Nalunaiqsijiit – Code of Conduct

 

Purpose:

This Code of Conduct sets out expectations for Nalunaiqsijiit participants in:
 

• Phase 1 – Foundational training

• Phase 2 – Marine training (facility TBA)

• Phase 3 – Onboard or workplace placement
   

It combines professional standards with Inuit Qaujimajatuqangit (IQ) values to support cultural safety, wellbeing, and readiness for work.
 

Where this Code conflicts with host policies (Government of Nunavut, training centres, vessels, or employers), the stricter rule applies.
 

Guiding Inuit Qaujimajatuqangit Principles
 

These principles guide how we learn, work, and resolve conflict:
 

• ᐃᓅᖃᑎᒌᑦᓯᐊᕐᓂᖅ – Inuuqatigiitsiarniq
  Respecting others, relationships, and caring for people.

• ᑐᙵᓇᕐᓂᖅ – Tunnganarniq
  Fostering good spirit by being open, welcoming, and inclusive.

• ᐱᔨᑦᓯᕐᓂᖅ – Pijitsirniq
  Serving and providing for family, community, and guests.

• ᐋᔩᖃᑎᒌᓐᓂᖅ – Aajiiqatigiinniq
  Making decisions through discussion and consensus.

• ᐱᓕᒻᒪᒃᓴᕐᓂᖅ – Pilimmaksarniq
  Building skills through observation, mentoring, practice, and effort.

• ᐃᑲᔪᖅᑎᒌᓐᓂᖅ – Ikajuqtigiinniq
  Working together for a common cause.

• ᖃᓄᖅᑑᕐᓂᖅ – Qanuqtuurniq
  Being innovative and resourceful.

• ᐊᕙᑎᑦᑎᓐᓂᒃ ᑲᒪᑦᓯᐊᕐᓂᖅ – Avatittinnik Kamatsiarniq
  Respect and care for the land, animals, and the environment.
   

Participant Responsibilities
 

Participants are expected to:
 

• Arrive on time, prepared, and ready to learn.

• Take part fully in classes, workshops, and placement duties.

• Keep conduct aligned with IQ values, in and out of the classroom.

• Maintain confidentiality for personal, community-sensitive, and employer-sensitive information, including internal issues, staff matters, and client details shared during training or placements.

• Ask permission before photographing or recording people, ceremonies, or places.

• Follow all safety instructions and use required equipment.

• Respect host facilities, vessels, workplaces, instructors, mentors and community spaces.
   

If you are late, absent, or need to leave early, inform the instructor or Program Coordinator as soon as possible. Repeated unexcused absence or lateness may affect your place in the program or future phases.
 

Respectful Conduct and Anti-Harassment
 

Nalunaiqsijiit aims to provide a respectful and safe environment for everyone.

The following are not acceptable:
 

• Harassment, bullying, or intimidation (in person or online).

• Discrimination or harmful comments based on race, culture, language, gender, sexual orientation, disability, religion, or other protected grounds.

• Sexual harassment, including unwanted comments, messages, or contact.

• Deliberately shaming or undermining others in front of peers, instructors, or community.
   

Participants are expected to:

• Communicate in ways that reflect Inuuqatigiitsiarniq and Tunnganarniq.

• Raise disagreements respectfully, guided by Aajiiqatigiinniq.

• Use email, messaging, and social media in line with this standard.
   

Fitness for Duty and Substance Use
 

Safety is essential, especially in marine and onboard environments.

Participants must:
 

• Remain fit for duty during all program activities.

• Inform an instructor or supervisor if you feel unwell, impaired, or unable to participate safely.

• Follow the strictest applicable rule on alcohol, cannabis, and other substances (Canadian law, local law, training centre policy, vessel/employer policy).
   

Being “unfit for duty” may include:
 

• Being under the influence of alcohol or drugs.

• Misusing prescription medications.

• Extreme fatigue or other conditions that affect judgement or physical ability.
   

Violations will result in removal from an activity, suspension, or removal from the program or placement. Where possible, staff will work with participants who raise concerns early to identify supports that maintain safety.

 

As participants move beyond Phase 1 into southern education systems, training centres, vessels, and workplaces, they bring with them Inuit ways of leading, teaching, and deciding alongside southern approaches. Inuit cultural protocols and Indigenous intellectual property may not be well understood in these spaces—but they are equally valid and needed.
 

In these situations, participants are encouraged to:
 

• Recognize that many missteps come from lack of knowledge, not always bad intent.

• Share, where they choose to, Inuit-informed ways of working—explaining why certain practices (like recording, sharing stories, or using designs) require permission and care.

• Model leadership, decision-making, and instruction that reflect IQ values, and invite others into that way of working.

• Seek support from supervisors, mentors, or program staff if they encounter resistance, feel unheard or unsafe.
   

Nalunaiqsijiit sees this bridging work as part of the challenge and responsibility of leadership—not adapting “down” to southern norms, but bringing Inuuqatigiitsiarniq, Tunnganarniq, Aajiiqatigiinniq, and Ikajuqtigiinniq into spaces where they are less known.

Participants retain ownership of their own personal reflections, assignments, and creative work, unless they choose to share them under a separate agreement.
 

Digital and Social Media Conduct
 

While participating in Nalunaiqsijiit:
 

• Use phones and devices in ways that do not disrupt learning or work.

• Do not share private or sensitive information about other participants, staff, communities, employers, or vessels online.

• Do not identify or criticize community hosts, colleagues, guests, employers, instructors, or on social media in a way that is disrespectful or harms their reputation. Always have a direct conversation prior to any posting.

• Do not post content that goes against this Code or the IQ principles.
   

If you are unsure whether to post something, ask a staff member or choose not to post.
 

Reporting Concerns and Consequences
 

Participants, staff, and partners are encouraged to report:
 

• Safety concerns or hazards.

• Harassment, bullying, or discrimination.

• Other breaches of this Code.
   

You can report to:
 

• An instructor or facilitator on site.

• The Program Coordinator or designated contact.

• A trusted Elder or cultural support, who can help bring the concern forward.
   

Reports will be:
 

• Taken seriously.

• Treated as confidentially as possible.

• Followed up in a timely way.
   

Non-retaliation: Retaliation against someone who raises a concern in good faith, or who takes part in an investigation, is not allowed and may lead to discipline.
 

Possible responses include:
 

• Conversation and coaching.

• Verbal or written warnings.

• Suspension from activities or phases.

• Removal from the program or placement, especially for serious misconduct (for example: violence, harassment, serious safety violations, or sexual misconduct).
   

Participants may ask for a review of major decisions (such as removal) through the Program Coordinator.
 

Supports Available
 

Nalunaiqsijiit recognizes that training and placements can be demanding.

Where possible, the program will offer:
 

• Access to Inuit cultural supports, Elders, or cultural advisors.

• Information on mental-health resources and referrals to local services.

• Help navigating conflicts or difficulties with instructors, employers, or peers.
   

Participants are encouraged to seek help early if they are struggling with workload, stress, health, or relationships.

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