MBA402: Code of Conduct Report for ANZ Bank - Discrimination, Ethics

This report presents a comprehensive Code of Conduct designed for ANZ Bank, addressing critical areas such as discrimination, exploitation, corruption, dishonest and fraudulent behavior, whistle-blower protections, and enforcement. The report begins with an introduction emphasizing the importance of organizational rules and regulations, particularly within the context of ANZ Bank's mission and vision. It details specific codes of conduct, providing definitions, examples, and expected behaviors related to discrimination, ensuring employees treat each other with respect and professionalism, and refraining from discriminatory actions based on various personal attributes. The report also defines and addresses exploitation, focusing on the appropriate use of resources and the prohibition of using employees for personal gain. Corruption is tackled by emphasizing compliance with legal obligations and ethical considerations, including refraining from offering payments or business immunity. Dishonest and fraudulent behavior are addressed by outlining employee responsibilities to report misconduct and maintain honesty. The report also outlines the importance of whistle-blower protections and the enforcement mechanisms within ANZ Bank. The report is based on recent news articles and academic journals and textbooks, providing a practical guide for ethical conduct within the organization.

Running head: CODE OF CONDUCT
Governance, Ethics and Sustainability Assessment
Code of Conduct
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Code of Conduct Discrimination...........................................................................................2
Code of Conduct Exploitation................................................................................................4
Code of Conduct Corruption..................................................................................................5
Code of Conduct Dishonest and fraudulent behaviour..........................................................6
Code of Conduct Whistle-blower Protections........................................................................7
Code of Conduct Enforcement...............................................................................................8
Bibliography...............................................................................................................................9

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Introduction
It is important that every organization has a set rules and regulations based on the
responsibilities of every individual within the company. For ANZ Bank, it is necessary that
the set practises are also defined with this Code of Conduct documentation. This will make
the employees within the organization understand their ideal way of conducting the day to
day activities. ANZ Bank has their set mission and vision to elaborate the working of the
company and for that some rules and regulations are set according to the Australian legalized
standards set for the employees to carry out their day to day activities in a specific way. The
company expects that certain measures are always followed in order to have the employees
follow these measures for having a clearer goal and an even amicable workplace environment
throughout the organization. The following would be the set code of conducts for the
employees in the organization to understand how the company expects them to continue
working for the organization in cases of employee discrimination, employee exploitation,
corruption, fraudulent behaviour, dishonest means, whistle-blower protection and even for
conduct enforcement. The document would also have the description of all the requirements
needed for the employees to have a clear idea about the way their behaviour in which the
company expects to.
Code of Conduct Discrimination
The concept of discrimination in the workplace is mostly given by the unfair
treatment displayed or commenced on the employees due to the conceptual or relative
prejudices that an individual imposes on the other people. These can either be dependent on
the concepts of payment, compensation and other employment related concepts. On the other
hand, these can also be dependent upon the relative concepts of human lives like the sexual

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orientation of a person, the race, religion or origin of a person, the language they speak, the
gender they belong to, their disabilities, and even age.
ANZ Bank accepts all approaches and also takes up initiatives to analyse the proper
ways of following up their businesses with different countries. This also means that the
organization initiates and supports their diversified business structure. It will be constituting
of different people all around the world for their belief in the business. The business also
encourages and expects the employees to go by the following set rules to establish the
business achieve their role of having a uniform diversified environment. Following are some
set rules that ANZ Bank expects to follow according to the Australian legislation:
1. The organization expects that the employees within the organization would
treat the other with mutual respect and courtesy.
2. The organization expects that the employees would communicate with each
other in an extremely professional manner.
3. The company would like to discourage any employee in spreading any sort of
rumour or gossip to be spread about their colleagues.
4. The company would encourage any employee encouraging their fellow
employee whenever the situation demands.
5. The company would appreciate if the employees are discrete and private
enough in need and maintain utmost confidentiality with even the fellow
employees at the time of need.
6. As per the concept of discriminatory behaviour as specified as above, the
employees are requested to refrain from any behaviour that might be regarded
as discriminatory.

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7. Socially acceptable norms should be followed and it would be much
appreciated if the employees within the organization helps ANZ in achieving
their unified goal of supporting diversity within the organization.
Code of Conduct Exploitation
In ANZ Bank, the act of exploitation is also conceptualized as the way by which the
people in the organization have been utilizing the resources of the organization in the most
unfair way. The resources not just include the materials required for the organization to fulfill
the regular daily activities associated with the contract of the employees, but also the
employees of the organization, considered as the chief resources of ANZ bank. For example,
the organization would consider the act of using a human resource in the form of an
employee for their skills for personal work outside the daily activities of the organization.
The following would be the code of conduct set for the within the organisation so that the
code of conduct that has been set is expected behaviour out of the employees would be
established:
 The employees are expected to understand their key responsibilities and the
appropriate ways of using the office resources.
 The employees are requested to use their common sense and good judgement
before conducting any activities.
 As per the contract-based agreement done between the bank and their
employees, all the resources are provided to the employees so that they can
navigate the integrity of their powers within the organisation.
 In any case, where the organisation is not been transferred to the employees,
they can come up to the immediate employees. In these cases, the organisation
expects that the senior employees would contribute in providing appropriate
assistance to the juniors.

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 All the retaliation against the senior managers would be considered as
misconduct if it goes beyond the usual behaviour.
 The utilisation of junior employees for any personal work copying them a
nominal amount instead of the usual payment for any personal needs and gains
would be considered as exploitation. If this kind of cases are found or
reported, strict action should be taken against the reported employee.
 If employees are found to be utilising or offering to utilise other employees
about the skills in terms of any other form of payment, then this behaviour
would also be considered as exploitation, which would be taken action against.
 Coaxing junior employees into favours out of the professional agreement
would also be considered as exploitation. Any report of this behaviour would
be considered to be detrimental enough to be taken action against.
Code of Conduct Corruption
This particular path is essential important for the business operations since at some
point of time ANZ bank will have to be prepared for any kind of corruption to deal with. The
concept of corruption is not a tall link to two models in ethics of a person although it is
extremely important that the employees within the organisation are taking their ethical
considerations into account during the conduction of the day to day activities. It also allies to
the legal compliances in Australia regarding the expenditure, resources, degrading market
relationships and reputational damage. Since none of them is what the bank looks forward to,
there are few effective corporate codes that would be described as follows for combating any
kind of corruption within the organisation that either by the employees or the other business
practitioners that deals with ANZ Bank:
1. The special care for complying with all the contractual and legal obligations
for dealing with the day-to-day activities is extensively asked as a cooperative

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measure from all the employees to stay out of any unwanted contribution to
corruption.
2. The personal are expected to monitor all the compliances as per the Corrupt
Practices Act by the Australian legislation.
3. The employees must not offer any payment or business immunity to any
public official or any e customer coming within the bank for reasonable
reconstructing the connection with company's business. It must not be
included even for nominal accounts or even no values at all.
4. All the legal affairs for guidance must be treated with the Vice-President of
the bank so that all the permissible dealing with the business and the banking
sector would be continued in the most legal in legal and criminal dealings with
the bank and the customers.
5. The business personal should engage in to all the activities as per their
contract basis so that did not configure with the legal requirements.
furthermore, you should refrain from on corrupt acts that might potentially
damage the reputation of the company.
Code of Conduct Dishonest and fraudulent behaviour
The concept of dishonesty in workplace is given by the activities that employs usually
conduct knowingly or unknowingly. These include theft, incorrect information provision,
lying to the immediate seniors and co-workers causing unethical conduct of harassment and
even providing wrong information deliberately to the customers. Fraudulent behaviour in
what ways can be conceptualized as the utilisation of the employment within the organisation
for personal enrichment with deliberate misuse or misapplication of the organisational
resources and assets. ANZ Bank does not acknowledge these activities and thereby the

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following would be some rules and regulations mentioned so that the employees can maintain
the code of conduct against is always behaviour and fraudulence:
1. The company expects every employee takes the responsibility of supervising,
managing any suspected misconduct or dishonesty and reported directly to
their immediate supervisors.
2. The ACS code of conduct expects every employee working under an
organisation to maintain complete honesty towards their work and so does this
Bank. Therefore, all the supervisors are expected to report against any
employee for any individual when a strict forbidden rule is violated. This
would be considered as dishonest and fraudulent behaviour.
3. The managers would be considered as a great threat for incident handling
when the relevant matters would not follow up with responsible behaviour.
4. The organisation would consider the designers acts as the following, but they
would not be limited to these acts. Violation of the organisation's code of
conduct, misappropriation of the assets of anybody involve in the business,
misassessment and irregularity within the company records with results of
operations, wrongdoings, forgery, alteration of documents, unlawful acts and
any prohibited act within the organisation would be considered as illegal
activities and action should be taken against for carrying out these within the
contract.
Code of Conduct Whistle-blower Protections
We have already provided information about the responsibility of an employee within
the organisation to report any kind of fraudulent or misbehaviour conducted by any
employee. these employees would be considered as the whistle-blowers within the
organisation and they would be protected by the organisation under the Whistle-blower

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Protection Act of 1989. This law, are supported by the organisation, is protected by the
federal Government employees of Australia so that any disclosure of information about the
illegal activities going on within the organisation can be reported against and the person who
is uncovering the activities would be taken under the confidence of the organisation.
1. All the offering of protections would be provided to the whistle-blower, as per
the first amendment right of free speech.
2. As per the Civil Reform Act of 1978, the cases would be handled by the
federal employees so that they can freely considered to report against anyways
conduct of the organisation.
3. The whistle-blower the requested to clarify the misconduct. These are the act
of misconduct that the organisation considers as illegal, including, violation of
the organisational rules and regulations, gross mismanagement, gross fund
based, authority abuse and substantial danger to public health and safety, and
even engaging in fraudulent behaviour including the employees tarnishing the
reputation of the bank.
Code of Conduct Enforcement
The concept of enforcement is meant in the bank as the insurance that is provided by
the organisation to the government with the help of the set laws, regulations, standards, social
norms and rules. the enforcement of law and regulation are successfully implemented by the
government of Australia such that the related rules and regulations are set in the organisation.
enforcement in this code of conduct is an extremely critical aspect as the employees need to
understand the commitment that ANZ Bank has towards the rules and regulations. the
organisation would not force their mission and vision on to anyone. It is requested that
anybody who might not come to terms with the mission and vision of the organisation can

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choose to attempt a different path leaving the organisation behind. the company and its
commitment to the code of conduct promotes the vigilance and the code.

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as narrative processes. Journal of business ethics, 136(1), pp.89-100.
Lindholm, H., Egels-Zandén, N. and Rudén, C., 2016. Do code of conduct audits improve
chemical safety in garment factories? Lessons on corporate social responsibility in the supply
chain from Fair Wear Foundation. International journal of occupational and environmental
health, 22(4), pp.283-291.
Hardy, M., 2016. Drafting an effective ethical code of conduct for professional societies: A
practical guide. Administrative Sciences, 6(4), p.16.
Joseph, B. and Walker, A., 2017. Employee assistance programs in Australia: the
perspectives of organisational leaders across sectors. Asia Pacific Journal of Human
Resources, 55(2), pp.177-191.
Schmidt, B.J., MacWilliams, B.R. and Neal-Boylan, L., 2017. Becoming inclusive: a code of
conduct for inclusion and diversity. Journal of Professional Nursing, 33(2), pp.102-107.
Hughes, M., 2016. Ethics in organizations’. Rethinking Ethics and Values in Social Work.
London, England: Palgrave, pp.180-194.
Batten, J.A., Loncarski, I. and Szilagyi, P.G., 2016. When Kamay met Hill: organization
ethics in practice. Available at SSRN 2657361.

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Liang, X.C. and Holland, P., 2019. Codes of Conduct: Are They Worth the Paper They Are
Written On?. Contemporary HRM Issues in the 21st Century, Emerald Publishing Limited,
pp.183-196.