Code of Conduct

This Code of Conduct ("Code") sets out our expectations for anyone carrying out the activities and operations of Good Ancestors Policy Ltd. ("Good Ancestors"). This includes the behaviour we expect from those representing, doing work for or being supported by Good Ancestors.

If you have any concerns about the following, please contact the relevant executive staff or board directors listed in our organisational chart. Please reach out to us as soon as you can – we want to have a plan to avoid issues and fix mistakes. See Raising concerns and complaints below for more.

Follow our purpose

We expect that our activities are in line with our charitable purpose. This purpose is written in our constitution. Here is an extract:

(i) better safeguard the world from existential risks and other events, such as global catastrophic risks, that could lead to the curtailing of humanity's long-term potential (longtermist issues); and

(ii) improve the long-term future of humanity and other sentient beings (longtermist activities);

(iii) promoting the principles of expansive compassion and the use of the scientific method to do good.

As a non-for-profit, we don't operate for the profit or benefit of any particular people.

Comply with Australian laws

We expect that our activities comply with Australia's laws. As an Australian organisation, we must comply with Australian laws (while operating both within Australia and overseas). This includes laws covering money laundering, financing of terrorism, sexual offences against children, slavery and slavery-like conditions, trafficking in persons and debt bondage, people smuggling, international sanctions, taxation and bribery.

Treat each other fairly

We expect that everyone working with or on behalf of Good Ancestors gets a fair go and is treated with respect. In line with the Fair Work Act 2009 and Australian anti-discrimination laws, we don't tolerate bullying, or discrimination on the basis of race, age, sex, sexual orientation, gender identity, disability, pregnancy, marital status, religion or political opinion – in recruitment, engagement, promotion or anything else.

Protect vulnerable individuals

We expect that any operations which may interact with vulnerable individuals take reasonable steps to protect those individuals. Vulnerable individuals include those under the age of 18, or otherwise unable to take care of themselves. If you believe any of our activities are likely to interact with vulnerable individuals please notify us.

Declare conflicts of interest

A conflict of interest is where someone's personal interest conflicts with their ability to act in Good Ancestors's best interests. A perceived conflict of interest is where someone could reasonably believe a conflict exists, even if it doesn't. We don't expect to avoid all conflicts of interest. Rather, we expect that others are informed that the conflict exists so they can take reasonable steps to ensure it doesn't interfere with an individual's work.

Ongoing disclosure obligations

We expect that if circumstances change, you promptly disclose any new matters that could reasonably affect Good Ancestors. This includes changes to previously disclosed conflicts of interest, as well as legal, regulatory or reputational matters (e.g., bankruptcy proceedings, regulatory investigations, criminal charges, adverse media coverage, or public statements that could conflict with Good Ancestors's purposes).

Prohibition of sexual misconduct

In line with Australian federal and state laws, Good Ancestors prohibits all forms of sexual misconduct, including sexual harassment. Sexual misconduct includes any unwelcome sexual behaviour that a reasonable person would find offensive, intimidating or humiliating, including sexual harassment under the Sex Discrimination Act 1984 (Section 28A). This applies to all employees, contractors, vendors and any external stakeholders. Stakeholders should report any incidents or concerns to any of the persons set out at the beginning of this Code.

Raising concerns and complaints

If something goes wrong – a breach of this Code, or a concern about your work, conduct or treatment – please raise it with the relevant executive staff or board directors listed in our organisational chart. If your concern is about one of those people, raise it with any of the others instead. We'll acknowledge it within five business days and aim to resolve it (or set out next steps) within twenty. We'll keep things confidential as far as we reasonably can, and we won't punish anyone for raising a concern in good faith.

Performance, conduct issues and how an engagement ends are governed by whatever sets out the relationship: your employment contract and the Fair Work Act 2009 (see How this job can end) for employees, your service agreement for contractors, our constitution for directors, and a conversation for volunteers. We'll always aim to be fair and give reasonable notice. If we can't sort something out internally, you can always escalate externally – for example to the Fair Work Commission, the Australian Human Rights Commission or – for criminal matters – the police.