Code of Conduct for Stakeholders
[Company Name]
Code of Conduct for [Company Name] Stakeholders
Code of Conduct for [Company Name] Stakeholders
DRAFT: this document is not complete and should not be used or shared until it is finalized and with explicit permission by [Company Name] leadership. (April 2024)
I. Introduction
A Purpose
This document includes sections on:
B Scope and Application
C. Compliance and Enforcement
D. Ethical Principles
E. Disclaimers
II Universal Ethical Responsibilities
A Professionalism and Ethical Conduct
B Collaboration and Communication
C Ethics in Occupying Positional Power
D. Dual relationship
E. Sexual Harassment
F. Stakeholder’s Responsibility to Self:
II Unique stakeholder ethics
A Program staff responsibilities to program participants and apprentices:
III Addressing and Reporting Ethical Breaches
Code of Conduct for [Company Name] Stakeholders Acknowledgment and Agreement Signature
I. Introduction
A. Purpose
The [Company Name] Code of Ethics establishes ethical principles and policies for all individuals within the [Company Name] Community. This Code outlines clear conduct policies to promote safety and maintain high ethical standards, protecting the welfare of those we serve, [Company Name] as an organization, and the field of psychedelic care as a whole
Note: This Code does not cover specific conduct for guides in their practices For the Code of Conduct for Guides certified by and/or employed by [Company Name], please visit the Guide Code of Conduct [add link]
This document includes sections on:
1. Policies of ethical conduct that apply to all stakeholders under the scope of this code of conduct These policies relate to ethical aspects of professional responsibilities and boundaries, ethical collaboration and communication, occupying positional power, navigating dual relationships, prohibiting sexual harassment, and stakeholder self-care.
2 Policies of ethical conduct that relate only to a unique stakeholder role, such as that of program staff - these are clearly indicated
3. Policies, guidelines, and channels by which to address and report ethical breaches of this code
B. Scope and Application
This Code of Conduct applies to all individuals who have a contractual relationship with [Company Name], including but not limited to:
● Program Staff
● Employees
● Board of Directors
● Ethics Committee members
● Other contracted members of the [Company Name] community
This Code is supplementary to:
● Employee contractual obligations, HR policies, and [Company Name] culture guidelines
● Board of Directors bylaws (e.g., duty of care, conflict of interest disclosures)
● Ethics Committee policies as outlined in the Ethics Committee Charter
● Any other role-specific agreements or policies
C. Compliance and Enforcement
All individuals covered by this Code must sign this agreement acknowledging their understanding and commitment to adhere to these ethical standards. Failure to comply with this Code will be taken seriously and may result in corrective action or termination of the relationship with [Company Name].
D. Ethical Principles
Ethical conduct is rooted in one's worldview and principles and is fostered through introspection, seeking guidance, engaging in meaningful discussions, and following best
practices To operate ethically, one must have a degree of self-awareness and comprehend the social, cultural, and psychological factors at play within their work. It also necessitates interpersonal skills, empathy, and respect for others
The foundational duty of [Company Name] stakeholders is to uphold the welfare and safety of those they collaborate with and those served by [Company Name] through their respective contributions. This involves aligning with the values below, prioritizing safety, maintaining ethical standards, and fostering a commitment to serving the well-being of those [Company Name] serves
[Company Name] has established an ethical framework and clearly defined its ethical principles in its Code of Ethics [add link] These principles are:
● Safety and Ethics: We place the safety, well-being, and dignity of those we serve at the forefront of all our actions and decisions.
● Transformational Justice and Accountability: We acknowledge that even with the best of intentions, harm can occur When it does, we are committed to addressing it with compassion, accountability, and a focus on healing and growth for all involved.
● Systemic Awareness and Emergence: We embrace the potential for uncommon experiences, such as psychedelics, to transform limiting patterns and systems, both within the individual and within the culture, catalyzing growth and transformation.
● Individuality and Affirming Cultural Experience: We recognize the inherent humanity in all individuals and honor the unique ways in which each person's journey unfolds, respecting the diverse identities, beliefs, cultures, and experiences that shape them
● Honoring Indigenous Wisdom and Lineages: We acknowledge the immense debt of gratitude we owe to the indigenous communities who have developed and stewarded the wisdom and practices of psychedelic ritual
● Confronting Systemic Injustices: Based on the principle of interconnectedness, we believe the individual's experience is not separable from the systemic and cultural injustices and privileges of their surroundings, cultural lineages, and the global cultural tides. Likewise the culture, and systemic injustices, are formed by each individual, whether one is aware of their participation or not
● Transparency and Public Engagement: We believe in the power of transparency and open dialogue to foster trust, collaboration, and collective wisdom. We recognize our responsibility to engage with our community and stakeholders in an honest, accessible, and responsive manner.
● Social Responsibility and Collective Well-being: We recognize that our work is intimately interconnected with the well-being of the communities and world around us We believe in the power of psychedelic healing modalities to catalyze not only individual healing, but also social and ecological transformation
● Humanness and Continuous Improvement: We recognize that we humans make mistakes and are in a continual and ongoing process of growth and change. We believe in the importance of remaining open, curious, and responsive to new insights,
changing one's practices when called for and extending grace to others who are engaging in processes of growth.
The Code of Conduct that follows is designed to align with and uphold these principles, and support stakeholders in the contributions towards [Company Name]’s activities and mission.
E. Disclaimers
The "[Company Name] Code of Conduct for Stakeholders" is a living document subject to ongoing refinement and enhancement to reflect best practices and evolving standards in the field of psychedelic services. This Code does not and cannot address every potential situation or ethical dilemma that may arise Its application requires professional judgment and a commitment to ethical principles. The absence of explicit prohibitions or permissions within this document does not imply ethical endorsement or disapproval by [Company Name]
Stakeholders are expected to use discernment and consult the Ethics Committee when uncertainties arise or when the situations they face are not explicitly covered by this Code Queries and concerns should be directed to [Company contact info]
This Code is intended to complement but not supersede any legal obligations or professional standards imposed by any relevant professional governing bodies or legal policies In all cases, this Code is intended as a resource to enhance the integrity, professionalism, and welfare of others in the practice of psychedelic services
II. Universal Ethical Responsibilities
This section includes ethical responsibilities for all stakeholders The reader should make slight adjustments in context to apply to their particular position, whether they are apprentices, program staff, organizational employees, directors of the [Company Name]’s board, or members of the [Company Name] Ethics Committee
A.Professionalism and Ethical Conduct
Implementing policies on professionalism and ethical conduct is crucial for maintaining the integrity of [Company Name]'s ethical principles and proactively fostering a trustworthy and transparent environment. These policies safeguard client and stakeholder well-being and uphold the organization's values in the evolving field of psychedelic care.
● Adhere to existing policies and frameworks: Adhere to all applicable laws, regulations, and [Company Name]’s policies.
● Conflicts of Interest: Avoid conflicts of interest or situations where other professional interests, affiliations, or personal interests could influence professional decisions Disclose any potential conflicts of interest to the appropriate authority within [Company Name]
● Proactive and timely addressing of issues: Proactively ask for help when needed to mitigate potential problems, issues, or harms occurring and/or address them swiftly.
● Ethical misconduct disclosure: Stakeholders must disclose to [Company Name] any prior accusations, complaints, or charges of professional or ethical misconduct against them (regardless of the outcome or determination of such accusations). If there is any accusation against them during the term of their services hereunder (whether or not related to [Company Name] activity), they will immediately notify [Company Name].
● Communicate Ethical Concern: Promptly communicate ethical concerns occurring under professional purview at [Company Name] to a supervisor, HR, or directly to the Ethics Committee. Supervisors must share any significant concerns with HR and the Ethics Committee
● Collaboration and Cooperation with the Ethics Committee: Employees and Board members should work proactively and collaboratively with the Ethics Committee.
● Contractual Adherence: Know and adhere to the stipulations in any signed documentation, such as contracts, policy agreements, handbooks, etc.
● Accurate representation: Accurately represent your capabilities, skills, and credentials
● Decision-Making Prioritization: In all decisions, prioritize client/participant safety, well-being, and dignity. Even when decisions do not directly involve clients, consider how they might affect clients of guides trained by [Company Name] When faced with ethical dilemmas or tensions that could negatively impact multiple parties, prioritize the welfare of current, past, or future clients/participants first.
● Drug and Alcohol: Do not work on or attend [Company Name] activities drunk or under the influence of any drugs that impair your ability to be fully attentive, in your body, and able to participate. This is a standard [Company Name] employment policy but is of ethical importance for staff and stakeholders in direct contact with program participants or clients.
● No Development of Relationship for Illegal Services: [Company Name] Employees should not develop a relationship involving illegal substances (“underground” psychedelics work) with a program participant outside the program activity itself. This would be considered an ethical breach and is grounds for contract termination
● No referrals to Illegal Services: [Company Name] Employees must not make referrals to a practitioner involved in illegal activities (“underground” psychedelics work). Such actions will be subject to Ethics Committee review and at risk for contract termination
● Duty of Care: As stewards of [Company Name]'s resources and potential positive impact, we are responsible for acting ethically and responsibly in the best interests of the organization and its clients
● Social Responsibility: Stakeholders should generally act ethically. Consider their words and actions carefully in their professional activities and peripheral to their professional activities as impactful to the perception and stigmatization of psychedelic healing modalities and to the reputation of [Company Name] and all other employees, certified guides, and stakeholders
B.Collaboration and Communication
Fostering effective, respectful, and thriving work environments is supported by open dialogue, earnest participation, constructive issue-addressing, and a commitment to honest communication. We aim to define and strengthen relationships and ensure an ethically oriented, supportive atmosphere where everyone can contribute to their fullest potential The environment developed in professional relationships will affect the organization's culture, including those served.
● Collaborative Participation: Foster a collaborative environment, encouraging open communication and knowledge sharing. Participate to the greatest capacity you can in shared meetings or collaborative processes
● Requesting Clarification: It is your responsibility to ask for clarification promptly about any stipulation, body of work, or request of you or related to your work that may not be clear and which is delaying the execution of work This manages workflow and expectations across a team working on related materials
● Evaluations: Engage earnestly in evaluations of self, others, and the organization.
● Providing Feedback: Stakeholders should provide constructive, compassionate, and timely feedback to their peers or other stakeholders when concerns arise regarding their work, professional conduct, or personal well-being, with the aim of promoting growth, healing, and ethical integrity
● Feedback Reception: Feedback or complaints from participants or other staff should be taken seriously
● Structural opportunities for systems feedback: [Company Name]’s core staff should create internal and external stakeholder feedback opportunities to improve the systems and structures in place Internal stakeholders should be informed of any changes that impact them in a timely manner
● Disagreements and Resolutions: As in any group setting, disagreements and ruptures may arise Address disagreements respectfully and work towards resolution Strive to respect different opinions, compassionately take responsibility for one's impact on others, and follow through on any commitments made within the resolution process
● Clear Communication: Communicate honestly and respectfully, avoiding misrepresentation or misleading information.
● Confidentiality and Privacy: Respect and protect confidential and sensitive information about other staff or stakeholders, only sharing anything related to an ethical concern when authorized or via appropriate channels. Treat others' sharing of personal experiences with care, dignity, and respect Personal information about clients or participants may be shared amongst staff if it is relevant to the participants' learning experience, integrity of the organization, and in providing support to them.
● Marketing and Outward Communication Practices: Content must refrain from using manipulative, coercive, or high-pressure tactics. Potential program participants, apprentices, employees, consultants, etc, should be treated with respect for their autonomy and provided with accurate, unbiased information to support their informed engagement with [Company Name].
C.Ethics in Occupying Positional Power
Stakeholders covered in this code of conduct are in a position of power with program participants, apprentices, and others in the organization While everyone is encouraged to discuss how power moves within any given system transparently, it is ultimately the responsibility of those in positions of power to acknowledge their positionality in the workplace and maintain appropriate boundaries and conduct. Furthermore, one's socio-cultural positionality is present in any given interaction. By being aware of their own identities and socio-cultural positioning, and committing to navigating differences with sensitivity, stakeholders can contribute to a supportive atmosphere that respects and values all individuals.
● Consent: Maintaining a strong consent culture is of utmost importance at [Company Name] Be sure to obtain consent before engaging in physical touch or personal inquiry with others.
● Non-discrimination Policy: Stakeholders must not discriminate against another person based on race, ethnicity, nationality, language, religion, gender identity, sexual orientation, age, disability status, socioeconomic status, or any other protected characteristic
● Awareness of Identity and Positionality: [Company Name] Stakeholders should make a reasonable, good-faith effort to be aware of their own identities, visible and invisible, dominant and non-dominant, and their socio-cultural positioning Understand how any dominant identities one occupies can be perceived, impact others, amplify power dynamics, and/or reinforce cultural trauma If you need support in this, please ask the person you report to for support
● Commitment to Navigating Difference: Differing experiences, growth edges, and mistakes around identity and power are inevitable Stakeholders should commit to engaging in dialogues around these topics and addressing any issues that have arisen Particular attention should be given to the well-being of those in non-dominant positions of socio-cultural power and to addressing issues that are causing hurt or harm
● Power-Aware Communication: Practice power-aware communication, being mindful of how words and actions might be perceived by those in less powerful positions Create safe spaces for others to express concerns or disagreements and be open to feedback
● Transparency in Decision-Making: Strive for transparency in decision-making processes, explaining the rationale behind decisions when appropriate and possible
● Continuous Learning: Engage in ongoing education about power dynamics, systemic inequalities, and cultural competence.
D.Dual relationship
Dual relationships add complexity to professional environments While such complexity can be a natural aspect of workplaces where people develop personal connections, proactively identifying and openly addressing any dual relationships or potential conflicts of interest is essential in prioritizing the well-being of all involved
● Colleague Dual Relationships: Stakeholders must maintain appropriate professional boundaries with their peers, avoiding any dual relationships or conflicts of interest that could impair their objectivity, judgment, or ability to provide productive support and
accountability in the areas they are responsible for
● Prohibition of Dual Relationships with Program Participants: Stakeholders must refrain from entering into dual relationships with current program participants or apprentices, including romantic, sexual, friendship, close personal, business or partnership, selling services, or borrowing money.
● Early Identification and Discussion: Stakeholders should proactively identify and disclose any pre-existing relationships or potential conflicts of interest with participants, apprentices, or other stakeholders engaging with [Company Name] Discussion with other stakeholders, supervisors, or ethics committee members may be necessary before the forming of a relationship between that stakeholder and [Company Name].
● Management of Dual Relationships: If a dual relationship is discovered or if one develops (such as a romantic or close friendship) during engagement with [Company Name], stakeholders must promptly disclose this with the appropriate people and discuss how to manage the situation in a way that prioritizes the well-being of those involved.
E.Sexual Harassment
[Company Name] is committed to maintaining the community as a place of work and education for staff, program participants, and stakeholders free of sexual and other unlawful harassment, intimidation, and exploitation [Company Name] does not tolerate behavior that constitutes sexual or other unlawful harassment, including verbal and physical conduct, visual displays, threats, demands, and retaliation toward any member(s) of our community. We aim to foster a culture of respectful relationships where boundaries are set and respected
● Prohibited Harassing Behavior: Examples of the kinds of behavior that may constitute such harassment include, but are not limited to:
○ Verbal conduct such as epithets, derogatory comments, slurs, or unwelcome sexual advances, invitations, or comments;
○ Visual conduct such as derogatory posters, photography, cartoons, drawings, or gestures;
○ Physical conduct such as unwanted touching, blocking normal movement, or interfering with work;
○ Threats and demands, such as those that seek submission to sexual requests in order to gain or retain educational benefits, or offers of job or educational benefits or conditions in return for favors
● Reporting Sexual Harassment: Stakeholders who believe they have experienced or are aware of any form of harassment are encouraged to file a complaint with [Company Name]s HR department at [HR contact information] in a timely manner Additionally, complainants may report an issue via [Company Name]’s grievance reporting protocol [add link], which allows for an anonymous complaint to be made and will inform the HR department and the Ethics Committee of your concern
● Engagement in Complaint Process: A stakeholder involved in a complaint of harassment, whether making a claim or the subject of an investigation, must participate fully in the investigation and provide information to assist in the process
F. Stakeholders’ Responsibility to Self:
By prioritizing self-care, stakeholders support their own well-being, uphold the integrity of their work, and safeguard the welfare of those they serve
1. Seeking professional Consultation: Stakeholders should seek consultation and support from colleagues, supervisors, or mental health professionals when faced with particularly challenging or emotionally taxing workloads or when their own personal issues or stress levels are impacting their ability to engage their work effectively.
2 Balancing Personal and Professional Life: Stakeholders should establish and maintain clear boundaries between their personal and professional lives, including setting limits on work hours, taking regular time off, and creating a supportive and nourishing personal environment
3. Self-Monitoring: Stakeholders should be proactive in monitoring their own signs of stress, fatigue, or burnout and taking appropriate measures to address these issues before they impact their work or others Activities to proactively manage stress may include regular exercise, healthy eating, sufficient sleep, or relaxation practices to maintain their physical, emotional, and mental well-being
4. Prioritizing Client Welfare: If stakeholders become imbalanced in their personal lives, or a stressful life circumstance is taking place that impacts them to the degree they cannot provide a standard of care in their work that follows this code, the individual should suspend their engagement with [Company Name] until they can receive help and find stability again They must immediately notify the appropriate people within [Company Name], such as their supervisor, a peer, or the HR department Instances that may warrant suspension are acute psychological or psychiatric symptoms of stress or trauma, addiction relapse, grief following a significant loss, displacement due to natural disasters, etc
II. Unique stakeholder ethics
A.Program staff responsibilities to program participants and apprentices:
By following these policies, program staff uphold their ethical responsibility and their role in ensuring the well-being of program participants and apprentices These policies focus on promoting autonomy, respecting boundaries, and fostering a supportive environment that values each individual's unique life journey [Company Name] believes that this approach not only supports participants' well-being but also strengthens the integrity of the programs
1. Sensitive Handling of Trauma: Program staff should not pressure program participants or apprentices to confront traumatic memories or intense emotions prematurely or without emotional and psychological support in place
2. Non-Imposition of Beliefs: Program staff must not impose their spiritual, religious, or philosophical beliefs onto those they support They should be prepared to encounter the beliefs and ideas of program participants or apprentices that they may find incongruent
with their own beliefs
3. Providing Outside Services to Participants: Providing other services to current program participants or apprentices is not allowed as it creates dual relationships with existing power dynamics that are complex to navigate and often do not support the experience of that participant or other participants in a particular group. Providing services to former participants or apprentices should be undertaken only after very careful consideration and consultation.
III. Addressing and Reporting Ethical Breaches
We acknowledge that even with the best of intentions, breaches of these policies can occur If/when they occur, we are committed to addressing issues with compassion, accountability, and a focus on learning and growth for all involved
● Familiarity with Grievance Reporting Protocols: Employees, Board members, and Ethics Committee members must be familiar with ethical grievance reporting [add link] channels and protocols
● Reporting of Ethical Breaches: Stakeholders are encouraged to address any concerns of unethical behavior or breaches of this Code of Conduct and report any concerns to the Ethics Committee via [Company Name]’s grievance reporting protocol [add link].
● Reporting Harassment: Stakeholders are encouraged to promptly address any concerns of harassment or sexual harassment to [HR contact information].
● Responsibility to Report Sexual or Discriminatory Misconduct: Guides aware of sexual misconduct, harassment, or discriminatory or exploitative behavior by [Company Name] colleagues are obligated to report such behaviors to the [Company Name] Ethics Committee Reporting such misconduct is an ethical responsibility and critical to all involved individuals’ well-being Neglecting to report misconduct, such as sexual misconduct, discrimination, or exploitation, is an ethical breach in itself.
Code of Conduct for [Company Name] Stakeholders Acknowledgment and Agreement
As a [Company Name] stakeholder, I acknowledge that I have carefully read, understand, and agree to abide by this Code of Conduct By signing this document, I commit to upholding these standards and contributing to an ethical, respectful, and professional environment. Signature
Signature Printed Name Date