Code of Conduct

The Centre for Discourse, Fusion, and Analysis (CDFA) is an independent, non-partisan, and interdisciplinary think tank dedicated to the pursuit of knowledge, innovation, and policy impact through research, dialogue, and engagement. As a public-serving institution rooted in democratic values, academic rigor, and ethical responsibility, CDFA is committed to maintaining the highest standards of integrity, professionalism, inclusivity, and accountability in all its internal and external dealings.

This Code of Conduct serves as the guiding charter for all persons associated with CDFA, including but not limited to the Chairperson and members of the Governing Council (CGC), members of the Advisory Board (CAB), members of the Executive Council (CEC), Directors of Divisions, Fellows, Associates, Consultants, Campus Ambassadors, Interns, and Volunteers. It defines the principles, expectations, rights, duties, and behavioral standards expected within the institutional ecosystem of CDFA.

This Code is binding on all members of CDFA, and its provisions shall apply across all physical, digital, and representational spaces, including public communications, fieldwork, meetings, conferences, publications, and social media engagement.

Section I: General Principles and Values

  1. All members of CDFA shall uphold the principles of academic freedom, intellectual honesty, transparency, and social justice.
  2. The dignity, rights, and safety of all individuals associated with CDFA, regardless of their designation, rank, or background, shall be respected and protected.
  3. Discrimination or harassment on the basis of caste, class, gender, religion, ethnicity, nationality, sexual orientation, disability, or political affiliation is strictly prohibited.
  4. CDFA is committed to fostering an environment of mutual respect, professional collaboration, and open dialogue across hierarchies and disciplines.
  5. All work undertaken under the banner of CDFA shall be driven by the public interest, informed by evidence, and committed to constructive social transformation.

Section II: Professional Conduct

  1. Every member must carry out their responsibilities with sincerity, diligence, competence, and dedication to the mission and objectives of CDFA.
  2. Members shall maintain professional boundaries and avoid behavior that may be perceived as coercive, inappropriate, or exploitative in nature.
  3. Timely completion of assigned tasks, adherence to deadlines, attendance in meetings, responsiveness to communication, and constructive participation in team efforts are expected from all.
  4. Members shall treat institutional property, digital platforms, research data, and shared resources with care, confidentiality, and responsibility.
  5. Any act of plagiarism, data falsification, misrepresentation, or breach of academic ethics shall be subject to disciplinary review.
  6. Public representation of CDFA in external forums must be consistent with institutional positions and must avoid bringing disrepute to the organization.

Section III: Confidentiality and Institutional Loyalty

  1. Members shall maintain the confidentiality of internal deliberations, research findings under embargo, financial data, proprietary documentation, and partner information.
  2. Unauthorized disclosure or leakage of sensitive information, project proposals, or internal communication is strictly prohibited and may lead to disciplinary action or legal proceedings.
  3. No member shall engage in activities that pose a conflict of interest with CDFA’s mission, partnerships, or intellectual independence.
  4. Members are expected to disclose any potential conflicts of interest, including financial, political, or professional affiliations, which may influence their research or organizational role.

Section IV: Hierarchy, Protocol, and Communication

  1. All members shall respect the authority of their reporting lines and uphold the institutional structure as defined by the Governing Council and Executive Council.
  2. While collegiality is encouraged, communication across levels must follow protocol, especially for sensitive, administrative, or strategic issues.
  3. Formal correspondence within CDFA, including proposals, grievances, and requests for changes in roles or responsibilities, must be submitted in writing to the designated authority.
  4. All public communication — including media interviews, op-eds, podcasts, and academic presentations — using the CDFA identity or branding must be approved by the Division of Administrative Affairs and Publications.
  5. Internal disputes or differences of opinion should be resolved through institutional mechanisms rather than public forums.

Section V: Inclusion, Equity, and Conduct in the Workplace

  1. CDFA is committed to being a safe, inclusive, and equitable workplace that respects diverse identities, expressions, and lived experiences.
  2. All members shall conduct themselves in a manner that promotes equity, collaboration, and psychological safety in both online and offline workspaces.
  3. Harassment of any kind — verbal, physical, digital, or sexual — will not be tolerated. Any complaint of harassment shall be addressed with utmost seriousness through the designated Grievance Redressal Committee.
  4. Senior members are expected to model exemplary conduct and prevent any abuse of power, favoritism, or exclusionary practices within their teams or divisions.
  5. Feedback and evaluation mechanisms should be constructive, respectful, and oriented towards collective growth.

Section VI: Use of Institutional Identity and Resources

  1. CDFA’s logo, name, letterhead, and official branding shall be used only with the explicit authorization of the concerned authority.
  2. Research papers, policy briefs, newsletters, and all other outputs using CDFA branding must pass through internal peer review and editorial clearance processes.
  3. Members are not allowed to use institutional affiliation to endorse or promote personal political positions, commercial products, or unrelated organizations.
  4. All financial reimbursements, project budgets, grants, and stipends shall be processed transparently, with documentation subject to periodic audit.

Section VII: Research Ethics and Field Engagement

  1. Research activities at CDFA must conform to ethical research standards, including informed consent, participant safety, cultural sensitivity, and respect for local laws.
  2. No member may engage in extractive research, misinformation, or manipulation of data or field narratives.
  3. Members conducting fieldwork are expected to undergo ethical orientation and adhere to safety protocols laid out by their division and CDFA leadership.
  4. Confidential information collected during research shall not be shared without consent, and due credit must be given to collaborators and participants.

Section VIII: Conflict Resolution and Grievance Redressal

  1. CDFA has established internal mechanisms for the redressal of professional grievances, harassment complaints, and interpersonal conflicts.
  2. The Grievance Redressal Committee shall be gender-balanced, confidential, and independent in its functioning.
  3. Complaints must be submitted in writing and will be addressed within a stipulated time period in accordance with CDFA’s procedural guidelines.
  4. Retaliation against whistleblowers or complainants is strictly prohibited and shall result in disciplinary proceedings.

Section IX: Disciplinary Actions

  1. Any violation of this Code of Conduct, once verified, may invite disciplinary action ranging from verbal warning and suspension to termination of contract or formal blacklisting, depending on the severity of the breach.
  2. Disciplinary decisions shall be made by the Executive Council, with consultation from the Legal Advisor and the Governing Council where required.
  3. In cases of criminal misconduct, the organization reserves the right to initiate legal proceedings and cooperate fully with law enforcement agencies.

Section X: Tenure, Applicability, and Review

  1. This Code applies to all members, fellows, associates, and interns for the entire duration of their association with CDFA and, in matters of confidentiality, extends beyond the term of employment or fellowship.
  2. The Code shall be made available to all new members at the time of onboarding, and a signed acknowledgment of adherence shall be collected.
  3. The Code may be reviewed, amended, or expanded periodically by the Governing Council based on evolving legal standards, institutional growth, and community feedback.
  4. Suggestions for amendment can be formally submitted to the Secretary of the CGC and shall be tabled at the next quarterly meeting of the Governing Council.

Annexure: Institutional Interpretation

Wherever ambiguity arises in the interpretation of this Code, the decision of the Governing Council shall be deemed final. Any clause not explicitly covered herein shall be interpreted in alignment with CDFA’s founding constitution, mission, and commitment to ethical public engagement.