YAMA Code of Conduct

YAMA’s Purpose

YAMA Foundation (YAMA) makes yoga, art, and meditation accessible to Hong Kong’s most vulnerable communities, so that all people, regardless of ability or background, realise their fundamental right to feel good in their bodies, find peace in their minds, live vibrantly, and belong to a caring community.

YAMA’s Core Values

In this spirit, we uphold the following core values:

  • Respect and dignity - for all Stakeholders, including Students, Beneficiaries, Partners, peers, and colleagues;

  • Commitment - to YAMA’s purpose and mission, the people we serve, and ourselves;

  • Excellence - to reach the gold standard in everything we do; and

  • Continuous growth - to maintain and improve our knowledge and resources through educational activities and study.

YAMA’s Commitment

YAMA is committed to the highest professional standards, ethical practices, and, to the best of our operational ability, environmentally friendly and sustainable business practices. YAMA is committed to developing relationships based on trust and clear communication and will treat all Stakeholders fairly, transparently, and honestly in the course of all transactions.

YAMA programmes will deliver measurable impact through research-based evaluation and transparency in reporting, enabling stakeholders to see the benefits that our services provide.

YAMA will only engage teachers who possess higher-level training, qualifications, and certifications specific to the communities they serve, and who have passed rigorous screening and background checks prior to engagement.

YAMA is committed to a culture of continuous growth and development, offering opportunities for professional development to teachers, staff, and Associates (collectively, “YAMA Representatives”).

YAMA Representatives will be covered by public liability and professional indemnity insurance while working on behalf of YAMA. YAMA will engage in activities and operations that fulfil the organisation’s objectives as outlined in YAMA’s Articles of Association, which support the health and longevity of YAMA as a collective whole.

YAMA will comply with all relevant business and legislative requirements, including but not limited to insurance, workers' compensation, pay and conditions, taxation, accounting, marketing, advertising, and copyright.

YAMA’s Code of Conduct

When representing YAMA in paid or volunteer service to the community, YAMA Representatives shall at all times embody a moral code of ethics and conduct as follows:

1. Professional Integrity

YAMA Representatives agree to act in a manner which supports the health and longevity of YAMA, honouring the profession of teaching yoga, art and meditation, and working with vulnerable communities. YAMA Representatives shall:

  1. Conduct services with honesty and integrity while working to further YAMA’s objectives;

  2. Follow a spirit of service and kindness to oneself and others; and

  3. Respect and champion human rights in all activities following the United Nations Universal Declaration of Human Rights.

2. Maintaining a Safe & Optimal Learning Environment

YAMA Representatives will ensure a safe, clean, and conducive environment for the learning and practice of yoga, art, and/or meditation therapy.

  1. YAMA and YAMA Representatives welcome all Stakeholders regardless of race, age, gender, national origin, religious or political beliefs, gender identity, sexual orientation, physical limitations / appearances, verbal / intellectual capability, cultural / socioeconomic background or any other real or perceived differences. In all professional matters, YAMA Representatives will provide services in a manner that is ethical, appropriate, non-discriminatory, and respectful of all concerned.

  2. YAMA and YAMA Representatives agree to make safety a top priority for all Stakeholders. It is the responsibility of all YAMA Representatives to ensure risks to health and safety are appropriately and sufficiently minimised in the places we provide services.

  3. YAMA Representatives agree to be considerate of the physical, mental, emotional, and spiritual needs, and the preferences and limitations of all Stakeholders, and to do no physical, verbal, or psychological harm.

  4. At all times, YAMA Representatives will follow all government laws that pertain to YAMA and its provision of services in Public Spaces.

  5. To safeguard the security and well-being of communities YAMA serves, YAMA Representatives are required to maintain a clean record of sexual conviction through the Hong Kong Police Force Sexual Conviction Record Check (SCRC) scheme. Any changes in this record must be reported immediately by the relevant YAMA Representative to the Chief Executive Officer in confidence.

  6. To ensure safeguarding, security and well-being of communities YAMA serves, YAMA Representatives are required to read, understand and follow the conduct and procedures outlined in “YAMA’s Safeguarding Policy for Children, Youth & Vulnerable Adults.”

3. Appearance & Attire

When acting on behalf of YAMA, YAMA Representatives must always maintain a clean, well-groomed, and professional appearance.

  1. When attending a YAMA event or class, YAMA Representatives are required to wear appropriate yoga attire consisting of modest yoga pants or leggings and a YAMA t-shirt. Clothing and grooming styles dictated by religion or ethnicity are exempt from this requirement. (Prohibited clothing includes clothing that has stains, holes or tears, and is too revealing, short, tight, sheer, or with offensive or inappropriate designs, revealing cleavage or midsections.)

  2. YAMA Representatives must not be under the influence of drugs and/or alcohol, nor smell of smoke, body odour, or other undesirable substances.

  3. YAMA Representatives who violate any of these provisions are expected to take immediate and corrective action. This may include leaving to change clothes or arranging for a substitute teacher. Repeated violations may warrant permanent termination at YAMA.

4. Attitude & Behaviour

YAMA Representatives agree to advocate and educate on the importance of diversity and inclusion in all of YAMA’s activities. YAMA Representatives shall:

  1. Value the intelligence and humanity of all Stakeholders; treat every person with respect and dignity; not treat or regard any Stakeholder as inferior, incapable or less than worthy, no matter their race, age, gender, national origin, religious or political beliefs, gender identity, sexual orientation, physical limitations / appearances, verbal / intellectual capability, cultural / socioeconomic background or any other real or perceived differences;

  2. Regard and address all students as persons before all else (e.g., a person with disability, a person in prison, a person living in poverty, etc.);

  3. Teach by example, ensuring we practice what we preach; or at least actively work towards practicing what we preach;

  4. Adopt humility, acknowledging that we cannot “fix” or “heal” anyone, and that we are there to offer a service with skill and compassion, within our specific scope of practice;

  5. Trust in the teachings and the process (i.e., the YAMA Methodology), and build a trusting relationship with all Stakeholders; and

  6. Always act within individual and professional capacities, skills and qualifications; and understand and respect boundaries with all Stakeholders (See Article 7 — Boundaries with Stakeholders).

5. Effective Communication

In all communications, YAMA Representatives shall adopt a courteous, respectful, compassionate, professional and honest manner. YAMA Representatives are expected to be open to diversity of thought and opinions with all Stakeholders.

  1. With Students / Beneficiaries / Partners – YAMA Representatives will:

    1. Use respectful language free from profanity, prejudice, insults, abuse, verbal threats, or perceived threats, avoiding any words and actions that may constitute any form of harassment;

    2. Listen to Students' needs, concerns and preferences, encouraging collaboration among Students regarding their participation; and

    3. Communicate in a clear and straightforward manner when interacting with Stakeholders and when teaching Students (e.g., providing safety guidelines, visual and audio cues, and options when appropriate).

  2. With YAMA Colleagues and Professional Peers – YAMA Representatives will:

    1. Speak respectfully of other teaching styles, traditions and health modalities;

    2. When appropriate, refer to and work cooperatively with YAMA Colleagues to meet YAMA’s or student needs; and

    3. Remain open and receptive to consultation and advice from mentors and YAMA Colleagues.

6. Personal Safety, Touch & Adjustments

YAMA Representatives shall at all times maintain appropriate professional boundaries and be considerate of the physical, mental, emotional and spiritual needs of Students, honouring their preferences and limitations.

  1. Under no circumstances shall a YAMA Representative use force, hit, or roughly handle a Student. This includes, but is not limited to, any form of physical discipline such as tapping, slapping, or any other physical correction, regardless of how gentle it is perceived to be. Such actions are strictly prohibited, especially in the context of managing behaviour. There is no context in which physical force or contact as a form of discipline, motivation, or correction is acceptable at YAMA.

  2. When managing challenging behaviours, YAMA Representatives must use the non-physical tools and techniques established in YAMA’s official training, including induction, onboarding, and shadowing programs.

  3. Recognising that teaching may involve physical contact with Students (e.g., adjusting them in poses), YAMA Representatives will follow protocols and exercise the utmost care. Touch will be used only with students' consent and with their well-being in mind, and will be free of any personal motive.

YAMA Representatives shall solicit consent from Students prior to any physical contact, recognising that for consent to be valid, Students must be competent, have sufficient information to make a choice, be able to give their consent freely and enthusiastically, and be able to change their minds. Moreover, solicitation of consent must be ongoing (i.e., not a one-time event).

  1. YAMA Representatives shall declare and take appropriate steps to address any conflicts of interest that may arise in dealings with Students. (See Article 12 —Conflicts of Interest.)

7. Boundaries with Stakeholders

While performing work for YAMA, YAMA Representatives will conduct themselves in a professional and conscientious manner, at all times respecting the rights, dignity, and privacy of Students.

Recognising the power-imbalance between teachers and Students, YAMA Representatives will not harass or exploit students physically, verbally, psychologically, emotionally, sexually, or financially. This means not using actual or perceived abusive, manipulative, racist, or discriminatory comments, gestures or actions.

YAMA Representatives will at all times maintain appropriate relationship boundaries, avoiding dual relationships with Students or Beneficiaries (e.g., business or sexual relationships) that could impair professional judgment or compromise the integrity of instruction, or the relationship between YAMA and its Stakeholders.

8. Commitment to Learning & Development

YAMA strives to provide a positive experience for YAMA Representatives by ensuring an environment conducive to continuous learning and development at all levels. YAMA Representatives will in turn commit to contributing to the growth and development of YAMA’s mission and core values.

  1. Program Research

    1. YAMA Representatives agree to keep honest and accurate records, adhere to protocols, maintain and submit proper records to inform program development and innovation for the benefit of Students and Beneficiaries.

    2. YAMA Representatives will commit to providing timely and regular reporting and communications as required by YAMA’s Committee.

  2. Professional Development – YAMA encourages and supports YAMA Representatives to actively pursue professional and career development as an integral part of working with YAMA.

    1. YAMA Representatives are required to attend mentoring sessions and annual professional development as stipulated by YAMA’s Committee.

    2. YAMA Representatives are free to pursue other professional development at their own desire, discretion, and expense, provided it does not interfere with their commitments to YAMA. YAMA does not provide scholarships for training and development beyond in-house offerings.

9. Confidentiality

  1. In the course of fulfilling their role with YAMA, YAMA Representatives will have access to Confidential and Proprietary Information, including but not limited to information pertaining to YAMA Stakeholders.

  2. YAMA Representatives will protect the confidentiality of Student information. Disclosure is permitted to law enforcement, family members of the Student, or other persons only when it is believed the Student presents a serious and imminent threat to self or others. YAMA Representatives will not at any time or in any manner, either directly or indirectly, use such Confidential and Proprietary Information for personal benefit or that of any third

  3. party. YAMA Representatives will not divulge nor disclose to any third party, any Confidential or Proprietary Information pertaining to YAMA Stakeholders’ personal or business materials or practices, or YAMA’s Committee, Operations, or Financial Agreements, without prior written consent from YAMA’s Committee.

10. Conflicts of Interest

YAMA makes a significant investment in promoting its facility, programmes, and teachers.

  1. YAMA Representatives shall use their personal knowledge and professional associations for the benefit of the communities YAMA serves and not to secure personal advantage.

  2. YAMA Representatives shall neither solicit, receive, nor pay a commission for the referral of any Stakeholders.

  3. YAMA Representatives shall not solicit Stakeholders to receive services from another person or organisation, nor shall YAMA Representatives use records meant for use by and for YAMA for any other purpose outside of YAMA assignments.

11. Feedback & Dispute Resolution

YAMA Representatives agree to resolve any and all disputes with colleagues and/or Stakeholders in accordance with the principles set out in Article 5 - Effective Communication.

  1. YAMA acknowledges that complaints or disputes may arise between Stakeholders or YAMA Representatives. Prior to making a formal complaint to YAMA’s Committee, it is encouraged and expected that reasonable efforts be made to resolve the complaint directly with the other party involved through due process outlined below. An exception to this requirement may apply in the case where the complaint is regarding alleged abuse, harassment or other harm that requires making a formal complaint to YAMA’s Committee, law enforcement, or other authority engaged in intervention (See Article 3b, c, and d):

    1. The Complainant must take all reasonable steps to correspond with the Respondent in relation to the grievance, detailing the nature of the complaint, allowing reasonable time for the Respondent to respond to the grievance, and make reasonable efforts to understand the Respondent’s response, including seeking clarification or further information as required.

    2. The Respondent must respond in good faith and in a timely manner, to any correspondence from the Complainant, making all reasonable efforts to understand the Complainant’s grievance, including seeking clarification or further information as required, and make all reasonable efforts to have the matter resolved directly, to the satisfaction of both parties.

  2. In the case where the complaint is regarding an alleged abuse, harassment or other harm that requires intervention by YAMA’s Committee, law enforcement or other authority, YAMA is committed to a timely investigation of any complaint, ensuring that all Stakeholders are able to enjoy an atmosphere free from sexual or other forms of harassment, or inappropriate conduct.

  3. The reporting process may be initiated by anyone. If someone feels that they have been subjected to, or has witnessed, inappropriate behaviour by YAMA Representatives, the Complainant or Witness should immediately inform the Executive Director, who will address the situation directly. If that is not a viable option, the Complainant or Witness may notify any other appropriate professional body authorised to handle disciplinary action.

  4. YAMA’s Committee and Chief Executive Officer will conduct a confidential investigation of complaints in a compassionate and professional manner and, where appropriate, will escalate the complaint to an appropriate body authorised to handle disciplinary action. Upon completion of the investigation, YAMA’s Committee will see that immediate and appropriate corrective action is taken.

References:

Hersha Chellaram