Code of Ethics

Employers and clients insist on the highest possible standards of personal integrity, professional competence, sound judgment, and discretion. Thus, Candidates, Designees, Board Members, and IDC staff must agree to the Institute for Diversity Certification’s Code of Ethics, which describes the behavior expected of diversity professionals or executives. Developed by the profession for the profession, the Code of Ethics is the public declaration of a diversity leader’s obligations to themselves, their profession, and society at large. The code follows.

I strive to:

• Identify my own biases and actively work to manage them.
• Examine my own cultural values and avoid imposing those values on others.
• Avoid stereotyping by race, gender, age, religion, ethnicity, geography, sexual orientation, gender identity, disability, mental health/neurodiversity, physical appearance, class/income, social status, or other unique characteristic.
• Recognize the rights and dignities of each individual to be treated fairly.
• Promote Inclusion and the removal of barriers for all groups.
• Demonstrate excellence in my work, work products, and leadership.
• Provide the highest level of quality in Diversity management by applying industry-best practices, strategic insights, and/or compassionate engagement.
• Do what I can to help my senior management, business partners, co-workers, direct reports, and/or clients eliminate biases, stereotypes, harassment, and discrimination.
• Comply with all equal opportunity laws in my jurisdiction and other regulations governing my position and the industry.
• Keep informed of pertinent knowledge and research in the field of Diversity, Equity, Inclusion, and Accessibility (DEIA).
• Maintain confidentiality and integrity in the practice of my profession.
• Support my peers and avoid conduct that impedes their work.
• Conduct myself in an ethical and honest manner.
• Seek and disseminate the truth, and implement it appropriately.
• Be honest, fair, and courageous in understanding, presenting, and interpreting information.
• Test the accuracy of information from all sources and exercise care to avoid inadvertent error.
• Prevent deliberate distortion.
• Make certain that Diversity information and promotional materials, photographs, audio (including sound bites), videos, graphics, and data are not misrepresented, including using information out of context, intentionally misstating numbers, writing misleading or erroneous reports, posting/sharing fake news via social media, or overexaggerating diverse representation/offensive language/toxic situations at work.
• Tell the story of Inclusion and of human experience boldly, even when it is unpopular or professionally risky.
• Advocate for the voiceless and disenfranchised; every voice should be equally valid.
• Support accountability, transparency, courage, and an overall healthy workplace culture.
• Fairly and accurately represent my Diversity credentials, qualifications, experience, and ability.