Code of Professional & Ethical Conduct
At Innoteq Engage Limited, we believe that our success is established based on the professional and ethical behaviour of our people. Consequently, our reputation, both as individuals and as a firm, depends on it. As HR professionals, we are responsible for adding value to our organisations and contributing to their ethical success. We take on responsibility for our individual decisions and actions. We also advocate for the profession by engaging in activities that enhance its credibility and value.
Our clients place their trust in us and in the work that we do. So, for us, it is paramount that we follow the highest ethical standards by providing services of the highest quality, thus, creating a business environment that reflects our fundamental beliefs, including continuous development and innovation, responsibility, integrity and confidentiality.
Purpose of the Code
Our company is committed to maintaining the highest standards of ethical and professional conduct and competency in HR and recruitment. All members are encouraged to advocate for promoting best practices within the profession and must comply with the standards in this Code of Conduct.
Our Code of Conduct highlights critical characteristics which create an environment reflecting the highest professional and ethical standards.
1)Adhering to the highest standards of ethical and professional behaviour.
2)Measuring the effectiveness of HR in contributing to or achieving organisational goals.
3)Maintaining consistency in our work with the values of the profession.
4)Striving to achieve the highest levels of service, performance and social responsibility.
5)Encouraging the appropriate use and appreciation of human beings as employees.
6)Advocating openly and within the established forums for debate to influence decision-making and results.
As professionals, we must seek to develop our professional knowledge and competence continually.
•To expand our knowledge of human resource management to understand how our organisations function in depth.
•To advance our understanding of how organisations work (“the business of the business”).
•To learn from appraisals and performance reviews and undertake further education and training, if necessary.
1)Pursuing formal academic opportunities.
2)Committing to continuous learning, skills development and obtaining new knowledge related to human resource management and the organisations we serve.
3)Contributing towards acquiring knowledge, the evolution of the profession and the development of individuals through learning, research and the dissemination of knowledge.
4)Pursuing certification, where available, or comparable measures of competencies and knowledge.
We believe in the need to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct.
•To set the standards and be a role model for others.
•To earn individual respect and increase our credibility.
1)Being ethical; act ethically in every professional interaction.
2)Questioning pending individual and group actions, when necessary, to ensure that decisions made are ethical and implemented ethically.
3)Seeking expert guidance, if ever in doubt, about the ethical propriety of a situation.
4)Championing the development of others as ethical leaders in the profession and organisations through teaching and mentoring.
Fairness and Justice
As human resource professionals, we are ethically responsible for promoting and fostering fairness and justice for all employees and their organisations.
•Respect diversity and do not discriminate against people.
•To create and sustain an environment that encourages all individuals, and the organisation itself, to reach their fullest potential positively and productively.
1)Treating people with dignity, respect and compassion foster a trusting work environment free of harassment, intimidation and unlawful discrimination.
2)Ensuring that everyone has the opportunity to develop skills and new competencies.
3)Providing an environment of inclusiveness and ensuring commitment to diversity in the organisations we serve.
4)Developing, administering and advocating policies and procedures that foster fair, consistent and equal treatment for all.
5)Regardless of personal interests, supporting decisions made by our organisations are both ethical and legal.
6)Acting responsibly and practising sound management in the country (ies) where the organisations we serve operate.
Conflicts of Interest
As HR professionals, we must maintain a high level of trust with our stakeholders. We must protect the interests of our stakeholders and our professional integrity and should not engage in activities that create actual, apparent or potential conflicts of interest.
•To avoid activities that are in conflict, or may appear to be in conflict, with any of the provisions of this Code of Ethical and Professional Standards in Human Resource Management or with one’s responsibilities and duties as a member of the human resource profession and as an employee of any organisation.
1)Encouraging the use of published policies on conflicts of interest within your organisation.
2)Refraining from using your position for personal, material or financial gain or the appearance of such.
3)Refraining from giving or seeking preferential treatment in the human processes.
4)Prioritising obligations to identify conflicts of interest or the appearance thereof; when disputes arise, disclosing them to relevant stakeholders.
Use of Information
We take into account and protect the rights of individuals, especially in the acquisition and distribution of information, while safeguarding efficient communications and enabling informed decision-making.
•To build trust among all parts of the organisation by maximising the open exchange of information and, in parallel, eliminating anxieties about inappropriate and inaccurate attainment and sharing of information.
•To respect the confidentiality of both clients and candidates and comply with the relevant laws.
1)Acquiring and circulating information through ethical and responsible means.
2)Ensuring that only appropriate information is used in decisions affecting the employment relationship.
3)Investigating the accuracy and source of information before allowing it to be used in employment-related decisions.
4)Maintaining current and accurate HR information.
5)Safeguarding restricted or confidential information.
6)Taking appropriate steps to ensure the accuracy and completeness of all communicated information about HR policies and practices.
7)Taking appropriate steps to ensure the accuracy and completeness of all communicated information in HR-related training.