GOVERNANCE ETHICS AND SUSTAINABILITY

Running head: GOVERNANCE ETHICS AND SUSTAINABILITY
Governance ethics and sustainability

GOVERNANCE ETHICS AND SUSTAINABILITY 2
Table of Contents
Introduction............................................................................................................... 3
A. Discrimination........................................................................................................ 3
B. Exploitation........................................................................................................... 4
C. Corruption............................................................................................................. 5
D. Dishonest and Fraudulent Behaviour............................................................................ 7
E. Whistleblower Protections......................................................................................... 8
F. Enforcement......................................................................................................... 10
Conclusion.............................................................................................................. 11
References.............................................................................................................. 12

GOVERNANCE ETHICS AND SUSTAINABILITY 3
Introduction
A code of conduct is illustrated as to how the workforces of a firm can act on a regular basis.
It can demonstrate those daily function of firm, core values, as well as, overall culture of the
firm. Consequently, every code of conduct is unique to a firm that demonstrates (Krambia-
Kapardis, 2016). This report presents different codes of practices such as discrimination,
dishonest and fraudulent behaviour, corruption, whistleblower protections, exploitation, and
enforcement.
A. Discrimination
In the current scenario, discrimination is a major concern in the workplace. There is
increasing gender and cultural diversity within the firm and it has obligated workforces from
distinct backgrounds and ethnicities to act with each other in order to accomplish the
objectives of a firm (Fourie, 2018).
Examples of Discrimination
Discrimination could create in different manners and influences anyone within a firm. Some
kinds of discrimination indicate a sign of improper conduct when other signs of
discrimination are highly subtle. In ANZ bank, harassing behaviour could create through
superior, clients, and co-workers at the workplace. The equal employment opportunity
commission defines that discrimination in the context of colour, race, religious, sex, age,
disability, and race are an unlawful act for an employer (Nurhidayat and Kusumasari, 2017).
Code of conduct
ANZ banks must protect their employees from harassment and discrimination within an
organization. It must also consider adequate measures in order to avoid unwanted harassing
behaviour. Failure for performing this could outcome in lawsuits, fines, and criminal
penalties against the firm (Gottschalk, 2019). ANZ bank is also accountable for developing
affordable accommodations for workforces and candidates who are disabled and needs

GOVERNANCE ETHICS AND SUSTAINABILITY 4
special facilities. There are some anti-discrimination law policies that must be considered by
the ANZ Bank in its HRM policies (Rimšaitė, 2019). These are as below:
 Racial Discrimination Act 1975
 Disability Discrimination Act 1992
 Sex Discrimination Act 1984
 Age Discrimination Act 2004 (Rahim, 2017).
B. Exploitation
Exploitation of employees is an act for treating an employee unfair to get benefits from one’s
own. It is a social liaison that is relied on asymmetry in a power association between
employees and the company (Gottschalk, 2019).
Examples of Exploitation
Assigns jobs for which employees are not competent
A manager gives some challenge to employees for which they are not competent. There is a
need to beat the expectation of employers and an employee cannot deny to their manager. In
this way, employees can consult experts, ask for assistance from colleagues that they trust,
and prepare well (Krambia-Kapardis, 2016).
Manager doesn’t pay for overtime
The essential thing is to keep organized about hours on the weekly basis that employees are
performing hence at the month-end, they can demand fair compensation for their time (ANZ
bank, 2019).
Code of conduct
ANZ bank must need to focus on the right to protection from violence, exploitation as well
as, abuse while it will make policy. It must:
 deals with abuse or violence such as domestic violence and neglect the children in
specifically parts of the company