Code of Conduct

WIN's Code of Conduct – Introduction

At We Ignite Nations (WIN), we are committed to extending Christ’s love through restoring dignity, defeating poverty, and protecting the vulnerable. Our work places us in positions of trust, influence, and authority – both with those we serve and with our financial partners. For this reason, Christlike character, integrity, and accountability are essential to everything we do.

The following Code of Conduct and Whistleblower Policy establishes clear expectations for behavior, relationships, and leadership across WIN. It exists to cultivate a culture where every person is treated with dignity and where our witness reflects the nature of Christ.

Jesus redefined leadership as servanthood: “Whoever wants to become great among you must be your servant” (Mark 10:43). At WIN, we embrace this model—using influence not for personal gain, but to bring life, freedom, and transformation to others.

We are also called to reflect Christ in the way we treat one another daily, even when under stressful circumstances. Scripture instructs us, “Be kind and compassionate to one another” (Ephesians 4:32). Therefore, all WIN leaders and team members are expected to communicate respectfully with others, in an attitude of humility -  regardless of pressure, cultural differences, or leadership responsibility. Harsh, demeaning, or disrespectful words or behavior is not consistent with the character of Christ and has no place in our organization.

Because authority can be misused, we commit to responsible stewardship of power. This includes maintaining healthy boundaries, acting with financial and relational integrity, and creating safe, trusted pathways for reporting concerns or misconduct. Allegations will be handled with both compassion and fairness, seeking truth, protection, and restoration.

This Code is grounded in Scripture and reflects our belief that the gospel is not only proclaimed but demonstrated through lives of integrity. It clarifies what is required for healthy, safe, and effective ministry—and what those we serve can rightfully expect from us.

Together, we commit to building a culture of honor, accountability, and lasting impact—where dignity is restored, communities are strengthened, and Christ is faithfully represented.

CODE OF CONDUCT

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1. Christlike Treatment of Others

“Be devoted to one another in love. Honor one another above yourselves.” — Romans 12:10

• Treat all people - team members, beneficiaries, guests, and partners -with honor, kindness, dignity, and fairness at all times, regardless of role, background, or circumstance. 
• Speak to and about others with respect. Do not complain about, mock, humiliate, or speak negatively about team members, regions, or projects. 
• Maintain a gracious, patient, and self-controlled attitude in all interactions—even under pressure or in conflict. 
• Avoid gossip, slander, and divisive speech. Gossip includes sharing another person’s faults, conflicts, or private matters with those not part of the solution.  
• Use words that build up, not tear down, reflecting the character of Christ in every conversation. (Ephesians 4:29, Colossians 4:6, Proverbs 16:28) 

2. Handling Concerns and Conflict

“If your brother or sister sins, go and point out their fault, just between the two of you.” — Matthew 18:15

• Concerns about team members, leaders, regions, or projects must not be shared with guests, donors, or those outside WIN. 
• Address concerns directly and privately with the person involved, with humility and respect. 
• If resolution is not reached, concerns may be brought to appropriate WIN leadership or the Board. 
• Approach all conflict with a desire for restoration, truth, and unity—not accusation or division. (Galatians 6:1, James 1:19–20, Ephesians 4:3) 

3. Integrity and Personal Conduct

“Whoever walks in integrity walks securely.” — Proverbs 10:9

• Uphold biblical standards of honesty, purity, humility, and integrity in both personal life and ministry. 
• Be an example of Christ in speech, conduct, love, faith, and purity. (1 Timothy 4:12) 

* Sexual Conduct and Boundaries
“Flee from sexual immorality.” — 1 Corinthians 6:18

• Sexual misconduct of any kind is strictly prohibited. This includes: 
  • Sexual relationships outside biblical marriage 
  • Sexual harassment, unwanted comments or touching 
  • Suggestive speech or behavior that creates discomfort 
  • Pornography or sexually exploitative behavior 
  • Misuse of authority, trust, or spiritual position for sexual purposes 

* Self-Control
“Live self-controlled, upright, and godly lives.” — Titus 2:12

• Avoid drunkenness, abusive behavior, threats, or any conduct that harms others or discredits Christ and WIN. 
• Communicate truthfully and graciously, avoiding deceit, manipulation, coarse joking, or unnecessary argument. (Ephesians 5:3–4, Colossians 3:8–9) 

4. Stewardship, Accountability and Trust

“Now it is required that those who have been given a trust must prove faithful.” — 1 Corinthians 4:2

• Handle all finances, donations, and resources with honesty, accountability, and transparency. 
• Maintain accurate records and truthful reporting at all times. 
• Do not use ministry funds, property, or resources for personal gain unless expressly authorized. 
• Serve with a heart of stewardship, seeking the good of others rather than personal advantage.
  (Luke 16:10–11, Proverbs 11:1) 

* Confidentiality
“A trustworthy person keeps a confidence.” — Proverbs 11:13

• Protect confidential information related to donors, staff, beneficiaries, finances, and internal matters. 
• Use discernment when sharing sensitive information, ensuring it serves a legitimate and appropriate purpose. 

* Safeguarding and Responsibility

“Defend the weak and the fatherless; uphold the cause of the poor and the oppressed.” — Psalm 82:3

• Every team member shares responsibility to maintain a safe, respectful, and trustworthy environment. 
• Protect children, vulnerable individuals, and communities from harm, exploitation, or abuse.  
• Report concerns or suspected misconduct through appropriate WIN channels. (Isaiah 1:17, Matthew 18:6) 

5. Unity, Witness, and Mission Alignment

“Whatever happens, conduct yourselves in a manner worthy of the gospel of Christ.” — Philippians 1:27

• Live and serve in a way that protects the unity, integrity, and mission of WIN. 
• Be led by the Holy Spirit, demonstrating love, humility, and Christlike character in all things. 
• Seek to build others up, strengthening teams, communities, and the global witness of the gospel. (Galatians 5:22–23, John 13:35) 

Commitment

With the help of the Holy Spirit. we commit to uphold this Code of Conduct and to live in alignment with the Word of God and the mission of We Ignite Nations.

WHISTLEBLOWER POLICY

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I.    Purpose & Code of Ethics
Section 1. WIN (We Ignite Nations) (referred to as "the Organization" in this document) requires all directors, officers, field officers, employees, and volunteers of the Organization (collectively referred to as “Team Members” in this document) to uphold Biblical standards of honesty and integrity when fulfilling their responsibilities on behalf of the Organization.
Section 2. The Organization requires its Team Members to comply with all applicable civil laws and regulations which govern the Organization.
Section 3. This Whistleblower Policy is intended to encourage and enable Team Members of the Organization to raise serious questions or complaints (referred to as “Concerns” in this document) about violations of law or violations of the Organization's Code of Ethics internally so that the Organization can address and correct inappropriate conduct and actions.

II.    Compliance Officer
Section 1. The Compliance Officer of the Organization is responsible for ensuring that all Concerns are investigated and resolved. The Compliance Officer will advise the Board of Directors of all Concerns and the resolution of those Concerns.
Section 2. The Organization’s President, working with the Board, will act as the Organization’s Compliance Officer. The Board Chairperson or designee of the Board Chairperson will take on
the Compliance Officer role if the Concern involves the Executive Director. If the Concern involves both the Executive Director and Board Chairperson, outside legal counsel may carry out the functions of the Compliance Officer.

III.    Reporting Procedure
Section 1. It is the responsibility of all Employees to report Concerns about violations of the Organization's code of ethics or suspected violations of law or regulations which govern the Organization's operations.
Section 2. The Organization is committed to an “Open Door Policy” and encourages all Team Members to share their Concerns regarding the Organization and its operations with someone who can address them properly.
Section 3. In most cases, a Board Member should present concerns to the Chairperson of the Board. Staff, field team and volunteers should present concerns to the President. If a Board Member is not comfortable speaking with the Board Chairperson or is not satisfied with the Board Chairperson’s response, or if a staff, field team member or volunteer is not comfortable speaking with the President or is not satisfied with the President’s response, they are encouraged to speak with anyone on the Board with whom they can comfortably speak.

IV.    Handling Reported Violations
Section 1. The Compliance Officer for the Organization will respond in writing to the person who submitted a Concern, informing them that their Concern has been received and noted.
Section 2. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

V.    Acting in Good Faith
Section 1. Any Team Member filing a verbal or written Concern concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates an improper accounting or auditing practice, or a violation of the Code of Ethics.
Section 2. Any allegations which prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense and may lead to disciplinary actions up to and including termination of employment or volunteer service, as well as other actions including civil lawsuits.

VI.    No Retaliation
Section 1. This Whistleblower Policy is intended to encourage and enable Team Members of the Organization to raise Concerns within the Organization for investigation and appropriate action. It is contrary to the values of the Organization to retaliate against any Team Member who in good faith reports a Concern.
Section 2. A Team Member who retaliates against another Team Member of the Organization who in good faith has reported a Concern, is subject to disciplinary actions up to and including termination of employment or volunteer service, as well as other actions including civil lawsuits.

VII.    Confidentiality
Section 1. Concerns may be submitted on a confidential basis by the complainant or may be submitted anonymously. Concerns will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Section 2. Disclosure of the report of a Concern to outsiders or individuals not involved in the investigation will be viewed as a serious disciplinary offense and may lead to disciplinary actions up to and including termination of employment or volunteer service, as well as other actions including civil lawsuits.