Code of Conduct

CTDC Code of Conduct

Effective Date: 15 December 2025

1. Purpose

The CTDC Code of Conduct outlines the professional expectations for all individuals who work with or represent the organisation. It provides clear standards for behaviour, communication, decision-making, and the responsible use of power and resources.

The aims of this Code are to:

• Promote ethical, respectful, and professional conduct
• Ensure fair, inclusive, and equitable treatment for all individuals engaged with CTDC
• Strengthen trust, accountability, and integrity across projects, partnerships, and work environments
• Provide a consistent standard that applies across sectors, roles, and contexts

This Code complements CTDC’s internal policies on human resources, equity and inclusion (EDIJ), data protection, conflict of interest, anti-corruption, and organisational culture.

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2. Scope

This Code applies to:

• Staff
• Directors and Board members
• Consultants and contractors
• Researchers and trainers
• Interns, fellows, and volunteers
• Service providers and temporary workers

It covers all CTDC-related activities conducted in:

• Offices and workspaces
• Online and digital environments
• Fieldwork and travel
• Meetings, workshops, and public engagements
• Partner, client, and community interactions

All individuals are expected to understand, respect, and uphold this Code. It should be read in conjunction with CTDC’s policies on Anti-Corruption, Data Protection, Equality and Inclusion, Responsible AI Use, and Safeguarding.

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3. Core Principles

The following principles guide conduct at CTDC and reflect the organisation’s commitment to fairness, equity, responsible leadership, and respectful working relationships across corporate and social sectors.

1. Professionalism

Act with integrity, reliability, and transparency. Deliver work to high standards and honour commitments.

2. Responsible Use of Power

Recognise that authority, expertise, seniority, or influence can impact others. Use power fairly, avoid misuse, and ensure decisions and interactions are respectful.

3. Accountability

Accept responsibility for actions, decisions, and their impact. Be open to feedback, address mistakes, and commit to continuous improvement.

4. Equity, Diversity, Inclusion & Justice (EDIJ)

CTDC is committed to treating all people fairly and ensuring a work environment where everyone can contribute meaningfully.

• Equality: Ensure fair access to opportunities and resources
• Diversity: Value different backgrounds, identities, and perspectives
• Inclusion: Foster environments where all individuals are respected and can participate fully
• Justice: Address barriers or practices that disadvantage individuals or groups

5. Culture of Care & Respect

CTDC promotes a healthy and respectful work environment by:

• Being mindful of the impact of words and actions
• Communicating clearly and respectfully
• Supporting a culture where concerns can be raised without fear
• Maintaining healthy professional boundaries and work practices

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4. Expected Standards of Behaviour

4.1 Professional Conduct

All CTDC representatives must:

• Act honestly, ethically, and with integrity
• Uphold confidentiality and data protection standards
• Deliver high-quality work within agreed timelines
• Use organisational resources responsibly
• Declare any conflicts of interest promptly

4.2 Respectful Communication

Individuals must:

• Communicate with courtesy and professionalism
• Avoid behaviour that belittles, intimidates, or harms others
• Give and receive feedback constructively
• Manage disagreements calmly and respectfully
• Be mindful of tone in digital and written communications

4.3 Equity and Non-Discrimination

Everyone must:

• Treat all colleagues, partners, participants, and stakeholders fairly
• Ensure no one is disadvantaged based on gender, sexual orientation, race, ethnicity, religion, nationality, disability, age, or other identity markers
• Actively create accessible and inclusive spaces
• Challenge discriminatory behaviour or practices where it is safe to do so

4.4 Ethical Decision-Making and Use of Power

Individuals must:

• Consider how their decisions and actions affect others
• Avoid using positional or relational advantage to pressure, manipulate, or exclude
• Maintain appropriate boundaries in professional and interpersonal relationships
• Avoid creating environments of fear, favouritism, or undue influence

4.5 Professional Relationships and Conduct in the Workplace

CTDC representatives must:

• Maintain professional boundaries with colleagues, clients, and community members
• Avoid relationships or interactions that create real or perceived conflicts of interest
• Avoid any form of coercive, exploitative, or inappropriate conduct
• Demonstrate fairness and impartiality in decision-making

4.6 Protection of Information and Organisational Assets

All individuals must:

• Safeguard sensitive and confidential information
• Use CTDC systems, data, and equipment responsibly
• Respect intellectual property, digital security, and privacy obligations

4.7 External Conduct

When representing CTDC externally, individuals must:

• Behave in a manner that reflects positively on the organisation
• Communicate accurately, responsibly, and professionally
• Honour commitments and agreements with partners, clients, and communities
• Ensure any use of digital tools or AI-supported content complies with CTDC’s ethical, legal, and transparency standards

4.8 Prevention of Modern Slavery and Labour Exploitation

CTDC prohibits all forms of forced labour, human trafficking, and modern slavery across its operations, supply chains, and partnerships.

All CTDC personnel and contractors must ensure that:

• No individual is coerced, threatened, or exploited through their relationship with CTDC
• Recruitment and working conditions are transparent, voluntary, and legally compliant
• Any suspicion of modern slavery or labour exploitation is reported through designated channels

These standards apply to all third-party providers, suppliers, and contractors engaged by CTDC or its group entities.

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5. Prohibited Conduct

The following behaviours violate this Code and may lead to corrective action, contract termination, or other appropriate measures:

• Harassment, bullying, or discriminatory behaviour
• Verbal, emotional, or physical aggression
• Misuse of authority or power
• Retaliation against individuals who raise concerns
• Persistent disrespect, intimidation, or unprofessional conduct
• Conflicts of interest that are undeclared or mismanaged
• Fraud, corruption, theft, or misuse of funds or assets
• Breaches of confidentiality or data protection
• Any conduct that undermines CTDC’s values, reputation, or workplace safety

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6. Raising Concerns and Accountability

CTDC maintains internal processes for raising concerns related to conduct, culture, or ethical breaches.

All individuals must:

• Report concerns through designated channels
• Participate honestly and cooperatively in any follow-up process
• Maintain confidentiality and professionalism throughout

CTDC commits to:

• Taking all concerns seriously
• Ensuring fair, timely, and proportionate responses
• Protecting individuals from retaliation
• Applying consequences consistently and appropriately
• Using issues as opportunities for organisational learning and improvement

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7. Implementation and Review

CTDC will:

• Integrate this Code into contracts, onboarding, and training processes
• Make this Code accessible across programmes, platforms, and organisational spaces
• Review and revise the Code periodically to reflect organisational learning and contextual developments
• Ensure that leaders and managers model the behaviours and principles outlined in this Code