Code of ethics and Deontology

Code of ethics

Click HERE to download our code of ethics. (Original version only available in French)

This Code of Ethics sets the standards to meet and promote in order to maintain our industry’s trust in the Parity Committee (hereinafter the “Committee”). It serves as a guide for:

  • The Committee to be able to fulfill its mission and uphold its values;
  • The Committee to be able to maintain its credibility in the industry;
  • Representatives to be able to uphold values and respect rules of behaviour.

The Code applies to all employees, officers, agents and members of the Board of Directors (hereinafter the “representatives”) of the Committee.

Through their actions and decisions, the representatives play a key role in fulfilment of the organization’s mission and in the promotion of its social image.

Any violation of the rules mentioned in this document will be subject to disciplinary action ranging from a reprimand to exclusion or dismissal.

Code of deontology

Click HERE to download our code of deontology (Original version only available in French)

By adopting this code of deontology, the Board of Directors aims to assure its subjects that the Committee is trustworthy and takes concrete measures to support such trust.

  1. Directors or their substitutes, where applicable, serving on the Committee shall not derive any financial or material advantage. Expenses incurred during their term are defined in the regulations regarding attendance allowances and travel expenses.
  2. Directors, or their substitutes, where applicable, commit to behaving with transparency regarding the Committee’s affairs, as prescribed in the Code of Ethics. They undertake to promptly respond to any requests regarding their activities.
  3. Directors, or their substitutes, where applicable, in the performance of their duties, commit to considering the interests of the Committee and to avoiding any situation of conflict of interest or appearance of conflict of interest. To this end, among other things, they would avoid any situation where they would be in a position to favor their personal interest or that of a related person to the detriment of the Committee’s interest.
  4. The director or their substitute, where applicable, must, upon taking office, and subsequently annually, at the first Board of Directors meeting, disclose to the Committee any relationship with a related person or any interest they have, personally or through a related person, in an organization, company, or association that could place them in a conflict of interest situation, as well as any rights they may assert, personally or through a related person, against the Committee, indicating, if applicable, their nature and value, in accordance with Annex 2 of this policy. They must also promptly and in writing notify any changes that occur during the year, which conflict with their personal interest or that of a related person and that of the Committee, and refrain, by withdrawing from the meeting, from participating and voting on any deliberation and decision concerning the organization, company, association, or legal person in which they have such an interest.
  5. The director or their substitute, where applicable, cannot accept any gratuity for themselves or a third party, regardless of its nature or source, nor can they offer gratuities to anyone in order to influence a transaction or decision.
  6. No personal gifts of appreciation from a company or organization will be accepted by a director or their substitute, where applicable, or by agents or management.
  7. The employee, for their part, undertakes to avoid any favoritism in their relations with the directors and suppliers of the Committee.
  8. Directors or their substitutes, where applicable, undertake to avoid any discrimination as defined by the Charter of Rights and Freedoms.
  9. Directors or their substitutes, where applicable, undertake, if necessary, to inform the Committee’s management of the possibility of being accused and having a criminal record by the police service or any other organization mandated by the SQ. Directors or their substitutes agree to a background check at the request of the Committee. This request must not be made unreasonably.
  10. At all times, activities organized by and/or for the Committee as well as publications will be tasteful and will adhere to this policy.
  11. Directors or their substitutes, where applicable, undertake to stay regularly informed of laws and regulations, as well as any significant studies concerning the development, conduct, and practices affecting or potentially affecting an orientation or issue that could have short, medium, and long-term repercussions for the organization.

This code of deontology, under the responsibility of the Board of Directors, applies to directors or their substitutes in management, employees, and all individuals officially working for the Committee.

** The official version must be ratified by the board of directors. **

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