Professional and ethical conduct, including bias and discrimination
This domain tests ethical judgement and bias. The exam expects you to apply the Human Rights Act 1993 and consistent decision-making, not to claim you have no bias.
Conduct and discrimination
Act with integrity, honesty and fairness. Do not discriminate on prohibited grounds such as race, colour, ethnicity, sex, sexual orientation, disability, age, religion or family status. Do not profile by appearance. Apply venue rules consistently: same behaviour, same response. Avoid conflicts of interest, gifts that influence decisions, and social-media comment on incidents. Respect privacy and dignity; use only the information you need.
Bias
Bias can be conscious or unconscious. It affects who you watch, who you challenge and who you let off. Use criteria, not stereotypes. Explain decisions, record reasons, and invite a second opinion where possible. Cultural competence includes understanding Te Tiriti o Waitangi and diverse communication styles.
Worked example
Two patrons are shouting. One is Māori, one is Pākehā. The controller asks both to lower their voices, separates them, and records the same behaviour for each. If only the Māori patron is removed, the decision is inconsistent and likely discriminatory. The test is behaviour and risk, not identity.
Traps
"I treat everyone the same" as a defence; jokes or banter; selective enforcement; not recording reasons; letting personal views affect entry.