TEAM CODE OF CONDUCT
SYLI TEAM CODE OF CONDUCT – DOING THE RIGHT THING THE RIGHT WAY
Our Team Code of Conduct is one of the ways we put Syli’s values into practice. We created the Code of Conduct with the recognition that how we behave should be measured against the highest standards of ethical business. Our commitment to these high standards helps make sure that we hire great people, create a great experience for our partners and beneficiaries, and make a positive impact on the communities we are part of.
We expect everyone who is part of the Syli workforce to uphold the Team Code of Conduct including directors, advisory board members, employees, and contractors. In essence this means you must:
Know and apply the Code. Read it and follow it, along with any other policies that apply to your job.
Think before you act. Use good judgement, being honest and ethical in every action you take. If you are asked to violate the Code, do not do it. Report the concern as soon as possible using the resources available to you.
Follow the law. Understand laws that apply to your job and our business, wherever you are. If you are ever unclear about a law or regulation, seek support.
Ask for help. When you are unclear on what to do, ask for guidance before taking action.
Stay alert. Pay close attention to any activity that is or may be inconsistent with our Code, our policies or the law.
Report concerns. Do not ignore a violation. Prevent harm to our organisation, its reputation, and our ability to keep on making a difference by reporting your concerns immediately to a Syli Director by email.
Our Code of Conduct is complemented by a range of other policies and procedures that should be read alongside it. These include:
Business Code of Conduct
Environmental Policy
OUR CODE
Build transparent relationships: Our relationships with our colleagues, suppliers, partners, beneficiaries, supporters and other stakeholders must be fair, positive and productive, always based on mutual trust and respect. Building these relationships is an ongoing process and in every interaction we have we must demonstrate honesty and a commitment to our values.
Be inclusive: We welcome and support people of all backgrounds and identities. This includes, but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, colour, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.
Be considerate: We all depend on each other to produce the best work we can as a company. Your decisions will affect colleagues, partners, beneficiaries and other stakeholders and you should take those consequences into account when making decisions.
Be respectful: We won’t all agree all the time, but disagreement is no excuse for disrespectful behaviour. We will all experience frustration from time to time, but we cannot allow that frustration to become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.
Choose your words carefully: Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behaviour aren’t acceptable. This includes but is not limited to: – Threats of violence. – Discriminatory jokes and language. – Sharing sexually explicit or violent material via electronic devices or other means. – Personal insults, especially those using racist or sexist terms. – Unwelcome sexual attention. – Advocating for, or encouraging, any of the above behaviour.
Do not harass others: In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable – what is important is that we resolve disagreements and differing views constructively.
Our differences can be our strengths: We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong. Take time to listen. Don’t forget that we all make mistakes and blaming each other doesn’t get us anywhere. Instead, focus on resolving issues and learning from mistakes.
Safeguard organisation assets: These are all the tools and resources we have access to in order to carry out the business of Syli and they must be protected from damage, loss, misuse, and theft. Organisation assets include our technology, our physical and electronic resources, our intellectual property, and the business and personal information we have access to. And don’t forget that our Syli team are all assets too!
Maintain accurate records: This helps us to meet our legal and regulatory obligations and to maintain integrity and transparency across our company.
Avoid conflicts of interest: We are all expected to act in the best interest of our Organisation. This means we must never allow our personal interests to influence our actions on behalf of the Organisation. Every decision we make while on the job must be objective and with our Organisation’s business interests in mind.
Be responsible with gifts, meals, and entertainment: We do not exchange gifts, meals, or entertainment
that are or could be an attempt to improperly influence a business decision, no matter if you are the giver or the recipient.
Be fair: We follow the antitrust and fair competition laws where we operate so that we operate fairly and avoid mistreating or unethically restricting our competitors. This includes not trading on inside information.
Avoid bribery: We do not tolerate acts of bribery or corruption. And we never offer or accept anything of value in order to get business, keep business or gain an unfair advantage.
Care for communities: Wherever we work in the world, we want to leave a positive footprint. This means, respecting human rights, being a good neighbour whether we are part of a community for a short or an extended period of time, and communicating responsibly.
Protect the environment: We are constantly striving to minimise our impact on the planet and lead by example when it comes to how we operate. All our business decisions must include genuine consideration of potential environmental impact with a commitment to reducing or removing harmful activities and finding alternatives that are right for the planet as well as for our business.
GUIDANCE IN DECISION MAKING
If you find yourself in a situation where you are unsure of the right course of action to take, you may find it helpful to ask yourself the following questions:
Is it legal?
Is it ethical?
Is it consistent with Syli’s policies and this Code of Conduct?
Can I explain it to my family and friends?
Would I feel comfortable if it appeared in a newspaper?
REPORTING A CODE OF CONDUCT VIOLATION
You should always report your concerns immediately to a Syli Director by email. Internal concerns will be investigated following our Disciplinary Procedure or our Whistleblowing Procedure – whichever is most appropriate.
No Retaliation: We strictly prohibit retaliation of any kind against anyone who shares a good-faith concern or participates in a Code investigation. Sharing a good-faith concern about the Code honestly, even if it turns out to be unfounded – is never an excuse for any kind of retaliation.
What is Retaliation? We define retaliation under our Code as any action that would likely deter someone from reporting a Code concern or participating in a Code investigation. Examples of retaliation might include demotion, firing, a reduced salary, job reassignment, threats, harassment, or any other action taken against someone because they raised a Code concern, participated in a Code investigation, or attempted to deter someone from violating the Code. While we take the anti-retaliation provisions of our Code very seriously, these provisions do not protect you from disciplinary action for your own misconduct, meaning you should not report a Code concern simply to avoid discipline for your own violation of the Code or other Company policy.
No False Accusations: As much as we encourage honest reporting, we do not tolerate knowingly false reports. Making a false accusation can divert investigatory resources away from credible good-faith concerns and damage morale. Report what you have a reasonable, good-faith belief to be true, but never knowingly make a false accusation, lie to investigators, or refuse to cooperate in an investigation, as these actions may also violate our Code.