MBA402: Governance, Ethics, and Sustainability - ANZ Code of Conduct

This report provides a detailed analysis of the Code of Conduct for ANZ Bank, addressing critical aspects of governance, ethics, and sustainability within the organization. It examines various codes of practice including discrimination, exploitation, corruption, dishonest and fraudulent behavior, whistleblower protections, and enforcement. The report explores examples of each issue, such as discrimination in the workplace and different forms of corruption like bribery and misuse of power. It also outlines the code of conduct that ANZ Bank should implement to address these issues, emphasizing the importance of protecting employees, preventing unethical behavior, and ensuring compliance with relevant laws and regulations. The report includes a discussion of whistleblower protection, the consequences of non-compliance, and the enforcement mechanisms that are in place to maintain ethical standards within the bank. The report uses recent news articles and academic sources to support the analysis and provides a comprehensive overview of the key elements required for an effective code of conduct.

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

GOVERNANCE ETHICS AND SUSTAINABILITY 5
 deals with global child abduction
 deals with practice of illegal drugs through children
 puts an individual who has difficulty or disability into care of another, particularly a
legislation that can isolate an individual from ordinary contact to the rest of the firm
(Lohne, et. al., 2019).
 deals with employment of children that may constitute the economic exploitation or
be destructive to the development of a child.
 protects children through exploitation and sexual abuse
 deals with trafficking in women, men, and children (Gasparski, 2017).
C. Corruption
Corruption is a tremendous issue at the workplace that could affect from managers to
employees. It happens in different manners such as more common as compared to others.
Corruption is a dishonest and illegal manner where an individual in positions of authority and
power may engage in illegal and unethical practices for personal improvement (Doig, 2016).
Examples of corruption
Bribery:
Bribery is common kinds of corruption that can prevail in different departments of the
company. Under bribery, the firm would address distinct individuals who make some extra
money and other worthy assets for treating the consumers in a preferred manner that they
demand (Comer and Stephens, 2016).
Stealing:
Stealing could create while management is weak and surveillance of an organization is low.
An individual can steal distinct resources of a firm that do not belong to them for their
individual use and benefits (Gasparski, 2017).
Misuse of the Power and Position:

GOVERNANCE ETHICS AND SUSTAINABILITY 6
When an individual is positioned at the higher place and provided a handful of power then
primary accountability is using power in the betterment of firm, however some of an
individual are failed in performing this and finally, they engaged in misusing their position
and powers (Lohne, et. al., 2019).
Code of conduct
Under such a policy, ANZ bank must contact at the course of their work and entails actual
and potential clients, government, agents, business contacts, as well as, public bodies. This
policy could apply to all workforces and contractors that may engage in ANZ bank (Brooks,
2016).
Bribes
ANZ bank must not consider in a different kind of bribery either indirectly or directly.
Gifts and hospitality
ANZ bank should not provide any gifts and hospitality because it could be considered illegal
and improper or that violates the policies of the recipient. Workforces must not receive any
hospitality and gift from any business associates unless earlier authorized through one of the
directors (Gottschalk, 2019).
Charitable contributions
Charitable support and donations must be acceptable whether of time, knowledge and direct
financial contributions. But, ANZ Bank should be careful for making sure that charitable
contributions are not implemented as plan for concealing the bribery (Rahim, 2017).
Responsibilities of employer
ANZ bank must make sure that employees would read, comprehend, and comply with this
policy. The detection of prevention, reporting of bribery as well as other kinds of corruption
is the accountability of all those performing in ANZ bank. All workforces are required for
eliminating any practices that may suggest, lead to, and breaches the policies. ANZ bank

GOVERNANCE ETHICS AND SUSTAINABILITY 7
should notify their employees promptly when it believes and suspects the conflicts and
occurrence of policies breaches (ANZ bank, 2019).
In ANZ bank, personnel who breaches this legislation would face disciplinary act that can
outcome in discharge of gross misbehaviour. It could also provide right for terminating the
predetermined association with other employees when they violate this legislation
(Gottschalk, 2019).
D. Dishonest and Fraudulent Behaviour
It could be illustrated as an intentional deception that is intended for personal benefits. It
could be considered as a critical practice and could direct to effective consequences of
imprisonment (Nurhidayat and Kusumasari, 2017).
Examples of dishonest and fraudulent behaviour
Inventory Theft
Theft of cash and merchandise is one of the extensive forms of dishonesty at the workplace.
A workforce may resell the resources, take them home for their personal use and provides
them to their friends. The employee may justify their behaviour as a manner to get back at
their manager whom they consider unhelpful, incompetent and concerned regarding the
employees. Failing for comprehending how these conditions arise could damage the firm
(Fourie, 2018).
Time Abuse
A manager can remind the employees about the precious resources of the company i.e. time.
But it could be tough for workforces to follow the schedule. In this way, whenever an
employee is late, they should not take longer breaks and do not left office earlier than
working hours (Krambia-Kapardis, 2016).
Code of conduct

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 ANZ bank must consider risk evaluation for addressing the opportunities for theft,
dishonesty, and fraud as well as, put controls in place to prevent it.
 ANZ bank must provide training to employees to be aware of and addressing the sign
of dishonest attitude.
 It must also develop lines of responsibility and authority (Rimšaitė, 2019).
 It must consider measures in place of information and safeguarding assets.
 ANZ bank must encourage the culture in which employees feel competent for raising
their concerns.
 It must process audit work in order to make sure that control measures are significant.
 It must create a policy for management and retention of documents (Gottschalk,
2019).
E. Whistleblower Protections
An individual can blow the whistle while they disclosing the data associated with suspected
wrongdoing and dangers at the workplace. In addition to this, whistleblowing concerns are
associated with the conducts of staffs however they could relate to deeds of the third party
like suppliers, service providers, and customers (Gottschalk, 2019).
Whistleblower Examples
There are some cases associated with whistleblower that entails reporting of workforces:
Corruption:
This kind of case entails reporting the wider range of illegal practices. Bribery is the best-
known illustration however, corruption can cover the embezzlement, kickbacks, and fraud
(Lohne, et. al., 2019).
Racial discrimination:

GOVERNANCE ETHICS AND SUSTAINABILITY 9
When two workforces in same conditions are treated distinctively as a consequence of race,
national, colour, descent and immigrant status of an individual then it could be legally
incorporated as racial discrimination (Brooks, 2016).
Sexual harassment:
There are different policies and laws that could be used for protecting employees from
obscene remarks and unwanted sexual advances. However, these are considered as under-
enforced. Consequently, different cases about sexual harassment were not reported feasibly
(Gottschalk, 2019).
Fraud:
Fraud could be illustrated as criminal and wrongful deception that is undertaken for
increasing personal and financial benefits. It could be committed in different areas such as
education, business, and government (Rahim, 2017).
Code of conduct
With the impending harsh legal consequences, ANZ bank must attempt to punish the
employees who file reports related to legal and ethical misconduct. Actions could range from
subtle harassment to outright persecution. These illustrations consider the following:
 Declining pay
 Reducing hours
 A new position that could be a downgrading
 Blacklisting (Gottschalk, 2019).
 Termination of service
Any act on the part of ANZ bank can unfavourably influence the existing and future
employment status of workforces and work environment could be entailed as workplace
retaliation. Due to the potential long-lasting impact of this type of action, those who witness
and aware of misconduct can stay silent (Nurhidayat and Kusumasari, 2017).

GOVERNANCE ETHICS AND SUSTAINABILITY 10
F. Enforcement
An individual who are working in an organization has some legal rights under employment
like annual leave and minimum wages. Employment law restricts employers from penalizing
the workforces who attempt to enforce their employment legislation (Fourie, 2018).
Examples of Enforcement
When a company unable to perform a decision made by workplace relation commission and
decision of labour court that arise from appealing the decision of Adjudication Officers
within specified time, an application could be provided to district court regarding providing
order direct to firm for making a decision (Krambia-Kapardis, 2016)
The application could consider the given below:
 The Complainant and legal illustrative could be made accordingly
 A union of trade who get permission of the workforces
 An omitted authority where complainant is made by associate (ANZ bank, 2019).
Under ANZ bank, application in district court could be developed after 56 days. It has gone
through date decision that was allotted to parties. Moreover, 42 days should have elapsed
from date of labour Court decision that was allotted to parties before request could be
completed in the context of that verdict (Brooks, 2016).
Code of conduct for enforcement
 Safety regulation should be perceived
 Absence as well as, tardiness strategies (ways for reporting the number about
allowable sick days as well as, individual days off)
 Ways for recording worked time (such as, using time clock and maintaining
timesheet)
 Lunch time together with rules of break (Lohne, et. al., 2019).
 Overtime legislation

GOVERNANCE ETHICS AND SUSTAINABILITY 11
 Dress code and personal appearance policy
 Rules that involves application and damage to the property of employers
 Rules regarding keeping employer's and maintaining confidentiality about sensitive
information of customers (Gasparski, 2017).
Conclusion
From the above interpretation, it can be concluded that there is a different code of conduct
that must be considered by ANZ bank such as exploitation, discrimination, Whistleblower
protections, corruption, dishonest and fraudulent behaviour, and enforcement. It can be
summarised that ANZ bank must consider different policies for employees to encourage their
workforces.

GOVERNANCE ETHICS AND SUSTAINABILITY 12
References
ANZ bank. 2019. Banking Code of Practice. [Online]. Available at:
https://www.anz.com.au/about-us/sustainability-framework/fair-responsible-banking/
banking-code/ (Accessed: 04 January 2019).
ANZ bank. 2019. Code of conduct & Ethics. [Online]. Available at:
https://www.anz.com/documents/au/policies/ANZ-Employee-Code-of-Conduct.pdf
(Accessed: 04 January 2019).
Brooks, G., 2016. Criminology of Corruption: theoretical approaches. Springer.
Comer, M.J. and Stephens, T.E., 2016. Bribery and Corruption: How to Be an Impeccable
and Profitable Corporate Citizen. Routledge.
Doig, A. ed., 2016. Fraud: the counter fraud practitioner's handbook. CRC Press.
Fourie, D., 2018. Ethics in municipal supply chain management in South Africa. Local
Economy, 33(7), pp.726-739.
Gasparski, W.W., 2017. Whistleblowing: In defense of proper action. Routledge.
Gottschalk, P., 2019. Fraud and Corruption: A Convenience Perspective. Universal-
Publishers.
Gottschalk, P., 2019. Whistleblowing: White-Collar Fraud Signal Detection. Cambridge
Scholars Publishing.
Krambia-Kapardis, M., 2016. Ensuring Corporate Ethical Behavior. In Corporate Fraud and
Corruption (pp. 77-111). Palgrave Macmillan, New York.
Krambia-Kapardis, M., 2016. Corporate fraud and corruption: A holistic approach to
preventing financial crises. Springer.
Lohne, J., Kjesbu, N.E., Engebø, A., Young, B. and Lædre, O., 2019. Scoping Literature
Review of Crime in the AEC Industry. Journal of Construction Engineering and
Management, 145(6), p.03119002.

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Nurhidayat, I. and Kusumasari, B., 2017. Revisiting Understanding of The Whistleblowing
Concept In The Context of Indonesia. Policy & Governance Review, 1(3), pp.165-177.
Rahim, M.M., 2017. Improving social responsibility in RMG industries through a new
governance approach in-laws. Journal of Business Ethics, 143(4), pp.807-826.
Rimšaitė, L., 2019. Corruption risk mitigation in the energy sector: Issues and
challenges. Energy Policy, 125, pp.260-266.