The purpose of this Code of Conduct is to set out standards of behaviour expected from NextGen Navigators (NGNs).

NGNs should maintain the highest standards of behaviour in the performance of their duties by abiding to the following:

●     First do no harm – Under no circumstances should we render people worse off than they were before we worked with them. We will do no harm, either through a deliberate act or through willful neglect.

●     Good intentions aren’t enough – any actions must do good, both in their result and in the methods used to reach this result.

●     Learn about trauma-informed practices – seek training on trauma-informed engagement, create safe spaces (e.g. a community event might get deeper results from small group work over a large group; vying for input or consultation with vulnerable/typically marginalised groups may need to be done separately in order to get genuine support).

●     Be kind and respectful – we treat everyone with respect and create a welcoming environment where harassment and bullying have no place. Healthy debates can be productive, but kindness is required. We avoid shaming and blaming.

●     Use non-violent conscious communication skills – we practice non-violence both in our actions and speech. Violence and aggression can manifest in many ways, including verbal sledging, physical violence, intimidation, aggressive language and bullying. Even non-verbal signals such as our facial expressions, sighs and physical stature can communicate signals that can be interpreted as aggression. Think before you act in a way or post something that could be disrespectful.

●     Be strengths and solutions-oriented – focus on what we can do rather than what doesn’t work.

●     Practice duty of care – especially enabling the dignity, rights and voice of children, elderly, women, people with disabilities, First Nations peoples.

●     Ensure diversity and inclusion – everyone has something to contribute – we do not discriminate against people based on disability, cultural background, religion, age, gender, sexual orientation, marital status, family status, union membership or else.

●     Listen to feedback and take some rest – when one or several persons tell you that you could do things differently or that you should rest, listen. Don’t hold onto roles/jobs. If you manage a team, plan weekly schedules to ensure each team members gets some rest.

●     Reach out for help – If something is bothering us, or if we reach our limits, we take ownership of the way we feel. Remedying it might be as simple as going for a walk, taking deep breaths outside, or talking it through with someone you trust.

●     Say you're sorry – it's OK if you make a mistake, it happens to all of us. If that happens, a sincere apology will help reconnect.

●     Manage expectations – over-promising and/or under-delivering can rapidly put people and communities offside. Start small, achieve some small wins and the momentum will grow.

●     Share useful and factual information – Plan C uses science and information from reputable sources. We seek to confirm information before sharing it, and we specify when sharing how credible/reliable the information is.

●     Ensure transparency – be open about what we do, and report on community meetings so that those who couldn't attend can learn from the event, but do not make statements to the press about NGNs without Plan C’s prior approval.

●     Respect privacy – Some conversations may be had in trust - ask before you share people's contact details and stories.

●     Ensure your safety and security – NGNs are not to perform activities in circumstances where there is a risk to their safety or health, or which may compromise the health or safety of others.