Code of Ethics for International, District, and Club Officers, Board
Members, and Employees (ICD-126)

Purpose

This Code of Ethics establishes standards of ethical, honest, and lawful conduct for all Optimist International (OI) employees, International Board members, District Board members, and Club officers (collectively, “OI Personnel”). This Code provides guiding principles for ethical decision making and is not intended to be a contract or an exhaustive policy manual.

Compliance with Laws, Rules, and Regulations

OI Personnel must comply with all applicable laws and regulations in the jurisdictions in which Optimist International conducts business. Individuals are expected to understand the laws relevant to their responsibilities and to seek guidance from appropriate Optimist leadership or management when questions arise. No organizational pressure or circumstance excuses a violation of law.

Diversity and Equal Opportunity

OI values diversity and is committed to providing equal opportunity in all aspects of employment and membership. The organization does not tolerate discrimination or harassment based on race, color, creed, national origin, age, sex, disability, sexual orientation, gender identity, or any other characteristic protected by applicable law in its programs, activities, or operations.

Confidentiality

OI Personnel must protect confidential information entrusted to them by OI or its members. Confidential information includes all non-public information and may be disclosed only when authorized by management or required by law. This obligation continues after service or employment with OI ends.

Record-Keeping and Public Disclosure

OI requires accurate, complete, and honest records to support responsible decision-making and compliance with legal and regulatory requirements. All financial books, records, and accounts must accurately reflect transactions and conform to applicable laws and internal control standards. False, misleading, or artificial entries are prohibited. Business records and communications must be clear, truthful, and professional. Because such records may become public, OI Personnel should avoid exaggeration, speculation, or inappropriate characterizations. Records must be retained or destroyed in accordance with established record retention policies.

Protection and Proper Use of Organizational Assets

OI Personnel are responsible for safeguarding OI’s assets from loss, damage, misuse, or theft. Organizational property, funds, and equipment must be used only for authorized organizational purposes. Suspected fraud, theft, or misuse of assets must be reported promptly.

Safeguarding Contact

The Safeguarding Contact is the Executive Director (unless otherwise assigned) to receive, evaluate, and coordinate investigation of reports.

Reporting Ethical Concerns

OI Personnel who become aware of a suspected violation of this Code of Ethics have a duty to report the concern to the Safeguarding Contact, who is the OI Executive Director, (unless otherwise assigned). If the concern involves the Executive Director or a volunteer, it should be reported to the International President.

Reports may be made in writing or verbally. All reports will be treated seriously and investigated promptly, with appropriate confidentiality. Retaliation against individuals who make good faith reports is strictly prohibited. Violations of this Code of Ethics may result in disciplinary action, up to and including termination.

Protection from Retaliation

OI prohibits retaliation against any individual who reports misconduct in good faith. Retaliation may result in disciplinary action up to and including termination.

March 2005; June 2016; May 2023; March 2026