Code of Ethical Conduct for all colleagues

• More than ever before, we need people who are both operationally and professionally competent, as well as being capable of creating and inspiring and motivating others - everyone can do that. We need people who will take responsibility for continuous improvement in our performance as a public service.
• The Behaviour Framework recognises that competence is not defined by what courses we have attended or what qualifications we have achieved, but instead by the difference we are all making to the people around us and to the performance of the team and organisation, whatever our role. This difference is then ultimately experienced by our customers through improved service delivery.
• Your manager will give you feedback on your performance, support your well-being, and have career conversations to plan your future growth and contributions. 
• If you have performance issues, your manager can provide formal support through our Supporting Performance Policy. 
• We care about work/life balance and your well-being. External factors may impact your performance, and we'll support you to address them.  
   

• We value acceptance, tolerance, and inclusion in our work with the public, other agencies, and colleagues. We welcome all individuals to bring their whole selves to work. 
• As a public sector employer, we consider the needs of those protected under the Equality Act 2010 in our decision-making. 
   

• We must follow the law both at work and outside. Breaking the law may lead to criminal or internal disciplinary investigations. A criminal record could affect your employment with us. Please inform a senior manager if you are arrested or charged. 
• Under the Health and Safety at Work Act 1974, we must provide a safe workplace. We all need to take reasonable care of our own and others' safety.  
• Everyone must follow safety policies, procedures, and wear provided protective equipment. Report accidents or near misses at work.  

• Wear your uniform, PPE, or work clothes as intended, presentable, and clean. Adaptations may be considered for religious beliefs, disability, or menopause/pregnancy. 
• Dress appropriately for corporate colleagues’ jobs and promote a positive and professional image at work. Balance smartness and individual style as an inclusive employer. 
• Facial hair is allowed but must not affect mask seals. Tattoos are allowed if not offensive or aggressive. 
  Operational roles may require hair to be tied back or covered for safety.  
• Everyone should be fit to perform their role at work.  Under our Drugs and Alcohol Policy, you must not be under the influence of drugs or alcohol. We provide support for dependencies. 
• Smoking, including e-cigarettes, is not allowed inside our premises, service vehicles, or in view of the public. Designated smoking areas are provided externally.

• We all play a vital part in each other’s professional reputations, as well as the reputation of Kent Fire & Rescue Service. As public servants, our actions both inside, and outside of work are viewed in a different light compared to those who are not public servants. 
• You must not recklessly or maliciously harm the professional reputation of anyone that works for Kent Fire & Rescue Service.  
• In addition, you should not engage in any practice that could be seen as detrimental to the reputation and/or interests of the Service. 
  
   

We are all responsible for keeping ourselves safe and protecting the property of Kent Fire and Rescue Service. Here's what you need to do: 

• Keep your uniform and equipment safe, do not leave them visible in a vehicle. 
• If you're the last person in the office or station, make sure all windows and doors are securely closed. 
• Keep your ID pass visible while at work. If you cannot display it on a lanyard due to certain situations, keep it with you and show it if asked. If you lose your pass, inform your manager or Property Services immediately. After leaving work, remove your pass so it is not visible. 
• When you leave the Service's employment, return all passes, uniform, and property to your manager. 

Follow the data protection principles as set out in the Data Protection Policy and its underlying Tier 3 procedure/guidance. Never disclose personal data without a justified and lawful basis.  

• Understand the Social Media Policy, and if you're unsure, ask your manager. 
• Never display pornographic, offensive, or discriminatory materials at Kent Fire and Rescue Service premises, property, or vehicles.  
   

If you have a relationship at work, here are some points to protect yourself and your relationship: 

• Do not share confidential or corporate information with your partner or family member who works here; it could be a breach of trust. 
• If you have a relationship with someone you manage, declare it to your manager to avoid any conflicts of interest. 
• Sometimes, if necessary, you might need to be in different teams to avoid risks to the organisation. 
• Do not be intimate with your partner at work, as it can make others uncomfortable. 
• If a relationship ends, treat your ex-partner professionally. Any unfair treatment or harassment will not be tolerated. 
  
   

• Confidentiality is essential, especially in the public sector. Your contract of employment includes a confidentiality clause, and you must follow it. 
• If you need to share data with a third party, get permission from a senior manager and follow the Data Sharing Protocol. 
   

If you're asked to represent or speak for Kent Fire and Rescue Service, follow these principles: 

• Get permission from the Engagement Lead or the Communications Team before speaking to the media or public.
• Be careful not to express opinions that might be mistaken for the Service's official stance. 
• Be mindful of how your personal views can impact the Service's reputation. 
• If representing a Trade Union, make it clear that your comments represent your union, not Kent Fire & Rescue Service. 
   

• Full-time colleagues can have other jobs outside of work, but you need permission to avoid conflicts of interest or reputational issues. More information is available in the Secondary or Other Employment Policy.  
• On-Call colleagues usually work for another employer, and it-' is crucial to consider the Code of Ethical Conduct even in that role. 
• To ensure work-life balance and safety, we set a maximum limit for total working hours. You must declare any outside work to assess potential risks.

When taking other employment: 

• Work outside of your scheduled hours and not on Service premises or using Service equipment. 
• Ensure your outside role does not conflict with the Service's activities. 
• Do not promote your business based on your association with the Service. 
• Any work-related information belongs to the Service and should not be used without permission. 

If there's a potential conflict of interest or risk to the Service, declare it as soon as possible. 

As a public servant, you should be aware that your actions both at work and outside of work may be closely observed, and you might have to make ethical decisions. 

All public servants should follow the Seven Principles of Public Life (also known as Nolan Principles): 
 

Principle 1. Selflessness

• Put the public interest first. 
• Understand and respect the needs and opinions of different people and communities.
• Treat people based on their needs and show compassion and empathy. 
• Focus on improving services for the community. 
   

Principle 2. Integrity

• Be always honest and truthful, upholding the fire service's values.
• Always do what is right, even if it is difficult. 
• Courageously challenge inappropriate or discriminatory behaviours. 
• Avoid conflicts of interest and declare any personal connections. 
   

Principle 3. Objectivity

• Make decisions fairly, based on evidence, without discrimination or bias. 
• Stay politically neutral at work and avoid showing personal political opinions. 
• Keep an open mind and listen to others' perspectives before making decisions. 
   

Principle 4. Accountability

• Be accountable for your decisions and actions to the public. 
• Be transparent and open about your decisions. 
• Report any concerns about fraud, corruption, or unethical behaviour to the appropriate authority. 
   

Principle 5. Openness

• Be willing to explain and justify your decisions. 
• Respect individual differences and understand diverse needs. 
   

Principle 6. Honesty

• Be truthful 
• Comply with organisational values and ethics
   

Principle 7. Leadership

• Remember that you always represent the organisation, including on social media. 
• Promote and uphold these principles, challenging poor behaviour when necessary. 
• Safeguard others and report any concerns about abuse or neglect. 
• Act as an inspirational role model by considering others' needs and well-being. 
• Take responsibility for your actions, admit mistakes, and make decisions based on facts. 
• Show compassion and respect towards colleagues and others. 

Following these principles will help you maintain a high standard of conduct and contribute to the well-being of the community and the organisation. 
 

If you oversee people at Kent Fire and Rescue Service, you play a vital role in upholding ethical standards and creating a culture of honesty and fairness. You are seen as a role model whether you lead, manage, train, or support others. Your role is to ensure others understand what is right and wrong. 

In addition to the general responsibilities shared by all colleagues, you have some specific duties to ensure that your team behaves ethically. Here are your responsibilities: 

• Lead by Example: As leaders, you must set the best example of ethical conduct. Your behaviour should match the values in the Code of Ethical Conduct. When you show integrity consistently, it motivates your team to do the same.
• Encourage Ethical Decisions: In your managerial decisions and interactions with your team, consider the principles of the Code of Ethical Conduct. Encourage open discussions about ethical dilemmas and guide your team members on how to handle them with integrity. 
• Support and Mentor: If any team member violates the Code, it is your responsibility to support them appropriately. Offer guidance and mentorship to help them understand the importance of ethical behaviour and the consequences of misconduct. Create a supportive environment where they feel comfortable seeking advice on ethical challenges. 
• Embrace Inclusion and Diversity: Promote inclusion within your team. Encourage diverse perspectives and create an environment where everyone feels respected and valued. This fosters a supportive workplace, in line with the Code's values. 
• Care for Team Wellbeing: Be sensitive to your team members' feelings and wellbeing. Prioritise their mental and emotional health. Show genuine concern for their welfare and support them during difficult times. 
• Accountability and Reporting:  Hold yourself and your team members accountable for following the Code of Ethical Conduct. If you witness any inappropriate behaviour, address it promptly and report it through the proper channels. Be proactive in addressing any concerns your team members may have about ethical issues. 

By fulfilling these additional responsibilities, you contribute to a positive and ethical work environment, building trust among your team, customers, and the community we serve.  
 

Senior managers have an additional Code of Ethics for Senior Managers document as part of their contract (see the Code of Ethical Conduct for Senior Managers).