Comprehensive Analysis of the Code of Conduct: National Australia Bank

This report provides a detailed analysis of the National Australia Bank's Code of Conduct. It begins with an executive summary and table of contents, then introduces the bank's commitment to ethical conduct, including professional standards, morality, and conflict of interest management. The discussion section delves into key areas such as discrimination (gender, age, qualification, race, physical disability, religion, and caste), exploitation (delay in salary, sexual harassment, office politics), corruption, and dishonest/fraudulent behavior. The report highlights the bank's measures to prevent these issues, including whistleblowing protection and enforcement mechanisms. The code of conduct aims to ensure fair treatment of employees and customers, maintaining the bank's reputation for integrity. The report concludes with a summary of the findings and a list of references.

Running head: ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA
BANK
Analysis of Code of Conduct of National Australia Bank
Name of the Student
Name of the University
Author’s note

1ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
Executive summary
The objective of the report to explain the code of conduct of the national Australia bank .The
report comprises the details of the facts based on which the bank frame diverse strategies in
order to stop the happening of any untrue action in the bank. The code of conduct guides the
staffs how to behave with other workers and the stakeholders of the bank. The code of
conduct of the bank is the prelude, which contains all the rules and regulation that all the
employees has to follow.
Table of Contents

2ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Discrimination............................................................................................................................4
Exploitation................................................................................................................................7
Corruption..................................................................................................................................8
Dishonest and fraudulent behaviour...........................................................................................9
Whistleblowing protection.......................................................................................................10
Enforcement.............................................................................................................................10
Conclusion................................................................................................................................10
Reference..................................................................................................................................11

3ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
Introduction
One of the biggest bank in Australia is the National Australia bank which serves the
people of Australia for many years. The main aim of national bank of Australia is to make
positive economic social and environmental contribution to society, which is related with the
values of morality, truthfulness, equality and esteem. The board of the national bank of
Australia has adopted a ethical code of conduct that provide a set of guiding moralities that
are to be followed by all the employees of the national bank of Australia and any act against
that employees will be held responsible. The employees of national bank of Australia are
expected that they will act constantly with the values of the code of conduct.
Discussion
The commitments of the National Australia bank are stated below
 Professional code of conduct
 Morality truthfulness and equality
 Organization of conflict of interest
 Lawful and controlling outline
 Secrecy and confidentiality requirement
The code of conduct contracts with the subsequent features of the employee. The
employees are the strength of the bank. The company always look after the fact that the
employee’s behaviour does not hurt the customers and does not breach the code of conduct of
the company. The following issues that are related with the behaviour of the employee are
stated below:

4ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
 Discrimination
 Exploitation
 Corruption
 Dishonest and fraudulent behaviour
 Whistle-blower protections
 Enforcements
Discrimination
The workers of the bank always conscious of the fact that they does not make any
discrimination regarding issues like racialism, philosophy or educational background or
sexual category biasness. The workers should not discriminate both with the customers as
well as with other workers. All the workers should be preserved with equivalent position and
no one should be underprivileged from any services. If it is found that, any worker
discriminate with any other worker or with the clients then severe actions will be taken in
contradiction of such employee.
Australia being a country with numerous culture and diversity individuals with
dissimilar class and background stay here. The national Australian bank being a largest
employer in Australia it also hires individuals of dissimilar class and philosophy so the
atmosphere within the bank is also much expanded. People of dissimilar class and community
work in the same place and in that situation, it is common that any particular employee may
feel that he or she has been distinguished for any precise reason (Tourani Adams and
Serebrenik 2017).
Discrimination in work place can be of different form some of the type or nature of
discrimination are stated below

5ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
Gender discrimination
Discrimination on the basis of gender biasness has become one of the major issue in
the entire work environment all around the world. The bank has created a strong rule
regarding sex perception. There should be no perception among the male and female
employees of the bank all of the employees should be treated similarly. Gender biasness
should not exist in the working environment of the bank (Nair and Vohra 2015).
Age discrimination:
It is often found that the elder employees by taking the benefit of their knowledge
discriminate the subordinate employees. The age obstacle become a major matter in that case.
Staffs of young age feel it hard to cope with the middle-aged employees and that create
communication gap among them, which generates difficulty in the operation of the
bank( Ruggs et al 2015).
Qualification discrimination
Discrimination based on qualification is a key delinquent in the banking sector.
People with various qualification works in the bank so bank has allocated different people on
various position in agreement to the qualification. As such the bank has been able to control
the issue of discrimination on the basis of the qualification (Matsushima Ohkawa and Inoue
2016).
Race or colour discrimination
The bank has stringent code of conduct that any discrimination on the ground of
racism will be strictly controlled. The problem of racism has become a major issue for all the
companies in the whole world. Racism has become a major issue as people with various

6ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
communal stay in Australia they have diverse culture and altered origin so the issue of racism
has become a major problem in the working environment of the bank. Racism is treated as a
illicit offence in Australia so if any employee is found guilty for the discrimination on the
ground of racism to any other employee or customers will face strict penalty and in that case
the worker may lose his or her job. The company has made it obligatory for all the employees
to act courteously and never engage in any activity that encourage racism (Noon 2018).
Physical disability discrimination
People with infirmity also works in the bank and they face diverse issues from the
other employees. The establishment has made strict code of conduct, which ensure that strict
actions will be taken if any one founds guilty of discrimination on the issue of physical
incapacity. The code of conduct of the bank states that the company will not bear any kind of
issue that is associated with the discrimination with any employee who is physically
challenged (Meyer et al 2016).
Religion discrimination
The code of conduct of the bank states that no religious discrimination cannot be
made in the work place. People of unlike religion works in the bank so it is predictable that
all the workers should work with harmony. The code of conduct also states that the staffs
should not make any discrimination with the customers of dissimilar belief also (Howell
2015).
Caste discrimination
Employees of dissimilar caste works in the bank so the bank is embraced of people of
dissimilar caste and community. The bank also made a code of conduct that protects the
employee from caste discrimination. The discrimination on the basis of caste has become a
major problem for the national Australia bank (Lucifora and Vigani 2016).

7ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
Exploitation
It is the duty of the employer to inspire and give rewards to the employees. The
employees should not feel oppressed because once they feel exploited they will lose interest
in the job and that will create problem on the actions of the bank. The bank has made separate
code of conduct to prevent exploitation in the work place (Hasford 2016). The major signs of
exploitation in the workplace based on which the code of conduct has been made are narrated
below:
Delay in payment of salary
The main signal that indicates that the employee is feeling exploited is delay in salary
and other incentives. The salary is the main incentive for the employee to work in the
organisation so the bank’s code of conduct specifically state that the employees will get their
salary on the scheduled time and date (Scheitle and Ecklund 2017).
Sexual provocation
Sexual provocation has become a major issue which specifies that the employee is
feeling exploited. The code of conduct stringently statuses that if any staff of the bank
complains that he or she has been sexually exploited then a separate commission will be
formed to scrutinize the case and then actions will be taken against the specific employee. A
distinct commission will look after the case and after hearing both the gatherings, the
committee will give their opinion and the action will be taken against the employee based on
the decision of the committee. Sexual harassment become a problem in the work place for
which very strict rules has been accepted by the company and the governments of every
country (Ashe and Nazroo 2017).

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Politics in the work environment
There are people of different minds and characters in an organisation and that leads to
the rise of office politics in the work place. An employee may feel oppressed by the action of
any specific people or by any detailed group of people. In such condition, the particular
employee feel demoralized and lose the motivation to work. The national Australia bank has
made a code of conduct that contains that the bank will not tolerate any such activity that
exploits any employee and results in raising obstacle for the operation of the bank (Fernandes
and Bornia 2019).
Corruption
The bank has taken all the responsibility for prevention of fraud and corruption. The
fraudulent activity means dishonest actions or intentionally complicated in the dishonest act,
which causes potential monetary loss or loss of any wealth of the customer . Some of the
corrupted activity are stated below:
 Money, data or property has been stolen.
 Deliberately hiding or destroying documents
 Annoying to affect others by giving inducement.
The bank has made it essential for the staffs to declare any action, which may
encourage corruption, which results into the damage of the bank’s standing. The bank has the
reputation of fair and translucent image in the country and it will never want to do anything
that will damage that image. In order to stop the employees from supporting any corrupted
practice the bank has made a separate code of conduct for the employees. The code of
conduct states that in case any employee encourage any activity which results in to fraud and
causes harm to the property of the customers then strict actions will be taken against that
employee and that employee will lose his or her job (Goodfellow and McFarlane 2018).

9ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
The bank has also made a distinct code of conduct for the customers which states that
if any customer attempt to give bribe to any staff of the company to get some undue
advantage then in that situation the customer will also be responsible for such act and will be
liable for reprimand (Jones et al 2017).
Dishonest and fraudulent behaviour
The dishonest and fraudulent behaviour of employees are not tolerated by the bank.
The code of conduct of the bank states that if any employee has been found guilty for any
fraudulent act and that grounds in the damage of the reputation of the bank then the bank will
take essential action in contradiction of such employee. Some of the dishonest activities of
the employee are stated below;
Conflict of interest: if any employee is found guilty for any activity that results in the
conflict of interest will be liable for punishment. The actions that are considered as conflict of
interest are stated below;
 Private relationship with customers
 Contemporaries
 Product providers
and any other actions that influence the business relationship with the duties of the
employees.
Disputed compensation
If any employee give advice to any customer, the employee should ensure that he or
she does not get any advantage in connection with that instruction to the customer. The
employee should obey with the code of conduct of the company (Krahnke and Hoffman
2016).

10ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
Whistleblowing protection
The whistle blowing instrument is a tool that defend the company against serious
fraud cases and any other dishonesty that is going to occur in the bank. The whistle blowing
commission looks after all the action of the company and that helps to stop the happening of
any dishonesty in the bank. The bank has to deal with many dealings for which it may not be
possible to monitor all the actions with equivalent standing as result of which the whistle
blowing committee has been formed that will notice all the despoiled activities. The whistle
blower mechanism give an alarm to the company and that will save the company from any
duplicitous activity.
Enforcement
The enforcement of the code of conduct is a critical and essential part of the
company’s commitment towards the stakeholders. It is essential for the company to
interconnect the position of following the code of conduct to the employees. A company has
to promote its attentiveness in promoting its code of conduct among the employees.
The bank promote the code of conduct enforcement by the help of the CEO and the
senior managers. The CEO and the management used to interconnect with the employee of
the bank which will encourage them to follow the code of conduct of the bank.
Conclusion
From the above discussion, it can be concluded that the code of conduct of the bank
protects the bank from potential fraud cases and corruptions. The code of conduct framed by
the bank guide the employee while they face the customers and also the other stakeholders of
the bank. It is important to the employees to understand the fact that the code of conduct
promote the overall reputation and environment of the company and sets basic conduct norms

11ANALYSIS OF CODE OF CONDUCT OF NATIONAL AUSTRALIA BANK
for everyone and also the code of conduct encourages to keep faith on the system of the bank
and report any potential violations.

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Reference
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Foo, M., 2017. A review of socially responsible investing in Australia. An independent report
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Goodfellow, M. and McFarlane, L., 2018. Race’and Racism in the UK. New Thinking for the
British Economy, pp.150-59.
Hasford, J., 2016. Dominant cultural narratives, racism, and resistance in the workplace: A
study of the experiences of young Black Canadians. American journal of community
psychology, 57(1-2), pp.158-170.
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Jones, K.P., Arena, D.F., Nittrouer, C.L., Alonso, N.M. and Lindsey, A.P., 2017. Subtle
discrimination in the workplace: A vicious cycle. Industrial and organizational
psychology, 10(1), pp.51-76.
Krahnke, K. and Hoffman, L., 2016. The rise of religion and spirituality in the workplace:
Employees' rights and employers' accommodations. Journal of Behavioral and Applied
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Lucifora, C. and Vigani, D., 2016. What if your boss is a woman? Work organization, work-
life balance and gender discrimination at the workplace.
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