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Individual differences |
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- Refrain front engaging in any form of sexual or romantic relationship with persons to whom they are providing professional services, or to whom they owe a continuing duty of care, or with whom they have a relationship of trust. This might include a former patient, a student or trainee, or a junior staff member.
- Refrain from engaging in harassment and strive to maintain their workplaces free from sexual harassment.
- Recognise as harassment any unwelcome verbal or physical behaviour. including sexual advances, when:
- such conduct interferes with another person's work or creates an intimidating,hostile or offensive working environment;
- submission to this conduct is made implicitly or explicitly a term or condition of a persons education, employment or access to resources; or
- submission or rejection of such conduct is used as a basis for decisions affecting a person's education or employment prospects.
- Recognise that harassment may consist of a single serious act or multiple persistent or pervasive acts, and that it further includes behaviour that ridicules, disparages, or abuses a person.
- Make clear to students, supervisees, trainees and employees, as part of their induction, that agreed procedures addressing harassment exist within both the workplace and the Society.
- Cultivate an awareness of power structures and tensions within groups or teams.
NB The above standards are based on the Code of Ethics and Conduct published by BPSin 2006.