Code of Conduct - Bangladesh Nature Foundation

Bangladesh Nature Foundation (BNF)

Head Office: Sayman Road, Cox’s Bazar-4700, Bangladesh

Established: 2010

Legal Registration: Trust Board, Registration Deed No. 17789, Chittagong Government Registrar, Court Building, Lal Dighi, Chittagong, dated 21 September 2010

Policy Status: Public Organizational Policy

Applies To: General Committee, Executive Committee, management, employees, project personnel, consultants, researchers, volunteers, interns, contractors, partners, representatives, and other persons acting on behalf of BNF

Effective Date: 01 January 2010

Last Updated: 16 September 2026

1. Introduction

Bangladesh Nature Foundation (BNF) is committed to conducting its work with integrity, professionalism, accountability, respect, transparency, and responsibility. BNF works to conserve Bangladesh’s natural heritage, biodiversity, ecosystems, and environmental resources while supporting sustainable and equitable livelihoods, community resilience, research, education, climate action, and responsible natural-resource management.

The nature of BNF’s work requires its personnel and representatives to interact with communities, beneficiaries, researchers, government institutions, academic organizations, donors, development partners, private-sector organizations, volunteers, students, environmental practitioners, and other stakeholders. These interactions create a responsibility to maintain high standards of personal and professional conduct. This Code of Conduct establishes the standards of behavior expected from everyone working for, representing, supporting, or acting on behalf of BNF. The Code is intended to protect:

the dignity and rights of people;
children and young people;
vulnerable and disadvantaged persons;
communities and beneficiaries;
employees and colleagues;
research participants;
volunteers and interns;
BNF’s organizational integrity;
donor and partner confidence;
public trust;
confidential information;
organizational resources;
biodiversity and environmental assets; and
the credibility of BNF’s conservation and development work.

This Code is both a public accountability commitment and an internal organizational standard.

2. Purpose

The purposes of this Code of Conduct are to:

establish clear standards of ethical and professional behavior;
promote integrity and accountability throughout BNF;
protect people who interact with BNF from abuse, exploitation, harassment, discrimination, and misconduct;
establish expectations for responsible use of organizational resources;
protect BNF’s reputation and independence;
support responsible conservation and community engagement;
promote respectful workplaces and field environments;
protect children and vulnerable persons;
prevent conflicts of interest and abuse of authority;
promote responsible research and scientific integrity;
protect confidential, personal, and sensitive information;
establish appropriate standards for digital and social media conduct;
promote responsible relationships with partners and stakeholders;
establish reporting responsibilities;
support appropriate responses to misconduct;
prevent retaliation against good-faith reporters;
strengthen organizational accountability; and
establish a culture of ethical conduct across BNF.

3. Scope and Applicability

This Code applies to every person who works for, represents, supports, or acts on behalf of BNF, including:

General Committee members;
Executive Committee members;
the President;
Vice President;
General Secretary;
Treasurer;
Executive Director;
managers;
permanent employees;
temporary employees;
project staff;
field staff;
researchers;
research assistants;
consultants;
technical experts;
volunteers;
interns;
fellows;
contractors;
suppliers;
trainers;
facilitators;
photographers;
media representatives engaged by BNF;
partner organizations;
implementing partners;
service providers; and
other authorized representatives.

The Code applies whether activities take place:

at BNF offices;
in project offices;
in communities;
in villages;
in coastal areas;
at conservation sites;
in forests;
in wetlands;
at marine or aquatic field sites;
at research stations;
at universities;
at training venues;
at conferences;
during official travel;
during accommodation associated with BNF activities;
online;
through social media;
through email or messaging platforms;
during meetings;
during community consultations; or
at any other location where a person is acting in an official BNF capacity.

4. Relationship With Other BNF Policies

This Code should be read together with BNF’s other policies and procedures, including:

Safeguarding Policy;
Environmental & Social Safeguards Policy;
Conflict of Interest Policy;
Anti-Fraud & Anti-Corruption Policy;
Whistleblower Policy;
Complaints & Feedback Policy;
Gender Equality & Non-Discrimination Policy;
Research Ethics Policy;
Research Integrity Policy;
Data Protection & Management Policy;
Privacy Policy;
Copyright & Intellectual Property Policy;
Terms of Use;
Procurement procedures;
Financial management procedures; and
project-specific policies and procedures.

Where a matter is covered by a more specific policy, the relevant policy should also be followed.

5. Core Values

BNF expects all persons covered by this Code to uphold the following values.

5.1 Integrity

We act honestly, responsibly, and ethically.

5.2 Respect

We treat people, communities, colleagues, partners, and stakeholders with dignity.

5.3 Accountability

We accept responsibility for our decisions, actions, use of resources, and professional responsibilities.

5.4 Transparency

We communicate honestly and maintain appropriate records.

5.5 Professionalism

We perform our duties competently, responsibly, and respectfully.

5.6 Inclusion

We seek to ensure that people can participate without inappropriate discrimination or exclusion.

5.7 Environmental Responsibility

We conduct conservation and development activities responsibly and seek to minimize environmental harm.

5.8 Scientific Integrity

We maintain honesty, accuracy, transparency, and appropriate attribution in research and knowledge production.

5.9 Community Respect

We recognize communities as important partners in conservation and sustainable development.

5.10 Stewardship

We use BNF’s resources, information, reputation, and authority responsibly.

6. General Standard of Conduct

Every person covered by this Code is expected to:

act honestly;
act professionally;
treat others respectfully;
comply with legitimate organizational instructions;
perform assigned responsibilities diligently;
protect BNF property;
safeguard confidential information;
avoid misuse of authority;
avoid conflicts of interest;
report serious misconduct;
cooperate with legitimate reviews;
respect communities and beneficiaries;
protect children and vulnerable persons;
comply with applicable BNF policies;
maintain appropriate professional boundaries;
use organizational resources responsibly;
communicate accurately;
avoid discriminatory behavior;
protect BNF’s scientific and organizational integrity; and
uphold public trust in BNF.

7. Respect for Human Dignity

Everyone interacting with BNF should be treated with dignity and respect. Personnel must not:

humiliate others;
threaten others;
intentionally intimidate others;
use degrading language;
engage in abusive behavior;
deliberately embarrass colleagues or community members;
exploit a person’s vulnerability;
use position or authority to demean others; or
treat people as merely instruments for achieving project objectives.

Professional disagreement is acceptable. Disrespectful or abusive conduct is not.

8. Respectful Workplace

BNF seeks to maintain a workplace in which people can perform their responsibilities without:

harassment;
bullying;
intimidation;
discrimination;
unnecessary hostility;
abuse of authority;
retaliation; or
inappropriate interference.

Managers and supervisors have an additional responsibility to maintain respectful working environments and respond appropriately when concerns arise.

9. Non-Discrimination

BNF does not accept inappropriate discrimination in employment, project participation, research, training, community engagement, procurement, or other organizational activities. Personnel should make decisions based on legitimate organizational, professional, technical, project, or eligibility criteria rather than inappropriate personal considerations. Discriminatory insults, exclusion, harassment, or degrading treatment are inconsistent with this Code.

10. Gender Respect and Equality

BNF expects all personnel to maintain professional and respectful conduct regardless of gender. Personnel must not:

make degrading gender-based comments;
use gender-based insults;
engage in sexual harassment;
impose inappropriate gender-based restrictions;
exploit gender-based vulnerability;
condition opportunities on inappropriate personal conduct; or
tolerate harassment of colleagues, beneficiaries, or community members.

BNF encourages appropriate participation of women in organizational, research, conservation, livelihood, and community activities.

11. Sexual Harassment

Sexual harassment is prohibited. Examples may include:

unwanted sexual advances;
sexual comments;
inappropriate jokes;
unwanted touching;
sexualized messages;
inappropriate requests for sexual activity;
displaying sexually inappropriate material;
repeated unwanted romantic or sexual communications;
conditioning professional benefits on sexual conduct; or
other unwanted sexual behavior.

The prohibition applies in:

offices;
field locations;
accommodation;
transportation;
meetings;
training;
community activities;
conferences;
email;
messaging applications; and
social media.

12. Protection From Sexual Exploitation and Abuse

Personnel must never use BNF’s resources, authority, access, or position to sexually exploit or abuse another person. In particular, personnel must not:

exchange project benefits for sexual favors;
use economic vulnerability for sexual purposes;
exploit beneficiaries;
use professional authority to obtain sexual access;
engage in sexual abuse; or
facilitate sexual exploitation by others.

Any suspected sexual exploitation or abuse should be reported through appropriate safeguarding channels.

13. Child Protection

BNF is committed to protecting children and young people involved in or affected by its activities. Personnel must:

maintain professional boundaries;
treat children respectfully;
avoid inappropriate one-to-one situations where reasonable safeguards are unavailable;
avoid inappropriate physical contact;
protect children’s personal information;
obtain appropriate permissions for photographs and participation;
never engage in sexual conduct with a child;
never exploit a child;
never subject a child to violence or degrading treatment; and
report concerns promptly.

Children must never be used as a means of promoting BNF at the expense of their dignity, privacy, or safety.

14. Protection of Vulnerable and At-Risk Adults

Personnel should recognize that some adults may face heightened risks because of:

age;
disability;
poverty;
displacement;
economic dependency;
disaster exposure;
social exclusion;
limited access to information; or
other circumstances.

Personnel must not exploit vulnerability for personal, professional, financial, sexual, political, or other advantage.

15. Abuse of Authority

A person’s organizational position must never be used improperly. Abuse of authority may include:

threats;
coercion;
intimidation;
favoritism;
improper demands;
retaliation;
withholding legitimate benefits;
manipulating recruitment;
manipulating project decisions;
demanding personal services;
using junior staff for inappropriate personal purposes;
exploiting beneficiaries; or
using organizational authority to secure private benefits.

Senior personnel are expected to model particularly high standards of conduct.

16. Professional Boundaries

Personnel must maintain appropriate boundaries with:

beneficiaries;
community members;
research participants;
children;
students;
interns;
volunteers;
colleagues;
suppliers;
contractors;
partners; and
other stakeholders.

Relationships involving significant power imbalances require particular care. Where a personal relationship could affect professional judgment or create an actual, potential, or perceived conflict, it should be appropriately disclosed and managed.

17. Bullying and Intimidation

BNF does not accept bullying or intimidation. Examples include:

repeated humiliation;
threatening behavior;
deliberate social isolation;
abusive communications;
unreasonable personal attacks;
misuse of authority;
repeated hostile behavior;
threats concerning employment or project benefits; or
deliberate efforts to make another person feel unsafe.

Reasonable performance management, professional criticism, and legitimate supervision do not automatically constitute bullying.

18. Workplace Violence and Threats

Violence, threats of violence, or deliberate intimidation are prohibited. Personnel must not:

physically assault another person;
threaten physical harm;
bring prohibited weapons into BNF-controlled activities where doing so is unlawful or contrary to organizational requirements;
use physical force to intimidate others; or
encourage violence.

Immediate safety concerns should be treated as urgent.

19. Substance Misuse

Personnel are expected to perform their duties safely and professionally. A person must not perform BNF responsibilities while impaired by alcohol, drugs, or another substance to a degree that compromises:

safety;
judgment;
professional performance;
community safety;
research integrity; or
organizational responsibilities.

Where specific project or workplace rules apply, personnel must comply with them.

20. Attendance and Professional Responsibility

Personnel are expected to:

attend work and official activities responsibly;
respect agreed working schedules;
communicate appropriately when unable to attend;
complete assigned responsibilities;
meet reasonable deadlines;
maintain required records;
participate in required meetings; and
inform supervisors of significant work-related problems.

Repeated unexplained absence, deliberate neglect of responsibilities, or serious failure to perform assigned duties may constitute misconduct.

21. Competence and Professional Development

Personnel should undertake responsibilities within the limits of their knowledge, experience, training, and authority. Personnel should:

seek assistance when necessary;
acknowledge limitations;
avoid representing themselves as experts when they are not;
maintain appropriate professional knowledge;
participate in relevant training; and
avoid undertaking activities that create unreasonable risks because of inadequate competence.

22. Honesty and Integrity

All personnel are expected to be truthful in organizational activities. Personnel must not knowingly:

falsify records;
fabricate information;
conceal material facts;
submit false claims;
manipulate project data;
misrepresent qualifications;
misrepresent achievements;
provide false information to donors;
falsify attendance;
fabricate research findings; or
deliberately mislead BNF or its stakeholders.

23. Financial Integrity

Personnel entrusted with organizational or project funds must use them only for authorized purposes. Personnel must not:

steal organizational funds;
divert project resources;
submit false expense claims;
create false invoices;
manipulate financial records;
approve their own unauthorized expenses;
misuse petty cash;
conceal financial transactions;
receive unauthorized personal commissions; or
use donor funds for personal purposes.

All financial activities must follow applicable BNF procedures and authorization requirements.

24. Organizational Property and Resources

BNF property and resources must be used responsibly. This includes:

money;
equipment;
vehicles;
computers;
cameras;
research instruments;
office supplies;
facilities;
databases;
software;
communication systems;
project materials;
intellectual property; and
organizational funds.

Personnel must not use BNF property for unauthorized personal purposes.

25. Vehicles and Transportation

Personnel using BNF vehicles or transportation arrangements must:

prioritize safety;
comply with applicable traffic requirements;
use vehicles responsibly;
avoid dangerous driving;
avoid driving while impaired;
use vehicles only for authorized purposes;
protect passengers;
report accidents promptly; and
maintain required vehicle records.

26. Field Safety

Field personnel must follow applicable safety procedures. They should:

follow project safety instructions;
use appropriate protective equipment;
communicate location and schedules where required;
report hazards;
follow emergency procedures;
avoid unnecessary exposure to dangerous conditions;
protect community members and colleagues;
respect wildlife safety protocols; and
report incidents.

Environmental fieldwork does not justify unnecessary risk-taking.

27. Conservation Ethics

BNF personnel must conduct conservation activities responsibly. They should:

respect biodiversity;
minimize unnecessary environmental disturbance;
follow approved field protocols;
avoid unnecessary wildlife disturbance;
avoid collecting biological materials without appropriate authorization;
follow relevant project procedures;
protect sensitive ecological information; and
respect applicable conservation requirements.

28. Wildlife and Biodiversity Protection

Personnel must not use BNF activities to facilitate:

illegal wildlife trade;
unauthorized collection;
unnecessary wildlife disturbance;
destruction of protected habitats;
trafficking of biological specimens; or
other inappropriate exploitation of biodiversity.

Any collection or handling of biological material must follow applicable permissions, research protocols, and project requirements.

29. Environmental Responsibility

Personnel should seek to minimize environmental impacts associated with BNF activities. This includes:

reducing unnecessary waste;
using resources efficiently;
minimizing pollution;
avoiding unnecessary damage to habitats;
following waste-management procedures;
using field equipment responsibly; and
respecting environmental safeguards.

30. Community Engagement

BNF personnel must engage communities respectfully. They should:

listen to community concerns;
communicate clearly;
avoid misleading promises;
explain relevant project activities;
respect local knowledge;
avoid coercion;
maintain professional boundaries;
protect personal information;
respect community dignity; and
provide appropriate opportunities for feedback.

31. Community Consent and Participation

Where participation or consent is relevant, personnel should provide sufficient information for people to make informed decisions. Personnel must not:

threaten people into participating;
deliberately mislead participants;
promise benefits that BNF has not authorized;
falsely represent project objectives;
manipulate participation; or
conceal material information where disclosure is appropriate.

32. Beneficiary Selection

Where projects involve beneficiary selection, personnel must follow approved criteria. Personnel must not:

select beneficiaries in exchange for personal favors;
demand payment;
favor relatives without legitimate justification;
exclude eligible people for personal reasons;
manipulate lists;
falsify eligibility information; or
use beneficiary selection for political, personal, or financial advantage.

33. Research Integrity

Research conducted by or on behalf of BNF must maintain appropriate standards of scientific integrity. Researchers must not engage in:

fabrication;
falsification;
plagiarism;
inappropriate image manipulation;
manipulation of statistical results;
concealment of relevant findings;
false authorship;
duplicate publication;
inappropriate attribution;
deliberate misrepresentation of methods; or
other serious research misconduct.

Research should be conducted transparently and responsibly.

34. Responsible Data Collection

Personnel collecting data must:

collect only appropriate information;
explain relevant purposes where required;
protect participant privacy;
store data securely;
avoid unnecessary disclosure;
maintain accurate records;
avoid fabrication;
follow approved protocols; and
protect sensitive information.

35. Research Participants

Researchers must treat participants respectfully. They should:

obtain appropriate informed consent;
minimize foreseeable risks;
protect confidentiality;
respect voluntary participation;
avoid unnecessary intrusion;
explain relevant procedures;
avoid exploiting participant vulnerability; and
follow applicable ethical requirements.

36. Publication and Authorship

BNF personnel involved in research and publication should ensure that:

authorship reflects genuine contribution;
contributors receive appropriate acknowledgment;
sources are properly cited;
data are not fabricated;
results are not deliberately misrepresented;
conflicts of interest are disclosed where appropriate; and
publications accurately represent the underlying work.

No person should claim authorship solely because of organizational position.

37. Artificial Intelligence and Digital Tools

Where personnel use artificial intelligence or automated tools for BNF work, they remain responsible for the accuracy, integrity, confidentiality, and appropriateness of the resulting work. Personnel must not:

upload confidential information to unauthorized systems;
fabricate references or research findings;
use AI to create false evidence;
misrepresent AI-generated material as independently verified research;
breach copyright or confidentiality; or
use automated systems in ways that create unacceptable safeguarding or privacy risks.

AI-assisted outputs should be appropriately reviewed before official use.

38. Confidential Information

Personnel may have access to confidential information concerning:

beneficiaries;
communities;
employees;
donors;
partners;
finances;
research;
unpublished findings;
project strategies;
safeguarding cases;
personal information;
contracts;
organizational decisions; and
sensitive biodiversity locations.

Such information must be protected from unauthorized access or disclosure.

39. Personal Data and Privacy

Personnel must respect BNF’s Privacy Policy and applicable data-management requirements. They should:

collect information only for legitimate purposes;
restrict access;
avoid unnecessary copying;
store information securely;
avoid sharing personal data through unauthorized channels;
protect photographs and recordings; and
report suspected data breaches appropriately.

40. Sensitive Biodiversity Information

Some information concerning biodiversity may require restricted handling because disclosure could create risks to species, habitats, communities, or conservation efforts. Personnel should not publicly disclose sensitive information such as precise locations of particularly vulnerable species or conservation sites where disclosure could reasonably increase risk.

41. Information Security

Personnel must:

use strong and appropriate passwords;
protect organizational devices;
avoid sharing credentials;
report suspected unauthorized access;
use approved systems where required;
protect confidential files; and
avoid downloading or transferring sensitive information unnecessarily.

42. Email and Electronic Communication

Official electronic communications should be:

professional;
accurate;
respectful;
appropriately confidential;
relevant to organizational responsibilities; and
sent through appropriate channels.

Personnel should carefully verify recipients before sending sensitive information.

43. Social Media

Personnel should distinguish between:

personal views;
professional statements;
official BNF communications.

Only authorized persons may speak officially on behalf of BNF. Personnel should not:

disclose confidential BNF information;
publish safeguarding case details;
reveal personal information without authorization;
misrepresent personal opinions as BNF positions;
harass others using BNF identity;
damage the dignity of beneficiaries or communities; or
publish sensitive conservation information irresponsibly.

44. Public Statements

Personnel must not make unauthorized statements representing BNF. Official statements concerning:

organizational policy;
projects;
funding;
partnerships;
incidents;
research findings;
public controversies; or
organizational positions

should be issued through appropriately authorized channels.

45. Political Neutrality

BNF is a non-political organization. Personnel acting in an official BNF capacity must not use BNF:

premises;
funds;
equipment;
vehicles;
beneficiary databases;
project activities;
staff time; or
organizational platforms

for partisan political campaigning or political promotion.

Personal civic or political activities must not be presented as official BNF positions. BNF’s conservation and development activities should not be used to improperly promote a political party, candidate, or partisan organization.

46. Gifts and Hospitality

Personnel must exercise caution regarding gifts, hospitality, discounts, favors, or other benefits offered because of their BNF role. Personnel should not accept benefits that:

create an obligation;
influence a procurement decision;
affect impartiality;
create a conflict of interest;
could reasonably appear to influence a decision; or
are intended to obtain improper treatment.

Low-value customary items may be acceptable where consistent with BNF procedures and ethical standards.

47. Bribery and Improper Payments

Personnel must not:

offer bribes;
request bribes;
accept bribes;
facilitate improper payments;
demand unofficial payments;
create false charges to conceal payments; or
use BNF resources for corrupt purposes.

Any suspected bribery or corruption should be reported through appropriate channels.

48. Procurement Integrity

Personnel involved in procurement must act fairly and transparently. They must not:

manipulate specifications to favor a supplier;
disclose confidential bids improperly;
accept improper commissions;
favor relatives or associates without appropriate disclosure;
create artificial competition;
split purchases to circumvent approval procedures; or
approve unauthorized procurement.

Procurement decisions should be based on legitimate organizational criteria.

49. Conflict of Interest

Personnel must avoid situations in which personal interests improperly influence organizational decisions. Potential conflicts may arise from:

family relationships;
business interests;
outside employment;
financial investments;
close personal relationships;
supplier relationships;
research relationships;
recruitment decisions;
community beneficiary selection; or
other personal interests.

Conflicts should be disclosed and managed appropriately.

50. Nepotism and Favoritism

Personnel must not improperly favor:

relatives;
friends;
business associates;
personal contacts; or
organizations in which they have an undisclosed interest.

Where a legitimate relationship exists, appropriate disclosure and independent decision-making should be used.

51. Outside Employment and Activities

Personnel should ensure that outside employment, consultancy, business, research, or other activities do not:

interfere with BNF responsibilities;
misuse BNF resources;
create an unmanaged conflict;
misuse confidential information;
create confusion about BNF’s position; or
compromise professional independence.

Where required, relevant outside interests should be disclosed.

52. Use of BNF Name and Identity

The BNF name, logo, letterhead, official communication channels, and organizational identity may be used only for legitimate authorized purposes. Personnel must not:

use BNF’s name to obtain personal benefits;
imply unauthorized endorsement;
issue unofficial commitments;
use BNF branding for private business; or
misrepresent personal activities as BNF activities.

53. Fundraising

Fundraising must be conducted honestly and transparently. Personnel must not:

misrepresent BNF’s activities;
fabricate beneficiaries;
exaggerate project impacts;
misuse donor information;
promise unauthorized benefits;
divert donations; or
use deceptive fundraising practices.

Donor funds must be used according to approved purposes and applicable requirements.

54. Donor and Partner Relations

Personnel should maintain professional relationships with donors and partners. They must:

communicate honestly;
provide accurate reports;
protect confidential information;
disclose material conflicts;
avoid improper personal benefits;
respect contractual commitments; and
avoid making unauthorized promises on behalf of BNF.

55. Accurate Reporting

Reports prepared for:

donors;
government authorities;
partners;
communities;
management;
governance bodies; or
the public

must be accurate to the best of the preparer’s knowledge.

Personnel must not deliberately:

inflate beneficiary numbers;
fabricate activities;
invent outcomes;
conceal serious failures;
manipulate monitoring data;
misrepresent expenditure; or
knowingly submit false information.

56. Monitoring and Evaluation

Monitoring and evaluation personnel must maintain objectivity. They should:

collect data honestly;
document limitations;
avoid manipulating findings;
distinguish evidence from assumptions;
protect participant information; and
report material problems.

Negative findings should not be suppressed merely because they may be inconvenient.

57. Intellectual Property

Personnel must respect:

copyrights;
trademarks;
research materials;
photographs;
maps;
datasets;
publications;
software;
confidential documents; and
other intellectual property.

Personnel must not plagiarize or reproduce protected materials without appropriate permission or lawful basis.

58. Photography and Videography

Photographs and videos created during BNF activities should be used responsibly. Personnel must:

respect people’s dignity;
obtain appropriate permissions where required;
avoid humiliating images;
protect children;
avoid unnecessary disclosure of personal information;
respect community sensitivities; and
use media only for legitimate purposes.

59. Communications about Beneficiaries

BNF personnel should not portray beneficiaries merely as passive recipients of assistance. Communications should seek to:

preserve dignity;
provide context;
avoid stereotypes;
avoid sensationalism;
respect privacy;
accurately describe project outcomes; and
avoid creating unrealistic expectations.

60. Respect for Local Knowledge

BNF values local and traditional ecological knowledge. Personnel should:

acknowledge legitimate contributors;
avoid misappropriation;
seek appropriate permission for sensitive information;
protect confidential community knowledge where appropriate; and
avoid claiming ownership of knowledge that does not belong to BNF.

61. Cultural Respect

Personnel working with communities should respect legitimate cultural practices and social contexts while continuing to comply with BNF’s standards concerning safety, dignity, equality, safeguarding, and human rights. Cultural differences should not be used as an excuse for abuse, exploitation, harassment, or discrimination.

62. Community Complaints

Personnel must not discourage legitimate community complaints. Instead, personnel should:

listen respectfully;
provide appropriate information about complaint channels;
avoid retaliation;
refer serious concerns appropriately;
protect confidentiality; and
cooperate with legitimate review processes.

63. Whistleblowing

Personnel may report suspected:

fraud;
corruption;
abuse;
safeguarding violations;
serious misconduct;
research misconduct;
serious environmental wrongdoing;
misuse of funds;
retaliation; or
other significant organizational wrongdoing.

Good-faith reporting should not result in retaliation.

64. Duty to Report Serious Misconduct

Where a person becomes aware of serious misconduct or a significant safeguarding risk, they should report it through an appropriate BNF channel. Ignoring serious misconduct because it is inconvenient, involves a senior person, or may affect organizational reputation is inconsistent with this Code.

65. No Retaliation

BNF does not accept retaliation against people who:

report concerns;
cooperate with investigations;
provide evidence;
participate in complaints procedures;
request safeguarding assistance; or
raise concerns in good faith.

Retaliation may itself constitute misconduct.

66. False and Malicious Allegations

BNF recognizes that genuine concerns may sometimes be unsubstantiated. A person should not be punished simply because a concern they raised cannot be proven. However, knowingly fabricating allegations, deliberately misleading an investigation, or making malicious accusations may constitute misconduct.

67. Cooperation with Investigations

Personnel are expected to cooperate appropriately with legitimate organizational investigations and reviews. They must not:

destroy relevant records;
fabricate evidence;
intimidate witnesses;
pressure complainants;
interfere with investigators;
conceal relevant information deliberately; or
retaliate against participants.

68. Confidentiality During Investigations

Personnel involved in a complaint or investigation must protect confidential information. They should not:

gossip about allegations;
disclose identities unnecessarily;
publish investigation information online;
interfere with witnesses; or
circulate confidential documents without authorization.

69. Fair Treatment of Persons Accused

BNF recognizes the importance of fairness. An allegation is not automatically a finding of wrongdoing. Persons accused of misconduct should be treated respectfully and given an appropriate opportunity to respond, subject to safeguarding and investigation requirements.

70. Management of Misconduct

Depending on the nature and seriousness of misconduct, BNF may take appropriate measures, including:

counseling;
additional training;
written warnings;
changes in duties;
increased supervision;
restriction of access;
removal from a project;
suspension where appropriate;
termination of engagement;
contractual remedies;
referral to appropriate authorities; or
other proportionate measures.

Actions will depend on the circumstances and applicable organizational procedures.

71. Serious Misconduct

Examples of potentially serious misconduct include:

fraud;
corruption;
theft;
serious abuse;
sexual exploitation;
sexual abuse;
child abuse;
serious harassment;
violence;
deliberate research fabrication;
deliberate falsification;
serious data breaches;
retaliation;
deliberate misuse of donor funds;
serious environmental wrongdoing;
serious abuse of authority; and
deliberate concealment of serious misconduct.

72. Conduct outside Working Hours

Conduct outside official working hours may become relevant where it:

directly affects BNF responsibilities;
creates a serious safeguarding concern;
involves misuse of BNF resources;
creates a significant conflict of interest;
involves serious misconduct connected with BNF activities; or
materially affects the person’s ability to perform an assigned BNF role.

BNF respects personal privacy while maintaining appropriate organizational standards.

73. Personal Relationships at Work

Personal relationships are generally a private matter. However, relationships may require disclosure or management when they create:

conflicts of interest;
supervisory concerns;
favoritism;
coercion;
safeguarding risks;
confidentiality concerns; or
other professional complications.

74. Use of Organizational Time

Organizational working time should primarily be used for authorized BNF responsibilities. Personnel should not routinely use working time for:

unauthorized private business;
personal commercial activities;
political campaigning;
unrelated consultancy;
inappropriate social media use; or
other activities that materially interfere with assigned responsibilities.

75. Use of Information and Equipment for Private Benefit

Personnel must not use BNF’s:

databases;
contacts;
confidential information;
equipment;
vehicles;
research data;
staff time;
office facilities;
organizational reputation; or
project opportunities

for unauthorized private gain.

76. Travel and Accommodation

Personnel traveling for BNF should:

follow approved travel arrangements;
behave professionally;
respect accommodation rules;
maintain safety;
avoid harassment;
protect organizational property;
safeguard confidential information; and
comply with applicable travel and expense procedures.

77. Conferences, Workshops and Public Events

BNF personnel attending conferences and events as representatives should:

behave professionally;
respect participants;
avoid harassment;
protect confidential information;
accurately represent BNF;
avoid unauthorized commitments; and
comply with event and organizational requirements.

78. Volunteers and Interns

Volunteers and interns are expected to follow the same fundamental standards of:

respect;
integrity;
confidentiality;
safeguarding;
professionalism;
responsible use of resources; and
appropriate reporting.

Supervisors should provide sufficient orientation and oversight.

79. Consultants and Experts

Consultants engaged by BNF should:

perform agreed responsibilities;
provide accurate deliverables;
disclose relevant conflicts;
protect confidential information;
respect communities;
comply with safeguarding requirements;
respect intellectual property; and
avoid unauthorized commitments.

80. Contractors and Suppliers

Contractors and suppliers working with BNF are expected to maintain appropriate standards of:

integrity;
safety;
non-discrimination;
safeguarding;
environmental responsibility;
confidentiality; and
professional conduct.

Where appropriate, contracts should include relevant conduct requirements.

81. Partner Organizations

BNF expects partners to maintain standards consistent with responsible organizational conduct.

Where appropriate, partnership agreements may address:

safeguarding;
anti-fraud;
conflicts of interest;
research integrity;
data protection;
environmental safeguards;
financial accountability; and
reporting obligations.

82. Environmental and Social Responsibility

Personnel must follow BNF’s Environmental & Social Safeguards Policy. They should consider potential impacts on:

ecosystems;
biodiversity;
communities;
livelihoods;
vulnerable groups;
cultural resources;
local environments; and
occupational and community safety.

83. Occupational Health and Safety

Personnel should:

follow safety procedures;
use required protective equipment;
report hazards;
report accidents;
participate in relevant safety training;
follow emergency procedures; and
avoid intentionally unsafe conduct.

Managers should take reasonable measures to support safe working environments.

84. Emergency Situations

During emergencies, personnel should prioritize:

immediate safety;
protection of life;
appropriate communication;
emergency assistance;
protection of vulnerable persons; and
preservation of essential organizational resources.

Personnel should follow relevant emergency procedures and instructions.

85. Responsible Use of Natural Resources

BNF personnel should demonstrate responsible environmental behavior in:

fieldwork;
office operations;
travel;
project implementation;
community activities;
procurement; and
resource use.

86. Integrity in Grant and Project Management

Project personnel must ensure that:

activities correspond to approved objectives;
expenditures are appropriately authorized;
reporting is accurate;
project resources are protected;
significant deviations are communicated;
donor conditions are respected; and
project documentation is maintained.

87. No Unauthorized Commitments

Personnel must not make unauthorized commitments on behalf of BNF. This includes unauthorized commitments concerning:

money;
employment;
partnerships;
project benefits;
procurement;
grants;
contracts;
publications;
public statements; or
organizational policy.

88. Records and Documentation

Personnel should maintain accurate and appropriate records. Records should not be:

falsified;
deliberately destroyed;
improperly altered;
concealed; or
removed without authorization.

89. Transparency and Accountability

BNF personnel should support appropriate transparency by:

maintaining accurate documentation;
providing accurate information through authorized channels;
acknowledging errors;
reporting significant problems;
supporting audits;
cooperating with monitoring; and
protecting legitimate confidentiality.

Transparency does not require disclosure of information that must properly remain confidential.

90. Errors and Mistakes

Good-faith mistakes should be reported promptly where they may affect:

safety;
finances;
research;
project implementation;
data;
compliance;
beneficiaries; or
organizational reputation.

Prompt disclosure allows BNF to correct problems before they become more serious.

91. Duty to Seek Guidance

Personnel are encouraged to seek guidance where they are uncertain about:

conflicts of interest;
safeguarding;
financial conduct;
research ethics;
data protection;
procurement;
public communications;
community engagement; or
other ethical questions.

Seeking advice early is preferable to allowing uncertainty to create preventable risks.

92. Ethical Decision-Making

When facing an ethical uncertainty, personnel should consider:

Is the action legal or otherwise appropriately authorized?
Is it consistent with BNF’s mission and policies?
Is it honest?
Is it respectful?
Could it harm a person or community?
Could it create a conflict of interest?
Would the action withstand reasonable public scrutiny?
Have relevant stakeholders been treated fairly?
Have I protected confidential information?
Should I seek advice before proceeding?

If significant uncertainty remains, the person should seek guidance from an appropriate supervisor or authorized BNF representative.

93. Leadership Responsibilities

Leaders at BNF have a heightened responsibility to model appropriate conduct. Leaders should:

lead by example;
treat personnel fairly;
respond to concerns;
avoid favoritism;
prevent retaliation;
protect whistleblowers;
maintain confidentiality;
promote professional development;
address misconduct appropriately; and
create an environment where staff can speak honestly.

94. Responsibilities of the General Committee

The General Committee should support:

ethical governance;
organizational accountability;
responsible policy development;
oversight of significant organizational risks;
appropriate transparency; and
institutional integrity.

95. Responsibilities of the Executive Committee

The Executive Committee should:

approve and oversee relevant organizational policies;
promote ethical leadership;
oversee major risks;
ensure appropriate accountability;
support appropriate investigation and corrective action where necessary; and
protect BNF’s organizational independence and integrity.

96. Responsibilities of the Executive Director

The Executive Director is responsible for implementing organizational standards through appropriate management systems. Responsibilities include:

communicating the Code;
ensuring appropriate staff awareness;
supporting ethical management;
integrating conduct standards into operations;
responding to serious concerns;
ensuring appropriate reporting;
supporting training;
maintaining accountability; and
reporting significant matters to the appropriate governance body.

97. Responsibilities of Managers

Managers should:

explain expectations;
supervise personnel;
identify risks;
respond to misconduct;
encourage reporting;
protect staff from retaliation;
maintain appropriate records;
promote professional development; and
apply organizational procedures fairly.

98. Responsibilities of Every Individual

Every person covered by this Code is personally responsible for their own conduct. No individual may justify misconduct by saying:

“I was following someone else’s instructions”;
“Everyone else does it”;
“It was for the project”;
“It would have damaged BNF if I reported it”; or
“The person involved was more senior than me.”

Unlawful, abusive, fraudulent, exploitative, or seriously unethical conduct should not be normalized because of organizational hierarchy or project pressure.

99. Reporting a Code of Conduct Concern

Concerns regarding violations of this Code may be reported through appropriate BNF channels.

Bangladesh Nature Foundation (BNF)

Sayman Road

Cox’s Bazar-4700, Bangladesh

Website: https://bdnature.org/

Email: info@bdnature.org

Where a concern involves the Executive Director or another senior officer, it should be directed to an appropriate independent governance channel, such as the President of the Executive Committee or another designated authority.

100. Safeguarding Concerns

Concerns involving:

children;
sexual exploitation;
sexual abuse;
sexual harassment;
vulnerable persons;
serious threats;
violence;
exploitation; or
other safeguarding matters

should be reported under BNF’s Safeguarding Policy and through the designated safeguarding channel.

101. Financial and Fraud Concerns

Concerns involving:

fraud;
corruption;
theft;
financial irregularities;
bribery;
diversion of funds;
false claims; or
misuse of organizational resources

should be reported through the appropriate financial, management, whistleblower, or anti-fraud mechanism.

102. Research Misconduct

Concerns involving:

fabrication;
falsification;
plagiarism;
unethical research;
manipulation of data;
inappropriate authorship; or
other research misconduct

should be reported through appropriate research integrity or organizational channels.

103. Confidential Reporting

Where reasonably possible, BNF should provide mechanisms through which concerns can be reported confidentially. Information concerning complaints should be shared only with persons who have a legitimate need to know, subject to applicable requirements.

104. Anonymous Concerns

BNF may accept anonymous reports where appropriate. Anonymous reports may make investigation more difficult, but credible information should still be considered.

105. Protection of Reporters

People reporting concerns in good faith should not suffer retaliation. BNF will seek to protect reporters, witnesses, complainants, and affected persons from inappropriate retaliation.

106. Investigation and Review

Depending on the circumstances, BNF may:

conduct an internal review;
appoint an appropriate investigator;
engage an independent investigator;
seek professional advice;
refer matters to an appropriate authority;
implement interim protective measures; or
take other appropriate action.

107. Fair and Proportionate Response

BNF will seek to ensure that responses to alleged misconduct are:

fair;
proportionate;
evidence-based;
respectful;
appropriately confidential; and
consistent with applicable organizational procedures.

108. Consequences of Violating the Code

A violation may result in appropriate action. Possible consequences include:

guidance;
counseling;
training;
formal warning;
corrective action;
removal from specific responsibilities;
restriction of access;
reassignment;
suspension;
termination;
contractual action;
partner corrective measures; or
referral to relevant authorities.

The response will depend on the nature and seriousness of the conduct.

109. Cooperation With Corrective Action

Persons subject to corrective action are expected to cooperate with legitimate organizational procedures. Managers should ensure that corrective measures are implemented appropriately and documented where necessary.

110. No Concealment of Misconduct

Personnel must not deliberately conceal serious misconduct. This includes:

destroying evidence;
altering records;
misleading investigators;
intimidating witnesses;
discouraging legitimate reporting;
suppressing complaints; or
using organizational influence to prevent appropriate review.

111. Reputation and Public Trust

BNF’s reputation is an organizational asset. Personnel should understand that their conduct may affect:

communities;
donors;
research partners;
government institutions;
academic collaborators;
volunteers;
conservation partners; and
public confidence.

Protecting reputation does not mean concealing legitimate problems. It means acting honestly, responsibly, and transparently.

112. Responsible Representation of BNF

When representing BNF, personnel should:

identify their role accurately;
communicate within their authority;
avoid making unauthorized promises;
avoid exaggerating organizational achievements;
use evidence appropriately;
protect confidential information; and
maintain professional behavior.

113. Scientific and Public Credibility

BNF’s credibility depends on the accuracy of its:

research;
environmental information;
project reports;
conservation claims;
community stories;
monitoring data;
publications; and
public statements.

Personnel must not knowingly exaggerate evidence or present assumptions as established facts.

114. Responsible Use of Statistics and Evidence

Personnel preparing reports or communications should:

use accurate data;
identify relevant limitations;
avoid misleading statistics;
avoid selective presentation designed to create a false impression;
distinguish estimated figures from verified figures; and
maintain source records where appropriate.

115. Website and Digital Content

BNF’s website should be maintained with appropriate standards of:

accuracy;
professionalism;
privacy;
accessibility;
intellectual property;
safeguarding;
environmental responsibility; and
organizational integrity.

Personnel responsible for website content must not knowingly publish:

confidential information;
defamatory material;
fabricated research;
unauthorized personal information;
inappropriate images;
misleading project claims; or
content that violates BNF policies.

116. Website User Conduct

BNF expects visitors and users interacting with its digital platforms to communicate respectfully.

Where appropriate, BNF may moderate, remove, restrict, or report content that is:

abusive;
threatening;
discriminatory;
fraudulent;
unlawful;
sexually exploitative;
harmful to children;
invasive of privacy; or
otherwise inconsistent with legitimate website use.

117. Accessibility and Respectful Communication

BNF seeks to communicate in ways that are reasonably accessible and understandable. Personnel should consider:

language;
literacy;
disability;
technological access;
community context; and
cultural context.

Communication should not intentionally exclude people from legitimate participation.

118. Environmental Field Equipment

Personnel using field equipment must:

use it for authorized purposes;
maintain it responsibly;
follow safety procedures;
protect equipment from unnecessary damage;
return equipment when required; and
report loss or damage appropriately.

119. Biological Samples and Specimens

Researchers and field personnel handling specimens or biological materials must:

follow approved protocols;
maintain records;
obtain appropriate authorization;
protect samples;
avoid unauthorized transfer;
comply with relevant project requirements; and
respect applicable biodiversity safeguards.

120. Geographic and Conservation Data

Maps, geographic information, ecological observations, and conservation data should be handled responsibly. Personnel should consider whether disclosure could create risks to:

threatened species;
sensitive habitats;
community resources;
protected locations;
research sites; or
vulnerable populations.

121. Responsible Partnerships

BNF personnel should consider whether proposed partnerships create material risks involving:

safeguarding;
corruption;
conflicts of interest;
environmental harm;
reputational damage;
human rights concerns;
research integrity; or
misuse of BNF’s name.

Significant risks should be appropriately assessed and managed.

122. Respect for Government and Institutional Stakeholders

BNF personnel should communicate professionally with:

government officials;
local government representatives;
academic institutions;
research organizations;
development agencies;
NGOs;
donors; and
other institutions.

Professional cooperation does not authorize improper payments, favoritism, or unauthorized commitments.

123. Independence and Integrity

BNF personnel should protect the organization’s ability to make decisions based on legitimate conservation, development, scientific, community, and organizational objectives. No donor, partner, government official, private company, community leader, or other stakeholder should improperly control BNF’s professional judgment.

124. Responsible Conflict Resolution

Personnel should attempt to resolve ordinary professional disagreements respectfully. They should:

communicate directly where appropriate;
listen to different perspectives;
avoid personal attacks;
involve supervisors where necessary;
document significant disputes where appropriate; and
use formal complaint mechanisms when informal resolution is unsuitable.

125. Respect for Hierarchy without Fear

BNF recognizes legitimate organizational authority. However, hierarchy must not be used to:

suppress concerns;
demand improper conduct;
intimidate personnel;
conceal misconduct; or
avoid accountability.

Staff should be able to raise genuine concerns through appropriate channels.

126. Responsible Delegation

Managers who delegate responsibilities remain responsible for ensuring that:

the assignment is appropriate;
the person has adequate capacity;
necessary instructions are provided;
risks are considered;
supervision is proportionate; and
inappropriate delegation is avoided.

127. Mentoring and Supervision

Senior personnel should support junior staff, interns, researchers, and volunteers through:

clear instructions;
constructive feedback;
appropriate supervision;
professional development;
respectful communication; and
safe opportunities to raise concerns.

128. Performance Management

Performance management should be:

fair;
evidence-based;
respectful;
documented where appropriate;
consistent with organizational procedures; and
free from discrimination or retaliation.

Performance concerns should not be used as a pretext for harassment or retaliation.

129. Recruitment Integrity

Recruitment should be conducted using appropriate professional criteria. Personnel involved in recruitment must:

protect applicant information;
avoid discriminatory decision-making;
disclose relevant conflicts;
avoid demanding personal favors;
avoid unauthorized payments;
maintain confidentiality; and
follow approved recruitment procedures.

130. Employment of Relatives

Employment of relatives is not automatically prohibited, but potential conflicts must be appropriately disclosed and managed. A person should not improperly influence recruitment, salary, promotion, performance evaluation, or disciplinary decisions involving a close relative.

131. Financial Assistance and Community Funds

Where BNF manages community funds or financial support, personnel must:

maintain appropriate records;
follow approved procedures;
avoid personal benefit;
provide accurate information;
protect beneficiaries;
ensure appropriate authorization; and
report irregularities.

132. Donations in Kind

Donated equipment, materials, food, supplies, or other assets must be handled according to approved organizational procedures. Personnel must not divert donated items for personal use without authorization.

133. Responsible Use of Donor and Partner Logos

Logos and branding belonging to donors, partners, universities, or other institutions should be used only with appropriate authorization and according to applicable requirements.

134. Media Enquiries

Personnel receiving media enquiries about BNF should refer them to the appropriately authorized spokesperson where required. Personnel should not provide confidential or unauthorized organizational information to journalists.

135. Photography of Sensitive Activities

Photographs involving:

children;
survivors;
vulnerable people;
medical situations;
disaster victims;
sensitive conservation locations; or
confidential research

require particular care.

Personnel should avoid publication where doing so could create foreseeable harm.

136. Responsible Use of Messaging Applications

Official messaging platforms such as WhatsApp, Messenger, email, or other systems may be used for organizational communication. Personnel should:

maintain professional language;
protect confidential information;
avoid inappropriate messages;
avoid sending sensitive information unnecessarily;
respect reasonable working boundaries; and
use official channels where appropriate.

137. Digital Records

Personnel must not intentionally:

delete important records to hide misconduct;
alter records deceptively;
share confidential records without authorization;
bypass security controls; or
access information without legitimate authority.

138. Cybersecurity Conduct

Personnel should not:

share passwords;
access systems without authorization;
install unauthorized software where prohibited;
deliberately introduce malware;
circumvent security controls;
disclose security credentials; or
use BNF systems for cyber abuse.

Suspected security incidents should be reported promptly.

139. Responsible Use of Artificial Intelligence

BNF personnel using AI systems should ensure that:

confidential data is protected;
outputs are reviewed;
factual claims are verified;
references are checked;
research integrity is maintained;
personal data is handled appropriately; and
AI does not replace professional accountability.

140. Copyright and Attribution

Personnel must properly acknowledge:

researchers;
photographers;
authors;
institutions;
data sources;
community contributors;
maps and datasets; and
other creators.

Plagiarism or deliberate misattribution is inconsistent with this Code.

141. Academic and Professional Credentials

Personnel must accurately represent:

degrees;
certifications;
employment history;
professional memberships;
research experience;
publications; and
organizational positions.

False credentials or fabricated experience may constitute serious misconduct.

142. Use of Titles and Positions

Personnel must not use BNF positions, titles, or affiliations to obtain unauthorized personal benefits. Official titles should be represented accurately.

143. Responsible Advocacy

BNF may engage in environmental awareness, conservation advocacy, policy dialogue, community awareness, and institutional collaboration consistent with its organizational objectives.

Personnel should ensure that such activities:

accurately represent BNF;
remain within authorized organizational responsibilities;
avoid partisan political campaigning on behalf of BNF; and
respect evidence and professional integrity.

144. Environmental Advocacy and Evidence

Where BNF communicates environmental concerns, personnel should seek to:

use credible evidence;
distinguish evidence from opinion;
acknowledge uncertainty;
avoid deliberate exaggeration;
communicate responsibly; and
respect legitimate scientific disagreement.

145. Community Power and Consent

BNF personnel should recognize that project personnel may have greater access to information, funding, institutions, or decision-makers than community members. Personnel should not exploit this imbalance.

146. Avoiding Dependency

Personnel should avoid creating unnecessary dependency between communities and individual staff members. Project benefits should be delivered through transparent organizational mechanisms rather than personal relationships.

147. Personal Financial Dealings With Beneficiaries

Personnel should avoid private financial transactions with beneficiaries where such transactions could create:

exploitation;
dependency;
conflict of interest;
coercion;
favoritism; or
reputational risk.

Where a legitimate transaction is unavoidable, it should be appropriately disclosed and managed.

148. Personal Loans and Favors

Personnel should exercise caution before lending money to or borrowing money from:

beneficiaries;
subordinates;
research participants;
contractors;
suppliers; or
other persons where a power imbalance exists.

Such arrangements may create conflicts or safeguarding risks.

149. Gifts from Beneficiaries

Personnel should not demand or pressure beneficiaries to provide gifts, money, food, services, or personal favors. Any accepted customary gifts should comply with BNF requirements and should not influence decisions.

150. Use of Community Facilities

When using community facilities, personnel should:

respect local property;
minimize disruption;
leave facilities appropriately;
avoid unauthorized use; and
respect agreed arrangements.

151. Local Employment and Community Workers

Community members engaged in project activities should be treated fairly. BNF should seek to ensure that:

terms are communicated clearly;
payments are properly authorized;
safety measures are appropriate;
discrimination is avoided; and
workers are not exploited.

152. Children in Field Activities

Children should not be brought into field activities as informal workers or assistants unless their participation is specifically appropriate, safely managed, and consistent with applicable requirements. Children must not be exposed to unnecessary field hazards.

153. Occupational Exploitation

Personnel must not use unpaid labor, community labor, interns, volunteers, or junior staff for unauthorized private purposes. Organizational assignments must remain within legitimate BNF responsibilities.

154. Volunteer Integrity

Volunteers should be given appropriate responsibilities and should not be placed in situations involving unreasonable risk, inappropriate authority, or access to sensitive information without adequate safeguards.

155. Intern Integrity

Interns should receive meaningful learning opportunities and appropriate supervision. Internships must not be used to justify:

harassment;
exploitation;
inappropriate personal work;
unsafe activities; or
discrimination.

156. Professional Confidentiality After Leaving BNF

Confidentiality responsibilities may continue after a person leaves BNF. Former personnel should not use confidential organizational information for unauthorized personal or commercial purposes.

157. Return of Organizational Property

When a person’s engagement ends, they should return:

equipment;
documents;
access cards;
keys;
electronic devices;
confidential records;
project materials; and
other BNF property.

158. Exit and Handover

Personnel leaving BNF should support an orderly handover of:

projects;
data;
documents;
equipment;
contacts;
financial information;
research materials; and
other relevant responsibilities.

159. Organizational Learning

BNF encourages learning from:

mistakes;
complaints;
incidents;
audits;
evaluations;
research findings;
community feedback; and
safeguarding concerns.

Identifying a problem should be treated as an opportunity to improve where the person has acted in good faith.

160. Training and Awareness

BNF may provide training on this Code covering:

ethics;
safeguarding;
professional behavior;
anti-fraud;
conflicts of interest;
research integrity;
data protection;
environmental safeguards;
workplace conduct;
reporting mechanisms; and
digital conduct.

Relevant personnel should participate in required training.

161. Acknowledgment of the Code

BNF may require personnel to acknowledge that they:

have received or accessed the Code;
understand relevant responsibilities;
agree to follow applicable standards; and
understand how to report concerns.

Acknowledgment does not prevent a person from raising concerns about organizational policies or practices.

162. Breaches by Senior Personnel

Seniority does not exempt anyone from this Code. Where a concern involves:

the Executive Director;
an Executive Committee member;
a senior manager;
a project leader; or
another person with substantial organizational authority,

the concern should be handled through an appropriate independent governance or reporting channel.

163. Breaches by Partners

Where a partner organization or representative violates agreed conduct requirements, BNF may:

request corrective action;
require additional safeguards;
restrict participation;
suspend relevant activities;
review the partnership; or
take other appropriate contractual or organizational measures.

164. Breaches by Contractors

Contractors who violate applicable conduct requirements may be subject to:

corrective instructions;
removal from an activity;
contractual remedies;
termination of engagement; or
other appropriate measures.

165. Serious Safeguarding Breaches

Any allegation involving serious:

child abuse;
sexual exploitation;
sexual abuse;
sexual harassment;
physical violence;
exploitation;
trafficking;
serious threats; or
other safeguarding harm

should be managed under BNF’s Safeguarding Policy in addition to this Code.

166. Serious Financial Breaches

Suspected:

theft;
fraud;
corruption;
bribery;
financial diversion;
falsification of financial records; or
deliberate misuse of donor funds

should be managed under applicable financial and anti-fraud procedures.

167. Serious Research Breaches

Suspected:

fabrication;
falsification;
plagiarism;
serious authorship manipulation;
unethical research;
deliberate data manipulation; or
other research misconduct

should be referred to appropriate research integrity procedures.

168. Interaction With Law and Regulatory Requirements

BNF expects personnel to comply with applicable requirements relevant to their responsibilities. Where personnel are uncertain about a legal, contractual, donor, ethical, or organizational requirement, they should seek appropriate guidance. This Code establishes organizational standards and does not replace applicable legal or contractual obligations.

169. Policy Exceptions

Exceptions to this Code should be rare and must not be used to justify:

abuse;
exploitation;
fraud;
corruption;
serious safeguarding violations;
retaliation; or
deliberate misconduct.

Any legitimate operational exception should be appropriately authorized and documented.

170. Review of the Code

BNF will periodically review this Code to ensure that it remains relevant to:

organizational activities;
community needs;
project risks;
research activities;
digital practices;
partnerships;
safeguarding requirements; and
organizational learning.

The Code may be updated when necessary.

171. Public Transparency

BNF publishes this Code of Conduct to demonstrate its commitment to responsible organizational behavior and public accountability. The Code communicates the standards that stakeholders can reasonably expect from people representing BNF. Publication of the Code does not prevent BNF from adopting additional internal procedures or project-specific standards.

172. Expectations of Stakeholders

BNF encourages stakeholders to expect that BNF representatives will:

behave respectfully;
act honestly;
protect people from harm;
safeguard confidential information;
use organizational resources responsibly;
respect communities;
maintain professional boundaries;
avoid corruption;
respect research integrity; and
respond appropriately to legitimate concerns.

Stakeholders are encouraged to raise concerns where these standards are not met.

173. Commitment to Continuous Improvement

BNF recognizes that ethical organizational practice requires continuous improvement. The organization will seek to strengthen this Code and its implementation through:

training;
monitoring;
community feedback;
staff feedback;
incident learning;
project evaluations;
governance oversight;
policy review; and
appropriate external learning.

174. Code of Conduct: Practical Standard

In simple terms, every person acting for BNF should ask:

Am I acting honestly?

Am I treating people with dignity?

Am I protecting people from harm?

Am I using BNF’s resources responsibly?

Am I maintaining appropriate professional boundaries?

Am I protecting confidential information?

Am I avoiding conflicts of interest?

Am I respecting communities and beneficiaries?

Am I maintaining scientific and professional integrity?

Would I be comfortable explaining my conduct openly to BNF’s governance body, a donor, a community member, or the public?

If the answer to any of these questions is uncertain, the person should seek appropriate guidance before proceeding.

Bangladesh Nature Foundation is committed to maintaining an organizational culture based on integrity, respect, professionalism, accountability, transparency, environmental responsibility, scientific integrity, community respect, and safeguarding. BNF recognizes that its credibility depends not only on the conservation results it seeks to achieve but also on how those results are pursued. Every person representing BNF has a responsibility to uphold this Code.

No conservation objective, project deadline, funding requirement, institutional relationship, financial consideration, or organizational interest justifies abuse, exploitation, fraud, corruption, discrimination, harassment, retaliation, research misconduct, or other serious unethical conduct.

BNF therefore expects its governance members, employees, consultants, researchers, volunteers, interns, contractors, partners, and representatives to act with honesty, professionalism, respect, care, and accountability. Through this Code of Conduct, BNF seeks to strengthen trust with communities, beneficiaries, employees, researchers, government institutions, donors, partners, and the wider public.

Bangladesh Nature Foundation remains committed to responsible conservation, ethical research, sustainable development, community dignity, environmental stewardship, and accountable organizational practice.

Contact for Conduct-Related Concerns

Bangladesh Nature Foundation (BNF)

Sayman Road

Cox’s Bazar-4700, Bangladesh

Website: https://bdnature.org/

General Contact: info@bdnature.org

Telephone: [Insert official contact number]

Where a concern involves a person responsible for receiving complaints, the concern should be directed to an alternative authorized governance channel.

Related BNF Policies

For further information, users and stakeholders should also consult BNF’s:

Safeguarding Policy
Environmental & Social Safeguards Policy
Conflict of Interest Policy
Anti-Fraud & Anti-Corruption Policy
Whistleblower Policy
Complaints & Feedback Policy
Gender Equality & Non-Discrimination Policy
Research Ethics Policy
Research Integrity Policy
Data Protection & Management Policy
Privacy Policy
Copyright & Intellectual Property Policy
Terms of Use
other applicable organizational and project-specific policies

Policy Review: This Code should be reviewed periodically by BNF management and the appropriate governance body and updated where organizational activities, risks, stakeholder expectations, or applicable requirements change.