Professional Documents
Culture Documents
Code of
Conduct
Trust is not given.
Its earned
www.britishcouncil.org
Contents
Foreword from Chief Executive. . ........................................ 01
Our values.................................................................................................. 02
Introduction. . .......................................................................................... 03
Our code of conduct......................................................................04
1. Legal compliance.............................................................................................. 5
2. Working together ............................................................................................. 5
3. Equal opportunities.......................................................................................... 5
4. Health and safety.............................................................................................. 5
5. Child protection................................................................................................. 6
6. Working with others. . ........................................................................................ 7
7. Dealing with competitors and suppliers....................................................... 7
8. Upholding public trust.. .................................................................................... 7
9. Confidentiality and information security...................................................... 7
10. Looking after our reputation........................................................................ 8
11. Financial management and accountability. . ............................................... 8
12. Property and assets..................................................................................... 10
13. IT and telecommunications . . ...................................................................... 10
14. U
sing funds and resources..........................................................................11
15. Gifts, entertainment and payments. . ..........................................................11
16. Conflicts of interest...................................................................................... 13
17. Duty of disclosure......................................................................................... 13
18. Personal relationships at work .................................................................. 14
19. Recruiting relatives and friends................................................................. 14
20. Dealing with wrongdoing. . ........................................................................... 14
How we
behave
says who
we are
Martin Davidson
Chief Executive
Our
Values
Our values underpin
everything we say and do
Our Code of Conduct sets standards for
the way we work that are consistent with
the British Councils values.
Our five values underpin everything we say
and do, how we work with people, behave
towards them and communicate. Here is a
brief description of what each one means
to us:
Valuing people
Creativity
Integrity
Mutuality
Effective relationships are the heart of
our work. Its a two way exchange: we
learn from all those we interact with and
they learn from us, all with a view to
advancing the creation of global citizens.
Professionalism
introduction
Circumstances may change,
but our principles dont
Our
Code of
Conduct
1. Legal compliance
3. Equal opportunities
Avoiding discrimination
2. Working together
Respecting our colleagues
As individuals, we should always
treat colleagues with politeness and
respect, and as a global organisation,
we should show respect for local
cultures and customs.
If you are affected by what you believe
to be unacceptable or disrespectful
behaviour, you should consult your line
manager, senior manager or Human
Resources Business Partner. If youre
a member of a trade union or staff
association, consult your representative.
Should you witness what you believe to be
unacceptable behaviour towards others,
even if youre not directly affected by it,
you can raise specific concerns under our
Speaking-up Policy, which is available to
view on the intranet, and is set out in brief
as principle 20 of this code.
5. Child protection
Caring for children
We have a fundamental duty of care for
all the children who engage in activities
with us. We recognise our responsibility
to protect them from abuse, exploitation
and negligence, applying zero tolerance
and aiming to create a safe environment
for them.
(A child is defined as any young person
under the age of 18, regardless of the
age of majority in the country where the
child is, or his or her country of origin
UN 1989).
Everyone who works at the British Council,
or on our behalf, must make sure that they
are familiar with our mandatory Child
Protection Policy, available on the intranet,
and must also read and follow the Child
Protection Code of Conduct that is outlined
in the policy.
We all share responsibility for
implementing this and must always act on
any allegations or concerns about actual
or suspected cases of abuse.
If you have any concerns or questions,
you should contact the child protection
focal point in your country or the Child
Protection Team.
Fair treatment
Competing fairly
Being even-handed
Our suppliers quite rightly expect to
receive decent treatment from the British
Council and be measured by their ability to
deliver the right products and services,
and offer us value for money.
To make sure this happens, we must
always be fair and transparent in our
dealings with them and follow our
established procurement procedures,
which youll find on the intranet.
It is the British Councils responsibility to
pay suppliers on time and in accordance
with agreed terms of trade.
You must not engage relatives as suppliers
nor give any endorsements, testimonials
or comments on the performance of
suppliers, without first getting approval
from a senior manager.
9. Confidentiality and
information security
Being careful with information
Managing information and confidentiality
is crucial to the way the British Council
operates and is viewed in the world at
large. This part of the code is in three parts
information about the British Council,
information about individual people and
information security.
Information security
We all have a role to play in protecting the
information held on our systems and must
adhere to the guidance and standards set
out in our Data Security Policy.
These principles apply whether information
is held manually or electronically.
Information which is confidential during
your employment remains so should you
leave the British Council.
10
11
No excessive entertainment
or hospitality
In similar vein, while it is acceptable to
offer and receive a reasonable level of
entertainment and hospitality, this must
never be seen to be excessive.
Any hospitality you provide must be
justified in operational terms. It should be
modest, and conventional. In particular it
should meet the standards set out in the
Gifts and Hospitality Policy.
12
13
Outside employment
If you want to take up any paid
employment, consultancy or other
freelance work outside the British
Council, you must first check with
your country director or senior manager
to make sure that theres no objection.
Permission will usually be given unless
the work is likely to create a conflict of
interest or might adversely affect your
ability to carry out your British Council
work effectively.
Bankruptcy
If youre declared bankrupt, you must
report it to your country director or senior
manager and you may be asked to give
details of the case.
Legal proceedings
If youre involved in legal proceedings
or have any criminal convictions that
may affect your suitability for certain posts
(working with children and young people,
for example), or which may discredit the
British Council or bring it adverse publicity,
you must report these, too and again,
you may be asked to give details.
Other situations
You may find yourself in another situation
where non-disclosure might prejudice
the British Councils interests. If you
think that this might be the case or
youre unsure, talk to your country
director, senior manager or Human
Resources Business Partner.
Confidentiality
All disclosures will be treated in
confidence by your country director
or senior manager, who will only share
information on a need to know basis
and will consult Human Resources if in
any doubt about how to deal with the
information youve disclosed.
14
18. P
ersonal relationships
at work
Speaking-up
15
The process
If you become aware of, or suspect, any
serious wrongdoing, you must report it as
soon as possible to your own manager or
someone else in your management line.
Do not confront the suspected perpetrator,
discuss the case with colleagues or people
outside the British Council, or try to
conduct your own investigations.
If you feel unable to discuss the matter
with your line manager or you still have
concerns, you should contact the Head
of Internal Audit or the Global Human
Resources Director.
If the matter is so serious that you feel
you cannot raise it with them, you should
contact the British Council board member
named on the Internal Audit intranet site,
which also contains further guidance
about how to deal with this difficult issue.
Please note: if you ask for your identity
to be protected, it will not be disclosed
without your consent unless in response
to a legal requirement.
Concerns should not be raised to pursue
private disputes and malicious false
allegations will be regarded as a
disciplinary matter.
16
Investigating
breaches of
our code
We hope that youll appreciate that this
code is in everyones interests and will
familiarise yourself with it, refer to it
and follow it.
Please be aware that breaches of
the code can lead to action under the
disciplinary procedure applicable in your
office (Human Resources can advise you
about this), and that all breaches will be
investigated before formal disciplinary
action is taken.
Investigations take account of all the
relevant circumstances, including the
seriousness of the breach and whether
adequate guidance has been given to
the people concerned.