Code of Conduct


The Acoustic Neuroma Association of Canada is committed to the utmost principles of fairness, integrity and the appreciation of diversity as manifested within society-at-large. ANAC recognizes a code of rights, freedoms and responsibilities to prevent discrimination and harassment because of race, sex, disability, and age.



ANAC ensures directors, members, volunteers and contractors are welcomed and treated as valuable, integral members of ANAC’s governance, management and operations. All acting in any capacity on the ANAC's behalf are to treat members, volunteers and contractors with courtesy and respect and to:

  1. Act with integrity, transparency and in good faith in the ANAC’s best interests.
  2. Comply with the requirements of human rights and constitutional laws in force in Canada, the provinces and territories.
  3. Seek consensus through open discussion and debate, with appropriate consideration and respect for legitimate dissent.
  4. Participate in ANAC activities constructively, in cooperation with other volunteers and the Executive Director.
  5. Respect the fundamental premise that all volunteers give generously of their time and talents.
  6. Refrain from making inappropriate or unwarranted demands on ANAC resources, including the time of other volunteers and financial and information technology resources.
  7. Undertake no retaliation for having reported or threatened to report unlawful harassment.
  8. Promote when possible new talent, gender balance and diversity, in support of the achievement of ANAC’s mission and strategic plan.


Reporting and Resolving Misconduct

Directors, members, volunteers and contractors may confidentially bring to the attention of the President and/or Executive Director, allegations and evidence of misconduct on the part of any other member, volunteer, Executive Director or contractor. The President or the Executive Director, and in absence the President, the Executive Director on behalf of the President shall investigate the matter as he or she believes appropriate in the circumstances, but in all cases must be informed by both sides of a dispute in the course of that investigation.



  1. The President or Executive Director shall attempt to resolve the dispute quickly and informally to the satisfaction of both parties and in a manner consistent with these principles. If the complainant requests that his or her identity not be revealed, that request shall be honoured, even though it may hinder effective investigation.
  2. Any investigation will take into account and respect:
  • Confidentiality
  • Maintenance of a safe and respectful workplace
  • Privacy of the parties
  • The value of an apology
  • Recognition of the serious implications for reputation due to unsubstantiated complaints
  • Proportionality with respect to the alleged misconduct
  • Harm done to ANAC's work, and to the individuals involved
  • Risk of future adverse outcomes if the misconduct is not discouraged or stopped
  1. Where the allegations are with respect to the President or Executive Director, the Vice President and other officers as required shall investigate the matter as above.



In the day-to-day business, volunteers and contractors may receive sensitive information relating to ANAC practices, programs, methodology, pricing, finances, volunteers, members which must be kept confidential.



  1. No one shall have access to private information of members without compliance with ANAC privacy policies.
  2. Requests for private information of members shall be directed to the Executive Director.


Approved May 27,2021