1. Introduction: Why This Code of Conduct Exists

Social Impact Award (SIA) brings together a diverse, international community of impact actors (see item 2 to find out which roles are referred to here). To ensure that every member of our community feels safer, respected, and empowered, this Code of Conduct defines how we show up for one another, creating a supportive and more inclusive environment for all.

This Code is not just a static set of rules. This document is an account of our living culture, and as such, it is subject to constant adaptation as part of a dynamic process. It translates our vision, mission, and values into everyday behaviors, establishing clear standards for all interactions within the SIA community. 

We recognize that our community operates within a world of unequal power dynamics and diverse cultural backgrounds. This Code is therefore designed to facilitate dialogue, rather than acting as a rigid set of fixed rules. Specifically, this foundation serves to guarantee a baseline of safety by protecting the dignity of every individual across all physical and digital SIA spaces. It promotes cultural humility by acknowledging that there is no single ‘right’ way to behave, while upholding our core values of inclusion and non-discrimination. Finally, it fosters accountability by providing clear guidance on how to respond when these standards are not met, with a consistent focus on learning, repair, and the mindful handling of power imbalances.

2. Scope: Where and for whom does the Code of Conduct apply?

The SIA Code of Conduct provides a framework for the entire SIA community and all its activities. It applies to all community members when they are participating in, contributing to, or representing Social Impact Award activities. This includes

• beneficiaries (all individuals who are or have been at least one of the following: participant, Discovery Journey participant, Incubation finalist, or alums), 
• as well as SIA hosts (an organization responsible for implementing, funding, and representing SIA in a specific country), 
• the core team (all employees and core contractors of SIA Social Impact Award gGmbH and its subsidiaries), 
• supporters (an individual actively contributing to the delivery of SIA’s programs in one or several support roles, such as expert, mentor, coach, facilitator, jury member, or screening team member),
• volunteers, 
• and partners. 

The Code applies to all spaces and interactions related to the SIA programs and the wider community, including physical environments such as local Incubation workshops, community events, and the international SIA Summit. It also covers all digital spaces, including online sessions, community platforms, and social media, as well as informal settings such as networking events, social gatherings after formal programming and shared accommodation.

While organizations within the SIA network may have their own local Codes of Conduct, these are welcome as long as they align with the core principles and minimum standards of this document. Where differences exist, the SIA Code of Conduct serves as the baseline for all SIA-related activities to ensure a consistent culture across the entire international SIA community.

3. Our Shared Principles (The SIA Way)

Rooted in the SIA Manifesto, this Code of Conduct reflects what we believe and how we aim to show up as a community. These principles are the foundation of our actions:

• Respect & Inclusion: We value diversity in all its forms. Every voice, language, and perspective adds richness to our community. We listen to understand and commit to create spaces where everyone feels they belong.
• Collaboration & Empowerment: We believe that transformation happens together. We share knowledge, amplify each other’s ideas, and celebrate collective success.
• Integrity & Accountability: We act with honesty and courage, take responsibility for our actions, and show up authentically.
• Openness & Learning: We stay curious and see mistakes as an essential part of learning by doing. Growth is a shared journey, not a straight line.
• Community First: We create supportive spaces where authenticity thrives, and we prioritize the wellbeing of people over processes.

4. Power Dynamics and Cultural Awareness

As a global network, we acknowledge that our community exists within a world of unequal power dynamics, whether shaped by origin, language, financial resources, gender, or formal roles within SIA. We recognize that respect, personal space, and communication are interpreted differently across cultures. Therefore, our goal is not to standardise behavior, but to create a space where we ask curious questions instead of making assumptions. To build a truly safer environment, we commit to continuously reflecting on our own positions and encouraging everyone, especially those in leadership and privileged roles, to be aware of their privileges and consciously give space rather than just taking it. 

In this context, we prioritize impact over intention, recognizing that well-intentioned actions can still cause harm due to power imbalances. In such cases, the experience of the affected person takes precedence over the justification of the person who acted. While we fully embrace this cultural diversity, protection against physical violence, sexual harassment, and systemic discrimination remains our absolute, non-negotiable baseline.

This awareness directly shapes our approach to power-sensitive accountability. When assessing an incident, we always examine how hierarchies or power imbalances (e.g., between the core team and hosts, or Global North and Global South) influenced the situation. We are committed to react contextually proportionate, carefully distinguishing between unintended misunderstandings and the intentional exploitation of a power position.

At SIA, accountability is a shared responsibility. However, we expect those in leadership, hosting, or supporting roles to model these principles with particular care. Because trust is fundamental, we expect a high level of self-reflection from leadership roles and treat any abuse of these roles as a severe breach. To uphold psychological safety, we strictly protect against retaliation for reporting misconduct and commit to a participatory resolution process that actively involves the affected person in the process of repair (if wanted).

5. Expected Behaviors

Within SIA, we bring these principles to life through our everyday actions. Living our values means:

• Respecting each other: Engaging with openness, curiosity, and empathy. We value different experiences and perspectives, and we take the time to understand where others are coming from.
• Creating more inclusive spaces: Being mindful of language, culture, and access needs; ensuring that everyone, regardless of background or confidence level, can take part fully.
• Acting with integrity: Keeping our commitments, taking responsibility for our actions, and embracing mistakes as part of learning. We don’t fear failure; we own it, learn from it, and grow through it.
• Empowering one another: Uplifting those around us, sharing opportunities, and helping create conditions where everyone can thrive.
• Caring for our community: Looking out for one another, voicing our needs, and contributing to spaces that feel safe, supportive, and grounded in respect.

For SIA hosts and the core team, there is an additional responsibility as the guardians of this culture. This involves ensuring that accessible reporting channels are available locally, intervening promptly when unacceptable behavior occurs, and maintaining transparent communication about the consequences of any violations.

6. Unacceptable Conduct

Certain behaviors undermine trust, safety, and a sense of belonging and will not be tolerated in the SIA community. These include:

• Any form of harassment, exclusion, or discrimination that undermines dignity, equality, or a sense of belonging is unacceptable in our community.
• Verbal, non-verbal, or physical harassment, including offensive and hurtful jokes or comments, unwanted sexual advances, and physical contact without explicit consent.
• Disrespectful conduct, such as belittling or mocking others, and violating agreed boundaries.
• Breaches of trust, such as dishonesty, violating confidentiality, and misusing personal information.
• Violence or threats of violence, as well as any criminal behavior.

7. Accountability & Consequences

At SIA, accountability means taking responsibility for our actions and their impact on others. This includes recognizing that while intention matters, ignorance is not an excuse for causing harm, and accountability requires active effort to reflect, improve, and rebuild trust. When the SIA Code of Conduct is breached, our response will be guided by three principles: proportionality, fairness, and the opportunity for learning and repair.

Minor Breaches

When an incident is reported, we first determine the appropriate handling level based on its context and severity, assigning responsibility for the assessment and resolution to either the local SIA host team, the SIA International core team, or external experts. 

Guided by the principles of fairness and constructive learning, our response is always tailored on a case-by-case basis. Minor breaches stemming from misunderstandings, a lack of awareness, or carelessness are not met with punishment. Instead, they are treated as valuable opportunities for accountability and growth. In these cases, the goal is to reflect and learn together, ensuring that unintended mistakes do not come at the expense of others’ safety or well-being. Depending on the situation, final resolutions may include structured reflection, a clear commitment to behavioral change, or positive contributions back to the community.

Severe Breaches

Some behaviors cross a clear red line and will not be tolerated under any circumstances. These include intentional harm, harassment, discrimination, sexual harassment, violence, and criminal acts. 

Responses may include immediate removal from an event, exclusion from ongoing and future SIA activities, or in extreme cases expulsion from the SIA community. Cases involving violence, sexual harassment, or other criminal acts will be reported to the relevant external authorities.

8. Reporting Pathways & Support Channels

A safer community depends on trust, which grows when people know that their concerns will be heard and dealt with properly. If you experience or witness behavior that violates this Code of Conduct, please use one of the pathways below. Choose the channel that best fits the setting of the incident and your comfort level.

Pathway 1: Program & Local Level (Your Primary Contact)

For incidents occurring within specific local programs or events, or dedicated online spaces, please reach out to the immediate team in charge:

• Local programs: Contact your Local host point of contact. Every SIA host has a designated, low-barrier team member to handle incidents locally.
• The Discovery Journey: Contact the Discovery Journey Lead / Facilitation Team directly for any incidents occurring within this international online space.
• Internal host team issues: For internal conflicts within a local host team, your organization’s standard HR and local labor law procedures remain the primary pathway.

Pathway 2: International & Network-Wide Level

For incidents occurring at international events (like the SIA Summit), on community-wide digital platforms, or if the local pathway is not appropriate or you feel uncomfortable with one of the reporting pathways above, you can contact the SIA International core team directly by submitting a report at any time via our community-wide online form. You can remain completely anonymous, or securely leave your details if you wish to receive a follow-up.

SIA commits to a transparent, fair, and care-oriented process guided by the following principles:

• Acknowledgement & serious reception: Every report will be formally acknowledged, received with respect, and taken seriously.
• Prioritizing wellbeing: The safety, care, and supportive treatment of the person raising the concern always comes first.
• Fair & multi-perspective review: To minimize bias and power imbalances, every case is reviewed by at least two team members.
• Proportional responses: Responses range from facilitated dialogue and guided reflection to escalation to safeguarding officers or external authorities.
• Transparent follow-up: Next steps and outcomes will be communicated to the reporter as far as possible, unless they explicitly decline updates, while strictly respecting everyone’s privacy.
• Confidentiality & non-punishment: All good-faith reports are strictly confidential. We guarantee absolute protection against any form of retaliation or professional disadvantage.
• Privacy & misuse: Personal data is never shared with the reported person without explicit consent. Conversely, deliberate misuse or knowingly false reports constitute a breach of this Code.