Our Values and Code of Conduct

Code of Ethics
(Updated June 2023)

Members sign the NNSC Code of Ethics, which states that they will practice their profession in a manner that reflects favorably on the profession and will:

• Perform all search assignments with an appropriate degree of knowledge, thoroughness and timeliness.
• Respect confidentiality for clients and candidates during the search and in the future.
• Accurately communicate the strengths and challenges of the client organization to the candidate and the strengths and challenges of the candidate to the organization.
• Speak positively about current and previous clients and candidates.
• Support diversity and inclusion in employment and objectively evaluate all candidates.
• Avoid or resolve conflicts of interest through disclosure or waiver.
• Comply with applicable local, state, provincial and federal civil and criminal laws.

Code of Conduct
(Updated June 2023)

As an NNSC member, we will:

• Respect and uphold public laws that govern one’s work;
• Champion diversity, equity and inclusion in our search work and within the confines of NNSC;
• Be honest and ethical in conducting our business (both firm and NNSC business);
• Act fairly; and
• Take responsibility for one’s conduct.

NNSC Standards of Conduct

Our members take seriously the role they play in many nonprofit leadership transitions. Our members comport themselves with the utmost professionalism whether in their work outside of NNSC or their work within NNSC. Our members are committed to ethical standards that promote the goal of transforming nonprofits for the better and to operate in a collegial and professional manner in all matters pertaining to NNSC. We have a duty of care to our clients and our fellow members.

To join NNSC is to commit to work in accordance with its Code of Ethics and to promote these ethical standards within the nonprofit search profession.

The pillars of our standards of conduct are designed to guide members’ conduct within NNSC but should also be part of their professional practice within their firms. They include: respect; responsibility; justice and fairness; and honesty.

Respect is demonstrating a high regard for one’s self, others, and the resources entrusted to them. Those resources may include people, money, reputation, the safety of others, and natural or environmental resources. An environment of respect engenders trust, confidence, and performance excellence by fostering mutual cooperation – an environment where diverse perspectives, identities, and views are encouraged and valued.

Responsibility is taking ownership for the decisions one makes or fails to make, the actions one takes or fails to take, and the consequences that result. Acting responsibly includes being self-aware and mindful of one’s impact on others. Promoting responsibility fosters an ethical culture through one’s work.

Justice refers to equitable treatment and access and requires fairness.

Fairness is demonstrating impartiality and objectivity when making decisions and taking actions. The terms “justice” and “fairness” are often used interchangeably. Justice is at a systemic level whereas fairness deals with making judgments that are concrete and specific to a particular situation. Justice and Fairness demand a genuine respect for both people and perspectives.

Honesty is acting in a truthful, non-deceptive manner in one's communications, conduct, and business activities.

Process for Breach of Code of Conduct or Code of Ethics

If a member has breached the Code of Conduct or Code of Ethics, another member may bring forward the grievance for handling via the following process:

• Complaint filed

1. Via phone, email or in-person and to a member of NNSC Membership Committee, any member may submit a complaint of another members’ behavior which is in direct violation of the Code of Conduct. The complaint will remain confidential. The Membership Committee makes a decision whether to investigate or excuse the complaint. The Executive Committee is made aware of the situation and approves the decision.
2. If the complainant is part of the Membership Committee, they will recuse themselves from the process and not participate in any discussion regarding the matter.

• The complaint is investigated by a member of the Membership Committee. Co-Chairs take guided action and inform the accused member. The accused has an option to respond to the Membership Committee.
• The Membership Committee brings the results of the investigation to the Executive Committee which discusses and takes a vote as to the outcome of the complaint. A member may be removed or put on probation for a specified period of time.
• The member will be refunded their annual dues on a prorated basis, depending on the month of expulsion. The initial membership fee is not refundable.
• If an appeal is lodged, it will revert to the Membership Committee. The review process will be repeated. The Executive Committee’s decision will be final.