Standards of practice
In order to ensure appropriate governance is in place and followed by grays, we have identified polices and standards of practices that ensure we are accountable to our clients, associates, and broader community.
All work undertaken and provided by grays, and subcontracted by grays, will be in accordance with the following:
a. Statement of Policy
grays is committed to the promotion of equality of opportunity. It is our policy to promote equal opportunities and eliminate discrimination of any kind in all aspects of employment i.e. recruitment, selection, promotion, terms of employment, training and grievance/dismissal procedures. It is also our policy to promote equal opportunities in our relations with other stakeholders such as providers and programme participants. grays is an Equal Opportunities employer.
It is our policy to ensure that no job applicant or employee receives less favourable treatment on the grounds of gender (including gender reassignment), marital or civil partnership status, having or not having dependants, religious belief or political opinion, race (including colour, nationality, ethnic or national origins), disability, sexual orientation or age. We are opposed to all forms of unlawful and unfair discrimination.
All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about all aspects of recruitment, pay, promotion, or training will be made objectively and without unlawful discrimination. Individuals will be selected, promoted and treated on the basis of their merits and abilities.
The principles of equal opportunities will also be extended to the selection and use of delivery partners and sub-contractors.Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the staff will be utilised fully to maximise the efficiency of the business.
b. Equality Commitments grays is committed to:
Promoting equality of opportunity for all persons;
Promoting a good and harmonious working environment in which all persons are treated with respect;
Promoting flexible working opportunities for all persons including part time work and home working opportunities;
Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation;
Fulfilling all our legal obligations under the equality legislation;
Complying with our own equal opportunities policy;
Taking lawful affirmative or positive action, where appropriate;
Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.
Dr. Dee Gray will have responsibility for the implementation of the policy, and for its promotion amongst employees and other stakeholders. We also expect all employees to abide by the policy and help create the equality environment which it is striving to achieve. In order to implement this policy grays will:
Communicate the policy to all employees, prospective employees and sub-contracted organisations/persons;
Ensure that our recruitment and selection methods are fair and non-discriminatory;
Monitor the composition of the work force and job applications on a regular basis in order to evaluate the progress of the policy;
Monitor any advertisements in order to ensure that applicants are aware that grays is an Equal Opportunities employer;
Ensure that the selection procedure for employment or sub-contracting or other does not include any criteria that are biased against minority groups;
Obtain commitments from other persons or organisations such as subcontractors that they too will comply with the policy in their dealings with our business and our workforce;
Ensure that all disciplinary and grievance hearings are conducted so as not to discriminate against any person;
Review and update the existing policy and procedures and take action where they are found to be ineffective;
d. Monitoring and Review
We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.
Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the grievance procedure. All complaints of discrimination will be dealt with seriously, promptly and confidentially. Every effort will be made to ensure that members who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.
Research is designed, reviewed and undertaken to ensure integrity and quality.
Research staff and participants are informed fully about the purpose, methods and intended possible uses of the research, what their participation in the research entails and what risks, if any, are involved.
The confidentiality of information supplied by research participants and the anonymity of respondents is respected, with the caveat of ensuring no harm is caused through confidentiality.
Research participants participate in a voluntary way, free from any coercion.
Harm to research participants is avoided, and support is provided to participants and staff.
The independence of research is clear, and any conflicts of interest or partiality are made explicit.
Coaching: The EMCC Code of Ethics
The coach/mentor will acknowledge the dignity of all humanity. They will conduct themselves in a way which respects diversity and promotes equal opportunities.
It is the primary responsibility of the coach/mentor to provide the best possible service to the client and to act in such a way as to cause no harm to any client or sponsor.
The coach/mentor is committed to functioning from a position of dignity, autonomy and personal responsibility.
The EMCC Code of Ethics covers the following:
The coach/mentor will:
a) Ensure that their level of experience and knowledge is sufficient to meet the needs of the client.
b) Ensure that their capability is sufficient to enable them to operate according to this Code of Ethics and any standards that may subsequently be produced.
c) Develop and then enhance their level of competence by participating in relevant training and appropriate Continuing Professional Development activities.
d) Maintain a relationship with a suitably-qualified supervisor, who will regularly assess their competence and support their development. The supervisor will be bound by the requirements of confidentiality referred to in this Code. What constitutes a “suitably-qualified” supervisor is defined in the EMCC’s standards document.
The coach/mentor will:
a) Understand and ensure that the coach/mentoring relationship reflects the context within which the coach/mentoring is taking place.
b) Ensure that the expectations of the client and the sponsor are understood and that they themselves understand how those expectations are to be met.
c) Seek to create an environment in which client, coach/mentor and sponsor are focused on and have the opportunity for learning.
3. Boundary Management
The coach/mentor will:
a) At all times operate within the limits of their own competence, recognise where that competence has the potential to be exceeded and where necessary refer the client either to a more experienced coach/mentor, or support the client in seeking the help of another professional, such as a counsellor, psychotherapist or business/financial advisor.
b) Be aware of the potential for conflicts of interest of either a commercial or emotional nature to arise through the coach/mentoring relationship and deal with them quickly and effectively to ensure there is no detriment to the client or sponsor.
The coach/mentor will:
a) Maintain throughout the level of confidentiality which is appropriate and is agreed at the start of the relationship.
b) Disclose information only where explicitly agreed with the client and sponsor (where one exists), unless the coach/mentor believes that there is convincing evidence of serious danger to the client or others if the information is withheld.
c) Act within applicable law and not encourage, assist or collude with others engaged in conduct which is dishonest, unlawful, unprofessional or discriminatory.
The coach/mentor will:
a) Respond to the client’s learning and development needs as defined by the agenda brought to the coach/mentoring relationship.
b) Not exploit the client in any manner, including, but not limited to, financial, sexual or those matters within the professional relationship. The coach/mentor will ensure that the duration of the coach/mentoring contract is only as long as is necessary for the client/sponsor.
c) Understand that professional responsibilities continue beyond the termination of any coach/mentoring relationship. These include the following:
Maintenance of agreed confidentiality of all information relating to clients and sponsors
Avoidance of any exploitation of the former relationship
Provision of any follow-up which has been agreed
Safe and secure maintenance of all related records and data