Objectives

The aim of the Women's Shelter's Code of Ethics is to protect the rights of women who seek refuge and their children and to support staff when they are faced with ethical issues. It is important that the Code of Ethics is constantly updated and that staff review it regularly.

The Women's Shelter places great emphasis on respect for those who seek it. The staff works to meet the needs of women and children. All women are welcomed and assisted with professionalism and flexibility.

Responsibility towards those who seek help from the Women's Shelter

1. Staff ensure that the fundamental human rights, self-determination and privacy of service recipients are respected. Staff strive to build mutual trust and provide support that is characterized by honesty and respect. Women who seek help from the Women's Shelter are in control of their own journey and make decisions on their own terms.
2. Staff do not discriminate against women in shelters or interviews or their children, but provide comparable services to all. It is the role of staff to be aware of the status of different social groups who seek help from the Women's Shelter. Staff also need to consider the impact of their own values, beliefs and privileges on the approach, support and advice they provide.
3. Staff members ensure that their position and skills are not used to insult, oppress, harm or oppress women and children who seek refuge. Staff members are also prohibited from exploiting relationships with service recipients for personal or professional gain.
4. It is the responsibility of the staff not to establish sexual or personal relationships with individuals seeking shelter, either in real life or through social media/the internet. The same applies to those who are undergoing training at the shelter. If there is a relationship, friendship or acquaintance between the interviewers and the counselor when seeking the interview services of the Women's Shelter, the person in question shall receive services from a counselor who is a stranger to them.
5. Staff members only contact women and children who have sought help from the Women's Shelter if it is a matter for the shelter. Such contact must be in consultation with the immediate supervisor.
6. Employees are not permitted to accept gifts or services from the service recipients of the Women's Shelter. Exceptions to this are small gifts of little value. However, the Women's Shelter, as a non-profit organization, can accept larger gifts.
7. Employees do not perform their duties under the influence of alcohol or other intoxicants that may affect their judgment and/or behavior.

Confidentiality/non-disclosure

8. Staff members respect the confidentiality of all women and children who seek help from the Women's Shelter. Staff members do not discuss women's and children's issues outside the work group and do not disclose personally identifiable information that they learn in their work outside the facility. The confidentiality agreement that staff members sign when they start work does not expire upon termination of employment. Staff members do not discuss women's and children's issues with each other on social media. Communication outside the facility about women and issues that are being addressed in the shelter should only take place if necessary and be kept to a minimum. In addition, care should be taken to ensure that their issues are not personally identifiable on other communication apps unless necessary.
9. Staff members inform service recipients of the confidentiality and secrecy that applies to all work at the Women's Shelter.
10. Confidentiality may only be broken if required by law or if there is a clear danger to the service recipient or others. Confidentiality is also broken if a signed request is received from the resident or interviewee.

General responsibilities of female employees

11. It is important that female professionals make an effort to maintain their professional knowledge and skills in their work. Female professionals are encouraged to read professional articles, attend women's professional meetings, and study academic literature that discusses violence and its consequences.
12. If ethical issues arise, female employees should consult with female colleagues in a team meeting or seek advice from their immediate superior, the executive director, and, where applicable, the board of the Women's Refuge Association. The board is responsible for final decisions regarding ethical issues if they are presented to it.
13. If staff members speak or write publicly on behalf of the Women's Shelter, they should be careful to be objective in their speech and writing, and thus work to maintain the public's trust in the Women's Shelter. It is also important that staff members make a clear distinction between when they are speaking publicly, on their own behalf, or in the name of the Women's Shelter.
14. If a person under the age of 18 wishes to use the services of the Women's Shelter, staff members must inform the minor that the Women's Shelter is obligated to report the violence that the person has been subjected to to child protection.

Handling of complaints/suggestions regarding female employees

15. An employee who is aware of a violation of the Code of Conduct by a colleague should inform their immediate superior. More serious cases are discussed at executive team meetings.
16. Suggestions or complaints about female employees received from service recipients or partners can be submitted to the Executive Director.

Violations of the Code of Conduct are taken seriously and the Executive Director makes decisions on how to respond to them.