Last Updated July 2023
The Center for Societal Aspiration (CSACO) is a qualified 501(c)(3) tax-exempt nonprofit organization. The Center for Societal Aspiration's Ethics Policy reflects the high standard of business conduct representing what is the hallmark of our organization. Our Ethics Policy helps define our commitment to support a culture of openness, trust and integrity in all we do. We are committed to conducting all of the Center for Societal Aspiration's affairs and activities with the highest standards of ethical conduct. All of us have an obligation to adhere to this policy and encourage others to do the same.
The Ethics Policy helps clarify our standard of conduct. It makes clear that the Center for Societal Aspiration's expects volunteers and employees to understand the ethical considerations associated with their actions. Our Ethics Policy affirms our long-standing commitment to not merely obey the law, but also to conduct our business with integrity and without deception. The Center for Societal Aspiration’s reputation for integrity and honesty is more important today than ever before. As we think of "what we do" at the Center for Societal Aspiration and "how we do it," always remember our responsibility to ask ourselves: "Am I doing the ‘right thing’ for the ‘right reason‘?"
The mission of the organization is “to provide comprehensive health-based care to foster growth in the essential elements of the livelihood of individuals and their societies while nourishing a healthy, conscientious, and equitable relationship between a society and all of its people.”
The vision of the organization is “until everyone is able to access their human potential and live their purpose. Until every society is designed for the prosperity of all people.”
The philosophy of care of the organization “Our care will always be based in cultivating prosperous individuals and societies, while prioritizing agency, privacy, and equity. Our care embodies a multidisciplinary and interdisciplinary model, evidence and data-based practices, and a stakeholder approach.”
Code of Ethics
The Center for Societal Aspiration's employees and volunteers must:
Proactively promote ethical behavior as a responsible partner among peers in the work environment.
Deal fairly with CSACO Customers, suppliers, competitors, volunteers, and employees.
Provide constituents with information that is accurate, completely objective, relevant, timely, and understandable.
Comply with applicable government laws, rules and regulations.
Maintain the confidentiality of information entrusted to them by the CSACO or its Customers except when authorized or otherwise legally obligated to disclose.
Accept responsibility for preventing, detecting, and reporting all manner of fraud.
Be honest and ethical in their conduct, including ethical handling of actual or apparent conflicts of interest between personal and professional relationships.
Protect and ensure the proper use of company assets.
Prohibit improper or fraudulent influence over the External Auditor.
The purpose for this ethics policy is to support a culture of openness, trust, and integrity in all Center for Societal Aspiration management and business practices. A well understood ethics policy requires the participation and support of every CSACO volunteer and employee. The CSACO Code of Conduct in the Human Resources Policy Manual provides guidance for decisions and actions during our daily work. We are committed to the responsible use of CSACO assets; to provide accurate, complete and objective information; to respect the confidentiality of financial and other information; to act in good faith and exercise due care in all we do; to comply with all rules and regulations, and to proactively promote ethical behavior. The CSACO’s Ethics are built on the CSACO’s Guiding Values. As such, we acknowledge our individual responsibility to ensure our collective success by practicing and promoting the following values which reflect a shared view of how we want to operate and be seen by others.
The CSACO is committed to provide a work environment that values diversity among its volunteers and employees. All Human Resource policies and activities are intended to create a respectful workplace where every individual has the opportunity to reach their highest potential. Employees are provided opportunities regardless of race, gender, color, national origin, religion, sex, sexual orientation, marital status, age, veteran status or disability. These policies apply to both applicants and employees in all phases of employment including, recruiting, hiring, placement, training, development, transfer, promotion, demotion, performance reviews, compensation, benefits and separation from employment.
We will evaluate how we are living up to our code of ethics by requesting feedback on a regular basis from our employees, volunteers and customers. We will provide all of our stakeholders a mechanism to report unethical conduct. We will begin with employee orientation and regularly communicate all of these expectations to employees and volunteers.
CSACO volunteers, employees, contractors and suppliers are expected to report any practices or actions believed to be inappropriate to their supervisor, another CSACO leader, the Human Resources department, or via the CSACO ethics hotline.
We are dedicated to 100% client satisfaction. We are devoted to developing “client enthusiasm” and are passionate about exceeding client expectations. We dedicate ourselves to anticipating the changing needs of clients and creating timely, innovative and superior programs, products and services.
Fraud is defined as any intentional act or omission designed to deceive others, resulting in the victim suffering a loss and/or the perpetrator achieving a gain. The CSACO Board of Directors and Senior Management have adopted a “no fraud tolerance” attitude. In addition to the Board, volunteers, management and staff at all levels of the organization have responsibility for preventing, detecting and reporting fraud. In addition to the definition of fraud set out above, this policy covers any dishonest or fraudulent act, including but not limited to:
Misappropriation of funds, securities, supplies or other assets.
Impropriety in the handling or reporting of money or financial transactions.
Profiteering as a result of insider knowledge of company plans or activities.
Disclosing confidential and proprietary information to outside parties.
Intentional, false representation or concealment of a material fact for the purpose of inducing another to act upon it to procure an advantage, benefit or gain.
Accepting or seeking anything of material value from contractors, vendors or persons providing services/materials to AHA, unless pursuant to the Acceptance of Gifts Policy.
Destruction, removal, or unauthorized use of records, furniture, fixtures, and equipment.
Any similar or related irregularity.
Each member of management will be familiar with the types of improprieties that might occur within his or her area of responsibility and be alert for any indication of irregularity. An employee, volunteer, consultant, vendor, contractor, or outside agency doing business with CSACO shall immediately report any irregularity that is detected or suspected, as instructed below under ‘Reporting Ethics Violations.’ Any employee or person who suspects or reports dishonest or fraudulent activity shall not attempt to personally conduct investigations or interviews related to any suspected fraudulent act. Investigations will be coordinated with the Legal Department and other affected groups, both internal and external. For additional information regarding fraudulent activities, refer to the CSACO Fraud Risk Management Program.
Conflict of Interest
Nonprofit's Property and Information
Employees and volunteers are expected to protect the CSACO’s property at all times; including cash, equipment, records, employee, and customer information. This also requires employees and volunteers to maintain confidentiality regarding CSACO records, and employee and customer information.
The Center for Societal Aspiration is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment, explicit bias and prejudice. As such, we have a strict nondiscrimination policy. We believe everyone should be treated equally regardless of race, ethnicity, sex, gender identification, sexual orientation, national origin, native language, religion, age, disability, marital status, citizenship, genetic information, and pregnancy, socioeconomic status or veteran status. Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such discrimination, please let your manager or Human Resources Department know as soon as possible. Every complaint will be appropriately investigated. We prohibit retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.
Diversity, Equity and Inclusion Policy
The Center for Societal Aspiration and all its entities are committed to workforce diversity, creating equity across our systems and fostering and advancing a culture of inclusion. Our culture of belonging is about uniting different backgrounds, beliefs and experiences in an environment where everyone is valued.
If you have questions or concerns about compliance with any of the policies listed above, or are unsure about what is the “right thing” to do, we strongly encourage you to first talk with your supervisor, program leader, another CSACO Leader or the Human Resources department. No director, trustee, officer, employee or volunteer who in good faith reports an action or suspected action taken by or within the CSACO that is illegal, fraudulent, or in violation of any adopted policy will suffer intimidation, harassment, discrimination or other retaliation. The CSACO treats complaints about and reports of possible discrimination seriously and investigates them as required by our procedures and any applicable laws.