This Mentorship Code of Conduct establishes clear expectations to foster a structured, respectful, and mutually beneficial relationship between mentors and mentees. Please read the Code of Conduct and sign the acknowledgement on the final page. Digital signatures are acceptable.
Commitment Period and Commitment to Regular Meetings
Mentor-Mentee Commitment Period: Mentors and mentees should commit to at least six months of mentorship meetings. As a guideline, EBA suggests that mentors and mentees consider a period of six to twelve months. If mutually agreed upon, mentors and mentees may extend their mentorship relationship at the conclusion of the initial term. If for any reason a mentor – mentee pairing is not successful, the relationship may be ended at any time, without prejudice, by emailing the EBA at administration@eba-net.org.
Frequency and Regularity: Mentors and mentees are expected to meet at regular intervals, depending on the needs of the pair. As a guideline, EBA suggests that mentors meet once a month for six-month mentorships, and a minimum of once a quarter for twelve-month mentorships.
In-Person Meetings: Mentors and mentees should endeavor to meet in person when possible, recognizing that virtual meetings may be necessary based on geographic or scheduling constraints. In the event of virtual meetings, cameras should be on to increase engagement.
Preparation: Each participant should come prepared with topics or questions to discuss, respecting each other’s time and effort. To the extent practical, topics should be arranged in advance to allow mentors and mentees an opportunity to prepare.
Communication and Responsiveness
Timeliness: Mentors and mentees should respond to messages promptly (within a few days).
Mode of Communication: Mentors and mentees should mutually agree on preferred methods of communication at the beginning of the mentorship relationship and set expectations about responsiveness.
Professionalism: Communications should remain professional and courteous, reflecting mutual respect.
Confidentiality and Trust
Confidentiality: Information shared within mentorship discussions should be kept confidential unless explicitly agreed otherwise by both parties.
Safe Space: Mentors and mentees should respect one another’s boundaries, creating an environment where both parties feel safe to share insights, challenges, and questions.
Respect, Boundaries, and Professional Conduct
Mutual Respect: Both mentors and mentees should approach the relationship with openness, honesty, and respect, recognizing each other’s unique personal and professional backgrounds.
Professional Boundaries: Discussions should stay within professional limits, and any sensitive issues should be approached with care. Mentors and mentees should not discuss matters related to specific clients.
Conflict Resolution: If issues arise, both parties agree to communicate openly and respectfully to resolve conflicts. If a resolution cannot be reached within the mentor-mentee relationship, either party may seek assistance from the EBA. A mentor - mentee relationship may be ended at any time, without prejudice, by notifying the EBA at administration@eba-net.org.
Goals and Professional Development
Setting Goals: Mentors and mentees should set clear, achievable goals early in the relationship to guide discussions and track progress.
Mentor Support: Mentors are expected to actively support their mentees’ professional development by sharing relevant resources, industry insights, and networking opportunities. This may include providing introductions to valuable contacts, offering guidance on career paths, and building professional skills.
Prohibited Conduct
Zero Tolerance for Sexual Harassment: Sexual harassment or any other form of harassment, including unwelcome advances, suggestive comments, or any behavior that could create an uncomfortable or hostile environment, is strictly prohibited.
Zero Tolerance for Discrimination: Any conduct involving sexism, racism, or discrimination based on gender, race, ethnicity, sexual orientation, religion, age, disability, or any other protected class is strictly prohibited. All interactions must reflect inclusivity and respect for diversity. Mentors and mentees should be mindful and avoid microaggressions—comments or behaviors that may communicate bias, stereotypes, or lack of sensitivity toward marginalized groups.
Using Mentorship as Employment Leverage: Mentees should not treat the mentorship as a direct pathway to employment, and mentors should not make any promises of employment.
Conflicts of Interest: Mentors and mentees should take reasonable efforts to avoid conflicts of interest. Mentors and mentees should avoid entering financial, business, or other personal relationships that could create conflicts of interest and jeopardize the mentor-mentee relationship.
Waiver of Liability
By participating in the EBA mentor program, including one-time mentor consultations, the mentee and mentor agree that both parties, and the Energy Bar Association and its staff, shall not be liable for any and all claims, liabilities, losses, damages, costs, or expenses arising out of or related to the advice, guidance, or recommendations that arise from the mentor – mentee relationship.