GGA Code of Ethics | Policies |
Terms of Service
Global Goodwill Ambassadors Foundation (hereinafter referred to as Foundation is committed to providing an environment for members, volunteers) that is comfortable, safe and free from harassment of any kind. Any type of harassment is a violation of our Code of Ethics policy and will result in loss of your Global Goodwill Ambassador designation and may be illegal.
Social Media: We understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and collogues around the world. However, the use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for the appropriate use of social media. This policy covers all content and any form of harassment – from unkind words to unwanted romantic advances to hate speech to bullying – by any GGA.
Social media includes all means of communication or posting information or content of any sort on the internet, including to your own or someone else’s web blog, journal or diary, personal website, social networking or affinity web site, web bulletin board or chat room, whether or not associated or affiliated with the Foundation, as well as any other form of electronic communication. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects the Foundation, your fellow associates or otherwise adversely affects members may result in loss of your GGA designation.
Global Goodwill Ambassadors Foundation is a non-political, non-biased foundation and believes all people are equal regardless of their race, color, religious beliefs, gender, sexual orientation, geographical residence, socio-economic status or creed.
As an ambassador and someone required to adhere to the rules of personal decorum and ethics, as a GGA you are not permitted, allowed, authorized, admissible, nor is it condoned to talk to, continue chats, send messages, pictures or links, that includes, involves or incites lewd and lascivious behaviors.
2. Harrassment Definition
Harassment can take many forms. It may be but is not limited to the following: words, signs, jokes, pranks, intimidation, physical contact, or violence. Harassment does not have to be sexual in nature. Sexual harassment may include unwelcome sexual advances; requests for sexual favors, pictures; or other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment, either implicitly or explicitly. It is not the intent of the behavior by the offender that determines if harassment has occurred by whether the behavior is welcome by the receiver.
Always be fair and courteous to everyone and do not post video, audio or text that can reasonably be viewed as malicious, obscene, threatening or intimidating, that disparage others or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion.
*Do not use the Foundation logo or create a link on your website to our website without permission from Lisa Jones, President, and COO.
Global Goodwill Ambassadors is dedicated to keeping our environment free of any type of harassment. If you become aware of an incident of harassment, whether by witnessing the incident or being told of it, please report this to Lisa A. Jones, President/COO, Lisa@globalgoodwillambassadors.com. Screenshots of anyone breaking this code of ethics/harassment policy are very helpful.
If you are able to do so without conflict or danger, tell the harasser as clearly as possible that the behavior is unwelcome.
Upon receipt of a complaint, our Board of Directors will investigate such complaints including disciplinary action that should secure and maintain an environment free of harassment.
The Foundation, including all persons to whom this violation of Harassment Policy has been reported and persons who have become aware of the complaint, must maintain confidentiality, to the extent possible given the need to investigate. All complaints shall be considered confidential to the maximum extent possible.
The Foundation may not retaliate against any victim, or witness, who reports a violation of this Harassment Policy.
All Global Goodwill Ambassadors who have received our designation, have agreed to our Code of Ethics which contains a no harassment agreement and all understand that when submitting our form via the website to become a Global Goodwill Ambassador have agreed to this policy and understand this policy contained in our Code of Ethics.
Please note that we are LinkedIn based and have groups on WhatsApp and other social media forums which give you the right to block any individual for any reason and also report according to forum guidelines. We ask that everyone maintain professionalism at all times. Global Goodwill Ambassadors Foundation also does not take responsibility for the action of anyone that is not part of GGA and cannot investigate these matters.
We ask that everyone use proper safety precautions when meeting anyone in person by choosing a well-lit public venue and suggest meetings that take place during the daytime.
Please know your surroundings and inform someone where you may be in case of emergencies. Violations of any type of harassment/abuse should be reported to your local authorities as soon as possible.
**GGA names are not to be compiled on lists and used outside of GGA for any purposes. Emails and phone numbers are not shared with anyone other than country chairs, founder, president, and directors for use including GGA class information, GGA newsletter, GGA meetings. For any other use, please contact Lisa Jones. **
Photo release disclosure
I hereby grant and authorize GGA the right to take, edit, alter, copy, exhibit, publish, distribute and make use of any and all pictures or video taken of me to be used in and/or for legally promotional materials including, but not limited to, letters, flyers, posters, brochures, advertisements, fund-raising letters, annual reports, press kits, and submissions to journalists, websites, social networking sites, and other print and digital communications, without payment or any other consideration. This authorization extends to all languages, media, formats, and markets now known or hereafter devised. This authorization shall continue indefinitely. I understand and agree that these materials shall become the property of GGA and will not be returned. I hereby hold harmless and release GGA from all liability petitions, and causes of action which I, my heirs, representative, executors, administrators, or any other persons may make while acting on my behalf or on behalf of my estate. When photography, movies, marketing material, and other types of print are sent to GGAF via email, these may be used in the website, blog, articles, The Ambassador, marketing materials, and other social media websites.
We do not have Ambassadors under the age of 18. When parents or guardians send photos, you are giving your implied agreement for use of said photos. Please do not send photos for underage children (18 and under) without permission from the school, parent, guardian, etc.
GGA does not claim ownership of the materials you provide to (including feedback and suggestions) or post, upload, input or submit to any Services or its associated services for review by the general public, or by the members of any public or private community, (each a "Submission" and collectively "Submissions").
Copyright Infringement: Most of the photos placed on our website are provided by our members and/or those who wish to advertise their services when donating. GGA does not accept photos with a copyright unless the individual providing the copyright shows their "right" to use the said photo. It is up to all who contribute to ensure they have the proper license to release photos to GGA for use and these individuals are liable for any copyright infringement claim made. GGA will remove photos from our website and e-magazine if the copyright infringement claim is made and substantiated.
Please see the process for reporting copyright infringement here:
Because of the sensitive nature of volunteer work with the children we serve, please agree to the following statement:
The above information is true. I understand that providing false information is a sufficient basis for GGA to reject this application. I further understand that a background review may be done to confirm any of the information given in this application. I give permission for GGA to search for this information. GGA reserves the right to reject a candidate for any reason which our charity, in its sole judgment, determines may either affect the best interest of a child or our organization. Furthermore, GGA reserves the right to withhold the reason(s) for such refusal. In addition, it is forbidden for you to take any photos or videos of the GGA youth in our workshop without permission from GGA staff. You are also not allowed to publish any photos or videos without our permission. If we do give you permission, then you must share these materials with our organization.
LOGO USAGE: The use of the GGA logo must be approved by Lisa Jones before being used in any form including, but not limited to, flyers, websites, and promotional material.
Press releases should be approved by Lisa Jones before release.
Fundraising: All Fundraising efforts in the name of GGA are conducted by GGA through the website and other legal sources such as fundraising sites coordinated by and with express written permission by
Lisa Jones (President & COO). Raising funds in the name of GGA is prohibited due to legalities including nonprofit IRS guidelines.
As the decision-making body at the highest level of organizational leadership, boards play a critical role in creating an organization that prioritizes, supports, and invests in diversity, inclusion, and equity.
Whether in the hiring of the executive, the determination of strategy, the allocation of resources, or the goal of serving the community, the board’s leadership on diversity, inclusion, and equity matters.
As Ambassadors of the public good, all social sector organizations, regardless of mission, are called on to embrace and celebrate our common humanity, and the inherent worth of all people. In doing so, we must also acknowledge that a climate of growing intolerance and inequity is a challenge to our democratic values and ideals. Divisions along economic, racial, religious, and political lines have created an increasingly polarized society in need of healing. And the complex issues and dynamics at the intersection of race, class, gender, and sexuality call for deeper thinking as we seek to understand each other.
We believe that social sector organizations are better able to do this work effectively and with authenticity when they are led by boards that are
Diversity: The individual leaders who compose nonprofit boards are a reflection of an organization’s values and beliefs about who should be empowered and entrusted with its most important decisions. We believe that all social sector organizations can better achieve their missions by drawing on the skills, talents, and perspectives of a broader and more diverse range of leaders, and that the diversity of viewpoints that comes from different life experiences and cultural backgrounds strengthens board deliberations and decision-making.
Incluvsity The most effective boards work to build a culture of trust, candor, and respect — none of which is possible without a culture of inclusion. Boards that cultivate an inclusive culture ensure that all board members are encouraged to bring their perspectives, identity, and life experience to their board service. An inclusive board culture welcomes and celebrates differences and ensures that all board members are equally engaged and invested, sharing power and responsibility for the organization’s mission and the board’s work.
Equity-focused: Boards play a critical role in helping organizations understand the context in which they work and how best to prioritize resources and strategies based on that reality. An awareness of how systemic inequities have affected our society and those an organization serves enables boards to avoid blind spots that can lead to flawed strategies, and creates powerful opportunities to deepen the organization’s impact, relevance, and advancement of the public good.
We will rid ourselves of any kind of racism around the work as we become more unified and open our eyes to help those in need and learn to value all lives matter.
GGAF is an equal opportunity organization and will not allow discrimination based upon age, ethnicity, ancestry, gender, national origin, disability, race, size, religion, sexual orientation, socioeconomic background, or any other status prohibited by applicable law.
Organizations must be willing and able to attest that they do not discriminate on any of the above grounds in order to receive resources from GGAF. External evidence, such as negative publicity or social media, that reveals such discrimination, hate speech, or disrespectful or bullying behavior, as determined by GGAF in its sole discretion, may be taken into consideration. GGAF reserves the right to refuse service to anyone for any reason at any time.
Organizations will also be subject to eligibility requirements from donors who may require agreement to their own anti-discrimination policies.
#Unity #Humanitarian work #globalgoodwillambassadors.com #AllLivesMatter #GGA #Philanthropy #Charities
Child Protection | Safeguarding Policy
Global Goodwill Ambassadors Foundation (GGAF) believes that all children have value and worth.
We recognize and respect the rights of all children, and uphold the four core principles of the United Nations Convention on the Rights of the Child (UNCRC): non-discrimination; respect for the right to life, survival, and development; promoting the best interests of the child; and respecting the views of the child.
GGAF is committed to the safeguarding of all children within our areas of programming, irrespective of ability, ethnicity, faith, gender, sexuality and culture.
We have zero-tolerance for child abuse, exploitation, neglect, or engagement of children in child labor by sta, volunteers, consultants, partner organizations, or anyone engaged by GGAF.
Everyone engaged with GGAF programs, including but not limited to employees, volunteers, consultants of GGAF and its program partners are prohibited from engaging in child abuse, exploitation, neglect, and child labor. This includes the online sexual exploitation of children, viewing child pornography, possessing child pornography, or paying for pornography. Sex with a child is prohibited, regardless of laws regarding the age of consent. Mistaken belief about the age of a child is not a defense.
Links to Third Party Sites
Links to Other Websites
This site contains links to other sites. Please be aware that we are not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site, and to read the privacy statements of each and every website that collects personally identifiable information. This privacy statement applies solely to information collected by this Website.
GGAF is committed to an environment in which all individuals are treated with respect and dignity and are free from all forms of harassment and discrimination. Any form of harassment, even when not unlawful or directed at a protected category, is prohibited and will not be tolerated. All GGAF Members and affiliates are required to follow this policy.
Reported or suspected occurrences of harassment or discrimination will be promptly and thoroughly investigated. Following an investigation, GGAF will promptly take any necessary and appropriate disciplinary action. GGA will not permit or condone any acts of retaliation against anyone who files or cooperates in the investigation of harassment or discrimination complaints.
The term “harassment” includes harassment based on any category protected by federal, state or local law, which may include, but is not limited to, unwelcome slurs, or verbal, graphic or physical conduct relating to an individual’s race, color, religious creed, sex, national origin, ancestry, citizenship status, pregnancy, childbirth, physical disability, mental and/or intellectual disability, age, military status or status as a Vietnam-era or special disabled veteran, marital status, registered domestic partner or civil union status, familial status, gender (including sex stereotyping and gender identity or expression), medical condition (including, but not limited to, cancer-related or HIV/AIDS-related), genetic information, or sexual orientation.
Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature where:
• Submission to such conduct is an explicit or implicit term or condition of membership and any role within GGAF.
• Membership decisions are based on an potential member or current member for submission to or rejection of such conduct; or
• Such conduct unreasonably interferes with an individual or creates an intimidating, hostile or offensive environment.
GGAF provides members with a convenient and reliable method for reporting incidents of alleged harassment, including sexual harassment, and discrimination. Any member who feels harassed or discriminated against is encouraged to immediately inform the alleged offender that the behavior is unwelcome. In many instances, the person is unaware his or her conduct is offensive, and this action alone may often resolve the problem. If the informal discussion with the alleged offender is unsuccessful in remedying the problem, or if you do not feel comfortable with such an approach, you should immediately report the conduct to Lisa Jones, COO & President of GGAF at
If an employee wishes to make an anonymous complaint, they may do so. However, the scope of GGAF's investigation may be limited based on the information provided.
All reports of alleged harassment, sexual harassment, or discrimination will be treated seriously. Confidentiality will be maintained to the extent possible. However, to conduct a thorough investigation, certain information may need to be disclosed to other individuals, including the alleged offender. Consequently, absolute confidentiality cannot be promised and cannot be guaranteed.
Once a complaint of alleged harassment, sexual harassment, or discrimination is received, GGAF will begin a prompt and thorough investigation. The investigation may include interviews with all involved employees, including the alleged harasser, and any members who are aware of facts or incidents alleged to have occurred.
Following an investigation, GGAF will promptly take any necessary and appropriate disciplinary action. Disciplinary action will be taken if the investigation reveals that a member has acted in a manner that is not in alignment with the goals of this policy. GGAF may address any issue discovered during an investigation. This may include some or all of the following steps:
• Discipline the alleged harasser. This discipline may include written disciplinary warnings or loss of GGAF status.
GGAF is committed to an environment in which all individuals are treated with respect and dignity and are free from all forms of abusive conduct. Abusive conduct, or “bullying,” is the conduct of a GGAF member, Country Chair, Country Director, Global board, Executive Board of Directors, CEO, COO, and VPs with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests.
It includes unwelcome or unacceptable behavior including repeated infliction of verbal abuse, such as derogatory remarks, insults, epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance and may be directed at an individual or a group. Bullying behavior is often persistent and part of a pattern, but it can also occur as a single incident if it is especially severe and egregious. It is usually carried out by an individual but can also be an aspect of group behavior. Some examples of bullying behavior are
•Belittling or disregarding opinions or suggestions;
• Manipulating the ability of someone to do their work (e.g., overloading, underloading, withholding information, setting meaningless tasks, setting deadlines that cannot be met, giving deliberately ambiguous instructions);
• Unfairly blaming for mistakes;
• Trivializing of work and achievements;
• Abusive and offensive language;
• Public humiliation in any form;
• Spreading rumour and innuendo;
• Unreasonable criticism;
• Deliberate exclusion;
• Threats of physical harm or other types of retribution
Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the intent of the alleged bully is irrelevant, and will not be given consideration. It is the effect of the behavior upon the individual which is important.
GGAF encourages everyone to report any instance of bullying behavior. Reported or suspected occurrences of bullying will be promptly and thoroughly investigated. Following an investigation, GGAF will promptly take any necessary and appropriate disciplinary action.
GGAF will not permit or condone any acts of retaliation against anyone who files or cooperates in the investigation of bullying complaints.GGAF provides its members with convenient and reliable method for reporting incidents of alleged harassment, including sexual harassment and discrimination. Anyone who feels harassed or discriminated against should follow the complaint procedure as described in the Anti-Harassment policy.
Complaints and Whistleblower Policy
GGAF requires directors, officers, members, and volunteers to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As members and representatives of GGAF, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
Reporting Responsibility: It is the responsibility of all directors, officers, interns, and volunteers to comply with the Code of Conduct and to report violations or suspected violations in accordance with this Whistleblower Policy.
No Retaliation: No person who in good faith reports conduct under this policy shall suffer harassment, retaliation, or adverse employment consequences. Any member who retaliates against someone who has reported conduct in good faith is subject to discipline up to and including removal of the GGAF designation. This Whistleblower Policy is intended to encourage and enable member and volunteers to raise serious concerns within GGAF prior to seeking resolution outside the organization.
Reporting Violations: This policy suggests that members interns and volunteers share their questions, concerns, suggestions, or complaints with someone who can address them properly. For example, an Executive Board Members in the best position to address an area of concern.
If any person knows of or has a suspicion about misconduct, dishonesty or fraud, the President/COO should be contacted. If the alleged wrongdoing concerns the COO, then The Chief Executive Officer should be contacted. If the alleged wrongdoing concerns the CEO, the Chair of the Board of Directors should be notified instead.
If the CEO, Chair, or other officers of GGAF receives information about the misconduct, dishonesty or fraud, they shall inform the Chair of the Board of Directors, who shall determine the procedure for investigating all credible allegations.
Investigation: GGAF's Investigation Procedure will be used as follows unless allegations of either fraud or sexual exploitation or abuse are present. In those cases, separate procedures are followed pursuant to those policies.
When GGAF receives a report of misconduct or suspected misconduct, an investigative team will be formed to decide whether to proceed to a full investigation or conduct a preliminary investigation to gather relevant data as to whether a full investigation should occur. At all times, the privacy and reputation of individuals will be respected. There will be no punishment or other retaliation for the reporting of conduct under this policy. If the person providing the information requests anonymity, this request will be respected to the extent that doing so does not impede any investigation.
Investigative Team: The investigative team will be made up of the COO and the relevant Country Director, If any conflicts of interest warrant removal, that investigative team member will be removed.
Investigation Plan: The investigative team is responsible for constructing a written investigation plan which addresses the background material to be collected, the witnesses to be interviewed, the potential use of interpreters, ongoing witness and complainant needs for referral, confidentiality with regard to the identity of the complainant, witnesses, and the subject, an evaluation of any conflicts of interest, a risk assessment for the investigation, and timeframes for each stage of the investigation to ensure that the investigation is completed at the earliest point possible without compromising the quality of the investigation.
Gather Background Material: Investigators shall consider what forms of evidence may exist and how to access it, including photos, emails, correspondence, voicemails, and screenshots of conversations.
Interview Witnesses: Investigators shall consider the order of witnesses to be interviewed, with the flexibility to the idea that one interview may reveal the identities of others who should be interviewed. Witnesses should be interviewed in the language of their choice, and the interview should be conducted in a safe and supportive environment with due care and awareness of guidance on interviewing particularly vulnerable people. The purpose of interviewing is to establish whether there has been a breach of the code of conduct, not to mediate between the subject and victim or debate the morality of the subject’s actions.
Reporting: The investigation team shall write an investigation report containing the following elements, and absent any conflict of interest, shall present the report to the decisionmaker. The COO is the decisionmaker in most non-fraud investigations. In investigations containing allegations of fraud, the Board of Directors will be the decisionmaker. If the COO is the subject of the investigation, the Board of Directors shall be the decisionmaker.
• Introduction This section shall include the name and title of investigators, the name of the subject(s), a statement of confidentiality, the date, the scope of the investigation (how many complainants, witnesses, subjects), location of investigation, nature of the complaint and what elements are to be proven, and any impediments faced by the investigative team.
• Executive Summary This section includes an overview of the investigation from the beginning to the report.
• Findings This section should analyze each complaint separately if more than one, and summarize the evidence for each complaint, including interviews and documentary evidence. The section should state the evidence impartially whether it supports or refutes the complaints.
• Conclusions & Recommendations This section should state the recommendations of the investigative team for each complaint. If substantiated by reasonable inference, the investigative team should recommend appropriate disciplinary action. If unsubstantiated by insufficient or unclear evidence, disciplinary actions should not be taken, though training or supervision may be recommended if there is an indication of poor practice or negligence that does not rise to the level of abuse or exploitation. If the investigative team finds evidence to suggest that the complaint was a malicious complaint, appropriate disciplinary action should be taken against the complainant. This section should also address any risks or concerns about retaliation against the complainant or witnesses with concrete plans to monitor or protect the complainant or witnesses. If the subject leaves the organization during the investigation, the team should continue any investigations of serious allegations and add a note to file. Finally, this section should contain an analysis of the adequacy of the organization’s response to the allegation and allegations in general.
After a disciplinary decision has been made, the investigation team should memorialize the decision. All individuals with documents pertaining to an investigation will ensure that such documents are preserved securely and have been provided to the lead internal investigator.
This information should also be included in an annual report for internal use including the number of reported incidents, actions taken, and how GGAFis continually strengthening its safeguarding system.
Throughout this process, GGAF will keep complainants, witnesses, and subjects informed on relevant aspects of the investigation process by determining a specific investigative team member to be responsible to share information as part of the investigation plan. The outcomes should be made available to the survivor and the subject at the conclusion of the investigation.
Use of Photography
When photography, movies, marketing material, and other types of print are sent to GGAF via email, these may be used in the website, blog, articles, The Ambassador, and possible marketing materials. We do not have Ambassadors under the age of 18. When parents or guardians send photos, you are giving your implied agreement for use of said photos. Please do not send photos for underage children (18 and under) without permission from the school, parent, guardian, etc.
You shall not (directly or indirectly): (i) decipher, decompile, disassemble, reverse engineer or otherwise attempt to derive any source code or underlying ideas or algorithms of any part of the Website.