CODE OF CONDUCT FOR MENTORING

The mentoring relationship, acting either as a mentor or a mentee, may present a number of issues.
The aim of this simple code of conduct guideline is to set the social norms and responsibilities, and
highlight a set of behaviours which might impact upon the mentoring relationship and what is
expected of both parties.

1. Responsibility
Responsibility lies with both mentor and mentee to be aware that their behaviour has the potential to
negatively affect the mentoring relationship.
Mentors and mentees will respect each other’s time and other responsibilities, ensuring they do not
impose beyond what is reasonable.

2. Confidentiality of the identity of the person being mentored
Confidentiality involves preserving the name of those being mentored unless they have given active
assent to disclosing them.
The confidentiality of the mentee remains paramount at all times. At no time will a mentor disclose
any part of the relationship to any person whosoever, without the explicit agreement of the mentee.

3. Confidentiality of the mentoring conversation
Both the mentor and the mentee have great responsibility to maintain and respect the confidentiality
of all the information imparted during the mentoring relationship as they may hear sensitive and
personal information.

4. Boundary management & roles
Those working in a mentoring relationship may develop friendships over time. It is important to have
a clear mentoring relationship and not allow personal bias to influence professional actions. Stay
mindful of maintaining confidentiality, objectivity and equal partnership.
The mentor will not intrude into areas the mentee wishes to keep private until invited to do so. 

5. Competence
Mentors need to be conscious of their own levels of mentoring competence and experience and to
never overstate them. An appropriate approach for mentors to foster this consciousness might be to
engage in reflective practice.

Mentors will open and truthful with themselves and their mentee whilst participating in the mentoring
relationship. At any point in time should they attempt to work beyond the bounds of their capability,
experience and expertise.

6. Contracting
Mentors will assist mentees via a webinar link provided by Mentorbees. Sharing personal details
such as email/telephone during mentoring sessions is not permitted.
The mentoring relationship should not be exploitative in any way; neither may it be open to
misinterpretation.

7. Dealing with self-distractions
Mentors need to recognise that bias, preconceived ideas, initial impressions, opinions and
stereotypes can all influence the ability to pay full attention and at all times be present and focused
on those being mentored.

8. Unexpected Behaviour
The following behaviours are considered unacceptable within our community:
a. Violence, threats of violence or violent language directed against another person.
b. Sexist, racist, homophobic, transphobic, ableist or otherwise discriminatory jokes and
language.
c. Posting or displaying sexually explicit or violent material.
d. Posting or threatening to post other people’s personally identifying information ("doxing").
e. Personal insults, particularly those related to gender, sexual orientation, race, religion, or
disability.
f. Unwelcome sexual attention. This includes sexualised comments or jokes.
g. Sustained disruption of the community and community events.
h. Deceiving behaviour, such as posting fake reviews, misrepresenting your experience or
acting under a pseudonym.
i. Other conducts which could reasonably be considered inappropriate in a professional setting.

Disclaimer: These guidelines are made available for your reference only as to the type
of dilemmas and/or issues you may come across whilst engaging in a mentoring
relationship. It does not constitute legal advice