Code of Conduct


InterVolve is proud of its reputation as an organisation providing effective responses and services by acting with integrity and flexibility and by cooperating with partners and the communities we support. Maintaining strong values, and a strong reputation enables us to continue to run effective projects and services and to recruit and retain skilled and dedicated volunteers and staff.

This Code of Conduct is a binding document outlining the expected behaviour of all InterVolve team members.

All of our structures, systems and guidance are in place to ensure that we promote and maintain the dignity, wellbeing, human rights and safety of all people, as well as the reputation of InterVolve. They are built to ensure we Do No Harm.

The aim is to promote harmony, mutual respect, structure, safety and support so that InterVolve can provide the best assistance possible to people we are here for

This code of conduct relates to our behaviour towards the people we work with, the people within the local community, the public at large and InterVolve as a team and organisation. Whilst this code of conduct cannot cover every scenario or eventuality people encounter in their work, combined with our values statement, ongoing training, and structured support we aim for the code of conduct to help volunteers to navigate the challenges of day to day work in a dynamic, sometimes volatile, environment, and to work to their personal capacity in a constructive, ethical and safe way.


Working with People


  1. We will recognise all people, both our colleagues and community members, as dignified human beings, and treat everyone as we would wish to be treated.
  2. We will take individual responsibility to maintain a strong team, in which we respect each other’s voices, rights, opinions, boundaries and learning. We will help each other, create an atmosphere of honesty and openness, and strive to contribute positively to each other’s wellbeing. We will seek dialogue to resolve issues, and avoid confrontations by dealing with conflicts / difficulties constructively, and seeking help through appropriate channels.
  3. We will at all times respect the cultural and ethnic diversity of the people we encounter. In our dealings with others we will always be honest and open, and not discriminate or pre-judge others on the basis of age, cultural, ethnic, religious and/or political beliefs, sexual or gender identity or any other reasons. We will look beyond perceived differences, and promote equal and equitable treatment and access to support and services.
  4. We will promote positive relationships between InterVolve, its team members, and members of the local community.
  5. We will endeavour to work within local, European and International Law.
  6. The individual should always act in a manner that avoids damage to the reputation, welfare and work of InterVolve, its staff and its volunteers.
  7. We will maximise our effectiveness by building positive professional relationships with other organisations, governments, businesses and local communities.
  8. While recognising some people develop strong relationships with team members whilst volunteering in this context, it is critical to protect team dynamics. Interpersonal relationships in the team must be abstained so as not to impact on dynamics, performance or team harmony.
  9. Romantic / sexual relationships between InterVolve staff/volunteers and beneficiaries / community members will not be condoned under any circumstance.


Breach of the Code of Conduct


  1. Everyone in the team carries responsibility for ensuring this code of conduct is upheld and promoting the values and behaviours enclosed within it.
  2. If any team member is aware of a breach of the code, or any other dangerous, damaging or risky behaviour, they should speak with their field coordinator, or, if their concern applies to their field coordinator they should report to HR or the project founder Chloe Kousoula. The concerns raised will be investigated and appropriate action taken.
  3. Volunteers should recognise the value of everyone ensuring compliance with this code, and there should be no retaliations with those who raise concerns, as this is done for the benefit of the people we aim to support.
  4. Failure to report breaches of the code of conduct is also a breach of the code of conduct.
  5. Every individual is held responsible for their own actions and volunteers may be dismissed from InterVolve if the code of conduct is breached.


Work Guidelines


Behaviour at Work


  1. You should fulfil your duties in accordance with InterVolve’s vision, mission values, volunteer agreement, work guidelines and code of conduct.
  2. You should always work with dedication, honesty and maintain a positive work attitude. Every volunteer recruited is scheduled to meet project needs and we rely on everyone's’ commitment to function and meet people's needs. It is vital people meet their commitments or give as much advanced notice as possible if they are unable to attend shifts.
  3. Volunteers are expected to participate in team briefings, meetings and training as requested by their field coordinator, supervisor or manager.
  4. No-one will work under the influence of drugs or alcohol.
  5. While recognising some people may develop strong relationships with other team members whilst volunteering in this context, it is critical to protect team dynamics. Physical/Romantic/Sexual relationships within the team must be abstained so as not to impact on dynamics, performance or team harmony.
  6. All team members must respect the guidance provided while working
  7. We will be open to and respond to feedback we receive, and provide feedback in order that we can develop as an organization.
  8. The individual should respect the need for confidentiality with regard to information that staff and volunteers have access to. However, we will communicate in a respectful way with communities, authorities and other NGOs, and share appropriate, relevant, safe information about our programmes and activities.
  9. All team members need to familiarise themselves with the relevant Standard Operating Procedures that have been established in areas in which we work. Do not affect any changes in the systems that have been created without first seeking approval from a lead, field coordinator or team manager.
  10. Violence, threats, harassment, assault or any form of discriminatory act towards any person, whether occurring on or off shift is not tolerated by InterVolve
  11. Refrain from debating religious or political issues, and, in no circumstances try to promote your own belief system.
  12. Do not take photos or video footage of people without prior informed consent of the person(s) involved. Informed consent is when a person agrees to a photo being taken, knowing why the photo is being taken, where it will be shared, and the possible outcomes of the photo being shared. Be aware many people feel obliged to say yes, and that there is an unequal balance of power between volunteers, staff and community members. Do not take photos of children - they cannot consent. It is unethical and an intrusion of a person’s identity, dead or alive, to post pictures, videos etc. on any open social media without their prior consent.
  13. Be careful with the relationship you maintain towards beneficiaries / community members, keeping in mind the potential vulnerabilities of people and the effect our behaviour may have on their decisions or on community dynamics. Maintaining appropriate professional boundaries keeps everyone safer. Romantic / sexual relationships between InterVolve staff/volunteers and beneficiaries / community members will not be condoned under any circumstance.
  14. In order to protect community members, to ensure equality of service, maintain professional standards, and to protect yourself and other team members, do not share your personal contact details with community members while you are volunteering with InterVolve.
  15. Read and adhere to guidance on cultural appropriateness. Unintentional infractions of cultural norms can lead to discomfort in the community and at worst safety issues.
  16. Do not ever sleep in an InterVolve place of work.
  17. Do not visit peoples living space visits unless there is purpose, and prior approval from a field coordinator, supervisor or manager.
  18. Follow our dress code.
  19. Consider your actions. It’s vital that you remain impartial, and being seen to support anyone above another could be dangerous and create issues in the community.
  20. Do not provide answers to questions to community members or partners unless you are 100% certain that the information you are providing is currently accurate. It is better to say you are not sure and will try to find out.
  21. Information shared in meetings is often confidential and sometimes unconfirmed. Do not share information from meetings outside without expressed permission from a field coordinator.
  22. Volunteers with InterVolve email addresses may use them only for official InterVolve tasks and communication.


Protection, Safety and Wellbeing


  1. All team members must be formally registered with InterVolve either as staff or as a volunteer.
  2. On camp, t shirt, vest and ID badges must be worn at all times.
  3. ID badges, and vests must be returned upon leaving InterVolve.
  4. If you have any concerns about someone, or if there is anything that concerns you while working for InterVolve, report it to the nominated protection officer.
  5. Volunteers may not smoke in closed spaces / shared accommodation or vehicles out of respect for the wellbeing and health of other volunteers and colleagues
  6. Do not disclose personal details about people or the community unless there is an expressed purpose (e.g. a referral to the named protection officer) or to arrange support via a field coordinator, supervisor or manager. If a community member is also a personal friend, please disclose this to your field coordinator / lead.
  7. Working with InterVolve can be physically and emotionally tough. We expect team members to take prescribed days to rest each week in complement with team plans.
  8. It is safest for community members and for the team if people work in pairs, and it’s vital to inform team members of your whereabouts and activities. If there is a valid reason to be alone, it’s important to follow safety protocols and inform your field coordinator.
  9. Only volunteers that truly need to know personal confidential information have access to that information. Volunteers must take necessary steps to keep any personal information private and confidential.
  10. Volunteer medical and access needs and HR records will be kept confidential and private unless there is a specific reason to share information and there is prior written consent from the volunteer, or a legal obligation to provide specific data.




  1. We will be careful custodians of the goods and funds placed in our care, managing them with stringent honesty, transparency and accountability constantly seeking the most cost-effective solutions.
  2. We will run our operations in a responsible and cost-effective manner, and apply donor’s funds according to the highest standards of accountability and transparency. We manage our resources in order to meet people’s needs. No-one should remove any resources for personal use without the permission of a field coordinator or the Logistics Manager.
  3. We will not use the InterVolve logo, or act on behalf of InterVolve without the prior consent of InterVolve.
  4. In order to ensure the constituency in our work for the people we serve as well as our co-workers and depending on your volunteer agreement signed, you are asked to withhold from volunteering with other organizations or independently unless otherwise approved by management.
  5. An individual must not place InterVolve under any obligation, financial or otherwise, to any other organisation or person, unless this is an allocated task.
  6. The individual must disclose to the management team any conflict of interest or other concerns, real or perceived, that may arise in the course of their duties.
  7. The individual should bring to the attention of the management team any issue that arises during or outside work time, that might impact the future work of InterVolve.
  8. Any records kept about or for InterVolve, and any accounts made of our work in any form, must be accurate and lawful and comply with data protection and privacy guidance and law.  
  9. Any donations received, or purchases made for InterVolve (physical or cash) must be logged and reported. There can be no “off the record” donations or transactions.
  10. We will be mindful of the environment, promote cleanliness and be careful with natural resources.
  11. Should an audit, or court investigation occur, volunteers should comply and cooperate fully with authorities.
  12. Volunteers must not use InterVolve’s resources, reputation or assets for personal political activities, or other outside ventures.
  13. Though we want to support volunteers to be comfortable as much as possible, volunteers must not use InterVolve vehicles for purposes other than day to day operations as this impacts significantly on our ability to work.
  14. Volunteers may encounter expenses during their work. Any expenses should be preapproved by a field coordinator/Chloe Kousoula, and receipts and records should be supplied in accordance with local expense administrative procedures.
  15. In an organised manner, we will consult with communities and partners to gain feedback on InterVolve’s Activities (and in activities) to ensure our services and support are effective, and to facilitate the best support we can offer.




  1. Any requests for media interviews, photographs, video footage or social media reports should be passed on to the field coordinator / media contact before any comment is made.
  2. Do not post anything on social media about InterVolves work, or the communities you support through InterVolve, without checking it out with your field coordinator or checking media guidance (coming soon)
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