this matter.
All workers and Ambassadors of ICfE are expected to provide leadership in preventing bullying and demonstrating an intolerance for bullying, and role model appropriate, respectful professional behaviour.
Sexual Harassment
Sexual harassment is unwelcome sexual conduct which makes a person feel offended, humiliated and/or intimidated where that reaction is reasonable in the circumstances. Sexual harassment in the workplace can take various forms. It can involve unwelcome touching, hugging or kissing; suggestive comments or jokes; unwanted invitations to go out on dates or requests for sex; insults
based on your sex or sexually explicit emails or SMS messages.
Sexual harassment is prohibited in ICfE. ICfE is committed to providing a safe environment for all its workers (employed/volunteers) free from discrimination on any ground and from harassment at work including sexual harassment. ICfE will operate a zero tolerance policy for any form of sexual harassment in the workplace, treat all incidents seriously and promptly
investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including dismissal from employment. All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimised for making such a complaint.
Human rights
Worker (employed/volunteer)s are expected to provide goods and services in a manner consistent with any applicable human rights obligations. Modern slavery practices are defined to include all forms of human trafficking, forced labour and slavery-like practices. Consistent with relevant modern slavery legislation, Worker (employed/volunteer)s are expected to proactively identify, address and report on issues relating to this in their business operations and supply chains.
Health and Safety
Worker (employed/volunteer) health, safety and well-being is important to ICfE. ICfE will provide a healthy and safe work environment and integrate sound health and safety management practices into its business. ICfE will manage
occupational health and safety hazards; and provide workers with job-related training and consult with employees in relation to the provision of information and training.
Conflict of Interest
All business and voluntary activities should be undertaken with impartiality and any conflict of interest should be raised at the start of any engagement.
Environmental management
ICfE is committed to promoting environmental responsibility by minimising the environmental impact of their operations and maintaining environmentally responsible policies and practices, including, for the efficient use of energy, water and natural resource consumption; and for practices that reduce the risk of pollution, loss of biodiversity, deforestation, damage to ecosystems and greenhouse gas emissions.
Risk Management
Relevant risks associated with any operations, relating to labour and human rights, health and safety, the environment, business ethics, and corporate governance. A periodic evaluation of operations of internal and external procedures and engagements should be undertaken to identify potential risks, review previous instances and ensure that they have been mitigated to minimise
harm to life, environment and property and business continuity.
Privacy & Confidentiality
Any Worker (employed/volunteer) must not improperly use any private, confidential or commercially sensitive information in their possession with any dealings with external stakeholders.
If it is considered that ICfE has deviated from or breached their obligations under this Code it is advised that any worker (employed or volunteer) must report these concerns to ICfE’s Director and or ICfE’s Chief Ambassador, Dr Michael Barbato.