1

JAO encourages a working environment where everyone is treated with respect, courtesy and fairness, in order to allow their professional and personal development.

2

JAO is proud of having a multi-national and multi-cultural labor environment. Actions considered as appropriate in one culture might be offensive in another. Individual differences may cause uncertainty as to whether a given conduct is appropriate or, on the contrary, is offensive. Any conduct that could reasonably be perceived as offensive or intimidating by its receiver, irrespective of the intentions of whoever initiates it, must be avoided.

3

Diversity and inclusion are core values in the Observatory. The JAO acknowledges that differences related to cultural or national origins, race, sex, professional qualifications and others enrich our workplace by providing diverse perspectives and talents.

4

Teams and staff who are thankful for and accept the cooperation of others, and who provide a positive reinforcement, are fundamental for complying with the Observatory’s mission. In this manner, the JAO urges all of its staff to give their constructive feedback, respect all differences and abstain from any arbitrary discrimination or abuse in any of its forms. Any offense, disrespectful treatment or disagreeable behavior is a breach of this principle.

5

JAO fosters safety in the workplace, loyalty and relations of trust between its collaborators, and teamwork, and perseverance in achieving the targets and objectives of the Observatory, all within a framework of improvement and process optimization.

6

JAO encourages honesty, so its collaborators are capable of providing timely and reliable information for appropriate decision making. A mistake – which is not due to serious negligence or deceit – is not sanctioned; but its concealment will be.

7

ALMA is a non-profit, scientific and publicly financed project. The efficient and transparent use of resources are fundamental for providing knowledge in a sustainable manner. Any conflict of interest must be disclosed.

8

JAO is conscious of the environment surrounding its installations in the North of Chile, and the natural and cultural wealth that makes it a unique place in the world. Its operations must respect this wealth, minimizing any environmental impact and ensuring that environmental commitments taken by the Executives are met throughout the activities undertaken by all of the Observatory’s collaborators.

9

The Observatory is located in an indigenous territory. JAO Staff must respect the Atacamenian culture and its ancestral heritage in and outside the Observatory.

Basic principles and procedures to report, resolve and punish workplace or sexual harassment, discrimination, bullying or any other conducts defined by this Code:

Privacy	Discretion must be kept regarding proceedings in order to ensure strict secrecy concerning information and details of each case, guaranteeing the dignity and integrity of whoever is involved. The information that is made available for the purpose of formal proceedings shall be disclosed only on a need to know basis, and it is expected the information shall be kept private.
Impartiality	Assurance must be given that the process is based on objective and well-grounded criteria, free from prejudice, bias or arbitrary preferences regarding any of the people involved, thus avoiding any kind of discrimination.
Rapid response	The processes of reporting, resolution and sanctioning must be carried out without any unnecessary delays, bearing in mind their urgency and avoiding excessive bureaucracy that could impede a prompt resolution of the case.
Good faith	Each process must be carried out seriously and responsibly in a fair and honest way by all those involved.
	Good faith reports will not be subject to disciplinary action. Only allegations that the person who reports knew to be false, made with malicious intent, may be the object of disciplinary measures in accordance with the Internal Rules and Regulations for Local Staff or each Executive’s internal regulations concerning International Staff.
Presumption of innocence	Any member of the staff who is the object of an investigation through the formal channels mentioned in this Code will be considered innocent until proven otherwise, in accordance with the principles of impartiality and good faith.
Prohibition of reprisals	No direct or indirect detrimental action shall be taken, recommended, or threatened against anyone, as consequence of a good faith report of a violation to this Code. This Code and the reporting procedures must inspire the necessary trust for any JAO staff to confront hostile conduct by means of reporting it, without fear of any personal or professional reprisals. Reprisals may be the object of disciplinary measures in accordance with the Internal Regulations for Local Staff or each Executive’s internal regulations concerning International Staff.