Code of Conduct
Georgia Youth EcoMovement (SAEM) hereinafter SAEM puts this Code of Conduct to guide its processes and actions and assist its members to make day to day decisions in full accordance to law, ethical norms and universal human values. Based on the value statement, the following basic principles of ethical behaviour and conduct should guide all members of the General Assembly, Governance Board, staff, volunteers, interns, partners and others involved with SAEM in their thoughts, decisions and actions. The Code of Conduct is automatically accepted by all SAEM members and should be observed in any moment or situation. The Code of Conduct should be considered as minimal values and norms. Furthermore, the SAEM values, rules and policies are accompanied by international law and national legislation.
Being part of SAEM as a socially responsible environmental organisation all its members are committed to:
1.1 Contribute to the empowerment of children and youth to take charge of their lives and realize their rights.
1.2. Carry out the values and ethics of SAEM in external communication and refrain from harming the organization.
1.3. Refrain from any situation creating a conflict of interest.
1.4. Act according to existing rights, rules and legal frameworks.
1.5. Use SAEM’s funds and resources in a responsible manner to maximize its impact on empowerment and resilience.
1.6. Be held accountable for good use of all SAEM’s resources.
1.7. Ensure the accuracy and transparency of all SAEM’s business and financial records, to comply with financial policies and procedures and to avoid any form of fraud in knowingly making false representations or failing to disclose information.
1.8. Refrain from any form of bribery or corruption.
1.9. Not to disclose personal or confidential data or information to persons who should not have access to it.
1.10. Respect the laws of the country where I live and particularly those relevant to the context in which they work and which apply to SAEM’s activities.
1.11. Not to use thei position within SAEM to solicit a personal benefit (e.g. financial, sexual or related to another personal or professional activity).
1.12. Use SAEM’s communications materials (computer and other) in an appropriate manner. In particular, they will not consult, download, create or distribute inappropriate or offensive materials (e.g. pornographic).
1.13. Work and report in a transparent manner.
1.14. Act according to partners agreements and project documents.
1.15. Inform about any situation that may create a conflict of interest.
1.16. Limiting the negative impact, we have on the environment with our actions.
1.17. Look critically and constructively at SAEM’s work.
1.18. Adopt a learning attitude regarding my own functioning as well as that of the organization.
1.19. Communicate in a respectful and constructive manner, always creating dialogue and reflection
1.20. Take on a constructive and problem-solving attitude strengthening resilience of the organization and everyone involved within the organization.
1.21. Be professional and courteous in their dealings with others and not use inappropriate or offensive language, either verbally or in written communications (such as e-mails).
1.22. Work with partners from the perspective of mutual capacity development.
1.23. Refrain from any form of power that comes with being engaged in SAEM, especially related to working with vulnerable children and youth.
1.24. Prevent harm being done to children, to minimize the risks of abuse, neglect and exploitation in SAEM supported activities.
2. Being a part of SAEM striving for equality and diversity all its members are committed to:
2.1. Treat all persons equally and to create an enabling environment where all stakeholders feel valued and empowered.
2.2. Be Gender sensitive, and mainstream Gender throughout the organisation and its programmes.
2.3. Strive for equity, where sometimes a preferential treatment is needed to address challenges of specific groups.
2.4. Be sensitive to different customs and traditions and to refrain from inappropriate behaviour that may be offensive to others (especially when the culture of the work context is different from theirs).
2.5. Refrain from any form of discrimination, harassment and bullying.
2.6. Respect and promote fundamental human rights without discrimination irrespective of so-called social status, race, ethnicity, colour, religion, gender, sexual orientation, age, marital status, national origin, political affiliation or disability.
2.7. Treat each individual with fairness, courtesy, dignity and respect whether it is staff member, a member of governance structure, a volunteer or intern, a partner or programme beneficiary or any other, regardless of their sex, culture, language, religion.
2.8. Refrain from discrimination, harassment or violence of any kind.