The African Center for Governance, Asset Recovery and Sustainable Development.

Code Of Conduct For Staff And Volunteers

CODE OF CONDUCT FOR STAFF AND VOLUNTEERS
AFRICAN CENTER FOR GOVERNANCE, ASSET RECOVERY, AND SUSTAINABLE DEVELOPMENT LTD/GTE

INTRODUCTION

This Code of Conduct outlines the standards of behavior expected of all staff and volunteers at the African Center for Governance, Asset Recovery, and Sustainable Development (The African Center). It outlines the principles and standards of behaviour expected of all staff and volunteers and sets clear guidelines to prevent fraud, bribery, and corruption, manage conflicts of interest, and regulate the acceptance of gifts and hospitality. As representatives of The African Center, all individuals are expected to uphold the highest standards of integrity, transparency, and ethical conduct in their work.

1. PURPOSE

The purpose of this Code of Conduct is to:

  • Ensure that all activities are conducted with integrity and accountability.
  • Protect the reputation and integrity of The African Center.
  • Ensure a safe, inclusive, and productive environment for all staff, volunteers, and stakeholders.
  • Prevent fraud, bribery, and corruption within the African Center.
  • Manage conflicts of interest to protect the African Center’s integrity.
  • Establish clear guidelines on the acceptance of gifts and hospitality.
  • Promote a culture of transparency and ethical behavior in all dealings.

2. SCOPE

This Code of Conduct applies to all staff, volunteers, board members, contractors, and any other individuals acting on behalf of The African Center. It covers all organizational activities, including interactions with beneficiaries, partners, suppliers, and other stakeholders.

3. CORE PRINCIPLES

  • INTEGRITY AND HONESTY
    • Act with integrity and honesty in all interactions, both within the African Center and with external stakeholders.
    • Be truthful in communications and conduct business in a transparent and accountable manner.
    • Avoid any actions or decisions that could bring the African Center into disrepute or compromise its values.
  • RESPECT AND DIGNITY
    • Treat all individuals with respect, fairness, and dignity, regardless of their race, ethnicity, gender, sexual orientation, age, religion, disability, or any other characteristic.
    • Foster an inclusive and welcoming environment, free from harassment, bullying, or discrimination.
    • Respect the rights, opinions, and contributions of others, valuing diversity and promoting teamwork.
  • CONFIDENTIALITY
    • Maintain the confidentiality of sensitive information obtained during the course of your work with the African Center. This includes respecting the privacy of colleagues, beneficiaries, and stakeholders.
    • Do not disclose confidential information to unauthorized individuals or use it for personal gain.

4. FRAUD, BRIBERY, AND CORRUPTION

The African Center has a zero-tolerance policy towards fraud, bribery, and corruption. All staff and volunteers must act honestly and with integrity at all times, safeguarding the African Center’s resources and reputation.

  • DEFINITIONS:
    • Fraud: Any act of deception intended for personal gain or to cause loss to another party. This includes falsifying records, misappropriating funds, or manipulating data.
    • Bribery: Offering, giving, receiving, or soliciting anything of value to influence the actions of another person in a position of power or authority.
    • Corruption: The abuse of entrusted power for private gain, including activities such as embezzlement, nepotism, or favoritism.
  • REPORTING: Any suspected fraud, bribery, or corruption must be reported immediately to the Executive Director, HR, or the designated compliance officer. All reports will be investigated thoroughly and confidentially.
  • CONSEQUENCES: Individuals found to be involved in fraud, bribery, or corruption will face disciplinary action, including termination of employment or volunteer agreement, and may be subject to legal action.

5. CONFLICT OF INTEREST

  • DEFINITION: A conflict of interest occurs when an individual’s personal interests could improperly influence or appear to influence their judgment, decisions, or actions on behalf of the African Center.
  • DISCLOSURE: All staff and volunteers must disclose any actual, potential, or perceived conflicts of interest as soon as they arise. This includes, but is not limited to:
    • Personal relationships with beneficiaries, partners, or suppliers.
    • Financial interests in entities doing business with the African Center.
    • Outside employment or affiliations that could conflict with organizational duties.
  • MANAGEMENT: Upon disclosure, The African Center will assess the situation and determine the appropriate course of action, which may include recusal from decision-making, reassignment of duties, or other measures to mitigate the conflict.
  • AVOIDANCE: Staff and volunteers must avoid situations where conflicts of interest are likely to arise. They should always act in the best interests of the African Center and its mission.

6. GIFTS AND HOSPITALITY

  • GENERAL POLICY: Staff and volunteers must not accept gifts, hospitality, or other benefits that could influence, or appear to influence, their decision-making or actions on behalf of the African Center.
  • PERMISSIBLE GIFTS:
    • Modest gifts, such as promotional items or tokens of appreciation with a nominal value less than N5,000, may be accepted, provided they do not create an obligation or perceived obligation.
    • Meals or hospitality offered as part of official duties (e.g., working lunches, conference receptions) may be accepted, provided they are of modest value and are not excessive.
  • PROHIBITED GIFTS:
    • Cash or cash equivalents (e.g., gift cards).
    • Expensive gifts or hospitality that could create a sense of obligation or influence decisions.
    • Gifts or hospitality offered during or shortly before/after a procurement process or decision-making activity.
  • DISCLOSURE AND APPROVAL:
    • All gifts and hospitality above a nominal value must be disclosed to the designated compliance officer.
    • Any gifts or hospitality that could be perceived as influencing the recipient’s actions must be declined or, if accepted, reported and discussed with management.
  • RETURNING GIFTS: If a gift is received that violates this policy, it should be politely declined and returned with an explanation of the African Center’s policy. If returning the gift is not possible or would cause offense, the gift should be reported and handed over to management.

7. COMPLIANCE AND ENFORCEMENT

  • Acknowledgment: All staff and volunteers must acknowledge that they have read, understood, and agree to abide by this Code of Conduct. This acknowledgment will be documented and kept on file.
  • Training: Regular training will be provided to ensure all individuals are aware of their responsibilities under this Code of Conduct.
  • Monitoring: The African Center will regularly monitor compliance with this Code of Conduct and take necessary steps to enforce its provisions.
  • Consequences of Violation: Any breach of this Code of Conduct may result in disciplinary action, including termination of employment or volunteer agreement, legal action, or other measures deemed appropriate by the African Center.

8. REVIEW AND AMENDMENTS

This Code of Conduct will be reviewed annually to ensure it remains relevant and effective. Any amendments will be approved by the board of directors and communicated to all staff and volunteers.

Updated this 9th day of August, 2024