GPM® Ethics, Accountability, and Workplace Integrity Policy

1. Purpose

GPM is committed to maintaining the highest ethical standards, fostering a culture of integrity, and ensuring a respectful, safe, and equitable environment for all stakeholders, including staff, credential holders, partners, and representatives. This policy outlines the procedures for reporting ethical violations, protecting whistleblowers, addressing conflicts of interest, and preventing harassment or discrimination.

2. Reporting Ethical Violations and Disciplinary Actions

2.1 Ethical Violations

Violations of the GPM Code of Ethics and Professional Conduct include, but are not limited to:

  • Fraud, dishonesty, or misrepresentation.
  • Conflicts of interest that are not disclosed or managed appropriately.
  • Harassment, discrimination, or workplace misconduct.
  • Breaches of confidentiality or improper handling of sensitive information.
  • Actions that undermine GPM’s commitment to sustainability and ethical leadership.

2.2 Reporting Process

  • Ethical violations must be reported through GPM’s confidential reporting channel (email, online form, or designated ethics officer).
  • Reports should include relevant details, evidence (if applicable), and any witnesses.
  • GPM will acknowledge receipt of the report within five (5) business days and initiate a preliminary review.

2.3 Investigation and Resolution

  • An independent Ethics Committee will assess each report and determine the need for further investigation.
  • Investigations will be conducted fairly, confidentially, and without bias.
  • Individuals accused of violations will have an opportunity to respond before any action is taken.

2.4 Disciplinary Actions

Based on the severity of the violation, the following actions may be taken:

  • Reprimand – A reprimand is a formal statement that the reported actions violated the Code. A reprimand is not publicly reported.
  • Censure – Censure is a formal statement that the actions violated the Code that is publicly reported. Censure is the choice when little or no actual harm was done.
  • Suspension – Suspension is a formal statement that the actions violated the Code that is publicly reported. Suspension will be reported on the GPM website with an endpoint specified. Suspension may be for one (1), three (3), or five (5) years.
  • Revocation – Revocation is a formal statement that the actions violated the Code that is publicly reported. Revocation penalties vary based on the individual's relationship to GPM.
  • Legal Action – If a violation involves unlawful activities, GPM reserves the right to involve legal authorities.

3. Whistleblower Protection

3.1 Protection Against Retaliation

  • Individuals who report ethical concerns in good faith are protected from retaliation, including threats, demotions, or termination.
  • Any retaliation against a whistleblower will be treated as a serious ethical violation and is subject to disciplinary action.

3.2 Confidentiality

  • Whistleblower identities will be kept confidential to the fullest extent possible.
  • Reports may be made anonymously if preferred.

4. Conflict of Interest Policy

4.1 Definition

A conflict of interest arises when personal, financial, or professional interests interfere with the best interests of GPM. Examples include:

  • A GPM representative receiving personal benefits from a vendor or partner.
  • A credential holder using GPM methodologies for personal financial gain without disclosure.
  • A staff member involved in decisions that benefit family members or close associates.

4.2 Disclosure and Management

  • All potential conflicts must be disclosed to GPM leadership before taking any action.
  • A conflict resolution process will determine whether mitigation measures (e.g., recusal from decision-making) are necessary.
  • Failure to disclose a conflict of interest may result in disciplinary action.

5. Anti-Harassment and Non-Discrimination Policy

5.1 Commitment to a Respectful Environment

GPM prohibits any form of harassment, discrimination, or bullying, including but not limited to:

  • Discrimination based on race, gender, sexual orientation, disability, religion, or any protected status.
  • Sexual harassment, including unwelcome advances or inappropriate comments.
  • Workplace bullying, intimidation, or retaliation.

5.2 Reporting and Investigation

  • Any individual experiencing or witnessing harassment should report the incident via GPM’s confidential reporting process.
  • Investigations will be impartial, confidential, and prompt to ensure fair resolution.
  • If harassment is confirmed, corrective actions may include warnings, mandatory training, suspension, or termination.

6. Enforcement and Appeals

  • Individuals subject to disciplinary action may appeal within ten (10) business days of receiving a formal decision.
  • Appeals will be reviewed by an independent ethics panel to ensure fairness.
  • The final decision will be communicated in writing.

7. Review and Updates

This policy will be reviewed annually to ensure compliance with evolving ethical and professional standards. Updates will be communicated to all affected stakeholders.

8. Acknowledgment and Compliance

By engaging with GPM—whether as staff, a credential holder, or a representative—individuals acknowledge and agree to comply with this policy.