Governance and Ethics - Sustainability -

Running head: CODE OF CONDUCT 0
GOVERNNACE, ETHICS AND SUSTAINABILITY
JANUARY 2, 2019
STUDENT DETAILS:

CODE OF CONDUCT 1
Contents
Introduction................................................................................................................................2
Overview of company................................................................................................................2
Code of conduct of ANZ Bank-.................................................................................................2
Discrimination -.....................................................................................................................2
Exploitation............................................................................................................................3
Corruption as well as bribery –..............................................................................................4
Dishonest and fraudulent behaviour.......................................................................................5
Whistle-blower protection –...................................................................................................6
Enforcement -.........................................................................................................................8
References..................................................................................................................................9

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Introduction
Code of conduct is considered as written document for workforces of an organisation. It is
helpful for an entity in protecting functions for a reason that it provides proper as well as
relevant data to the employees as per their expectation. It is considered as a set of the rules to
describe social norms as well as the spiritual rules and accountability. The code of conduct
also explains different exercises for people or group of people. There is great contribution of
ANZ bank in providing the financial development along with social involvement. This
organisation is also devoted to environment of the society by establishing the principles of the
morality, fairness, justice along with integrity. The organisation had followed code to render
directing values followed by personnel of entity. It is expected by the personnel of ANZ bank
that they will perform according to the code of conduct on a constant basis. In this report, the
overview of ANZ bank and its policies about discrimination, dishonest behaviour, bribery,
exploitation, whistle-blower protection along with enforcement is evaluated.
Overview of company
ANZ bank is one of the biggest bank of the world. The ANZ bank has more than five million
clients. This organisation has $ 247 billion to run business. There are more than 28000
personal. More than 28000 people are working in main markets of Australia as well as New
Zealand (Annual report, 2018). The business of ANZ bank has been expanded to different
areas such as Asia, United States of America, as well as United Kingdom. This organisation
makes efforts to develop as well as retain high standards of the corporate governance. ANZ
bank has also established different disclosures. It can see that ANZ bank is very helpful for to
create bright future for the shareholders, personnel, client along with different groups.

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Furthermore, the company faces various major accounting issues. In the following parts,
these issues are discussed.
Code of conduct of ANZ Bank-
The code of conduct of organisation is explained as below -
Discrimination -
According to meanings described in different functions, discrimination is considered as an
action of handling the positive and negative people according to different attributes such as
radical, social as well as physical attributes. ANZ bank follows different central laws along
with state laws. It also conforms different national regulations like the Fair Work Act 2009
(Cth). It can see that this entity is devoted towards to create the workplace atmosphere free
from separation along with unfriendliness. It makes efforts to create environment based on
the value of the mutual respect to others, teamwork, self-restraint and self-esteem. There are
different practices that lead to the discriminatory behaviours. These practices make the
employment in against of the laws. These practices include mental disability, physical
disability, colour, civilization, race, background, ethnic group, sexual category, pregnancy
status, origin, religion, sex, age as well as gender identity (Fair Work Commission, 2018).
In addition, the discriminatory practices can take place at various phases of the employment
chain. For instance, at a time of hiring, interview practices, initiation of the promotion,
allocation of functions related to business, or leadership posts, as well as different functions
in the entity. Additionally, the choice of people for the objective of training according to
attributes cover in the scope of discriminatory conduct. In this way, this is the accountability
of manager, leader, personnel and different members to not to get involvement in the
conversation or act that create atmosphere of entity aggressive as well as corrupt for different
employees. It is a duty of top level management that they should make sure that numerous

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facets of the employers- employees’ relations are not made as per biasness. The top level
management is required to make sure that the employers- employees’ relationship is based on
individual abilities, merits, along with responsibilities. It is evident that the guilty people who
do not follow discrimination guidelines, will be accountable to make counteractive action
according to opinion of organization (Reamer, 2013).
Exploitation -
Exploitation is considered as the mutual expression that covers different unreasoning attitude
along with act like psychological or oral harassment, physical harassment, as well as sexual
harassment along with bullying. The bullying is an unreasonable conduct make by persons or
individual’s group against certain different people (Appelbaum, Semerjian and Mohan,
2012). The verbal harassment or physical harassment covers the acts such as giving explicit
comment, joke, and comment on physical appearances of workers of entity. This incorporates
acts such as forcing or other type of exercises of physical power over others at a time of
availability at workstation (Gaze and Smith, 2016).
Form the annual report of ANZ bank, it is found that ANZ bank established the ZTP for
sexual nuisance at workstation. A best examples of sexual harassment are sending sexual
mails or messages having sexual contents, joke on the sexual appearances of workers as well
as presentation of sexual offensive contents. It also include the presentation of pornographic
contents like poster, picture, racially invasive contents along with others. This list is not
exhaustive. It is found that ANZ bank is devoted to create equal as well as healthy working
atmosphere. In this way, the acts including the practices of sexual harassing behaviour will be
regarded as the violation of fundamental terms and condition of the occupation. It will
resulted into disciplinary actions such as penalties, demotion, service’s terminations and
certain other ways (Janssens and Kaptein, 2016).

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Corruption as well as bribery –
The corruption includes the range of functions like theft of money, misuse of the voucher,
bills or different document, falsification of data, misuse of the properties of object, wrong IT
systems, and different functions including bribery. In this way, the conducts include the
accepting as well as giving financial benefits for a performance of something that is against
the term and condition of the engagement. It is believed by organisation that actions upon line
of bribery challenge goodwill, purpose as well as image of the corporation. It can say that the
corporation will not tolerate these dishonest behaviours of the workers and stakeholder
(Vickers, 2014).
The corruption as well as bribery is an example of wrong practice. This practice provides
benefits to the relative from the entity’s properties. It includes use of formal cash for
individual purpose, taking unreasoning gift from customer, dealers or stakeholders and
different activities (McGaughey, 2018). In this way, the team of entity is required to take gift
by taking suggestion of the top level administration of an entity. Moreover, personnel should
be careful about the actions all the time (Miklosik, et. al, 2017). It is a liability of worker that
they should not involve in wrong activities, while this is alleged that the proceed of the
similar will be utilised in offensive actions (Jones, Comfort and Hillier, 2014).
Dishonest as well as fraudulent conduct
According to principles of code, ANZ Bank does not support dishonest and fraudulent
behaviour. These conduct are harmful for the company. These actions can end development
of entity. It can weaken the financial constancy, political constancy as well as protection.
This can also convey criminal along with legal cost for individuals included and the company
(Colla, 2017). The important means to end dishonest and fraudulent action is to encourage

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ethical culture at company and to apply process as well as separation of accountabilities.
Following are certain instances -
 The ethical behaviour that sets standards of conducts
 The whistle-blowing process to encourage fraud event reporting
 Accounting and expenditures policy to regulate claim
 The interest conflicts policy explains that dollar inception as well as previous
approval needed for gift surpassing appropriate values.
Furthermore, it is describe by entity that employees can have main part in ending dishonest
along with deceitful actions, as well as help to end fraud. Workers of an organisation are
required to have the knowledge in relation to consequence of the dishonest as well as
fraudulent conducts. The workers along with stakeholders of corporation should consider
theie liabilities. They are required to be clear in their attitudes in against of the wrong
practices as well as approaches. They should also take care of the best interest of entity. They
are not supposed to misuse their post in entity. The workers are required to be concentrating
for dishonest behaviours (Grimmer, 2018).
Whistle blower protection –
ANZ Bank is aimed at operating functions related to the business in ethical way. It is
expected by the entity that the company will complete the expectations of personnel of the
corporation (Einarsen et. al, 2010). This company encourages different shareholders as well
as team of the organisation to raise concern in relation to the wrong behaviour. A key purpose
of the whistle-blower approach is to make processes along with methodologies to raise
concern about the wrong behaviour with sincerity, while making proposal of safety from

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coercion along with sexual annoyance. In addition, the whistle-blowing policy is
implemented to the ANZ bank Group, ANZ Bank, trust as well as workers of company and
other corporations. It is required to adopt following policies -
1. Inappropriate behaviours – on the basis of policy, an entity would consider various
unethical behaviour, such as sexual nuisance, unsecured condition to do work and
unlawful behaviour (Grayson-Morison and Ramsay, 2014)
2. Raise concerns- while workers of corporation are well-known about the inappropriate
behaviours, then they are required to raise issue to the risk team by sending email to
WPO (Linn, Smith-Gander and Barrington, 2015).
3. Raise concerns in secret manner- the employees as well as shareholders of the
entity who would have wish to raise issue in respect of the unverified immoral
behaviours can secretly contact WPO of the entity by site as well as intranet of
organisation.
4. Whistle-blower protection- according to the approaches, WPO would be responsible
for securing whistle blower’s interests. The ANZ bank is dedicated to have significant
as well as proper actions to secure the interests of whistle blower.
5. Enquiry process- WPOs should make sure that the whistle-blower of company is
well informed notified of how grievances are ensuing as well as continuing. It is
dedicated to initiate the inner alterations in internal procedure and taking step for
personnel for their improper behaviours.

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6. Wrong claim- it is analysed from the annual report of company that it can take the
proper action for the misconducts along with wrong claim made by shareholder or
worker (Baumeister and Gutsche, 2017).
7. Confidentiality- on the basis of code of conduct of company, complaint of immoral
conduct will be considered as secret. An entity will not state information not related to
the enquiries without any consent of individuals.
Enforcement -
A main purpose of entity is to create culture where healthiness, security along with
wellbeing are considered main values as well as constant establishment of security
performances. It can say that it is a part of ordinary practices of the business of entity.
The Code of conduct should be followed by people who are considered as the
representatives of entity (Dakhelalla, 2014). It is applied individuals who are hired to do
efforts in ANZ bank Group.
The organisation gets the targets by attaining the security from different level of
corporation as well as partners of business. It is followed by ANZ bank Group, ANZ
Bank, stakeholders or workers of company, trust and other corporations. The stakeholders
are the security holders of the company, client, and partners along with suppliers. These
relevant norms are also required to be followed by workers as well as stakeholders who
claim wrongly. Furthermore, this organisation also initiates the fine or penalty to that
stakeholders and team, who violate laws along with regulations.

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References
Annual report (2018) ANZ Bank. Available at:
https://www.anz.com/content/dam/anzcom/shareholder/anz_2018_annual_report_final.pdf
[Access on 05-01-2020]
Appelbaum, S. H., Semerjian, G. and Mohan, K. (2012) Workplace bullying: consequences,
causes and controls (part two). Industrial and Commercial Training, 44(6), pp. 337-344.
Baumeister, S., and Gutsche, R. (2017) The impact of CSR reporting quality on analyst
forecast accuracy. Oxford: Oxford University press
Colla, A. (2017) Corporate governance in 2017: Failures and wins. Governance
Directions, 69(4), p. 217.
Dakhelalla, R.F. (2014) The impact of corporate governance principles on board
characteristics: an Australian study. USA: Springer
Einarsen, S., Hoel, H., Zapf, D. and Cooper, C. (2010) Bullying and harassment in the
workplace: Developments in theory, research, and practice. United States: CRC Press.
Fair Work Commission. (2018) Anti-bullying. [online] Available from:
https://www.fwc.gov.au/disputes-at-work/anti-bullying [Accessed on 02/01/19].
Gaze, B., and Smith, B. (2016) Equality and Discrimination Law in Australia: An
Introduction. Australia: Cambridge University Press.

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Grayson-Morison, R., and Ramsay, I. (2014) Responsibilities of the Board of Directors.
Cambridge: Cambridge University Press
Grimmer, L. (2018) The diminished stakeholder: Examining the relationship between
suppliers and supermarkets in the Australian grocery industry. Journal of Consumer
Behaviour, 17(1), pp. e13-e20.
Janssens, M. R., and Kaptein, M. (2016) The ethical responsibility of companies towards
animals: A study of the expressed commitment of the Fortune Global 200. Journal of
Corporate Citizenship, 75(63), pp. 42-72.
Jones, P., Comfort, D., and Hillier, D. (2014) Environmental and Social Programmes and
Rapidly Growing Retailers. Economia Seria Management, 17(1), pp. 5-17.
Linn, B., Smith-Gander, D., and Barrington, J. (2015) The debate: The year ahead. Company
Director, 31(11), p.18.
McGaughey, F. (2018) Australia's proposed Modern Slavery Act for business reporting-part
of an international trend in business and human rights. Australian Resources and Energy Law
Journal, 36(3), p.29.
Miklosik, A., Evans, N., Hasprova, M., and Lipianska, J. (2018) Reflection of embedded
knowledge culture in communications of Australian companies. Knowledge Management
Research & Practice, pp. 1-10.
Reamer, F. G. (2013) Social work values and ethics. United States: Columbia University
Press.
Vickers, M. H. (2014) Towards reducing the harm: Workplace bullying as workplace
corruption—A critical review. Employee Responsibilities and Rights Journal, 26(2), pp. 95-
113.

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