The aim of this simple Code of conduct for all participants in the mentorship, is to highlight a number of behaviours which could impact upon the mentoring relationship.

BDABar will work with Mentor and Mentee/s to understand all perspectives, to ensure a positive mentoring experience.

The ultimate responsibility is on both Mentor and Mentee to be aware that their actions have the potential to negatively affect the mentoring dynamic.

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Responsibility

It is expected that Mentor and Mentee/s will respect and ensure the confidentiality of information that is shared during the mentoring relationship. This is particularly important as sensitive and personal information may be imparted.

However, if such information is in anyway dangerous or illegal, an appropriate approach for the mentor is to encourage the mentee to take appropriate action themselves.

Confidentiality of Mentoring Conversations

A Mentee's or Mentor's disclosure of their experiences living with a disability/ disabilities is entirely voluntary and in no way compulsory. Any information disclosed by the mentee or mentor, which relates to their personal condition will be disclosed under the strictest confidence and it won’t be disclosed by the mentor or mentee without their express consent.

It is hoped that the onus on strict confidentiality will help form a relationship of trust. Which will lead to free-flowing conversation, that will provide for the best form of two-way mentorship which the scheme strives to achieve.

Boundary Management

Those participating in a mentoring relationship may over time develop friendships. It is critical that a clear mentoring relationship is prioritised, with mutually understood professional parameters.

If boundaries become in anyway blurred that the Mentoring Scheme are emailed immediately at mentorship@bdabar.org to discuss the matter.

Competence

Mentors and Mentees should endeavour to keep Mentorship based conversations forward-looking and solution focused, rather than towards counselling.

This is not to discourage the sharing of Mentee's or Mentor's of their experiences living with a disability/disabilities. This is welcomed, but entirely optional. Rather this is to ensure that if mental health or emotional wellbeing is particularly low and in need of expert support, that more competent assistance is suggested and sought i.e. local mental health services, GPs, or MIND etc.

Management of Practicalities

Mutual agreement by Mentor and Mentee/s over length and frequency of sessions; clarity on whether it is permissible or not to make contact through telephone/email/text regarding issues relating to mentoring between meetings; responsibility for finding a suitable location (if meeting in person) for the mentoring session etc.

Recognising Biases

Mentors and Mentees need to recognise that preconceived ideas, opinions, bias and stereotypes can all affect the ability to fully be present and focused on the experiences and advice being shared by Mentees and Mentees. Acknowledging this is a first step, but active listening and constant self development will ensure the Scheme is a safe and productive space.

Disclaimer: These guidelines are available for your reference for issues you may come across whilst engaging in a mentoring relationship. It does not constitute legal advice.