National Australia Bank: Code of Conduct and Ethical Standards

Running Head: Bank 0
NATIONAL AUSTRALIA BANK
MBA Assignment
4/27/2019

Bank 1
Overview
National Australian Bank contributed to deliver value to their customers and shareholders,
attain sustainable performance without compromising their values and trusted reputation.
They outline the ethical conduct and standards of responsibility that are expected from
consultants, director, contractors, and each NAB employee. They adhere to a range of codes
to make sure that we deliver a high level of service to our clients. The code connects our
purpose, expectations, and values, and key group procedures to offer the right outcome for all
our shareholders. It is applicable to every NAB employee and takes into consideration to
work in the best possible manner involving the interest of society. They are striving towards
prevention of genuine disclosures and will not bear consequence such as adverse treatment in
reprisal for those genuine disclosures, discrimination, and demotion (Lodhia, 2015).
Scope
This code is applied to every NAB employee, as should be treated with dignity and respect so
that appropriate business can be maintained significantly. Its main purpose is to motivate
employees, contractors, suppliers, or any individual who has business dealings with the
National Australian Bank. If the code of conduct is breached then employees can report the
instances of illegal, undesirable, fraudulent, or unethical conduct where there are realistic
grounds to suspect such conduct without fear of reprisal, intimidation, and disadvantage
(Audzeyeva and Hudson, 2016).
Our values and Regulatory framework
National Australian Bank is committed towards ethical behaviour and the highest standards
of conduct in our business activities and supports a culture of ethical and honest behaviour,
good corporate governance, and corporate compliance.
Our Principles
 The management of the National Australian Bank should act in a professional manner
so that it promotes goodwill, confidence, and trust in employees, customers, suppliers,
and society.
 They need to treat their employees with fairness, respect, and dignity.
 They are committed to eradicating poverty by maintaining inclusive growth while
conserving and preserving natural resources as well as generates social equity.

Bank 2
 They need to encourage women empowerment and gender equality, which are
essential components of basic human rights and human development.
 They should maintain and respect the confidentiality of information (Bartlett III,
2015).
Regulatory compliance
The National Australian Bank should follow the rules, regulations, compliance in an effective
manner and they believe in best practices. They should contribute to meet the accountability
obligations, produced guidelines to delivers customers with information associating to the
application of transfer of mortgages, and enforce debts (Daly and Gebremedhin, 2015).
Our commitment
 The commitment of the National Australian Bank is to behave in a professional way
that encourages confidence, reputation, goodwill, and trust in suppliers, employees,
and community.
 They need to generate a strong commitment to honesty, truthful, and fairness with our
shareholders.
 They need to adhere to the code and provide full support to the NAB Board and NAB
leadership team, as well as regulatory compliance, is taken very seriously (McDonald,
Jonson and Dixon, 2016).
Discrimination
Discrimination is stated as treating someone less favourable than others as providing access
to training to a very long time than others, giving additional benefits to the other employee,
not promoting someone, or fires someone due to the protected element. The National
Australian Bank should not create discrimination against associates of the general public and
other employees’ in the discharge of official responsibilities on the grounds of colour, sexual
orientation, age, sex, caste, race, religion, veteran status, national orientation, and citizenship.
Engaging in such discrimination might be generated disciplinary actions such as termination
or demotion because it restricts federal as well as state law and builds an unbearable work
environment (Davis, Frolova and Callahan, 2016).
Employees and managers engage in any acts of discrimination are determined in this code of
provisions of federal or state law, which have an obligation and can report to the Group