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Code of Conduct Policy

PURPOSE

The Global Leadership Institute (GLI) Code of Conduct establishes a standard by which Institute staff and students conduct themselves towards others and perform their studies and professional duties. GLI complies with the Public Sector Ethics Act 1994 (Qld) (hereafter referred to as the Act) which guides actions in dealing with other staff, students and the community.

 

SCOPE

Whole Institute

 

DEFINITIONS

Conduct: means the personal behaviour of a person.

Conflict of Interest: is a situation in which an individual has competing professional or personal interests. Such competing interests could make it difficult for an individual to fulfil their duties impartially, and potentially could improperly influence the performance of their duties and responsibilities. An apparent (or perceived) conflict of interest exists where it appears that individual private interests could improperly influence the performance of their duties and responsibilities whether this is, in fact, the case. Individuals must be conscious that perceptions of conflict of interest may be as important as an actual conflict. A potential conflict of interest arises where an individual has a private interest which is such that an actual conflict of interest would arise if the member were to become involved in relevant (that is conflicting) official duties and responsibilities in the future.

Cyber Bullying: is bullying conducted with the use of technology, like mobile phones or the internet.

Discrimination: is to treat an individual less favourably because of an attribute or to impose unreasonable terms or conditions for which individuals with a particular attribute are unable to comply. Vilification on the grounds of race, religion, sexuality or gender identity is also unlawful.

Harassment: is any form of behaviour that is unwelcome, unsolicited, unreciprocated and usually (but not always) repeated. It is behaviour that is likely to offend, humiliate or intimidate. 

Sexual harassment: means any unsolicited, unwelcome and unreciprocated behaviour act or conduct of a sexual nature that embarrasses, humiliates or offends other persons. It can be a single incident or a persistent pattern and can range from subtle behaviour to explicit demands for sexual activity or even criminal assault.

Victimisation: means treating someone unfairly because they have made, or intend to make, a discrimination or harassment complaint. This also includes those who have supported another person in making a complaint.

Bullying: is defined as repeated and unreasonable behaviour directed towards a person or a group of people that creates a risk to health and safety. 

Maladministration: means the gross mismanagement of risk leading to death, injury or the culpable wastage of Institute’s resources that adversely affects a person’s interests in a substantial and specific way.

Misconduct: means conduct which is not serious misconduct but which is nonetheless unacceptable. Serious misconduct means deliberately behaving in a way that is inconsistent with this Code of Conduct.

Personal information: information about an identified or identifiable individual that is not available in the public domain.

Records management: the control and management of records to meet business, legal and regulatory requirements and compliance with standards governing professional practice. It is a business imperative, a corporate responsibility and a critical function performed through the collective actions of individuals.

Record: recorded information in any form, including data in computer systems as well as emails, created or received by any staff member of the Institute in the course of his/her duties.

Public comment: includes public speaking engagements, comments on radio and television; and expressing views in letters to the newspapers or in books, journals or notices, or where it might be expected that the publication or circulation of the comment will spread to the community at large.

Staff: ongoing, fixed-term and casual staff, including senior management, executive, academic, professional and technical, visiting and adjunct staff, volunteers and conjoint appointments.

Sustainability: the ability to meet the needs of the present without compromising the ability of future generations to meet their needs.

 

PRINCIPLES

All staff and students will:

  • Be informed and comply with the relevant GLI policies and procedures;

  • Behave in a way that upholds the integrity and good reputation of the Institute;

  • Not engage in any behaviour that contravenes federal, state or local law, including sexual assault or sexual harassment;

  • Refrain from, and not accept any behaviour which may reasonably be perceived as discrimination, vilification, bullying, cyberbullying, intimidation, harassment, or physically or emotionally threatening;

  • Protect Institute resources and take all possible care to use them in a proper manner;

  • Comply with any lawful and reasonable direction given by someone who has authority to give that direction;

  • Make well-considered decisions, and provide reasons for these decisions where required, especially where they may have an adverse effect on people;

  • Disclose wrongdoing and protect those who make a disclosure;

  • Avoid any conduct, including alcohol or substance abuse or misuse, which would adversely affect work and/or study performance;

  • Avoid all forms of academic misconduct;

  • Comply with all relevant legislative and statutory requirements.

  • Treat fellow staff members, students and members of the public with honesty, respect and courtesy, and have regard for the dignity and needs of others, including in online communications;

  • Respect and celebrate diversity, including gender, race, sexuality, disability, cultural background, marital status, age, political conviction or family responsibilities;

  • Act to ensure equity, fairness and natural justice is afforded to all;

  • Seek to resolve disputes in a fair and timely manner;

  • Strive to create an environment which provides a safe and healthy workplace for employees, students and members of the community;

  • Stand up for the rights of others;

  • Strive to embed environmental, social, economic and cultural sustainability in all our activities;

  • Not engage in any behaviour that would impair the freedom of others to pursue their studies, research and/ or involvement at GLI;

  • Report genuinely suspected or known fraud or corrupt conduct to appropriate staff/authority through the appropriate procedures.

 

GLI staff will:

  • Endeavour to achieve excellence in performance and will strive for continuous improvement;

  • Encourage collaboration across boundaries;

  • Act and behave honestly, impartially and with integrity;

  • Maintain appropriate confidentiality regarding Institute business;

  • Not making improper use of position, power or authority to gain, or seeking to gain, a benefit or advantage for themselves or any other person;

  • Only accepting gifts and benefits where these are not identified to influence our decision-making;

  • Take reasonable steps to avoid, or disclose and manage, any conflict of interest (actual, potential or perceived) in the course of employment;

  • Act within the limits of their authority;

  • Adhere to proper records management practices and procedures, so that records are complete, up-to-date and capable of providing organisational accountability;

  • Maintain the privacy, integrity and security of official and personal information and ensure the proper use of information systems;

  • Investigate any complaints that have been lodged against staff or students in a consistent, prompt, fair and timely manner;

  • Promoting socially-inclusive employment practices;

  • Maintain adequate security over GLI property, resources and information.

 

GLI students will:

  • Take responsibility for their own learning and participate in the learning and research processes;

  • Attend classes and/or scheduled activities on time, unless there is an exceptional circumstance which prevents attendance;

  • Know the requirements of their own course and progression rules;

  • Observe key dates and deadlines relevant to their own enrolment and course;

  • Comply with the conventions of academic scholarship including, but not limited to, the correct use of copyright material, the correct acknowledgement of others' work and ideas, the use of gender inclusive language, and the avoidance of slang or colloquial language in assessments;

  • Be familiar with the resources available to assist in studies and research;

  • Ensure that their contact details held by GLI are up to date;

  • Present identification when required.

 

COMPLIANCE WITH THE CODE OF CONDUCT 

  • GLI is committed to providing staff and students with access to education and training in relation to the requirements of this Code;

  • Where uncertain about the Code’s application or interpretation, staff or students should consult with the Registrar or Academic Dean or higher authority if appropriate;

  • Failure to comply with the Code may lead to disciplinary action, and in serious cases may lead to termination of study or employment, and/or criminal prosecution.

 

ROLE AND RESPONSIBILITIES

It is the responsibility of staff, students and GLI affiliates to be aware of and conduct themselves in accordance with this Code and related policies and procedures. It is the responsibility of any delegated supervisors, Deans, Registrar, President, Program Directors and Unit Coordinator to:

 

  • Ensure that new students, staff and affiliates are introduced to the provisions of this Code and related policy documents;

  • Ensure that staff under their supervision fulfil the requirements of their induction by being aware of the Institutes’ policy documents;

  • Ensure that staff and students are aware of, and periodically renew their awareness of, this Code;

  • Model good behaviour consistent with this Code and related policy documents;

  • Appropriately respond to reports of contravention of this Code.

 

Breach of Code of Conduct

Failure to abide by the GLI Code of Conduct Policy by a staff member, student, or affiliate, shall become grounds for appropriate and measured sanctions and/or disciplinary action up to and including dismissal for staff or contractors, or discontinuation from a course for students. The severity of disciplinary action should be consistent with the severity of any breach of this Code, and staff or students can access relevant grievance procedures.

 

The Academic Dean will determine appropriate disciplinary action for a breach of this Code by a student and disciplinary action for a breach of this Code by a staff member or contractor will be determined by that person’s supervisor. If severe disciplinary action is recommended (e.g. dismissal for staff or discontinuation from a course) this must be ratified by the Executive Management Team before being implemented.

 

Students who are unwilling to abide by the GLI Code of Conduct may be refused admission to a course. Any staff member, student, affiliate or member of the public must refer suspected misconduct to the police if the misconduct contravenes federal, state, or local law.

 

Allegations of sexual misconduct shall be considered in accordance with the Sexual Assault and Sexual Harassment Prevention and Response Policy.


Policy Owner

President

Approval Date

4 May 2023

Approving Body

Governing Board

Reviewal Date

4 May 2028

Endorsing Body

Executive Management Team

Version

2.0

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