This page provides general guidelines for the conduct of mentoring. Each mentoring scheme and every mentoring relationship is different. Therefore, mentors and mentorees will need to review these guidelines and adapt to create an appropriate code of ethics.
What is mentoring?
A relationship built in a series of one-to-one meetings to develop in the mentoree one or more of the following:
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Technical and professional skills, knowledge and understanding;
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Improved competence in leadership or management or self-management;
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Helpful attitudes and habits (e.g. confidence, self-reliance, questioning assumptions);
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More awareness of potential and any self-limiting beliefs that undermine the use of potential;
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Clarity about personal values and goals in life;
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A sense of belonging/induction to an organisation or community.
Mentoring also provides learning opportunities for the mentor.
Guidelines for Mentoring
1. Entering mentoring relationships is voluntary.
2. Either party has the right to withdraw from the mentoring contract if, after genuinely trying, the relationship is not satisfactory.
3. While often the mentor will have more experience of life or an aspect of work, the relationship is one of partners who jointly make decisions.
4. Meetings should be long enough and paced so as to allow the two people to get to know and feel comfortable with each other.
5. Information shared in mentoring meetings is subject to standard rules of professional confidence. Any notes made about mentoring meetings should be kept in confidence.
6. Commitments made should be honoured. If meetings are cancelled or delayed adequate warning of non-availability or delay should be given. Postponed meeting should be re-booked promptly.
7. Either party has the right to ask for a review of how the mentoring is progressing or for agreements or plans made at an earlier stage to be reviewed.
8. If either party feels unclear about what the current status of the mentoring is, that party should seek to clarify the views and wishes of the other party.
9. Mentors should recognise their limitations and avoid working with the mentoree in ways that exceed those limitations. Should a mentor sense there is a conflict of interest between the mentoring and any other role, the mentor should make this conflict known to the mentoree as soon as is practicable.
10. Notice to end the mentoring should allow for at least one meeting where a final review and proper closure can take place.
