Corporate Best Practices

Summary

CANHAV Alliance’s Code of Conduct and Anti-Harassment Policy (collectively the “Code”) defines the highest standards of behavior expected of all CANHAV Alliance staff, associates, and representatives. All staff, associates, and representatives are expected to follow CANHAV Alliance’s policies and engage in ethical behavior, anti-discrimination, and respect, ensuring all interactions are conducted with fairness and dignity and are free from real or perceived conflicts of interest. CANHAV Alliance has a zero-tolerance policy for any abuse, bullying, harassment, sexual harassment, sexual exploitation, discrimination, or other inappropriate conduct.

Application

This Code applies to all representatives. For the purposes of the Code, representatives include without exception:

• All employees (contract and permanent)
• Advisors
• Associates
• Volunteers
• Consultants and other service providers
• Any other third party who acts as a representative of CANHAV Alliance

All representatives are expected to comply with the Code and its principles, performing their jobs, services, volunteer contributions, or project activities honestly and in a manner consistent with the values and policies of CANHAV Alliance. CANHAV Alliance takes any form of abuse, bullying, sexual harassment, sexual exploitation, discrimination, or other inappropriate or discriminatory conduct seriously and has procedures in place to take action should an issue arise.

Definitions

For the purposes of the Code of Conduct, the following definitions apply:

Sexual abuse:
Any sexual assault or threat of sexual assault committed with force, coercion, or in the course of an unequal relationship. Any sexual activity with a child is considered to be sexual abuse.

Sexual exploitation:
Any actual or attempted abuse of a position of vulnerability, differential power, or trust for sexual purposes, including but not limited to profiting monetarily, socially, or politically.

Protection from sexual exploitation and abuse (PSEA):
A term used by the United Nations and the non-governmental organization community referring to actions taken to protect vulnerable persons from sexual exploitation and abuse by their own employees and associated personnel.

Ethical Behaviour

CANHAV Alliance representatives act on behalf of the organization in various capacities. These interactions must therefore meet the highest standards of ethical and professional behavior that uphold the reputation of CANHAV Alliance. Arrangements and relationships entered into, whether with or on behalf of CANHAV Alliance, must be free from bias, conflict of interest, or undue influence. Not every situation or circumstance can be specifically addressed in the Code. The principles and statement of values outlined in the Code are to be applied by CANHAV Alliance representatives in exercising judgment and conduct when facing questions, concerns, or issues, whether or not they are expressly covered in the Code.

Reporting Breaches or Concerns of Any Form

As a CANHAV Alliance representative or someone interacting with CANHAV Alliance or its representatives, if you witness or become aware of actions or conduct that is not consistent with the Code or have doubts about a course of action, you should seek advice and direction from Michael Pullen. For confidential whistleblowing, please contact Michael Pullen. Those making reports in good faith will be protected from retaliation. Complaints made in bad faith will not be tolerated.

Accountability Procedures and Processes

Management may initiate measures to address inappropriate behavior, even in the absence of a formal complaint. Any ultimate decisions will be made by management. CANHAV Alliance management is accountable for monitoring operational compliance with this Code. All associates must sign an attestation stating that they will follow all policies, including this Code of Conduct, or that they will adopt their own policies and procedures in keeping with the principles set out in the Code.

A breach of the Code is serious and can result in action by CANHAV Alliance, up to and including immediate termination of employment, consulting agreements, and affiliation with CANHAV Alliance.

Inclusion, Diversity, Equity, and Accessibility Policy

CANHAV Alliance is a consulting firm that specializes in developing the airship and aerostat industries. The development of new industries has a history of exclusion and inequity but also has a long track record of perpetuating inequity, discrimination, and causing harm. Inclusion, Diversity, Equity, and Accessibility are of top importance to CANHAV Alliance.

We believe that we must act against discrimination within our individual areas of influence and enable inclusion, diversity, equity, and accessibility. Doing so will enable us to better achieve the ultimate outcomes of saving lives, reducing suffering, and restoring dignity.
We are guided by relevant national legislation and the United Nations Universal Declaration on Human Rights.
Any individual associated with CANHAV Alliance found to have engaged in behavior that is not in accordance with these policies will be subject to remedial action, such as training or disciplinary action, up to and including dismissal from role, duties, or employment, suspension with or without pay.

These policies help ensure that CANHAV Alliance is an inclusive and safe space for all who engage with it. This Inclusion, Diversity, Equity, and Accessibility (IDEA) Policy sets out that we are an organization making an active and ongoing commitment to enabling inclusion, diversity, equity, and accessibility.

GENERAL PRINCIPLES

We believe that inclusion, diversity, equity, and accessibility drive good business practices.

Definitions

Inclusion:
The practice of providing access to opportunities and resources for people who might otherwise be excluded.

Diversity:
The practice of including or involving people from a range of different backgrounds, genders, ethnicities, socioeconomic positions, orientations, ages, abilities, and anything else that makes a person unique.

Equity:
The quality of being fair and impartial; equity does not always mean equal and often means giving more to some to repair historic or ongoing inequities.

Accessibility:
The design of products, devices, services, or environments for people who experience disabilities or disadvantages.

We are committed to treating all people with dignity and providing an environment that values our differences, including but not limited to age, ancestry, disability, gender expression, gender identity, race, religion, economic and social status, body type, and sexual orientation. We are committed to having an inclusive work culture.

We are committed to the recognition of rights, respect, trust, cooperation, and partnership with First Nations, Inuit, and Métis peoples, as outlined in the Truth and Reconciliation Commission Calls to Action and the United Nations Declaration on the Rights of Indigenous Peoples.

We recognize that there is systemically rooted power and privilege assigned to dominant groups in our societies, which has shaped policy development, capital investment, and community engagement with Indigenous peoples. We also understand that any resulting sense of superiority, conscious or not, by dominant groups serves as a foundation for oppressive behaviors, such as ableism, ageism, classism, heterosexism, homophobia, racism, sexism, transphobia, and xenophobia. We strive to actively work against these oppressive behaviors we may come across and to question and, when possible, seek to change systems that may perpetuate these behaviors within our areas of influence.

Each person associated with our workplace is personally responsible to hold themselves and each other accountable.

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