Code of Ethics

Version: April 1st 2023

Mentoring is a mutual learning relationship, where mentors help the mentees to learn and gain more insight into their own talents, ambitions, and opportunities while mentors themselves practice their skills for developing others and gain new insight into their own values, skills and understanding of the context.

The Code of Ethics is an important document for both mentor and mentee to set the boundaries for what is ethical, safe, and appropriate to do in the mentoring relationship.

It is recommended that mentor and mentee review the Code of Ethics together to clarify their expectations and commitment to the mentoring process.

The Code of Ethics exists to

  • Guide mentors and mentees in their collaboration
  • Clarify boundaries
  • Serve as a help when mentor and mentee face ethical dilemmas
  • Align expectations about what is appropriate behaviour in the role as mentor and as mentee


The relationship between the mentor and the mentee is based on confidentiality. This means that anything discussed within the mentoring relationship is private and that the mentor – and the mentee – will not repeat any of the content to other people.

Any information shared outside the relationship must be by express agreement – and mentor and mentee must agree on who the mentor/mentee will speak to and the boundaries of the discussion.

In principle, the mentor will not be in contact with mentee’s direct manager and will not discuss the mentee and the mentee’s issues with the mentee’s direct manager.


Mentor and mentee share joint responsibility for the success of the mentoring relationship. Both will respect each other’s time – preparing for and attending planned meetings as well as provide good notice of any changes or cancellations.

Unless otherwise specified, mentors work in full time jobs of their own, and have chosen to volunteer mentorship to mentees as that practise is in itself fulfilling, to be part of the mentor community, and enjoy non-monetary growth benefits. Mentors offer to make them self available to pre-vetted mentees and come with all of their experience and know-how to help mentees. Mentees are not to expect hours of preparation and commitment from mentors, unless mutually agreed. Some mentors are trained coaches, but it is not a requirement to become a mentor at Learning Loop Mentoring.


Mentors and mentees will understand and ensure that the mentoring relationship reflects the context within which the mentoring is taking place – i.e., understand the overall purpose of the mentoring programme.

Independence and empowerment

The purpose of mentoring is to support the learning and development of mentee – and provide space for mentor’s learning as well. Mentor’s role is to facilitate this learning and promote the mentee’s ability to grow and develop beyond the mentoring relationship – fostering mentee’s independence of the mentor and other support persons.

Conflict of interest

Mentors and mentees will be aware of the potential for conflicts of interest of an academic, professional, commercial, operational, or emotional nature to arise through the mentoring relationship and deal with them appropriately and without undue delay.

In organizational mentoring programmes, mentors are usually in more powerful positions than mentees. Mentors should yield this power carefully and responsibly.

If guidance is needed, mentor and/or mentee can contact the Learning Loop Mentoring management for guidance.


Mentoring is based on building close relationships between mentors and mentees, and it is natural for a professional friendship to deepen over time. However, both mentor and mentee should respect privacy by not intruding into areas that the other person wishes to keep private, until invited to do so.

Out of boundary is also acting on any romantic feelings, which will undermine the professional purpose of the mentoring relationship.

Professional boundaries should be maintained throughout the entire mentoring programme. Because of the power differential, mentors should be especially aware of these boundaries.


Mentors will ensure that their level of experience, knowledge, and mentoring skills are appropriate for their mentees’ situation, readiness for mentoring, and learning expectations, as well as for the overall purpose of the mentoring programme.

Where necessary, mentors will refer a mentee to consult with Learning Loop Mentoring management or will support the mentee in seeking the help of another, relevant professional.

Mentors will attend appropriate training for their role as mentors and participate in relevant continued professional development in their role as mentors as offered by their organisation.