BBSW Project YODA Code of Conduct

Executive Summary

The BBSW Project YODA Mentor-Mentee Program’s Code of Conduct ensures a positive and productive environment by emphasizing respect, confidentiality, commitment, and open communication between mentors and mentees. It outlines expected behaviors and prohibits harassment, intimidation, exploitation, and dishonesty. Mentors are expected to provide guidance and support, while mentees should take initiative and respect their mentor’s time. Violations may result in removal from the program, reporting to relevant authorities, or a ban from future BBSW activities. A reporting mechanism is in place to address any concerns promptly and thoroughly, ensuring accountability and adherence to these principles.

This Code of Conduct has been approved by the BBSW Board of Directors in 2025 and may be revised at any time by BBSW.

The Code of Conduct is in effect and its terms are non-negotiable.

Introduction

The BBSW Project YODA Mentor-Mentee Program is designed to foster professional growth, learning, and collaboration through meaningful mentor-mentee relationships. To ensure a positive experience for all participants, we have established the following Code of Conduct. This document outlines the expected behaviors and standards for all mentors and mentees participating in the program.

Core Principles

  1. Respect and Professionalism - Treat each other with the utmost respect and professionalism. Honor each other's diverse backgrounds, perspectives, and experiences.

  2. Confidentiality - Maintain the confidentiality of all shared information, discussions, and communications, within and beyond the YODA program. Trust is foundational to a successful mentoring relationship.

  3. Commitment – Honor all commitments and actively engage in the mentoring relationship. Both parties should be punctual and prepared for meetings and follow through on agreed-upon actions.

  4. Open Communication – Foster open, honest, and constructive communication. Provide and accept feedback graciously and seek clarifi cation when needed.

  5. Support and Encouragement – Encourage and support the development and growth of each other. Celebrate successes and provide assistance as needed.

  6. Responsibility and Accountability – Take responsibility for fostering a positive mentoring relationship and hold each other accountable for upholding the principles of this Code of Conduct.

Expected behaviors

  • Model and support the norms of respect necessary to promote the conditions for healthy exchange of scientific ideas.

  • In speech or conduct, do not insult, disparage, or otherwise undermine the work or integrity of other participants.

  • Be conscious of hierarchical structures, specifically the existence of stark power differentials between students, early career professionals and established career professionals —noting that fear of retaliation from more established professionals and senior executives can make it difficult for students and early career professionals to express discomfort, rebuff unwelcome advances, and report violations of the conduct policy.

  • Avoid engaging in behaviors that may suggest that individuals are unwelcome. Promote inclusivity and open-mindedness to participants of all backgrounds and experience levels.

Examples of unacceptable behaviors

Examples of unacceptable behavior include harassment, intimidation and bullying, exploitation, disrespect and dishonesty.

Harassment including, but is not limited to:

  • Making comments in meetings, to an audience or personally, that belittle or demean another person’s ideas, perspectives or abilities

  • Sharing sexually explicit, violent, or otherwise sensitive materials in presentations

  • Harassing photography or recording

  • Posting (or threatening to post), without permission, other people’s personally identifying information online, including on social networking sites, or refusal to take such materials down when requested

  • Unwelcome solicitation of emotional or physical intimacy such as sexual advances; propositions; sexual flirtations; sexually-related touching; and graphic gestures or comments about sex or another person’s dress, body, or sexual activities

  • Sustained disruption of talks or other events

  • Unwelcome sexual attention

  • Advocating for, encouraging, or dismissing the severity of any of the above behaviors

Intimidation and bullying including, but are not limited to:

  • Violent threats, aggressive or browbeating behavior or language directed at someone during a meeting

  • Mocking or insulting another person’s intellect, work, perspective, or question/comment, including, but not limited to, those using racist, sexist, homophobic, or xenophobic terms

  • Making reference to someone’s gender, gender identity and expression, sexual orientation, disability, physical appearance, body size or shape, race, age, religion, or other personal attributes in the context of a professional discussion

  • Discriminatory jokes and language

  • Deliberately making someone feel unwelcome

  • Repeated aggressive behavior or abuse of power

  • Advocating for, encouraging, or dismissing the severity of any of the above behaviors.

Exploitation, disrespect and dishonesty including, but are not limited to:

  • Taking advantage of the mentor's time, kindness, or willingness to help for purposes outside the scope of the Project YODA program, including but not limited to excessive personal favors, unrelated professional tasks, or other excessive demands

  • Sharing or using personal information without consent or violating the confidentiality agreement

  • Providing false or misleading information

  • Failing to honor commitments and agreements made in the mentor-mentee relationship

Expectations for Mentors

  • Guidance and Advice: Offer thoughtful guidance and advice based on your experience and knowledge.

  • Active Listening: Actively listen to your mentee and understand their goals, challenges, and aspirations.

  • Accessibility: Be accessible to your mentee within agreed-upon boundaries and communicate promptly.

  • Goal Setting: Help your mentee set and achieve realistic and meaningful goals.

  • Feedback: Provide constructive feedback and encourage your mentee's self-reflection and growth.

Expectations for Mentees

  • Initiative and Ownership: Take initiative in the relationship and be proactive in seeking advice and guidance.

  • Preparedness: Come prepared for meetings with specific topics or questions to discuss.

  • Receptiveness: Be open to feedback and willing to implement suggestions and strategies.

  • Goal Setting: Work collaboratively with your mentor to set and achieve realistic and meaningful goals.

  • Respect Time: Respect your mentor's time and commitments, and communicate any changes or challenges promptly.

Consequences of Unacceptable Behaviors

Participants asked to stop any unacceptable behavior are expected to comply immediately. At the Project YODA organizers’ sole discretion, unacceptable behavior may result in removal from or denial of access to meeting facilities or activities. In addition, the BBSW reserves the right to report violations to an individual’s employer or institution or to a law-enforcement agency. Those engaging in unacceptable behavior may also be banned from future BBSW activities or face additional sanctions.

Reporting

If you have experienced or are aware of violations of the Project YODA Code of Conduct, please submit a report (link) or contact any of the organizers directly. You can make a report either personally or anonymously. The Project YODA organizers will fully investigate reported violations of the Code of Conduct, and other BBSW leaders may be involved to ensure the report is managed appropriately. The consequences of violation described above will be enforced when needed.