About Us

The Mindfulness and Health Institute (MHI) offers evidence-based, evidence-informed, and innovative programs and events that educate and support healthy living, growth and flourishing.

About MHI

We reach people through evidence-based, evidence-informed, and innovative programs and initiatives that inspire interest in well-being for all peoples, communities, and organizations. We educate and innovate responsibly through programs grounded in science.

path in woods near water

“Mindfulness can be a process of befriending our thoughts, emotions, and physical sensations. It can be a process of befriending ourselves.”

Our Vision

Who We Are

MHI collaborates with program participants and other institutions to foster a flourishing world in which wakefulness, mutuality, and respect motivate skilled actions that lead to improved wellbeing and help to alleviate suffering and separation. We honor inclusion and service. We support participatory health.  We endeavor to be a trusted source for thoughtful mindfulness-based programs and events.    

We value community, flourishing and the relief of suffering, generosity, science and research, diversity and inclusion of perspectives, and fairness. 

MHI History

The Mindfulness and Health Institute was first envisioned in the fall of 2019 and legally formed in the spring of 2022. We initially formed to provide MBSR, MBCT and retreats in close collaboration with Brown’s Mindfulness Center. Since 2019, the vision has grown to include other mindfulness-based programs that reflect integrity to the research and science as it continues to inform and influence the field and to provide quality experience and training for those just beginning their exploration of mindfulness and for those who are life-long learners. 

Advisory Council

The Mindfulness and Health Institute is committed to providing high-quality programming that is firmly grounded in evidence-based, evidence informed, and innovative practices.  

The  role of MHI’s Advisory Council is to provide academic and scientific  council  to ensure the integrity and relevance  of programs.

This council advises on issues of  evidence-based and evidence-informed standards, current research, and accessibility to diverse populations.  This involves evaluating the empirical basis, limitations, biases and risks associated with curricula content and materials. The advisory council also reviews program evaluations that identify areas in need of improvement and makes recommendations to leadership.

This advisory council is composed of mindfulness-based trainers, teachers, researchers, clinicians and leadership.  Individually and collectively, they provide academic rigor, invaluable skills, unique perspectives and integrity as our wise advisors. 

Leadership and Staff include: Colin Murphy, RN, MBA, President and Managing Director, Dianne Horgan, Vice President and Program Director, and Katie Morales, MS, Research and Project Coordinator

Carol Greco, PhD
Clinical Psychologist, Professor and Mindfulness Researcher, Certified MBSR Instructor, Certified MBSR Teacher Trainer

Eric Lopez Maya, PhD
Certified MBSR instructor, Certified MBSR Teacher Trainer, Director of the Mexican Institute for Mindfulness, Member of Global Mindfulness Collaborative

Jorge Armesto,  PhD, C-IAYT 
PhD in Clinical Psychology, Certified Mindful Self-Compassion (MSC) instructor, Former Educational Director of Self-Compassion in Psychotherapy (SCIP) Certificate Program


Refund Policy

Refund Policy for classes, retreats, teacher training, and coaching: 

For all classes (excluding retreats, Teacher training, and Coaching), you can receive a full refund, minus a $25 processing fee, if requested within 3 calendar days after orientation or the first class, whichever comes first. A 50% refund is available if requested before the start of class two. No refunds will be issued after class two.

For Teacher Training, a full refund, minus a $50 processing fee, is available if requested 30 days or more prior to the training. Between 14 and 29 days before the training, a 50% refund is available. No refunds will be issued within 14 days of the training.

Regarding retreats, requests made 14 days or more before the retreat begins qualify for a full refund, minus a $50 processing fee. For requests made between 14 and 7 days before the retreat begins, a 50% refund is available. No refunds will be provided within 6 days of the retreat.

For Coaching sessions, rescheduling is available. Coaching sessions must be rescheduled at least 48 hours before the session. “No shows” or rescheduling less than 48 hours before a session are forfeited. Extenuating circumstances may be handled on a case-by-case basis. Refunds are not available.

Once refunds are no longer available, there may be an option, under certain circumstances and on a case-by-case basis, to receive a credit for attending a future course within a limited period.

Procedure for Requesting Refunds

The Mindfulness and Health Institute recognizes that your plans may change unexpectedly for reasons outside of your control. Please visit “My Account – Profile” page, select “Orders” and “Request Refund”. Follow the prompts to request a refund.

Upon review and approval, refunds are made in the same way they were paid. Refunds are available within 3-5 business days depending on your financial institution. Contact us at hello@mindfulnessandhealthinstitute.org if you have any questions

Cancellation Policy

We understand that unforeseen circumstances may arise, leading to the need for program cancellations. Therefore, we reserve the right to cancel programs in such situations. In the event that we decide to cancel any of our programs, rest assured that we are committed to providing a seamless resolution.

If we find it necessary to cancel a program due to unforeseen circumstances, we will promptly notify all affected participants. In such cases, we are dedicated to issuing a full refund to each participant affected by the cancellation. Our goal is to ensure fairness and transparency throughout this process.

Assumption of Risk and Release Agreement

By participating in any program offered by the Mindfulness and Health Institute you agree to the following:

You are voluntarily choosing to participate in a program through the Mindfulness and Health Institute. This Assumption of Risk and Release Agreement (“Agreement”) confirms your understanding of, and agreement with the following:

I understand that participation in this program may involve physical, emotional, and mental risks relating to participating in mindful movement (yoga and other movements); mindfulness meditation, including body scan, sitting meditation, and walking meditation; dialogue; program activities; my psychological and personal history; and other unknown factors. I have made my own investigation of these risks, understand these risks, and assume them knowingly and willingly.

In consideration of my participation in this program, I release, indemnify, and hold harmless The Mindfulness and Health Institute, its members, officers, employees, representatives, and agents, from and against any present or future claims, losses, liabilities, costs, and expenses for personal injury, including death, property damage, or any other damage, which I may suffer, or for which I may be liable to any other person, related to my participation in this program.

I affirm that I am physically and mentally capable of participating in this program and have no known health restrictions that may jeopardize my health or safety while participating in the Program. I further understand that it is my responsibility to inform the Responsible Faculty/Instructor of any health conditions that may limit my ability to participate in the Program. I agree to cease participating in the Program if I believe further participation poses a risk to my health or safety. In the event of illness or injury, I authorize the Responsible Faculty/Instructor and other agents of The Mindfulness and Health Institute to coordinate emergency care or other medical treatment for me based on the existing circumstances.

I understand that my participation programs is subject to all policies, rules, and procedures of The Mindfulness and Health Institute, the site of the Program, and/or as outlined for me by the Responsible Faculty/Staff Member.

I certify that I have read and understand this Agreement and am at least 18 years old. If I am not at least 18 years old, my parent or legal guardian has signed below and agreed to be bound by this Agreement. I understand and agree that any oral or written representations not contained in this Agreement will not alter the content of this Agreement. I agree that this Agreement shall be governed by the laws of the State of Rhode Island, excluding its conflict of laws principles, and that the federal or state courts in the State of Rhode Island shall be the forum for any lawsuits filed under or incident to this Agreement.

Guiding Ethical Principles

Our Mission is to improve lives through mindfulness and the practice of being mindful. Our Vision is a world in which there is universal access to mindfulness and a greater understanding and acceptability of the impact of mindful behaviors. Such behaviors and practice would be integrated into everyday life with teachers and champions in all areas of society, using mindfulness and mindful approaches to support wellbeing both explicitly (via courses and training) and implicitly (in their everyday work and way of living).

The MHI embodies mindfulness as best we can in all that we do. We work with the values and understanding we would like to see in the world, recognizing that ethics and integrity are key.

We recognize that many mindfulness teachers are members of professions with codes of ethics to which they must adhere. Our intention is not to replace existing guidelines but to sit alongside extant ethical guidelines for those who have them, and to provide guidelines for those who do not.

The guidelines that follow are intended to create an ethical environment that supports the wellbeing and flourishing of all those involved with us: researchers, partners, teachers, trainers, participants, trainees, and colleagues. It is based on the core principle of professional ethics codes: to work for the benefit and well-being of all participants while avoiding, minimizing, and mitigating harm, and on other principles that are common to professional ethical codes dating back many centuries and from many parts of the world:

  1. Commitment: Work for the benefit of others and to do no harm.
  2. Competence: Work with populations and in areas only within the boundaries of your education, training, study, or supervised professional experience.
  3. Respect for rights and dignity: Respect the dignity and worth of all people, and the rights of individuals to privacy, confidentiality, and self-determination.
  4. Integrity: Promote accuracy, honesty, and truthfulness in the science, teaching, and practice of mindfulness.
  5. Responsibility to the public and the profession: Aspire to enhance the well-being of individuals, communities and wider systems, as well as the field of mindfulness.
  6. Confidentiality: Refrain from gossiping or sharing anything other than your own experience outside of class.

For an overview of the field, we recommend the following resources:

  • Ethics and integrity in mindfulness-based programs. Chapter 9. In Feldman, C. & Kuyken, W. (2019). Mindfulness: Ancient wisdom meets modern psychology. New York: Guilford Press.
  • Baer, R. A. (2017). Professional ethics and personal values in mindfulness-based programs: A secular psychological perspective. In L. M. Monteiro, J. F. Compson, & R. F. Musten (Eds.), Practitioner’s Guide to Ethics in Mindfulness-Based Interventions, pp. 87-111. Springer.
  • International Mindfulness Integrity Network: https://iminetwork.org/


  • Ensure you have the appropriate professional training for the work you are doing.
  • Develop and maintain a personal mindfulness practice.
  • Undertake appropriate professional training for the sector in which you work, e.g., clinical, education or workplace sectors including safeguarding training appropriate to the groups you are working with.
  • Keep your knowledge and skills up to date.
  • Engage in regular supervision with an experienced mindfulness teacher.
  • Recognize and work within the limits of your competence, seeking additional supervision, mentoring, or training when necessary.
  • Assess individual needs and expectations of all potential participants; engage only if they are likely to experience benefits and any potential harm has been considered and mitigated.
  • Offer programs at suitable levels for participants.
  • Take prompt action if anyone’s well-being is compromised in any way. 
  • If health-related or other personal problems are impairing your capacity to work competently, seek assistance and refrain from professional work until your capacity is restored.

Responsibility to the public, profession, and mindfulness field

  • Act in ways that avoid harm, abuse of trust, and misuse of authority in all aspects of your professional work.
  • Communicate clearly and transparently about the training you have completed, the services you offer and the fees for your services.
  • Provide accurate, evidence-based and up-to-date information when describing the mindfulness field to members of the public.
  • Represent mindfulness-based programs as secular and informed by science and contemplative traditions.
  • Work with colleagues in ways that best serve the field; e.g., where possible actively engage in research, training and peer collaboration initiatives.
  • Recognize unethical conduct of peers and address this as appropriate.
  • When collaborating with mindfulness organizations, operate ethically in relation to business arrangements.
  • Respect ownership and copyright of ideas and products, including research and training programs.
  • Work to ensure access and inclusion, alongside the need for economic viability and sustainability, by balancing the costs of service and income generation with the economic needs and welfare of participants.

Respect for rights and dignity

  • Integrate key attitudinal dimensions of mindfulness into your work; e.g., compassion, kindness, acceptance, non-judging, and equanimity.
  • Listen to and respond to individual concerns.
  • Act with respect, diligence, empathy, and care in all aspects of your professional work.
  • Respect the right to confidentiality and ensure that participants understand any legal limits to confidentiality that may apply.
  • Work to ensure informed consent by providing all potential participants with clear information and opportunities to ask questions.
  • Respect individual differences and diversity of values and cultures. Where necessary, engage in training to inform personal and professional understanding.
  • Do not attempt to influence participants with your political, ideological, or religious views.


  • Act with integrity, honesty, and fairness in all aspects of your professional work.
  • Represent your own work openly, honestly, and without bias.
  • Maintain appropriate boundaries in relationships and avoid combining personal and professional relationships if there is any possibility of real or perceived exploitation or conflict of interest. Sexual relationships between teachers/trainers and students/trainees are never appropriate.
  • Manage administrative duties with care and integrity to appropriately and legally handle paperwork and protect confidentiality.
  • Maintain the integrity of the mindfulness-based curricula and use them as intended, both in their published forms and when adapting your teaching or training to new contexts and populations.
Trainee Readiness to Practice Policy and Procedure

At the Mindfulness and Health Institute (MHI), we are committed to preparing trainees to become safe and effective mindfulness teachers. We aim to help trainees from the start of their teacher training program to understand the requirements for completion, including the high standard of ethical behavior required as set out in our Guiding Ethical Principles, and trainees are expected to be familiar with this professional ethical code from the outset of their training. The code is based on the core principle of working for the benefit and wellbeing of all trainees while avoiding, minimizing, and mitigating harm (as well as other principles common to ethical codes across the world and other similar professions).

Scope and applicability

The Readiness to Practice Policy applies to trainees enrolled on any teacher training program with the MHI.

Any readiness to practice concerns or issues will be overseen by the MHI President.

MHI has the relevant powers to suspend trainees or discontinue training on readiness to practice grounds. 

In a situation where it is believed that a trainee’s behavior presents a risk to themselves or others, appropriate action will be taken in line with the MHI’s Assumption of Risk and Release Agreement. 

Waiver of Liability 

Participants and trainees taking mindfulness courses assume all risks associated with the practice as detailed in the MHI’s Assumption of Risk and Release Agreement. 

Mindfulness training involves engaging in various techniques and exercises that encourage present-moment awareness and non-judgmental observation of thoughts, feelings, and sensations. While mindfulness can provide numerous benefits, such as stress reduction and improved well-being, it is important to acknowledge that individual experiences may vary. 

Participants understand that engaging in mindfulness practices may bring up challenging emotions, memories, or physical sensations, which could potentially be distressing or uncomfortable. Additionally, participants are aware that they are responsible for monitoring their own physical and mental well-being during the course and should seek appropriate support or guidance if needed. 

By enrolling in a mindfulness course, participants voluntarily accept the responsibility for their own experiences and agree to hold the facilitators and organizers harmless from any adverse effects or consequences that may arise from their participation.

Commitment and Readiness to Practice

Our use of the term ‘Readiness to Practice’ refers to having the skills, knowledge, health, and character to teach mindfulness safely, competently, and with integrity. This policy was developed to meet our responsibilities in order to:

  • Trainees are responsible for knowing the risks and benefits and discerning their own ability to participate at MHI programs and practice and teach mindfulness.
  • Upon full completion of their teacher training program of study they will be able to safeguard the public’s confidence in the mindfulness teaching profession in line with MHI’s guiding ethics and principles.

Every effort will be made to ensure that the procedures laid out in this policy are delivered in a supportive and sensitive manner.

Readiness to practice may be a cause for concern as a result of a wide range of circumstances. Examples of issues that may lead to readiness to practice concerns include:

  • Misconduct as referred to in our Disciplinary Policy and Procedure.
  • Health and safety breaches.
  • Failure to disclose criminal convictions or other information that the trainee is
    required to disclose.
  • Inaccurate or falsified application information and supporting documents.
  • Unsafe practice, incompetence, or requiring too much supervision.
  • Unprofessional behavior during training sessions, which include but are not limited to: lack of respect, aggressive or poor attitude, laziness, lack of discipline, failure to dress appropriately, failure to fully engage with training sessions, poor time keeping, and poor attendance.
  • Failure to self-reflect, lack of insight.
  • Failure to engage, cooperate, or comply with investigations into unprofessional
  • Poor self-management, lack of personal accountability.
  • Breaking confidentiality.
  • Behavior outside of the training courses including: criminal conviction e.g. violent offense, any offenses of dishonesty, disruptive behavior in the community, inappropriate use of social media, and any safeguarding concerns.
  • Poor mental or physical health, or serious physical impairment that interferes with the trainee’s ability to practice safely.
  • Concerns regarding language or communication skills that negatively impact
    learning, engagement with the training course, or competent teaching.

The indicators above may not necessarily always lead to the application of this policy, however in the event of an issue arising the MHI President will decide whether there is a readiness to practice issue to pursue.

Readiness to Practice Procedure

A trainee who is not able or ready to commit to the rigors of the MHI program of study and who may affect, or be affected by, their participation in an MHI program of study is encouraged to seek outside support.

A trainee is also encouraged to speak to a member of the training program team (their mentor or a program trainer) in the first instance about any problems they may be experiencing, or how the MHI team might be able to offer support.

As a result of conversations between the trainee and the teaching team at MHI, the following are the most likely outcomes:

  • No further action required.
  • Trainee to be monitored formally for a specific period of time.
    • There may be an agreed to action plan and specific review meetings arranged between the trainee and a nominated member of the training program team.
  • If the action plan is breached, and/or if deemed necessary by MHI, temporary suspension will be in place until specific concerns are addressed. If possible, the suspension will be reviewed, and lifted, within a short period of time.
  • In the most serious cases, a longer suspension or permanent discontinuation of training or withdrawal from the program may be the appropriate course of action.
External Complaints Policy and Procedure

The Mindfulness and Health Institute (MHI) is fully committed to conducting all activities in strict conformance with the American Psychological Association’s Ethical Principles of Psychologists. MHI will comply with all legal and ethical responsibilities to be non-discriminatory in promotional activities, program content, and in the treatment of program participants. The monitoring and assessment of compliance with these standards will be the responsibility of the President in consultation with the MHI Director and Ethics Ombudsperson. 

While MHI goes to great lengths to assure fair treatment for all participants and attempts to anticipate problems, we recognize that occasionally someone might want to communicate they are dissatisfied, and we would like that process to be as clear and easy as possible and that any actions required can be handled swiftly. This ensures we can review and if necessary, learn from what happened, putting measures in place to further build on the quality of our services and procedures.

Any complaints will be overseen by the MHI President and dealt with under the processes below.

Good Faith

Complaints will be handled with an appropriate level of confidentiality. There is an expectation that complainants and MHI staff members will treat both the complaints processes and each other with respect.

Those who make a complaint will not be treated less favorably or suffer any detriment or disadvantage if the complaint is made in good faith, regardless of whether the complaint is successful. Equally, individuals mentioned in a complaint will not be treated less favorably than if the complaint had not been brought. If the complaint is upheld however, that individual may be subject to disciplinary action.

We may reject a complaint at any time, on the basis that it has not been made in good faith and is “frivolous or vexatious”. Making this decision is at the discretion of the MHI President, and is a balancing exercise, taking into account all the circumstances of the case, but these instances may include:

  • Complaints that are not made in writing.
  • Complaints that are not made in a timely fashion (i.e., within one week of the incident).
  • Complaints which are designed to cause disruption or annoyance.
  • Complaints that include obsessive, persistent, harassing, and repetitious language.
  • Complaints that demand redress and which lack any serious purpose or value.
  • When there is an insistence on pursuing an unmeritorious complaint.
  • When there is an insistence on pursuing a meritorious complaint in an unreasonable manner 
  • When the remedy sought is unrealistic.

If the MHI President decides that a complaint is frivolous or vexatious, they will confirm this in writing in a letter (sent via email) detailing the reasons and the complaint will be terminated without further investigation.

Course of Action

  • Participants may submit anonymous feedback at any time by logging into their participant portal and accessing the Anonymous Feedback Survey 
  • Or they may email Mindfulness and Health Institute directly with the following subject line: ‘Reporting Complaint – Confidential’ to complaints@mindfulnessandhealthinstitute.org it is imperative to provide as much detail and explain as clearly as possible:
  • The nature of the concerns and details of what occurred.
  • Dates the relevant incident(s) occurred.
  • Names of all the individual(s) involved.
  • Date(s) and outcome(s) of any action(s) already taken to raise and resolve the matter directly (if appropriate)
  • An indication of the desired outcome(s)
  • MHI will review feedback from participants within one week of receipt. If participants submit feedback that is not anonymous, MHI will respond within 15 business days.
  • Reconciliation is at the forefront of grievance solutions. This may involve providing an explanation, offering a solution, or making a change to the program to better meet their needs.
  • Additionally, MHI President will notify the necessary personnel of the complaint, which may include the teacher, management, and other staff members
  • Issues and complaints may arise between individuals or because of systemic reasons. MHI is committed to addressing complaints in either situation. 

MHI President: Colin Murphy

MHI Director and Ethics Ombudsperson: Dianne Horgan

Trainee and Course Participants Disciplinary Policy and Procedure

The Mindfulness and Health Institute (MHI) is committed to providing the best possible service to trainees and course participants. The MHI is committed to upholding the highest ethical standards and to carrying out its activities fairly, honestly, openly and in compliance with all applicable laws. When dealing with any trainee or course participant suspected of misconduct the MHI recognises that it has a duty to act fairly. All who work at the MHI are committed to adhering to Guiding Ethical Principles and it is hoped that these procedures will not be used except in exceptional circumstances.

This Disciplinary Policy and Procedure is intended to provide a clear and impartial process for dealing with issues relating to trainee or course participant misconduct within a reasonable timescale. Any misconduct issues will be overseen by the MHI President and dealt with under the procedure below.

If a minor incident (as determined by the MHI under the guidance of the President) occurs with a trainee or course participant, it will initially be discussed informally with all involved. The intention of this discussion is to conclude the matter in a satisfactory and timely manner (as agreed by all parties) without the need for a formal disciplinary procedure.

Scope and applicability

The Disciplinary Policy applies to all trainees or course participants of the MHI. 

MHI may suspend or discontinue training for participants within any of its programs or events on disciplinary grounds.


Improper interference with the teaching and learning environments at the MHI forms the essence of misconduct under this procedure. This includes improper interference with those who work or study at the MHI, and those enrolled in MHI programs.

Examples include:

  • Disorderly, threatening, aggressive or offensive behavior or language.
  • Fraud, deceit, or dishonest conduct.
  • Disrupting/interfering with teaching, learning, administrative or other activities.
  • Bringing the MHI into disrepute by action, verbally or in writing, including: online
    through posting and commenting on social media and forums. See the MHI Social
    Media Policy for more information.
  • Harassment of any student or any employee of the MHI on the grounds of age,
    disability, gender reassignment, pregnancy and maternity, race, religion or belief, or
    sexual orientation.
  • Misuse of any of the MHI’s communications platforms.
  • Providing erroneous or misleading personal information to the MHI in circumstances
    where that information is reasonably expected to be relied on.

This list is not intended to be exhaustive, and it is for the MHI President to decide to investigate if misconduct falls outside the categories listed above.

Where alleged misconduct also constitutes an offense under the criminal law, the MHI’s own disciplinary investigations or proceedings will be delayed until the police and/or courts have completed their investigations and proceedings. If a criminal charge is pending, or where there is an active police investigation, the MHI process will be suspended until the outcome of that investigation or trial is known. As a matter of course, the MHI will report any suspected civil or criminal offense to the appropriate authorities.

Good faith

Reporting misconduct will be handled with an appropriate level of confidentiality. There is an expectation that all those involved will treat both the disciplinary processes and individuals concerned with respect.

Those who report misconduct will not be treated less favorably or suffer any detriment or disadvantage if the report is made in good faith, regardless of whether the misconduct allegation is upheld or not. Equally, individuals mentioned in a misconduct allegation will not be treated less favorably than if the allegation had not been brought. If the allegation is upheld however, that individual may be subject to disciplinary action.

The MHI may reject a misconduct allegation report at any time, on the basis that it has not been made in good faith and is “frivolous or vexatious”. Making this decision is at the discretion of the MHI Board and is a balancing exercise that needs to consider all the circumstances of the case. The following are examples that will be dismissed:

  • Allegations that are not made in writing.
  • Allegations that are not made in a timely fashion (i.e., within one week of the incident).
  • Allegations which are designed to cause disruption or annoyance.
  • Allegations that include obsessive, persistent, harassing, and repetitious
  • Allegations that demand redress and which lack any serious purpose or value.
  • When there is an insistence on pursuing an unmeritorious allegation.
  • When there is an insistence on pursuing a meritorious allegation in an unreasonable manner.
  • When the remedy sought is unrealistic.

If the MHI President decides that an allegation is frivolous or vexatious, they will confirm this in writing in an email detailing the reasons, and the allegation / reporting process will be terminated without further investigation. In addition, any allegations that are found to be harassing, malicious or vexatious, may lead to further action under the MHI’s Disciplinary Policy and the Fitness to Practice Policy.

Course of Action

In an email marked ‘Reporting Misconduct – Confidential’ to complaints@mindfulnessandhealthinstitute.org it is imperative to provide as much detail and explain as clearly as possible:

  • The nature of the concerns and details of what occurred.
  • Dates the relevant incident(s) occurred.
  • Names of all the individual(s) involved.
  • Date(s) and outcome(s) of any action(s) already taken to raise and resolve the matter directly (if appropriate)
  • An indication of the desired outcome(s)

At this stage, where other individuals are involved, they will be notified of the report made.

On receipt of the email above (as long as all the required information has been provided), the President will consider the reported concerns and will determine a fair and equitable response. A judgment within 15 working days will be made and if the allegations are considered valid, the judgment may include:

  • A full report detailing the review into the allegations raised.
  • How the matter was rectified, and details of any action(s) deemed necessary that were taken by the MHI.

If the allegations are not upheld and found to have no grounds, the judgment may include:

  • A full report detailing the review into the complaint.
  • Challenges to the allegations made, with details where there might be conflicting
    evidence, if appropriate.
  • Details of next steps if the allegation was found not to be made in good faith.

During any stage of this process, the President is empowered to suspend a participant, student / trainee with immediate effect. Written reasons for this suspension decision will be recorded and provided to all concerned.

President: Colin Murphy

External Social Media Policy

This policy regarding the use of social media provides guidance for those who:

  • Teach for the MHI.
  • Train with the MHI.
  • Volunteer for the MHI.
  • Are contracted by or work on behalf of the MHI.

All of the above will be referred to in this document as ‘You’.

‘Social Media’ will be broadly understood for purposes of this policy to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and all other sites and services that permit users to share information with others online.


  1. The following principles apply to professional use of social media on behalf of MHI, as well as personal use of social media when referencing MHI.
  2. You commit to act within our Guiding Ethical Principle when using social media in reference to the MHI.
  3. At all times, you are asked to be aware of the effect your actions may have on your image, as well as the MHI’s image. The information that is posted or published may be public information for a long time.
  4. The MHI may observe content and information made available through social media. You are asked to use your best judgment in posting material that is either inappropriate or harmful to the MHI, its employees and, more broadly, anyone who is connected or comes into contact with the MHI.
  5. Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, use foul language, pornographic, proprietary (claiming ownership of something protected by secrecy, patent, or copyright), harassing, libelous, or that can create a hostile environment.
  6. You are not to publish, post or release any information relating to the MHI that is considered confidential or not for public knowledge. This includes sharing or distribution of MHI courses or training materials. If there are questions about what is considered confidential, you should check with the MHI’s President via operations@mindfulnessandhealthinstitute.org
  1. Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions. You should not engage with such enquiries, instead these should be referred to the President.
  2. If you encounter a situation while using social media that threatens to become antagonistic about, or bring the MHI into disrepute, you should disengage from the dialogue in a polite manner and seek advice from the MHI.
  3. Should you be in any doubt about whether a potential post or online content is inappropriate or harmful, you should refer to the MHI for guidance.
  4. Any breach of the above may result in the application of the MHI’s Disciplinary Policy and Procedures and may also result in legal action in redress.
Privacy Policy
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