Ethics of Engagement

We acknowledge the inherent complexities of working in the area of spiritual abuse that creates inherently vulnerable spaces and potential gray areas. While we commit to a posture of being trauma-informed, we are aware that hurt and harm may still occur within or through our organization. Therefore, we will also work from a place of that awareness, and from the following guidelines, built around our stated values.

These guidelines serve as a compass to assist our staff, volunteers, advisors, speakers, guests, and board members in navigating ethical conflicts, overlapping relationships (including personal and professional roles, advocacy efforts, or social media engagement), as well as other situations where a definitive "right answer" may not exist. These are not rules, but agreements designed to adapt to the evolving culture of our organization and the unique circumstances of our work.

Advocating Agency

We will encourage the empowerment of individuals, particularly those who find themselves on the margins. As loss of agency is often a common result of abuse, we will work to help individuals recognize and reclaim their own sense of agency.

Committed to Confidentiality

We respect the privacy of our clients, donors, members, staff, volunteers and of Broken to Beloved.

• We will preserve privileged information.
• When sharing our personal experiences or lessons from our work and programs, we avoid including details of personal stories or the identities of people we do not have consent to share.
• We recognize that not all of us are ready or able to be open about our current relationship to spirituality and religion, or our status as survivors.
• Individuals who violate confidentiality shall be subject to appropriate discipline, including dismissal or termination from their position.

Impact and Intent

While we appreciate good intentions, we recognize that our words and actions can sometimes have negative impacts. We take responsibility for what we say, do, and feel.

Leading with Curiosity

When we’re unclear about what someone means, we ask for clarification before making judgments or decisions.

• We will make every effort to work toward explicit communication rather than make assumptions based on implicit communication.
• We will prefer dialogue over debate for the purpose of learning from one another. We challenge ideas and assumptions rather than attacking people.
• During disagreements or conflicts, we start from a place of assuming best intentions unless evidence suggests otherwise.
• We will approach challenges and conflicts with a problem-solving mindset and provide constructive criticism.

Lived Experience

We value lived experience, evidence-based research, and professional experience when making decisions about policies, procedures, and conflict resolution.

• When considering an issue, we prioritize the perspectives of the people who are most at risk of direct impact and harm.
• We recognize that we may all have areas of ignorance or bias and work to actively practice self-reflection, humility, curiosity, and a commitment to expanding our perspectives.

Professionalism

We recognize that while we have experience and expertise in some areas, it does not extend to all areas. We will work in our own lane, and make referrals when we do not have knowledge or competence in another.

It is our goal to provide high quality resources and care with the intent to move toward healing and wholeness, and make all efforts to do no harm.

Respecting Diversity

We recognize that there is no one “right” way to communicate or learn.

• We commit to working to understand and adapt to one another’s communication needs, including different cultural and neurodivergent styles.
• While it may be impossible to meet everyone's preferences, we will lead with empathy and compassion to make space for those we engage with.
• We will work toward a mutual respect and dignity.
• The dignity and humanity of others is never up for debate, especially when it comes to marginalized groups. We can agree to disagree so long as people’s humanity is not being denied, threatened, or harmed.

Serving with Integrity

We will make every effort to work from a place of integration and wholeness, with a full awareness that we each bring fractured parts of our selves to each encounter. We will welcome all those parts, good and bad, light and dark, acting with the position that there are "no bad parts" (Richard Schwartz).

We will act honestly, transparently, ethically, and with fairness and equity in our relationships.

Grievance Reporting Procedure

If this is an emergency, call 911 or the appropriate emergency services provider. If you need emotional support, reach out to the national mental health hotline by dialing 988.

If there is a disclosure of abuse, any evidence or knowledge of abuse, or any reasonable belief of abuse against a minor (age 17 or younger) or vulnerable adult (e.g. elder abuse, or abuse against an adult with intellectual disabilities), we must immediately report to the state where the individual resides as mandatory reporters. Potential child abuse or neglect or abuse against a vulnerable adult should be reported to a local police or sheriff’s department and social services.

The purpose of this Grievance Reporting Procedure is to create a safeguard and accountability measure for those who come into contact with members of the Broken to Beloved community. This may include cohort participants, event and program attendees, staff, volunteers, independent contractors, guests and speakers, board members, and more. The goal of the Procedure is to allow a fair and equitable space to share concerns, complaints, and misconduct in an effort to address those concerns and make any necessary repairs.

If you have experienced misconduct or abuse of any kind connected to Broken to Beloved, we want to do everything we can to support you.

• We are committed to providing a timely and effective response to any allegations or findings of abuse or harassment within our organization.
• We want to create an environment where anyone feels comfortable raising questions and concerns, coming forward with reports of any misconduct, and being proactive about preventing and responding to abuse.
• In responding to abuse, Broken to Beloved will always prioritize the safety and needs of the victim(s) and other vulnerable persons. It is hard for victims to come forward in most circumstances. We will do our best not to blame victims for struggling to come forward, delaying disclosure, or other common disclosure behaviors.
• Your security and privacy are of the utmost importance to us. This form will only be seen by the Executive Board members of Broken to Beloved, and your name will not be shared with anyone else.

In an effort to promote clarity and fairness throughout the grievance process, we have established the following processes to review reported grievances:  

• The grievance form will be received by the Executive Committee on our Board of Directors.

• If the person toward whom the grievance is directed is a member of the Executive Committee, they will be recused from all meetings and discussions concerning the grievance.

• If a grievance is filed against a participant in a cohort, a cohort facilitator, staff member, volunteer, or any other independent contractor, the form will be reviewed by the full Board of Directors.

• If a grievance is filed against a board member, the grievance form will be reviewed by the remainder of the board members without the presence of the reported party.

• If an individual from within Broken to Beloved is reported as having committed an act of discrimination, harassment, or other action that threatens someone’s safety, the Executive Board will make any recommendations regarding administrative leave, suspension, other restriction, or discipline to the Board of Directors. This will be reevaluated as necessary as the situation develops.

• The person who submitted the grievance form will be contacted within 10 business days to be informed of the grievance process. A member of the Executive Committee will provide regular updates on until the means of response and repair has been seen through to fruition by the Board of Directors.

• Any breaches of confidentiality or privacy by the Board of Directors concerning grievances will be cause for immediate termination of their position.