I. Purpose and Scope

 

The Applied Neuroscience Association (ANA) Ethical Practice Guidelines or AEPG promote ethical practices within the domain of Applied Neuroscience. AEPG compliments the ethical standards of members' respective professional bodies.

 

AEPG is underpinned by ANA Values of Ethics, Sustainability, Innovation and Growth:

​

• ETHICS – Applying Neuroscience Responsibly in Society
  Where in the system can ethics act as the fulcrum for how we behave?

• SUSTAINABILITY – Ensuring Representation Across Communities
  How can neuroscience drive a more equitable future?

• INNOVATION – Championing an Interdisciplinary Ecosystem
  What new possibilities emerge when diverse minds come together?

• GROWTH – Driving collective brain health impact
  Why does investing in the brain economy matter?

 

AEPG applies to ANA Members in the official member register. As distinct from the ANA Network which includes academics, professionals, institutions, businesses, partners, and advisors.

 

New joiners are required to read, acknowledge their understanding, and agree to abide by AEPG as part of the ANA Member registration process. Additionally, members must remain informed about any updates to AEPG and reaffirm their commitment as and when revisions occur.

 

II. Responsibility for Ethical Conduct

 

ANA maintains and promotes AEPG, with responsibility for adherence shared by ANA and its members upon member registration.

​

AEPG is a guidance document setting out registered members' ethical practices, including a commitment to continual professional development (CPD).

​

AEPG is not legally binding and does not cover every potential ethical or professional nuance, including translation to local laws. Any such local nuances will not contradict the essence of AEPG.

 

III. Personal Conduct

 

At ANA, we uphold a culture of respect and professionalism. AEPG's commitment to diversity, equity and inclusion is through education initiatives such as regular workshops to raise awareness, challenge biases, and develop inclusive practices across the ANA Network and in policy.

 

We are committed to maintaining an environment free from harassment and discrimination. The definitions below outline the code of conduct expected of all members, in alignment with the AEPG. They ensure all members can participate fully and confidently in our shared mission:

​

Harassment:

• Persistently engaging in unwelcome interactions: repeated behaviours, communication, or actions that continue despite requests to stop, such as excessive messaging, unwanted proximity, or unsolicited comments.

• Disruptive behaviour: actions or speech that interfere with others' ability to engage professionally, including interruptions, spreading misinformation, or creating distractions that hinder participation.

• Bullying and cyberbullying: any repeated or severe behaviour, in-person or online, that intimidates, humiliates, or causes harm.

Discrimination:

• Hindering participation: actions that marginalise, exclude, or demean individuals based on identity, background, or position, limiting their opportunities for recognition and involvement.

• Exclusionary behaviour: conduct that singles out or disadvantages individuals due to personal characteristics (e.g., race, gender, disability), including stereotypes or policies that unfairly impact certain groups.

​​​

IV. Professional Conduct

​

AEPG encourages ANA members to commit to the following practices:

• Accurately advertising and presenting services, including a clear policy for client data protection and storage, an accessible complaints policy and relevant business insurance.

• Awareness of relevant statutory requirements in the countries in which practising, such as safeguarding practises if working with children or vulnerable adults.

• Taking all reasonable precautions to protect ANA service users from harm, always demonstrating a concern for individual's rights, safety, health, and dignity.

• Ensuring facts concerning individuals or organisations are accurate and verifiable and any sources used are evidence-based, assuming responsibility for the accuracy and fairness of presented information and disclosing any proprietary interests.

• Moderating any user-generated content that is legal and fit to share (no graphic content such as sexually explicit material or violence, hate speech, trolling, or spam).

• Fostering intellectual freedom through open discussion of theories and factual findings, conducive to promoting equity, diversity, inclusivity, and expression of ideas, free of harassment and discrimination.

• Maintaining appropriate autonomy and self-regulation, including safety and responsibility for other members in the context of supporting a friendly, safe, and welcoming experience for all members.

• Maintaining professional and cultural respect and integrity (legal, decent, truthful, and honest), such as when discussing the opinions and findings of others or faced with bribery or corruption.

 

ANA members are expected to demonstrate professional conduct and behaviour in different settings, where they represent their work, role, or affiliation with ANA. Examples of unprofessional behaviour include, but are not limited to:

​

Unprofessional Behaviour:

• Using language or actions that perpetuate stereotypes, reinforce biases, or marginalise others, undermining a culture of inclusion.

• Intentional misgendering and harmful disclosure, deliberately using incorrect pronouns or sharing sensitive personal information without consent.

• Spreading misinformation or disinformation with intent, diminishing trust in the professional standing of members and the organisation.

• Breaching confidentiality and privacy, disclosing sensitive information or processing personal data without explicit consent, except as required by law.

• Inappropriate self-promotion that conflicts with the shared mission or misuses its visibility; persistently taking over discussions, dominating collaborative spaces, or disregarding consensus-based practices and transparency.

 

V. Misconduct

​

Complaints Process:

ANA has a feedback policy available on its website, which outlines the steps for submitting a complaint. A dedicated ANA representative is established at the time of a complaint submission who is also responsible for documenting all reported incidents for transparency.

 

Reporting Process:

The complaints process includes how to submit feedback, the time limit for responses, and what members can expect during the investigation process. ANA prohibits retaliation against any individual who reports misconduct in good faith or participates in the investigation process.

 

Mediation Process:

The complaints process includes what happens if mediation between the parties involved in a dispute is required. Members affected by misconduct should refer to their professional body and related local laws available to them.

 

Enforcement:

ANA reserves the right to take appropriate action in cases of non-compliance with the AEPG. Such actions may include, but are not limited to, issuing written warnings, or removing individuals from specific activities. In cases of gross misconduct, ANA may proceed with immediate removal from the ANA Register and the Network.

 

VI. ANA Global Initiatives

 

ANA Global Initiatives are open to all members. AEPG applies to all activities within this space. In addition:

 

• Participants must request permission to record or publish any presentations made at ANA events from the content owner. If permission is granted by the owner, participants must adhere to appropriate norms of citation and attribution.

• ANA does not endorse any products, services, or opinions expressed by event speakers or participants. Any misrepresentation of affiliation or endorsement is considered a breach of professional conduct.

• All personal information provided to ANA (e.g., through registration forms) will be used solely for legitimate Association purposes. Personal data will not be shared, sold, or distributed.

• ANA applies best endeavours to all events being accessible to individuals with disabilities. Information on how participants can request accommodations will be provided in the related Q&A of each event.

• The awareness, understanding, and respectful consideration of cultural sensitivity in values, communication styles, customs, and worldviews.

• Ensure any copyright and credits are given where due for any speaking engagements or published content on behalf of ANA, and where required seek specific written permission for publishing access.

• Disclosure of conflicts of interest in abstracts and presentations is required under AEPG. This practice is important in maintaining integrity in academic and scientific communication.

 

 

VII. Full Members Continuous Professional Development

​

ANA endorses the following five standards for Continuing Professional Development (CPD) among Full Members in their chosen field(s) of neuroscience. Full Members are expected to:

1. Maintain an accurate and up-to-date record of CPD
   Keep a clear, truthful, and current log of CPD activities, updated consistently.

2. Retain evidence of CPD activities for verification
   Ensure records are complete and available for submission to ANA upon request.

3. Pursue CPD that enhances professional ethical practice
   Seek to undertake development activities that embed ethical practice

4. Ensure CPD reflects ethical standards
   Engage in learning that upholds ethical principles and benefits those they serve.

5. Demonstrate a diverse and relevant CPD portfolio:

   • Professional Engagement – e.g., speaking, mentoring, serving in a professional organisation

   • Academic and Educational Pursuits – e.g., authoring publications, pursuing formal education

   • Practical Learning – e.g., critical reflection, supervision, collaborative research, SIGs

   • Independent Learning – e.g., reviewing scholarly literature, evaluating new knowledge

   • Social Impact Contributions – e.g., voluntary work, public education, community initiatives

 

VIII. AEPG Continuous Improvement

 

ANA and its Members jointly take responsibility for reviewing and improving AEPG. This means regularly assessing and reflecting on culture and behaviours to address any issues that may arise between members and within the Network.

 

ANA will gather feedback via surveys, focus groups, or Advisor consultations to inform updates to AEPG and educational sessions about AEPG and how to apply it effectively in everyday practice. In the longer term, ANA seeks to collaborate with leading neuroethics institutions to further enrich AEPG.

​

ANA trusts that individuals will adhere to both AEPG and the professional standards of members' respective sectors, upholding shared ethical frameworks and values across all areas of work and academic practice.

 

 

The Applied Neuroscience Association (ANA)

ANA Ethical Charter (AEPG)

June, 2025 v5

​