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(i) 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. 'INS might include a former patient, a student or trainee, or a junior stall member.
(ii) Refrain from engaging in harassment and shrive to maintain their Workplaces tree from sexual harassment.
(iii) Recognise as harassment any unwelcome verbal or physical behaviour. including sexual advances, when: (a) such conduct interferes with another person's work or creates an intimidating,
hostile or offensive working environment; (b) submission to this conduct is made implicitly or explicitly a term or condition of a PC] Soil's education, employment or access to resources; or (c) submission or rejection of such conduct is used as a basis for decisions affecting a person's education or employment prospects.
(iv) 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.
(v) 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.
(vi) Cultivate an awareness of power structures and tensions within groups or teams.