Commitment 9.4 We enable our people to conduct themselves professionally and according to our stated values.

Compliance Indicators

Compliance with the Commitments will be assessed against the following Compliance Indicators. All of the applicable Compliance Indicators must be met by every ACFID Member to be considered compliant with the Code. Each of the Compliance Indicators has one or more compliance Verifiers. Verifiers are the description of evidence that is required to substantiate compliance with each Compliance Indicator. Guidance is also provided. 

9.4.1 Members specify the expectation of professional conduct of all staff and volunteers.


A documented Code of Conduct that specifies the values and expectations of professional conduct of all staff and volunteers. This must include reference to child safeguarding behaviours.


A Code of Conduct for staff and volunteers needs to be tailored to the values and principles of an organisation. The types of areas addressed within a Code of Conduct might include responsible stewardship of resources, fraud and corruption prevention, occupational health and safety, conflict of interest, privacy, professional relationships, child protection, protecting confidential information, record keeping, and intellectual property.

9.4.2 Members’ staff and volunteers work in accordance with agreed standards of practice.


  • Members provide all staff with information about the ACFID Code of Conduct and opportunities for associated training.
  • Members provide staff and volunteers with information about, and training in, other Codes and Standards as relevant to their roles.


Members will use different ways to provide staff with information about the ACFID Code of Conduct. This may include providing an orientation to the Code during induction training, including reference to the Code in job descriptions and employment contracts, including reference to the Code in organisational policies, or providing opportunities to attend learning events related to the Code.

Members will also provide information and training to their staff and volunteers on agreed standards of practice that relate to different positions and areas of work within Member organisations. This could include Australian Accounting Standards, the Core Humanitarian Standard for Quality and Accountability, Principles and Standards of Fundraising Practice, and the Australian Code for the Responsible Conduct of Research.

Good Practice Indicators

The following Good Practice Indicators describe a higher standard of practice than that set out in the Compliance Indicators. Members do not need to meet the Good Practice Indicators to be considered compliant with the Code. Rather, they provide a clear pathway for Members to strengthen and improve practice over time.

  • Organisation governing body and staff  undertake ACFID Code of Conduct training. 


Good Practice Guidance

Here are some practical suggestions for your organisation to further deepen and improve practice over time. 

Awareness of Code of Conduct

  • Require your staff, volunteers and board members to undertake the ACFID ‘Introduction to the Code’ training module. It is available online and can be completed at the user’s own pace. Include their Certificate of Completion with their individual files.
  • Ensure that your organisation’s own Code of Conduct reflects the core principles and values of the ACFID Code
  • Conduct comprehensive training during induction for staff, volunteers and board members on the ACFID Code and the implications of the Code for their role within the organisation
  • Ensure appropriate policies and procedures, contracts, job descriptions and duty statements reflect the Code’s standards, obligations and values
  • Refer to the Code during performance appraisals
  • Involve staff from all parts of the organisation when undertaking the ACFID Compliance Self-Assessment

Conduct in the workplace

  • All staff have a duty of care to others and should treat each other with courtesy and respect and refrain from harassment or discrimination. However, this is not always simple. Different social and cultural standards may lead to confusion as to what behaviour is acceptable and reasonable. To ensure clarity, develop and document a statement of unacceptable behaviours in your human resources policies and procedures, i.e. behaviour in the workplace that has the potential to create a risk to a staff member's health and safety. Examples of unacceptable behaviour include, but are not limited to:
    • Bullying
    • Emotional, psychological or physical violence or abuse
    • Occupational violence
    • Coercion, harassment and discrimination
    • Aggressive and abusive behaviour
    • Unreasonable demands and undue persistence
    • Disruptive behaviour
    • Aggressive or abusive behaviour such as threatening gestures or actual violence or assault
    • Verbal abuse such as yelling, screaming, abusive or offensive language
    • Being under the influence of illicit drugs or impaired by alcohol
    • Unsafe work practices or behaviour which may harm the staff member or others
    • Bullying, harassment or intimidation
    • Stalking
    • Unwelcome physical contact including that of a sexual, intimate or threatening nature
    • Teasing, name calling, ridicule or making someone the brunt of pranks or practical jokes
    • Withholding approval for or denial of requests maliciously, discriminatorily, unfairly or without basis
    • Excluding or isolating individuals
    • Undermining the performance, reputation or professionalism of others by deliberately withholding information, resources or authorisation, or by supplying incorrect information
    • Malicious or mischievous gossip or complaints
    • Abusive or harassing communication (such as notes, emails, telephone calls and text messages) during or after working hours
    • Belittling opinions or unreasonable and unconstructive criticism
    • Offensive gestures and behaviour
    • Stealing or misuse of organisational resources
    • Viewing inappropriate images or pornography in hard copy or electronically
  • Develop and document a ‘Code of Conduct’ for staff that addresses how staff and volunteers should treat other staff and volunteer members and outlines unacceptable behaviours.
  • Document a reporting or complaints process to respond to unacceptable behaviour, and ensure that this process is readily accessible to the governing body, staff and volunteers. Any reports need to be taken seriously by your organisation and handled in a confidential manner, taking into account the principles of impartiality and fairness.
  • You are obliged to take action if you become aware of unacceptable behaviour that may have an adverse effect on the well-being of staff or volunteers or which places children at risk. Such action may include disciplinary action.