The Institute for Menstrual Health is committed to maintaining the highest standards of integrity, professionalism, transparency, and ethical conduct in all aspects of its educational programs, business operations, and community activities.

The purpose of this policy is to identify, disclose, and appropriately manage actual, potential, or perceived conflicts of interest that may arise among faculty, staff, contractors, guest experts, assessors, partners, and other individuals acting on behalf of the Institute for Menstrual Health.

 

DEFINITION OF A CONFLICT OF INTEREST

A conflict of interest exists when an individual’s personal, financial, professional, or other interests could influence, or reasonably appear to influence, their ability to act objectively and in the best interests of the Institute for Menstrual Health, its students, graduates, and community.

Conflicts of interest may be:

• Actual – a direct conflict currently exists.
• Potential – a conflict could arise in the future.
• Perceived – a reasonable person may believe a conflict exists, regardless of whether one actually does.

 

EXAMPLES OF CONFLICTS OF INTEREST

Examples may include, but are not limited to:

• Financial interests in organizations, products, or services that may be promoted within educational content.
• Personal relationships that could influence hiring, assessment, certification, partnerships, or business decisions.
• Receiving gifts, compensation, commissions, referral fees, or other benefits that could affect professional judgment.
• Participating in decisions that directly benefit the individual, a family member, business partner, or close associate.
• Serving in multiple roles where objectivity may be compromised.

 

DISCLOSURE REQUIREMENTS

Individuals acting on behalf of the Institute for Menstrual Health are expected to disclose any actual, potential, or perceived conflict of interest as soon as it becomes known.

Disclosures should be made promptly to the appropriate organizational representative so that the situation can be reviewed and managed appropriately.

 

MANAGING CONFLICTS OF INTEREST

When a conflict of interest is identified, the Institute for Menstrual Health may take one or more of the following actions:

• Require disclosure of the conflict to relevant parties.
• Restrict participation in specific discussions, decisions, assessments, or activities.
• Assign responsibilities to another qualified individual.
• Implement additional oversight or review processes.
• Take any other reasonable action necessary to protect the integrity of the organization and its educational programs.

 

EDUCATIONAL INTEGRITY

The Institute for Menstrual Health is committed to ensuring that educational content, assessments, certification decisions, and student evaluations are conducted fairly, objectively, and in accordance with established standards.

Conflicts of interest will not be permitted to influence academic decisions, certification outcomes, student assessment, or the quality and integrity of educational programming.

 

AFFILIATE RELATIONSHIPS & RECOMMENDATIONS

The Institute for Menstrual Health may occasionally recommend books, products, services, technologies, or professional resources that support student learning or client care.

Where applicable, affiliate relationships, sponsorships, partnerships, or financial interests will be disclosed in accordance with applicable laws and ethical business practices.

Recommendations are made based on the Institute’s professional judgment regarding educational value and relevance to the subject matter being taught.

 

POLICY COMPLIANCE

All faculty, staff, contractors, guest experts, assessors, and representatives of the Institute for Menstrual Health are expected to comply with this policy.

Failure to disclose or appropriately manage a conflict of interest may result in corrective action, including removal from teaching, assessment, advisory, partnership, or other organizational responsibilities.

 

REVIEW OF POLICY

This policy will be reviewed periodically and may be updated to reflect changes in organizational practices, legal requirements, or accreditation standards.