Code of Conduct

It is our desire to serve our neighbour based on this love, not for the sake of personal gain, but to help our neighbour in building a decent life. Our core values are: mercy, equality, dignity, sustainability, professionalism, stewardship and dependability.

RBN adheres to Biblical norms and values. This policy further explains what this means in practice in the following chapters:

1. General standards of behaviour
2. Inappropriate behaviour
3. Prevention measures
4. Reporting and sanctions

Both representatives of RBN and representatives of organizations with which RBN signs an agreement are obliged to conduct themselves in accordance with this policy.

1. Our work is performed in an ethical, accurate and responsible manner, in accordance with the core values as described in the introduction of this document.
2. We speak, act and write with reverence for God and His Word.
3. We respect the dignity of each human being as a creature of God. Therefore we treat everyone with respect and love, and we do not discriminate on any ground. Our actions are always in accordance with international laws and standards.¹
4. Our actions are always in the best interest of our neighbours and we are not aiming for personal gain. This means, among others, that we do not abuse the dependency and vulnerability of our neighbours and our position of power.
5. We are always committed to creating a safe environment and to protect others from (sexual) exploitation and other forms of aggression, (power) abuse and corruption.
6. We do our work with the awareness that we can perform our duties because of financial support from donors. Because of this, we handle financial means with care and we are transparent and truthful in accounting for the expenditure of money, regardless of the amount.
7. We use the internet wisely and do not visit porn or gambling websites. We also do not visit websites or chatrooms that incite hatred or discriminatory behaviour, or that contain content that violates the law. At all times, we propagate the norms and values as described in this policy in our online behaviour.
8. We do not provide information to third parties if we know or can suspect that this information is confidential.
9. We do not use, distribute, sell or possess alcohol or drugs at our work.
10. We treat the creation in a responsible manner and avoid things that cause unnecessary damage to this world.
11. If we encounter forms of non-ethical behaviour, we take our responsibility by making this negotiable and reporting it. At all times, this is done promptly and discreetly, as described in chapter 3.
12. In addition to the above-mentioned standards, the following applies to representatives of RBN.
    1. We are aware that our behaviour, also in the private sphere, can influence the way in which others value RBN, the church (in particular the Reformed Congregations of the Netherlands), our sector and the work which we are allowed to perform. Because of this, we always act in a way that benefits the name of RBN.
    2. We only correspond on behalf of RBN if this is expected based upon our duties.
    3. Internal behaviour is further elaborated in the “House Rules”, the “Protocol Computers, Applications and the Internet”, and the “Protocol Protection against Unacceptable Behaviour”. In addition, representatives are bound by the regulations for “Safety while Traveling”.
    4. Ethical behaviour cannot be described in one document. Therefore we always act in line with the above-mentioned core values of RBN and this Code of Conduct, even if things are not described.

¹ These include, among others, the Declaration of Human Rights (1948) and the Code of Conduct for the International Red Cross and Red Crescent Movement.

2.1 Definition of inappropriate behaviour

Inappropriate behaviour is an umbrella term for fraud, corruption, unacceptable behaviour, abuse of power, and similar behaviour. In concrete terms, it means that one does not treat one’s neighbour, his body, possessions, name and dignity with respect.

2.2 Types of inappropriate behaviour

Inappropriate behaviour can occur in various ways, some of which are described in this chapter.

2.2.1 Fraud and corruption

RBN does not tolerate any form of fraud or corruption in any circumstances. Fraud and corruption include the following:

1. Misappropriation of money, supplies or other means;
2. Mishandling of money or financial transactions, or mishandling of its management or reporting for personal gain;
3. Accepting, demanding or soliciting any direct or indirect gifts, rewards or commissions, other than small gifts;
4. Sharing inside information about the activities of RBN with third parties for personal gain;
5. Destructing, deleting or misusing data, resources and equipment;
6. Unfairly favouring family members, friends or relatives, by appointing them to high office, awarding them assignments or providing them with money;
7. Serving multiple interests that can influence each other in such a way that the integrity of one or the other interest is at stake;
8. Similar or related forms of abuse of one’s entrusted position and power for personal gain.

2.2.2 Inappropriate behaviour in interaction with others

Inappropriate behaviour in interaction with others is an umbrella term for, among others, (sexual) intimidation, abuse of power, aggression and violence, discrimination and bullying. Such behaviour seriously deteriorates the working climate and can make employees feel unsafe.

Boundaries differ from person to person and it is difficult to define inappropriate behaviour in interaction with others. However, this term includes at least all forms of sexual harassment, violence, aggression, discrimination and bullying.

2.2.2.1 Sexually transgressive behaviour

1. Sexual interaction with minors (persons under 18 years of age), regardless of local adulthood laws. Assuming that a child is of an older age is not a defence;
2. The exchange of money, work, services or goods for sex, sexual favours or other forms of humiliating, exploitative or offensive behaviour;
3. Having a (sexual) relationship as an employee with a beneficiary, as these relationships are based on inherently unequal relations;
4. Sexually intimidating others verbally, non-verbally or physically.

2.2.2.2 Other forms of transgressive behaviour

1. Intentional and unintentional behaviour that puts another in a position of (alleged) oppression, vulnerability or impotence;
2. Intentional and unintentional behaviour that results in physical, sexual, psychological or emotional harm or damage to those involved;
3. Direct or indirect involvement in bullying in every possible way;
4. Discrimination based on gender, age, ethnicity, social status, political affiliation, sexual orientation, or any other ground;
5. Verbal, non-verbal or physical aggression and violence whereby the other is abused, threatened or attacked;
6. Possessing or using weapons or munition at work.

1. RBN and its partner organisations will do all that is reasonable to protect the integrity and prevent violations of this policy. Preventive measures that must be taken are at least:
   1. Anticipating any circumstances that pose a risk for the violation of this Code of Conduct, such as unsafe working conditions, lack of colleagues, poorly lit or isolated workplaces, and insufficient checks and balances;
   2. Providing information to employees about desired and inappropriate behaviour;
   3. Informing employees about the existence of this Code of Conduct;
   4. Appointing internal and external counsellors or a trust committee;
   5. Drawing up a policy on how to act in the event of a (suspected) violation of integrity.

1. We are committed to creating a safe and transparent internal structure in order to prevent inappropriate behaviour.
2. Upon entering into contracts with new parties, references must be checked using the international sanctions list of the EU and USA.
3. In order to prevent and combat fraud, RBN and its partner organisations must have extensive and transparent administrative procedures for accounting money and goods.
4. In order to prevent corruption, RBN and its partner organisations maintain a clear, open and truthful relationship with all parties.
5. The payment or receipt of bribes will be refused at all times.
6. RBN and its partner organisations recruit employees who possess the qualities and knowledge necessary to perform the job adequately.

1. In the case of an (alleged) violation of this Code of Conduct, it is the duty of an employee to discuss the matter with the person concerned if possible. If this does not have the desired result, the violation must be reported immediately and discreetly to appointed counsellors or the trust committee.
2. No action will be taken against an employee who reports an (alleged) violation in good faith. Management is responsible for protection against retaliation.
3. The counsellor, trust committee and/or management has the duty to investigate each (alleged) violation.
4. If inappropriate behaviour is established, disciplinary actions may include:
5. A personal correction interview;

• Limitation of opportunities for advancement;
• Relocation;
• Resignation by mutual consent;
• Summary dismissal;

1. Reporting a criminal offence to the police.If partner organisation policies have facilitated violations of this Code of Conduct, this may have consequences for the financial contribution of RBN.