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

CODE OF CONDUCT 2
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.

CODE OF CONDUCT 3
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