Code of Conduct, Ethical Behaviour and Disciplinary Policy
Purpose
MKP UK & Ireland exists to provide safe, respectful and transformational experiences for everyone who participates in our activities. Every person representing the charity has a responsibility to uphold our values and contribute to a culture of integrity, accountability, inclusion and respect.
This Code of Conduct sets out the standards of behaviour expected of everyone acting on behalf of MKP UK & Ireland and explains how concerns about behaviour will be addressed.
1. Scope
This policy applies to:
Trustees
Employees
Contractors
Consultants
Volunteers
Leaders
Apprentice Leaders
Elders acting on behalf of MKP
Facilitators
Anyone representing MKP UK & Ireland in any official capacity
It applies during:
trainings
PITs
community events
meetings
online forums
social media when representing MKP
mentoring relationships
coaching or support undertaken through MKP
any activity where an individual could reasonably be perceived as representing MKP.
2. Our Values
Everyone acting on behalf of MKP will seek to demonstrate:
Accountability
Integrity
Leadership
Authenticity
MULTICultural Inclusivity
Compassion
Generosity
Respect
3. Expected Standards of Behaviour
Individuals are expected to:
treat everyone with dignity and respect
act honestly
maintain appropriate professional and personal boundaries
avoid conflicts of interest
protect confidential information
support diversity and inclusion
contribute to psychologically safe environments
challenge inappropriate behaviour respectfully
comply with safeguarding policies
comply with all legal obligations
behave in ways that protect the reputation of the charity
4. Prohibited Behaviour
The following behaviours are unacceptable.
Abuse
MKP defines abuse as:
Behaviour in which physical violence, emotional coercion, intimidation, manipulation, misuse of authority or exploitation is used to obtain or maintain power, control or sexual advantage.
Exploitation
No person acting on behalf of MKP may knowingly exploit another person's vulnerability.
This includes, but is not limited to:
sexual exploitation
emotional dependency
financial exploitation
therapeutic exploitation
spiritual manipulation
misuse of organisational authority
coercion
grooming
intimidation
The organisation recognises that vulnerability may arise through:
recent initiation
emotional disclosure
mentoring relationships
leadership authority
unequal experience
dependency
mental or emotional distress
Sexual Relationships
People holding positions of authority must not enter into any relationships which a reasonable person would regard as exploitative because of the imbalance of power or vulnerability.
Bullying
Repeated or significant behaviour intended to intimidate, undermine or humiliate another person.
Harassment
Including discrimination on grounds protected by law.
Discrimination
The organisation is committed to equality, diversity and inclusion.
Victimisation
No person shall be disadvantaged because they:
raise a concern
support another person raising a concern
participate in an investigation
Retaliation
Retaliation against complainants, witnesses or investigators is itself misconduct.
Misuse of Position
Including:
using leadership status for personal benefit
improper financial gain
abuse of authority
misuse of confidential information
5. Personal Accountability
Every individual agrees that they will:
seek feedback where their behaviour is questioned
cooperate with investigations
acknowledge mistakes
repair harm where appropriate
accept organisational decisions
6. Speaking Up
Anyone may raise concerns.
Concerns may relate to:
safeguarding
abuse
unethical behaviour
misconduct
conflicts of interest
bullying
discrimination
financial misconduct
breaches of this Code
Reports should normally be made to:
the appropriate leader
the Chair
a Trustee
the Safeguarding Lead
Where appropriate anonymous reports may also be considered.
7. How Concerns are Managed
The charity aims to resolve issues at the lowest appropriate level.
Possible responses include:
informal conversation
facilitated dialogue
coaching
mediation
restorative practice
formal investigation
safeguarding referral
external referral where legally required
8. Disciplinary Procedure
Informal Resolution
Minor issues may be addressed through:
conversation
coaching
feedback
agreed behavioural improvement
Formal Investigation
Where concerns are serious or not able to be resolved informally:
an investigator will be appointed
evidence gathered
all parties interviewed
confidentiality maintained as far as possible
safeguarding obligations take priority
Natural Justice
The individual concerned will normally:
know the allegation
have opportunity to respond
present evidence
identify witnesses
be accompanied where appropriate
Findings
Possible findings include:
not substantiated
partially substantiated
substantiated
Possible Outcomes
Depending upon seriousness:
No further action
Advice or guidance
Informal warning
Written warning
Final written warning
Additional supervision
Training requirements
Removal from specific role
Suspension
Removal from leadership role
Placement on “Not eligible to staff” List
Termination of employment
Termination of contract
Exclusion from MKP events
Referral to statutory authorities
9. Appeals
Anyone subject to formal disciplinary action may appeal within 21 days.
Appeals should normally be heard by individuals not previously involved.
10. Relationship to Other Policies
This policy should be read alongside:
Safeguarding Policy
Conflict of Interest Policy
Grievance & Complaints Policy
Whistleblowing Policy
Equality, Diversity & Inclusion Policy
Data Protection Policy
APPROVAL
This Serious Incident Reporting Policy is hereby resolved by a quorate meeting of the Board of Trustees on 28 July 2026
