YAWE’s code of conduct helps our staff and volunteers keep our programs firmly directed toward the wellbeing of our clients, while meeting the expectations of our donors as responsible stewards of their resources.

1. Bullying and Harassment

YAWE will make every effort to provide a working environment that is free from harassment and Intimidation. YAWE will not permit or condone harassment towards employees of the organization (including employees on specific task contracts), contractors working in the YAWE’s offices, suppliers or any persons visiting our offices.

2. Anti-harassment and Non-discrimination policy

YAWE is committed to providing all employees with a work environment free of all forms of discrimination and in which every employee is treated with honor, respect and dignity. To that end, YAWE has a policy of zero tolerance for harassment based on sex (with or without sexual conduct), race, color, religion, ethnic origin, age, disability, citizenship, marital status, sexual preference, protected activity (such as opposition to prohibited discrimination or participation in a legal complaint process) or any other characteristic or status protected by Tanzanian law. This non-harassment policy covers harassment by anyone in the workplace–supervisors, co-workers, and non-employees.

3. Confidentiality and Non-Disclosure

YAWE employees are expected to exercise the utmost discretion regarding all matters of official business. They shall not use any information known to them because of their position or their private advantage, nor shall they disclose any information about YAWE that has not been made public unless authorized to do so by the Executive Director or as required in the course of regular duties.

4. Drug-Free Workplace

YAWE prohibits the unlawful manufacture, distribution, dispensation and possession or use of controlled substances during work time and in all of its facilities. As a condition of employment, all employees must agree to abide by the terms of this policy and must notify YAWE of any criminal drug statute conviction for violation(s) occurring in the workplace within 5 days of such conviction.

5. Fraud and Whistleblower Policy

YAWE requires all staff to always act honestly and with integrity and to safeguard the resources for which the organization is responsible. This policy applies to any fraud, or suspected fraud, involving YAWE staff as well as consultants, vendors, contractors, outside agencies and /or any other parties with a business relationship with YAWE.

6. Retaliation

YAWE will not tolerate retaliation against any whistleblower that, in good faith, reports a concern or participates in an investigation, even if the allegation ultimately is not substantiated. Anyone, regardless of position, who engages in retaliation, will be subject to disciplinary action. If you believe that someone is retaliating against you, contact Human Resources Manager.

7. Conflicts of Interest

When you’re in a situation in which a potential action could benefit you, your friends, family or an associated business, at the expense of YAWE and our stakeholders, then you are facing a perceived or actual conflict of interest. You should hit pause before taking that action. You have two choices: (1) avoid taking that action and creating a potential conflict, or (2) consult with your line manager to discuss the potential conflict of interest and an approved course of action.

This is not an exhaustive list, but these situations may create perceived or actual conflicts of interest so please consult with a manager to discuss them:

• Hiring or working with your friends or family on YAWE-related activities.
• Entering business relationships in which you, your friends or family have a financial interest.
• Assuming a professional role in another organization or other employment.
• Having romantic relationships with co-workers

Who Must Follow the Code?

YAWE expects its managers, officers and employees to know and follow the Code. Failure to do so can result in disciplinary action. While the Code is specifically written for YAWE employees and Board members, we expect YAWE partners, temporary workers and others performing work for YAWE to follow the Code or their own similar code of conduct in connection with their work for us. Failure to do so can result in termination of their relationship with YAWE.

What If I Have a Question or Concern?

We have an “open door policy” at YAWE. If you have a question or concern, speak up. You can contact your manager or any member of the management team. You can also submit a question or raise a concern about a suspected violation of our Code or any other YAWE policy through confidelity@yawe.or.tz