Code of Conduct and Ethics for Accessibility Standards Canada Technical Committee Members

Members have a responsibility to:

1. Respect, at all times, the principles and requirements of the Accessibility Standards Canada policies and procedures and this Code;
2. Work in a spirit of partnership to collaborate with one another and Accessibility Standards Canada staff to align efforts to achieve the vision, mission and mandate of Accessibility Standards Canada (see Annex A – Accessibility Standards Canada Vision, Mission and Mandate);
3. Resolve conflicts in a professional and civil manner on issues that may be in dispute;
4. Refrain from any behaviour that constitutes harassment, where harassment is defined according to the Canadian Human Rights Commission as “a form of discrimination that involves any unwanted physical or verbal behaviour that offends or humiliates. Generally, harassment is a behaviour that persists over time. Serious one-time incidents can also sometimes be considered harassment”. (see Annex B – Harassment);
5. Maintain and enhance the dignity and self-esteem of one another and Accessibility Standards Canada staff by:
   • Demonstrating respect to individuals regardless of disability, body type, physical characteristics, age, sex, race, national or ethnic origin, colours, religion, sexual orientation, marital status, family status, etc.;
   • Directing comments or criticism appropriately and avoiding public criticism of one another and staff;
   • Consistently demonstrating the spirit of respect and ethical conduct;
   • Consistently treating individuals fairly and reasonably;
   • Refraining from the use of power or authority in an attempt to coerce another person to engage in inappropriate activities;
   • Respecting the property of others;
6. Act with honesty and integrity and conduct themselves in a manner which maintains the confidence of the other members, staff and other stakeholders;
7. Conduct themselves openly, professionally, lawfully, and in good faith in the best interests of their technical committee;
8. Be independent and not influenced by self-interest, outside pressure, expectation of reward, or fear of criticism;
9. Behave with decorum appropriate to both circumstance and position, and be fair, equitable, considerate, and honest in all dealings with others;
10. When required, ensure that confidentiality of committee work is respected;
11. Ensure that members are given sufficient opportunity to express opinions and that all opinions are given due consideration and weight;
12. Consider the input of general, process-related, and editorial nature provided by Accessibility Standards Canada staff that are involved in the standards development process;
13. Respect the decisions of the majority;
14. Commit the time to attend meetings and be diligent in preparation for, participation in, and follow-up from such meetings; and,
15. Provide 30 days’ notice if requesting to resign from their role on the technical committee.

The Code does not provide answers for every situation that members may encounter. Members are trusted to use good judgment in the duration of their participation on a technical committee and seek further information or assistance when required.

Any behaviour prohibited by this Code that is experienced or observed must be reported in writing; it can be reported confidentially and anonymously. Please use the following as a guide to determine which person(s) to send your written report to:

• If the behaviour comes from another member, inform the Chairperson of the technical committee and the Project Manager;
• If the behaviour comes from the Chairperson or Vice Chairperson, inform the Project Manager; or,
• If the behaviour comes from the Project Manager, inform the Manager of Standards Development at Accessibility Standards Canada.

When a written report is sent, the following shall apply:

1. Subject to law, a member reporting a violation of this Code shall remain anonymous, save and except in those circumstances where the nature of the disclosure and/or the resultant investigation make it necessary to disclose identity (for example, legal investigations or proceedings). In such cases, all reasonable steps shall be taken to protect the person reporting from harm as a result of having made a disclosure.
2. Subject to law, the identity of the member submitting a report shall remain confidential unless the person agrees otherwise.
3. A member is protected against retaliation as a result of having made, in good faith, a report which the member believes to be valid or as a result of such member having otherwise assisted in the investigation of the report. Retaliation against a member who raises a concern, in good faith, will not be tolerated and can be considered a violation of this Code.