photos by Dave Wagner

SSIWEL - Newsletters

About our Logo

The logo above represents three meaningful symbols of a bee, human (woman) face and the sun, and sunrays.

Bee

Early traditions claimed bees were divinely sent because of their ability to find their way back home after flying over great distances in search for food. Honey Bees work ceaselessly among flowers to collect pollen, pollinate flowers and gather honey; therefore, they come to symbolize goodness, hard work and hope. A Honey Bee is also a symbol of wisdom; it collects pollen from many flowers and turns it into food known as honey. In Christianity, bees came to represent the soul.  In other cultures around the world, Honey Bees symbolize social order, diligence, and cleanliness.

In France, a bee came to be recognized as a royal (regal) symbol or majesty. Napoleon the great had golden bees sewn into his coronation robe to symbolize family and leadership.  Bees symbolically stand for the feminine sexuality, chastity, fertility and care.

“A bee is symbolic of the empress and feminine energy.  Bees are often associated with Goddess Venus or Divine Feminine for the fact that they are ruled by queens. In particular, they are associated with the goddess Venus because of their labor is the indirect fertilization of flowers, all under the dominion of Venus. Without bees, many species of flowers would die out.  Bees are considered as handmaiden of goddess Venus. In Greek tradition, the Nine Muses, the divine patronesses of music and poetry, take on the form of bees. This fits well with the dominion of Venus over the art and mother earth. Therefore, a honey bee will be a symbol of SSIWEL.

Sun or sunrays:

It represents power, glory, illumination, life force, vitality and the source of life on earth.

Orange (lining around the sun)

Orange combines the energy of red and the happiness of yellow. It is associated with joy, sunshine, and the tropics. Orange represents enthusiasm, fascination, happiness, creativity, determination, attraction, success, encouragement, and stimulation. To the human eye, orange is a very hot color, so it gives the sensation of heat. Nevertheless, orange is not as aggressive as red. Orange increases oxygen supply to the brain, produces an invigorating effect, and stimulates mental activity. It is highly accepted among young people. As a citrus color, orange is associated with healthy food and stimulates appetite. Orange is the color of fall and harvest. In heraldry, orange is symbolic of strength and endurance.

Yellow (Sunshine/rays)

Yellow is the color of sunshine. It's associated with joy, happiness, intellect, and energy. Yellow produces a warming effect, arouses cheerfulness, stimulates mental activity, and generates muscle energy. Yellow is often associated with food. Bright, pure yellow is an attention getter, which is the reason taxicabs are painted this color. When overused, yellow may have a disturbing effect; it is known that babies cry more in yellow rooms. Yellow is seen before other colors when placed against black; this combination is often used to issue a warning. In heraldry, yellow indicates honor and loyalty.

Green (color of the bee)

Green is the color of nature. It symbolizes growth, harmony, freshness, and fertility. Green has strong emotional correspondence with safety. Dark green is also commonly associated with money. Green has great healing power. It is the most restful color for the human eye; it can improve vision. Green suggests stability and endurance. Sometimes green denotes lack of experience; for example, a 'greenhorn' is a novice. In heraldry, green indicates growth and hope. Green, as opposed to red, means safety; it is the color of free passage in road traffic.

Blue (Background color for the website)

Blue is the color of the sky and sea. It is often associated with depth and stability. It symbolizes trust, loyalty, wisdom, confidence, intelligence, faith, truth, and heaven. Blue is considered beneficial to the mind and body. It slows human metabolism and produces a calming effect. Blue is strongly associated with tranquility and calmness. In heraldry, blue is used to symbolize piety and sincerity.

Ethical guidelines

South Sudan Institute for Women’s Education & Leadership (SSIWEL): Code of Conduct and Business Ethics

SSIWEL Values and Deputation:

SSIWEL Board of Directors and staff adhere to five fundamental values that serve to define the organization’s purposes and ethical standards. They are:

• Dedication to the development of SSIWEL as an Institute for higher Learning for women’s education and Leadership;

•  Responsive and high quality service to its members;

• Respect for members and colleagues in all interactions and transactions;

• Collaboration within AGB (General condition of Business) and with other organizations; and,

• Adherence to the highest ethical, legal and moral standards in all of its work.

These values underpin the responsibilities of SSIWEL Board of Governors which states that “All powers of SSIWEL shall be exercised by or under the authority of the Board of Directors and all the business affairs of SSIWEL shall be supervised by the Board of Directors. The Board of Directors shall have the power to conduct and manage the affairs and business of the Corporation and shall make all major policy decisions of SSIWEL.

Governing Boards of SSIWEL will strengthen and protect SSIWEL organizational unique form of institutional governance which is adopted from American’s colleges and Universities a country in which SSIWEL born service, and advocate for the women of Southern Sudan. SSIWEL IS COMMITTED to the higher educational discipline of the United States, Southern Sudan and the Sudan at large.

SSIWEL Code of Conduct:

SSIWEL’s directors and its employees must, at all times, comply with all applicable laws and regulations. The association will not condone the activities of employees who achieve results through violation of the law or unethical business dealings. This includes any payments for illegal acts, indirect contributions, rebates, and bribery. SSIWEL does not permit any activity that fails to stand the closest scrutiny.
All business conduct should be well above the minimum standards required by law. Accordingly, employees must ensure that their actions cannot be interpreted as being, in any way, in contravention of the laws and regulations governing the association’s work. Employees uncertain about the application or interpretation of any legal requirements should refer the matter to their department head, executive vice president or president, who, if necessary, will seek the advice of SSIWEL’s legal counsel.

SSIWEL General Employee Conduct:

SSIWEL expects all employees to conduct themselves in a businesslike manner. Drinking, gambling, fighting, swearing, and similar unprofessional activities are strictly prohibited in SSIWEL’s working environment. Consistent with SSIWEL policies, board members, officers or employees must not engage in sexual or general harassment, or conduct themselves in a way that could be construed as such, for example, by using inappropriate language, keeping or posting inappropriate materials in the web, work area, or accessing lurid materials on their computer. SSIWEL’s policy on sexual harassment requires board or staff members to avoid any form of direct or implicit sexual advances, engaging in verbal or physical conduct of a sexual or gender-based nature, or creating an intimidating, hostile or offensive working environment.

Conflicts of Interest:

SSIWEL’s conflict of interest statement requires that board members, officers and employees will perform their duties conscientiously, honestly, and in accordance with the best interests of the organization. SSIWEL’S directors, general staff must not use their position or the knowledge gained as a result of their position for private or personal advantage. Regardless of the circumstances, if employees sense that a course of action they have pursued, are presently pursuing, or are contemplating pursuing may involve them in a conflict of interest with SSIWEL, they should immediately communicate all the facts to their supervisor or to his or her supervisor, as appropriate. Staff members will be asked to complete the same disclosure form as SSIWEL directors on an annual basis.

Outside Activities, Employment, and Directorships:

All employees share a responsibility for South Sudan Institute for Women’s Education & Leadership’s reputation, especially with the relationship with institutions and individual membership partners. Their readiness to help with religious, charitable, educational, and civic activities brings credit to SSIWEL and is encouraged. Employees must, however, avoid acquiring any business interest or participating in other activity outside the organization that would, or would appear to:

• Create an excessive demand upon their time and attention, thus depriving SSIWEL of their best efforts on the job.

• Create a conflict of interest and obligation, interest, or distraction that may interfere with the independent exercise of judgment in SSIWEL’s best interest.

SSIWEL Board and Staff Relationships with Vendors and Suppliers:

Employees shall avoid investing in or acquiring a financial interest having a value of $10,000 or more (or up to $50,000 if the entity is publicly traded) for their own accounts in any business organization that has a contractual relationship with SSIWEL and/or that provides goods or services, or sponsors any part of the organization’s work. Employees shall not serve on the board of any business organization that is engaged in a business relationship with SSIWEL.

Gifts, Entertainment, and Favors:

SSIWEL employees must not accept entertainment, gifts, or personal favors that could, in any way, influence, or appear to influence, business decisions in favor of any person or organization with whom or with which SSIWEL has, or is likely to have, business 3 arrangements. Similarly, employees must not accept any other preferential treatment under these circumstances because their position might be inclined to, or be perceived to, place them under obligations.
In addition, Board or staff members may not receive payment or compensation from providers of goods or services of any kind, except as stipulated by the organization’s policies contained in the SSIWEL Personnel Policy Manual (to be developed soon). In particular, SSIWEL strictly prohibits the acceptance of any form of financial recognition from suppliers or others. Any breach of this policy can result in immediate termination from SSIWEL Inc.

SSIWEL Funds and Other Assets:

SSIWEL funds and all other assets of the ORGANIZATION are intended solely to advance the mission of the organization and may not be used for personal benefit. SSIWEL board or staff members who have access to organization funds in any form must follow the prescribed procedures for recording, handling, and protecting those organization assets as detailed in SSIWEL’s instructional manuals (to be developed soon) or other explanatory materials, or both. SSIWEL imposes strict standards to prevent fraud and dishonesty. If employees become aware of any evidence of fraud and/or dishonesty, they should immediately report to the board, advise their supervisor or staff officer with whom they feel most comfortable, so that the organization can promptly investigate the matter. In instances where a staff officer or a member of the board of directors is suspected of a fraudulent act, the president or executive vice president should ordinarily be informed. Depending on the accusations, however, a concerned staff member or director may wish to communicate directly with the chair of the audit committee of the board of directors. The chair will in turn bring the matter to the attention of the audit committee for such action as the committee finds appropriate in the circumstances. Employees bringing forward such information will be protected against any retaliatory adverse action. Any employee who is found to have engaged in retaliation will be subject to severe disciplinary action, up to and including termination of employment. In those circumstances where an employee’s position requires spending or obligating organization funds or incurring any reimbursable personal expenses, that staff member must use good judgment on SSIWEL’s behalf to ensure that good value of service is received for every spending.

SSIWEL’s Organization Records and Communications:

Accurate and reliable records of many kinds are necessary to meet AGB’s legal and financial obligations and to manage the affairs of the association. The association’s books and records must reflect in an accurate and timely manner all business 4 transactions. The employees responsible for accounting and recordkeeping must fully disclose and record all assets and liabilities and must exercise diligence in enforcing these requirements.
Staff must not make or engage in any false record or communication of any kind, whether internal or external, including but not limited to:

• False expense, attendance, production, financial, or similar reports and statements;

• False advertising, deceptive marketing practices, or other misleading representations.

SSIWEL’s records will be retained in accordance with the records retention periods legally required for each functional activity or specific records of the organization. SSIWEL will retain records for at least two years within its business offices, and store records over two years old in a remote, secure storage facility. The accounting department will retain a list of all records kept in storage, and the list will be reviewed periodically to determine whether a specific record can be safely destroyed. Department heads will be informed and consulted before a specific record can be safely destroyed. Records to be destroyed will be shredded to ensure absolute security.

Communications, Openness and Disclosure:

All information about SSIWEL will fully and honestly reflect the policies and practices of the association. Basic informational data about SSIWEL, such as the Form 990, and audited financial statements will be available to the public upon request, either in writing, in person, or through other forms of communication. All financial reports will be complete and accurate in all material respects. In all matters relevant to members, suppliers, government authorities, the public, the media and others in the organization, all staff members must make every effort to achieve complete, accurate, and timely communications—responding promptly and courteously to all proper requests for information and to all complaints. All solicitation/marketing materials will accurately represent SSIWEL’s policies and practices and will reflect the dignity of our members. Employees must take care to separate their personal activities from their association positions when communicating on matters not involving association business. Staff must not use organization identification, stationery, supplies, and equipment for personal or political matters. When communicating publicly on matters that involve association business, staff must not presume to speak for SSIWEL on any topic, unless they are certain that the views they express are those of the association, and it is SSIWEL’s desire that such views be publicly disseminated.

Privacy and Confidentiality

When handling financial and personal information about members or others with whom SSIWEL conducts business, all employees should observe the following principles:

• Collect, use, and retain only that personal information necessary for AGB’s business.

• Retain information only for as long as necessary or as required by law. Protect the physical security of this information.

• Limit internal access to personal information to those with appropriate business reasons. Use only personal information for the purposes for which it was originally obtained. Obtain the consent of the person concerned before externally disclosing any personal information, unless legal process or contractual obligation provides otherwise.

Inclusiveness and Diversity:

SSIWEL has a policy of promoting inclusiveness. Its staff and board of directors reflect that diversity in order to enrich the association’s effectiveness. SSIWEL takes meaningful steps to promote inclusiveness in its hiring, retention, promotion, board recruitment, and constituencies served.

Fund-raising:

SSIWEL respects the privacy concerns of all donors and expends funds consistent with donor intentions. In raising funds, SSIWEL respects the rights of donors as follows:

• To be informed of the mission of SSIWEL, how their gift/grant will be used, and the association’s capacity to use gifted funds effectively for their intended purposes;

• To be informed of the identity of those serving on the SSIWEL Board of Directors and to expect that the board will exercise prudent judgment in its stewardship responsibilities;

• To have access to SSIWEL’s most recent financial reports;

• To be assured their gift/grant will be used for the purposes for which they were given;

• To receive appropriate acknowledgement and recognition;

• To be assured that information about their gift/grant is handled with respect and with confidentiality;

• To expect that all relationships with individuals representing SSIWEL will be professional in nature;

• To feel free to ask questions when making a gift/grant and to receive prompt, truthful, and forthright answers.

Code of Ethics for Financial Officers and Staff

Senior financial officers and staff of SSIWEL hold an important and special set of responsibilities. While members of the management team, they are uniquely capable and empowered to ensure that all stakeholders’ interests are appropriately balanced, protected, and preserved. The following Code of Ethics recognizes individual and peer responsibilities, as well as responsibilities to other staff members, SSIWEL directors, members and other stakeholders:

1. Act with honesty and integrity, avoiding actual or apparent conflicts of interest in personal and professional relationships.

2. Provide constituents with information that is accurate, complete, objective, relevant, timely, and understandable.

3. Comply with rules and regulations of federal, state, and local governments, and other appropriate private and public regulatory agencies of both US, Southern Sudan and the Sudan.

4. Act in good faith; responsibly; and with due care, competence, and diligence, without misrepresenting material facts or allowing one’s independent judgment to be subordinated.

5. Respect the confidentiality of information acquired in the course of one’s work except when authorized or otherwise legally obligated to disclose. Confidential information acquired in the course of one’s work will not be used for personal advantage.

6. Share knowledge and maintain skills important and relevant to constituents’ needs.

7. Proactively promote ethical behavior as a responsible partner among peers, and in the work environment.

8. Achieve responsible use of and control over all assets and resources employed and entrusted.

Adopted by the SSIWEL Board of Directors on April 21, 2009.