Last updated: 15th December 2025
Purpose
This policy aims to prevent conflicts of interest arising from romantic or sexual relationships while respecting employees’ rights to privacy and work-life balance. At Principles of Intelligence, we are committed to respecting the privacy of our employees and advisors, seeing romantic relationships between adults as a normal part of life that can emerge in professional contexts. Therefore, we do not prohibit such relationships. However, we require transparency to ensure fairness, professionalism, and the integrity of our programs and operations.
Scope
This policy applies to all Principles of Intelligence (PrincInt):
- Staff members (full-time, part-time, and temporary)
- Board members and directors
- Mentors, advisors, and contractors
- Anyone in a supervisory, evaluative, or decision-making role affecting fellows, affiliates, or other program participants
Disclosure Requirements
When Disclosure is Required
You must promptly disclose any romantic or sexual relationship that creates or could create a conflict of interest, including:
Relationships within reporting lines:
- Between a manager and their direct report
- Between a supervisor and anyone they evaluate or oversee
Relationships affecting program decisions:
- Between mentors/advisors and fellows, affiliates, or program participants
- Between staff and fellowship applicants during the selection process
Relationships affecting organizational decisions:
- Between staff involved in hiring and job applicants
- Between staff involved in vendor selection and vendor representatives
- Between grantmakers and grantees or potential grantees
- Between board members when one has authority over decisions affecting the other
To whom to disclose:
- Staff members: Disclose to your direct supervisor or line manager
- Managers: Disclose to the Executive Director or designated senior leader
- Board members and directors: Disclose to fellow board members or the Board Chair
Timeline
Disclosure must be made:
- Immediately when the relationship begins, or
- As soon as you become aware that a potential conflict of interest exists
Mitigation Measures
Upon disclosure, Principles of Intelligence will work with the individuals involved to implement appropriate measures to manage the conflict of interest. Possible actions include:
- Recusal: The individual with decision-making authority removes themselves from decisions affecting their romantic partner
- Reassignment of reporting lines: Adjusting supervisory relationships so one partner no longer reports to the other
- Reassignment of responsibilities: Transferring certain duties (e.g., evaluation, hiring decisions) to another staff member
- External oversight: Involving an independent third party in key decisions
- Documentation: Recording all mitigation measures and monitoring their effectiveness
As long as conflicts of interest are properly disclosed and mitigated, a romantic relationship itself does not constitute a breach of employment contract or professional standards. Principles of Intelligence respects employees’ private lives and encourages healthy work-life balance.
Power Dynamics and Heightened Standards
We recognize that romantic relationships involving power imbalances require particular care. While not prohibited, relationships between:
- Managers and their direct reports
- Mentors/advisors and fellows or program participants
- Anyone in a position of authority and those they supervise or evaluate
…are subject to heightened scrutiny. Individuals in positions of power must maintain the highest professional standards and ensure that the relationship does not create actual or perceived favoritism, unfair treatment, or harm to the less powerful party.
If you are considering entering such a relationship, we strongly encourage you to disclose it proactively and discuss mitigation measures before the relationship develops.
What Does NOT Require Disclosure
We only require disclosure when necessary to protect organizational integrity and fairness. You are not required to disclose:
- Romantic relationships between colleagues with no reporting relationship or conflict of interest
- Relationships that ended before joining Principles of Intelligence
- Personal information unrelated to potential conflicts of interest
If you are unsure of whether reporting obligations apply to your specific situation, please contact ED Ops for clarification, anonymizing your enquiry to the extent that it may be possible to do so.
Confidentiality
All disclosures will be handled with discretion and confidentiality. Information will be shared only with those who need to know to implement appropriate mitigation measures (e.g., supervisor, Executive Director, HR, Board Chair).
Non-Retaliation
Principles of Intelligence prohibits retaliation against anyone who makes a good-faith disclosure under this policy. If you experience retaliation, report it immediately to ED Ops (Currently [email protected])
Enforcement
Failure to disclose a relationship that creates a conflict of interest, or failure to comply with agreed mitigation measures, may result in disciplinary action up to and including termination of employment or removal from the board.
Disciplinary action will be determined based on:
- The severity of the conflict of interest
- Whether the individual acted in good faith
- The impact on organizational integrity and program participants
- Any pattern of non-compliance
This policy will be reviewed annually to ensure it remains effective and aligned with organizational values.
Questions and Reporting
For questions about this policy or to make a disclosure:
Email: [email protected]
Confidential contact: Dušan D. Nešić [email protected]
Mail:
Principles of Intelligence
1680 Mission Street,
San Francisco, CA 94103
United States
Version History
| Version | Date | Changes | Author |
| 1.0 | 15 December 2025 | First version of the policy | Katalina Hernandez |
© 2025 Principles of Intelligence, Nonprofit Corporation, Minnesota, EIN 33-4129337
