Introduction

Ibda’a Center is committed to providing a safe, creative, and inspiring environment for children, as well as a professional workplace based on respect for cultural diversity and integrity. This Code of Conduct serves as a mandatory reference for all employees, volunteers, consultants, and associates to ensure the achievement of the Center’s vision and values.

1. Core Principles and Values

 Child First
Protecting the dignity, well-being, and safety of children is the highest priority in all activities and programs.

Respect for Cultural Diversity

Respecting and embracing cultural, religious, and social differences while promoting the values of human and cultural exchange.

Integrity and Transparency

Maintaining the highest ethical and professional standards in all internal and external dealings.

2. Child, Women, and Vulnerable Groups Safeguarding Policy

As an organization dedicated to the development of children and women, every member of the Center is required to:

Prevention of Harm

Any form of abuse, including physical, verbal, emotional, psychological abuse, neglect, or exploitation of any child or woman, is strictly prohibited.

Professional Conduct

Maintain clear professional boundaries with children and women. Staff members must not be alone with a child or woman in a closed or isolated space outside approved activities and without appropriate supervision.

Photography and Publication

It is strictly prohibited to photograph children or publish their images on personal accounts or media platforms without prior written consent from parents/guardians and authorization from the Center’s management.

3. Workplace Environment and Protection of Employees and the Organization

Mutual Respect

Employees, volunteers, and consultants must treat colleagues, beneficiaries, and partners with dignity and respect. Any form of discrimination, bullying, harassment, intimidation, or inappropriate behavior is prohibited.

Conflict of Interest

Employees must immediately disclose any personal, financial, or commercial activity that may conflict with the interests of Ibda’a Center.

Protection of Organizational Assets

Employees are responsible for using the Center’s resources, equipment, cultural materials, facilities, and assets solely for authorized work purposes and for protecting them from waste, intentional damage, theft, or unauthorized personal use.

4. Privacy and Confidentiality

Data Protection

All staff must maintain the confidentiality and privacy of information related to children, families, employees, volunteers, donors, and cultural partners.

Intellectual Property

Training curricula, creative concepts, educational materials, and cultural programs developed within the Center are the exclusive property of Ibda’a Center and may not be used, reproduced, distributed, or shared outside the organization without official authorization.

5. Reporting and Compliance Mechanism

All employees, volunteers, and consultants are required to report immediately any violation of this Code of Conduct, including child abuse, misconduct, fraud, corruption, harassment, or other unethical behavior, through the official reporting channels:

• Child Protection: Protection@ibdaacenter.org
• Complaints Email: complaints@ibdaacenter.org
• Executive Director: hamza@ibdaacenter.org
• Administrative Board Director: Ayman@ibdaacenter.org
• Complaints and Suggestions Box

The Center guarantees the confidentiality of the reporter’s identity and protects whistleblowers from retaliation in accordance with its Whistleblower Protection Policy.

6. Disciplinary Measures

Any violation of the provisions contained in this Code may result in disciplinary and/or legal action, including:

• Verbal warning.
• Written warning (First and Second Warning).
• Temporary suspension from work with partial or full salary deduction for a specified period.
• Deduction from the basic salary, within the maximum limits permitted by applicable law.
• Termination of employment or contract (in cases of serious misconduct such as child abuse, embezzlement, serious breach of confidentiality, unjustified absence exceeding the legal limit, or violations of the Center’s regulations). In such cases, the employee shall not be entitled to claim compensation or end-of-service benefits where permitted by law.
• Referral of the case to judicial authorities and competent law enforcement agencies if the conduct constitutes a criminal offense, such as assault, abuse, exploitation, fraud, or other acts punishable by law.

7. Commitment to the Policy

Compliance with Code of Conduct and Compliance Policy is a mandatory condition for employment, volunteering, or participation in the organization’s activities. All employees and volunteers shall sign a declaration confirming their full commitment to this policy.

Ibda’a Administrative Board