Standards of Practice

CODE OF ETHICS & STANDARDS OF PRACTICE

Adopted by the Board of Directors/Trustees on the ____ day of ______, 2010.

______Chairman Date:

Reviewed and amended as necessary:

Date Confirmed by (initials)

[THE ORGANISATION] is a charitable organization whose Directors and Officers, Staff Members and Volunteers (“ Personnel”) are dedicated to the [ ] summarized in our mission statement as follows:

[state the Organisation’s Mission, Vision and Core Values, as appropriate]

Appendix 3_Code of Ethics_2. Youth Services Derived from the Raleigh International Bermuda’s Code of Ethics 2007 itself derived from the Code of Raleigh International UK 2

[THE ORGANISATION] recognizes diversity in society and embrace a cross- cultural and global approach in support of the worth, dignity, potential, and uniqueness of each individual.

The Code of Ethics enables [THE ORGANISATION] to inform current and future Directors/ Trustees and Officers, Staff Members and Volunteers and to its Stakeholders the standards of ethical behaviour expected of them.

This document is intended to establish the principles that govern the ethical behavior of all Personnel. All Personnel are required to adhere to the Code of Ethics and the Standards of Practice.

The Standards of Practice serve as the basis for processing complaints initiated against Personnel.

[THE ORGANISATION] acknowledges that the behaviour of everyone involved in [ describe the nature of the Organisation’s services]-political and managerial leaders, managers, trustees, employees, volunteers and participants-must be of a standard that makes it a basis for:

 the effective delivery of services to its service recipients;  setting standards of appropriate behaviour to service recipients  establishing trust between workers and its service recipients  establishing trust between organisations and services and its service recipients  inducing and encouraging the parties involved to commit their energy and resources; and  fostering a belief in the capacity of its services to help its service recipients help themselves learn to make moral decisions and take effective action

Where its services are based on clear principles and intentions and are open and accountable, this will help shape the conduct of those involved. Services that put its service recipients and their development first, in the context of a clear sense of ethical behaviour, will create a culture where effective service is valued, and standards of personal and professional integrity are the norm.

(derived from the work of the UK National Youth Agency, Ethics in Youth Work, Oct 1999)

Ethical Principles

In general terms, [THE ORGANISATION] Personnel have an obligation to:

1. act in a fiduciary capacity for [THE ORGANISATION] and its Stakeholders and to carry out [THE ORGANISATION]’s stated purposes in a diligent and loyal manner employing a suitable degree of candour in the process;

2. to respect property and the rights of those who own or legally occupy or possess it. They are to refrain from theft and misappropriation, to avoid waste and to safeguard the property entrusted to them;

3. to act reliably and to honour commitments made by being faithful to their word, following through on promises, agreements and other voluntary undertakings whether or not of a legally enforceable nature;

4. to conduct their affairs with transparency and conduct business in a truthful and open manner, to refrain from deceptive practices, to keep accurate records and to make timely disclosures or material information while respecting obligations of confidentiality and privacy;

5. to respect the dignity of all peoples, to protect the health, safety and human rights of others, to refrain from coercion, to adopt practices that enhance human development in the workplace, the market place and the community;

6. to practise fairness and to engage in free and fair competition, to deal with all third parties fairly and equitably and to practise no form of discrimination in employment and the award of contracts;

7. to act as a responsible citizen in the community, to respect the law, protect public property, to cooperate with public authority and to avoid involvement in improper politics or aspects of government and generally contribute to the betterment of society and in the communities in which they live and work;

8. to act in a responsive manner towards those with a legitimate complaint or concern in relation to [THE ORGANISATION]’s activities and to be responsive to public needs.

(derived from the World Class Code of Organisational Conduct)

For organizations engaged in Youth Work

In relation specifically to Youth Work and the pursuit of [THE ORGANISATION]’s goals and objectives, Personnel have a commitment to:

1. treat young people with respect, valuing each individual and avoiding negative discrimination;

2. respect and promote young people’s rights to make their own decisions and choices, unless the welfare or legitimate interests of themselves or others are seriously threatened.

3. promote and ensure the welfare and safety of young people, while permitting them to learn through undertaking challenging educational activities.

4. contribute towards the promotion of social justice for young people and in society generally, through encouraging respect for difference and diversity and challenging discrimination.

5. recognise the boundaries between personal and professional life and be aware of the need to balance a caring and supportive relationship with young people with appropriate professional distance.

6. recognise the need to be accountable to young people, their parents or guardians, colleagues, funders, wider society and others with a relevant interest in the work, and that those accountabilities may be in conflict.

7. develop and maintain the required skills and competence to do the job.

8. work for conditions in employing agencies where these principles are discussed, evaluated and upheld.

Specific aspects of the [THE ORGANISATION] Code of Ethics and Standards of Practice:

Section A: The Personnel /Young Person Relationship

Section B: Confidentiality

Section C: Group Work

Section D: Data Protection

Section E: Public Responsibility

Section F: Volunteer Staff Education and Training Programmes

Section G: Professional Responsibility

Section A: Relationships between Personnel and Young Persons

A.1. Young Persons’ Welfare

a. Principal Responsibility: the Personnel have a responsibility to respect the dignity and to promote the welfare of its Young Persons. b. To facilitate and support the personal development of Young Persons: to facilitate and support the personal development of its Young Persons through dependence to interdependence, by encouraging their personal and social development in ways that foster their interest and welfare, and enabling them to have a voice, influence and place in their communities and society.

c. To avoid dependent relationships: the Personnel are directed to avoid fostering dependent relationships with the Young Persons.

A.2. Respecting Diversity

a. Discrimination: the Personnel do not condone or engage in discrimination based on age, colour, culture, ability, ethnic group, gender, race, religion, sexual orientation, marital status, or socio-economic status.

b. Respecting Differences: the Personnel will actively attempt to understand the diverse cultural backgrounds of the Young Persons and all other persons with whom they work.

A.3. Personal Needs and Values

a. Personal Needs: the Personnel are aware of the intimacy and responsibilities inherent in relationship which develops between themselves and the Young Persons and shall maintain respect for the Young Persons and avoid acts that seek to meet their own personal needs at the expense of the Venturer; b. Personal Values: the Personnel are aware that the values, attitudes, beliefs, and behaviours they hold dear are not universally held and strive to avoid imposing these values on Young Persons, recognising that each individual within a diverse community has the right to his or her own belief system;

A.4. Dual Relationships

a. The Personnel are aware of the influence they may have over Young Persons and they strive to avoid the exploitation of the trust given and dependency shown by these people and therefore make every effort to avoid dual relationships with the Young Persons that could impair professional judgement or increase the risk of harm to those young people. (examples of such relationships include, but are not limited to, social, familial, or close personal relationships with young people.)

A.5. Exclusive Relationships

a. There will be no exclusive relationships between any two or more people on any [THE ORGANISATION]’s residential or other such activity which works to the detriment of the personal development of the individual Young Person or against the wider group’s aims and objectives.

b. The Personnel shall not engage in any relationship of a personal or intimate nature with any Young Person whilst enrolled on an [THE ORGANISATION]’s Programme and shall refrain from any such activity outside the [THE ORGANISATION]’s environment;

A.6. Sexual Intimacies with Young Persons

Personnel shall not engage in any type of sexual intimacy with any Young Person who is a candidate for or enrolled in an [THE ORGANISATION]’s Programme. Personnel are discouraged from engaging in sexual relationships with any Young Person after the completion of their Programme (“Past Particpants”);.

A.7. Young People and Voluntary Work

Past-Particpants who have completed their [THE ORGANISATION] programme will have the opportunity to apply to work in a volunteer role with [THE ORGANISATION] should they so wish and be needed by [THE ORGANISATION]

Section B: Confidentiality

B.1. Right to Privacy

a. Exceptions. The general requirement that Personnel keep information received in the course of their duties with [THE ORGANISATION] confidential shall not apply when disclosure is required to prevent evident danger to the Young Person or others or when legal requirements demand that confidential information be revealed. Personnel shall consult with each other when in doubt as to the applicability of an exception. b. Contagious or fatal diseases. Personnel who receive information advising that a Young Person has a disease commonly known to be both communicable and dangerous or potentially fatal is justified in disclosing information to an identifiable third party, who by his or her relationship with the Young Person is at a high risk of contracting the disease. Prior to making a disclosure Personnel should ascertain that the Young Person has not already informed the third party about his or her disease and that the Young Person is not intending to inform the third party in the immediate future. c. Minimal Disclosure. When circumstances require the disclosure of confidential information, only essential information is revealed. To the extent possible, a Young Person will be informed of the imminent disclosure of his or her personal information before it is disclosed; d. Explanation of Limitations. When the relationship between Personnel and a Young Person commences and throughout the process as necessary, Personnel will inform young people of the limitations of confidentiality and identify foreseeable situations in which confidentiality must be breached.

e. Other persons involved: Personnel shall make every effort to ensure that privacy of all Young Persons and that the confidentiality of information pertaining to them are maintained by other persons amongst Personnel;

Section C: Group Work

C.1. Group Work Confidentiality

Group Work. In group work, Personnel shall clearly define the parameters for confidentiality that apply to the specific group involved, explain its importance, and discuss the difficulties relating to confidentiality involved in group work. The fact that confidentiality cannot be guaranteed for reasons of safety is to be clearly communicated to group members;

C.2. Youth Under 18

Where a Young Person is under the age of 18 and who is unable to give voluntary and informed consent, parents or guardians may be included in the process as appropriate. Refer [THE ORGANISATION]’s in loco parentis policy.

Section D: Data Protection

D.1. Records

a. Confidentiality of Records. Personnel are responsible for securing the safety and confidentiality of any person’s written records they create, maintain, transfer, or destroy. b. Young Person Access. Personnel recognise that a Young Person’s records are kept for the benefit of that Young Person and will agree to provide access to the Young Person’s own personal records and copies of records when requested by the Young Person concerned; c. Disclosure or Transfer. Personnel obtain written permission from a Young Person to disclose or transfer their records to third parties who possess a legitimate and justifiable reason to receive them. Steps are taken to ensure that receivers of any Young Person’s records are aware of and respect their confidential nature. d. Data Disguise Required. Use of data derived from any [THE ORGANISATION] activities or residentials for the purposes of training data or assessments is confined to content that has been disguised to ensure the anonymity of the individuals involved.

Section E: Public Responsibility

E.1. Behaviour

a. Non-discrimination. Personnel may not discriminate against a Young Person based on their age, colour, culture, disability, ethnic group, gender, race, religion, sexual orientation, or socio-economic status, or for any other reason; b. Sexual Harassment. Personnel shall not engage in sexual harassment of any type. Sexual harassment is deemed to include sexual solicitation, physical advances, verbal or non- verbal conduct that is sexual in nature, that occurs in connection with their professional activities or roles, and that either (1) is unwelcome, is offensive, or creates a hostile workplace environment, and staff know or are told this; or (2) is sufficiently severe or intense to be perceived as harassment to a reasonable person in the context. Sexual harassment can consist of a single act or multiple persistent or pervasive acts considered by the individual to infringe upon their comfort or interpretation of safety. Sexual harassment is completely unacceptable. c. Reports to Third Parties. Personnel strive to be accurate, honest and unbiased in reporting their professional activities and judgements to appropriate third parties including those who are the recipients of reports;

Section F: Volunteer Staff Education and Training Programmes

F.1. Staff Obligations

a. Peer Relationships: when Volunteers are assigned to facilitate any part of an [THE ORGANISATION]’s Programme, [THE ORGANISATION] takes steps to ensure that those Volunteers do not have personal or adverse relationships with the Young Persons and that they understand they have the same ethical obligations as all other Personnel; b. Volunteer Field Placements: [THE ORGANISATION] has developed clear policies for Volunteer recruitment and their assignment to [THE ORGANISATION]’s activities. [THE ORGANISATION] policy provides clearly defined roles and responsibilities for the Volunteers. [THE ORGANISATION] informs all Volunteers of their professional and ethical responsibilities.

Section G: Professional Responsibility

G.1. Standards Knowledge Appendix 3_Code of Ethics_2. Youth Services Derived from the Raleigh International Bermuda’s Code of Ethics 2007 itself derived from the Code of Raleigh International UK 9

All participants in [THE ORGANISATION]’s activities have a responsibility to read, understand and adhere to this Code of Ethics and these Standards of Practice;

G.2. Professional Competence

a. Boundaries of Competence. Personnel practise only within the boundaries of their competence based on their education, training, professional qualifications, and appropriate experience. Personnel are expected to demonstrate a commitment to acquire knowledge, personal awareness, sensitivity, and skills appropriate for working with a diverse group of Young Persons and other persons. b. Ethical Issues Consultation. Personnel are expected to take reasonable steps to consult with each other when they have questions regarding their ethical obligations or standards of professional practice. c. Professional Conduct. Personnel have a responsibility both to the Young Persons and to [THE ORGANISATION] to perform their roles to the highest standards of professional conduct. All [THE ORGANISATION]’s participants are ambassadors for [THE ORGANISATION] and are expected to behave accordingly.

G.3. Suspected Violations

a. Ethical Behaviour Expected. Personnel expect each other to adhere to these Standards of Practice. Should anyone possess reasonable cause to believe that another is acting in an un-ethical manner, he or she must take appropriate action. b. Consultation. When uncertain as to whether a particular situation or course of action may be in violation of this Code of Ethics and Standards of Practice, Personnel shall consult with others of their group who are knowledgeable and experienced in the area of personal ethics. c. Informal Resolution. When Personnel have reasonable cause to believe that a colleague is violating an ethical standard, they shall first attempt to resolve the issue informally with the other member if feasible, providing that such action does not violate any confidentiality rights that may be involved. d. Reporting Suspected Violations. When an informal resolution is not appropriate or feasible, Personnel shall, with reasonable cause only, report the suspected ethical violation to his or her immediate superior. [THE ORGANISATION] reserves the right to remove Personnel and participants from any current expedition where [THE ORGANISATION]’s Code of Ethics is not upheld and refuse that person any further right to participate in any [THE ORGANISATION]’s activity.

Appendix 3_Code of Ethics_2. Youth Services Derived from the Raleigh International Bermuda’s Code of Ethics 2007 itself derived from the Code of Raleigh International UK