The European Disability Forum (EDF) is an umbrella organisation of persons with disabilities that defends the rights of 100 million persons with disabilities in Europe. EDF is a unique platform which brings together organisations of persons with disabilities from across Europe. EDF is run by persons with disabilities and their families. It is a strong voice of and for persons with disabilities in Europe.

The European Disability Forum is committed to doing its work in the interests of all persons with disabilities and their families, accountability to the public and EDF supporters, responsible management of resources, and the highest ethical standards. EDF Code of Conduct and Ethics does not cover every issue and challenge which might arise but provides the basic principles to guide staff, members, governing bodies, and EDF’s partners. EDF values are supported by policies and procedures that apply to the EDF secretariat and governing bodies. The EDF Code of Conduct should be understood and interpreted together with the EDF Statutes.

At the first Board meeting of the newly elected Board on Sunday June 25^th in Athens, the Board unanimously agreed to adopt a code of conduct, to ensure that the European Disability Forum’s (EDF) elected representatives, in the Board and the Executive Committee, have clear guidance on the conduct expected from them. This document has been reviewed by the executive committee in its meeting in Spain in Madrid, and some changes were already made. The executive committee reviewed the document and approved it then by written procedure.

Terminology: ‘Members’ refers to members of the Executive Committee and the Board.

Code of conduct: The President and Members conduct themselves at all times in line with the EDF statutes and internal rules and the EDF[1] code of conduct, which states that: all Members, will act with honesty, integrity, and openness in their work. EDF promotes a working environment that values respect, fairness, dignity, and integrity, and therefore Members commit themselves to communicating respectfully and honestly with EDF staff, with each other, with other EDF members, within EDF meetings and events. The President and members are bound by all EDF policies including:

• Data Protection Policy
• Whistleblower Protection Policy
• Safeguarding Policy
• Fraud Policy
• Anti-harassment Policy
• Social Media Policy

Confidentiality of the debates and information: internal Executive and Board debates, confidential information or material (donors, members, staff, etc.) provided to, or discussed at Executive and Board meetings or via email (when marked private),

remain internal and confidential within the confines of the executive or board and are not to be discussed external to those bodies.

Maintaining the good reputation of EDF: Members conduct themselves in a manner which does not damage or undermine the reputation of EDF. In their public lives, their speeches and actions should not contradict the human rights values of EDF, upholding the rights of persons with disabilities in all their diversity.                                                       

Conflict of interest: Conflicts of interest can arise from financial, personal, political, or other interests of individuals representing EDF. These can impact an organisations strategy and integrity, the management of financial resources, recruitment, contracting, procurement, travel, and participation in activities. Members should inform the meeting when they have a conflict of interest so that they can be excused from the discussion and decisions concerned, in order to avoid conflict of interest, or suspected conflict of interest as this can be damaging to the reputation and functioning of EDF.

Staff supervision and feedback. Members are not responsible for the daily management of the staff of the secretariat which is in the sole responsibility of the Director. The Director ensures human resource management is in line with the Belgian law and EDF Policies and procedures. However, Members will work on specific topics and be supported by EDF staff. Any feedback on EDF staff performance is communicated privately to the Director, not during an Executive committee or Board meeting.  Feedback related to the performance of the Director is given directly and privately to the President, and not during meetings of the executive committee or Board.  

Performance of the Executive Committee: the committee undertakes to review its own performance every 2 years. This review will be documented and shared with the EDF Board.