Our Ethical Standards

The standards

Integrity.

We do what we say we will do. We are honest about what our training does and does not promise, we honour our agreements with participants, staff and partners, and we hold ourselves accountable when we fall short.

Honesty and transparency.

We communicate clearly and truthfully about our accreditation status, our fees, our qualifications, and what participants can realistically expect from our training. We do not use vague claims, hidden terms, or high-pressure tactics to influence a decision.

Confidentiality.

We treat information shared with us, by participants, coaching clients, staff, or peer coaching partners, as confidential, and we expect everyone who trains or works with us to do the same. Confidentiality is broken only where the law requires it, or where there is a genuine safeguarding concern.

Professional competence and ongoing development.

We only teach, coach, or assess within the limits of our genuine training and experience. Every trainer, coach, mentor and assessor working with us maintains a current, relevant coaching credential and engages in ongoing supervision and Continuing Professional Development, because a coach who has stopped growing cannot credibly teach others to grow.

Respect and non-discrimination.

We treat every person, participant, colleague, client or member of the public, with dignity and respect, regardless of any protected characteristic.

Managing conflicts of interest.

Where a personal, financial or professional interest could reasonably be seen to affect our judgement, for example in assessment decisions, referrals, or supplier relationships, we disclose it openly and, where needed, remove ourselves from the decision.

Scope of practice.

We are clear, with ourselves and with participants, about the boundary between coaching and other helping professions such as therapy or counselling, and we do not present coaching training as a substitute for clinical qualification.

How ethical practice is integrated into our organisation

We believe ethical practice has to be designed into how an organisation actually runs, not just written down. In practice, this means:

Designed into how we run.

Every written policy we hold, covering enrolment, refunds, complaints, illness and leave, and equality and inclusion, is built around the same underlying values, so participants experience consistent, ethical treatment at every stage of their journey with us. Ethics and scope of practice are taught explicitly within our training, not assumed, through direct teaching, real case discussion, and reflective practice woven throughout every cohort.

Fostering trust.

Trust is built through consistency, not slogans. Participants and staff know how to raise a concern, and know it will be heard without judgement, through our complaint process. We communicate honestly when something goes wrong rather than minimising or deflecting it. The standards we hold for a first-time participant are the same standards we hold for a long-standing member of our community.

A supportive and respectful workplace.

The same standards of respect and psychological safety we ask our coaches to bring to their clients, we hold ourselves to internally: everyone is treated with dignity, fairness and respect regardless of role, seniority or background; concerns and honest feedback can be raised without fear of retaliation; wellbeing is treated as a genuine priority; and reasonable adjustments and flexibility are offered as standard practice, not as a grudging exception.

A culture of accountability.

Accountability means our standards apply consistently, including to ourselves, and that there are real, visible consequences when they are not met. Every complaint is investigated fairly and consistently, regardless of who is involved. Leadership is not exempt from these standards. We keep records of complaints, incidents and their outcomes, and use them to identify patterns and make genuine changes, not just to file them away.