IAGP: Publications - Code of Ethics for Group Leaders

These guidelines were developed by Jose Fonseca (jfonseca@nw.com.br), with contributions from the IAGP's Board of Directors, especially George Christie; the Presidents of the Sections, especially Göran Ahlin; and the President of CAOA. For details of how to download a copy of this document, please click here.

INTRODUCTION
This project concerns the general condition of Group Leaders, a term chosen to refer to all professionals who work with groups, be it in a psychotherapeutic or social/educational capacity, regardless of the professional’s anchor role (physician, psychologist, social worker, educator, clergy, etc.). The ethical-legal questions concerned in the exercise of these different professions must be submitted to national and regional professional boards as well as to the laws of the country in question.

The International Association for Group Psychotherapy and Group Processes (IAGP) has no legal authority from which to legislate over these ethical matters in different countries, but believes that all Group Leaders can base their practice on general ethical principles, common to everyone. Ethical considerations foster harmony and order in the meeting of parts (roles and counter-roles) with common objectives. In this way, the IAGP has proposed some lines of conduct to facilitate good encounters between Group Leaders and group members.

ETHICAL PRINCIPLES FOR GROUP LEADERS
Ethics desired from Group Leaders

I. Attitude

1.	The goal of the Group Leader is to serve each member of the group and the group as a whole, protecting and restoring the dignity of the group members.
2.	The Group Leader must have an anchor profession related to his/her work with groups (physician, psychologist, social worker, educator, clergy, etc.), which, in itself, is subject to a professional ethical code.
3.	The Group Leader must lead the group democratically, cultivating the free expression of group ideas and feelings.
4.	The Group Leader should coordinate the group in such a way that the members are respected for their economic, social, cultural, political, religious and gender differences.
5.	The Group Leader must assume responsibility, both within and outside the group, for his/her part in the results of the work proposed.
6.	The Group Leader must make his/her work philosophy and curriculum vitae (limited to professional information) available to group participants as well as the public at large.
7.	The Group Leader must be aware of his/her own prejudices, to avoid wounding the dignity of any of the group members. This attitude will also help the group members become more conscious of their own prejudices.
8.	The Group Leader should never impose his/her own values on the group, but rather help the members find their own.
9.	The Group Leader must consider every potential new group member’s likelihood for benefiting from the group process. If it is not likely to be beneficial, other therapies should be considered.
10.	The Group Leader must clearly state the group objectives and operating methods to all group members.
11.	The Group Leader and the group participants establish a connection comprised of distinct, asymmetrical roles, which fosters transferential relationships. This means, among other things, that the Leader gains a position of power over the group members, which must never be exploited for financial, political or sexual gain. This remains true even after a member has left the group.
12.	At isolated group events, which are not part of the continuity of a process (open sessions, public psychodramas, etc.), the Group Leader must indicate whether the primary objective is therapeutic, educational, recreational or otherwise, so that the members do not participate uninformed.
13.	The Group Leader must consider and act with discretion and care in any occasional social contacts which occur outside the group.
14.	Commercial relations between the Group Leader and members of the group (excluding those entailed in the group work itself) not already established before the outset of the group work are discouraged.
15.	The Group Leader should take care of his/her physical and mental health, thus preventing illness from interfering with his/her work.

II. Professional Training

1.	The Group Leader must have adequate scientific and methodological training from an officially and professionally recognized educational institution.
2.	A Group Leader’s education must include, in addition to theoretical learning, supervised practical experiences.
3.	It is recommended that all Group Leaders, regardless of their anchor profession, undergo a psychotherapeutic process as part of their training.
4.	In the case of professional uncertainty, the Group Leader should address questions with a peer (“alter-vision” or “co-vision”) or more experienced colleague (supervision) at an appropriate time and place.
5.	The Group Leader should seek to keep his/her professional knowledge continually up to date and use this knowledge to improve his/her work.

III. Confidentiality

1.	Group confidentiality, beyond the Group Leader’s formal attitude, should extend informally to the other group members. Therefore, the Group Leader should remind the group of the importance of confidentiality, both for the social protection of the members as well as in order to establish the trust necessary for good group work. The Group Leader should also advise the group about the limits of absolute confidentiality under these circumstances.
2.	The Group Leader must protect the anonymity of the group and its members at all times.
3.	The Group Leader must announce the entrance of any potential new member to the group.
4.	The Group Leader should explain the purpose of any occasional registers of the sessions (audio or video tapes) that may occur, and only proceed with such recordings after both pre- and post-approval of the group members.
5.	A Group Leader may only break confidentiality in situations where the national code of ethical professional conduct permits.

IV. Relations with Colleagues

1.	Any pronouncements made by a Group Leader about his/her colleagues should be ethical and respectful, limited to technical or professional concerns. Personal comments should be avoided, unless doing so would serve to condone unethical practices.
2.	In the case of inappropriate conduct on the part of a colleague, the Group Leader should direct his/her criticism to the appropriate institutional or professional forum, where the technical and administrative conditions necessary to correct the situation exist.
3.	As an organizer of professional meetings, the Group Leader should conduct him/herself democratically, giving equal opportunity to colleagues with differing lines of thought.

FURTHER INFORMATION, SUGGESTIONS AND COMMENTS
Please send suggestions and comments about this document to Jose Fonseca (jfonseca@nw.com.br).