CIRES Mentoring Program Code of Conduct

All participants are expected to abide by the CIRES Mentoring Program Code of Conduct, which has been adapted from the AGU Meetings Code of Conduct.

Expected Behavior:

• Treat all participants with respect and consideration, valuing a diversity of views and opinions, toward a collaborative relationship.
• Be mindful of each other's time.
• Communicate openly with respect for others, critiquing ideas rather than individuals.
• It is expected that the information your mentee has shared with you is confidential.

Unacceptable Behavior:

• Harassment, intimidation or discrimination in any form will not be tolerated.
• Physical or verbal abuse of any participant will not be tolerated, including personal attacks directed toward other participants. Examples of unacceptable behavior include, but are not limited to, verbal comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, national origin, inappropriate use of nudity and/or sexual images in public spaces or in presentations, threatening or stalking any participant.

Consequences

• Anyone requested to stop unacceptable behavior is expected to comply immediately. CIRES mentoring reserves the right to terminate participation immediately for anyone in violation of the Code of Conduct.
• CIRES mentoring program is entitled to prohibit attendance or participation in any future cycles of the mentoring program.

Reporting Unacceptable Behavior

• If you are the subject of unacceptable behavior or have witnessed any such behavior, please immediately notify CU ombuds office.
• Additionally, CU has resources in place for reporting unacceptable behavior (https://www.colorado.edu/dontignoreit/), including what to report (https://www.colorado.edu/dontignoreit/what-report) and all the confidential and nonconfidential resources available: https://www.colorado.edu/dontignoreit/get-support.

• In the event a mentee divulges to a mentor that he/she has been subjected to harassment: Mentors are not considered Mandatory Reporters; however, it's possible that mentors may be subject to OIEC mandatory reporting requirements if they hold additional roles/responsibilities as outlined in the final bullet point below.
• Office of Institutional Equity and Compliance (OIEC) is responsible for CU Boulder's Policies on Discrimination & Harassment, Sexual Misconduct, and Conflict of Interest in Amorous Relationships. Per OIEC, CU-Boulder policy defines a Mandatory Reporter as any employee who has the authority to hire, promote, discipline, evaluate, grade, formally advise, or direct faculty, staff, or students. Mandatory Reporters are considered "responsible employees" and are required to report alleged misconduct to OIEC. This includes, but is not limited to resident advisors, teaching assistants, professors, academic advisors, coaches, or other university employees with supervisor authority.

Mentor/Mentee Expectations

Mentor Do's

• Set aside time for the mentoring process, honor all appointments where possible, and provide sufficient notice if you need to make adjustments.
• Establish open and honest communication and a forum for idea exchange.
• Foster creativity and independence. Help your mentee build self-confidence and offer encouragement.
• Provide opportunities for the mentee to talk about concerns and ask questions.
• Try to be mentally present at all meetings.
• Be conscious of the extent to which it is appropriate to share your personal history, problems, animosities, successes, failures; aim for constructive contributions.
• Above all, listen.

Mentor Don'ts

• Try to give advice on everything. You don't need to have the answers to all your mentees' questions. Your job is to answer the questions that you can and to connect your mentee to resources if there is a question you cannot answer.
• Encourage mentee to be totally dependent upon you.
• Criticize.

Mentee Do's

• Take a proactive role in shaping the relationship.
• Identify what you want from the mentoring relationship and communicate your goals and aspirations to your mentor.
• Set aside time for the mentoring process, try to keep all scheduled appointments with your mentor and provide sufficient notice if you need to make adjustments.
• Put the time with your mentor to the best use. Come to meetings prepared with planned topics.
• Be open and honest with your mentor about your challenges and areas of weakness.

Mentee Don'ts

• Ask for advice on everything. Have a purpose in each request.
• Blame the mentor if his or her advice doesn't work out.
• Expect the mentor to know all the answers.