Here is an example of a mentoring Code of Conduct, as used by SFEDI Group. You may wish to use this in your organisation.
Scope
A mentor does not give advice, rather helps the apprentice to weigh up situations, through a process of reflection, questions, challenge and feedback allowing the apprentice to come to a decision themselves. The mentor will conduct themselves with dignity and will act in a way which respects diversity and promotes equal opportunities.
Mentoring code
- The mentor’s role is to respond to the apprentice’s needs and agenda; it is not to impose their own agenda.
- Mentors will work with the apprentice to discuss how they wish the relationship to work and the most appropriate level of confidentiality.
- Mentors will be aware of, and adhere to any current legislation relating to activities undertaken as part of the mentoring activities.
- The apprentice should be made aware of their rights and any complaints procedures.
- Mentors and apprentices will respect each other’s time and other responsibilities, ensuring they do not impose beyond what is reasonable.
- The mentor will ensure the apprentice accepts increasing responsibility for managing the relationship; the mentor will empower them to do so and will promote the apprentice’s autonomy.
- The mentor will not intrude into areas the apprentice wishes to keep private until invited to do so. They should, however, help the apprentice to recognise how other issues may relate to these areas.
- Mentors will be open and truthful with themselves and their apprentice whilst participating in the mentoring relationship.
- The mentoring relationship should not be exploitative in any way, neither should it be open to misinterpretation.
- Mentors should never work beyond the bounds of their capability, experience and expertise to the point where they do not feel confident in providing the apprentice with proper support. Where appropriate, mentors should seek advice or refer mentees to another point of contact.
- The confidentiality of the relationship needs to be agreed and discussed with the apprentice. If information from these sessions is likely to be shared with assessors and line managers, this will be discussed with the apprentice.
- Mentors have a responsibility to highlight any ethical issues (such as conflicts of interest) that may arise during a mentoring relationship at the earliest opportunity.
- Mentors should not attempt to do the apprentice’s job for them – the apprentice has the ability and the potential, the mentor’s job is to help them realise it.
- Mentors will maintain their professional competence through participation in continuous professional development.