Policies
Our policies reflect our commitment to professionalism, ethical practice, and compassionate care. Explore how we ensure transparency, accountability, and the highest standards for doulas and the families we serve across Ontario.
Association of Ontario Doulas – Guidelines for Professional Practice
The Association of Ontario Doulas (AOD) represents professional and traditionally trained doulas in the province of Ontario.
In order to become and maintain membership with the AOD, the doula must be certified or working towards certification by a professional training organization who aligns with the Ethical Conduct Guidelines, Equity and Inclusion Policy, and Strategic Priorities of the AOD and meets the outlined educational expectations, and/or trained/mentored in the traditional ways of birth support (with references and proof of practical mentoring). * Self-trained doulas are not accepted at this point in time.
No person or training organization with a current insurance claim or filed grievance related to professional conduct may apply or maintain membership with the AOD.
Services & Support Guidelines: An AOD doula provides client-directed support through the values of inclusivity, equanimity, autonomy, ethics, and advocacy. Their support may take the form of emotional, physical, or evidence-based informational support, however it is not limited to those experiences.
All types of client-directed support:
- Offering assistance in obtaining up-to-date, evidence-based information to encourage self advocacy and informed decision making;
- Offering referrals when a situation arises that requires additional attention and support that falls outside restricted clinical/support practices as listed in the Regulated Health Professions Act (1991) or health professions acts (i.e., Medicine Act, 1991);
- Modelling and encouraging effective communication strategies with the clients direction and other invited participants involved in their care;
- Advocating on the behalf of the client or their immediate support community at the request of the client;
- Assistance in formulating realistic preferences that match the client’s values and needs;
- Nonpharmacologic pain management suggestions, referring client to a medical provider when a client feels a diagnosis or prescription may be required;
- Supporting initial chestfeeding support and encouragement of skin to skin
- Offering continuity of care. A specific backup should be found for all clients so the labouring or postpartum person and/or their immediate support community are never left unsupported. This includes paid, pro bono and charitable work.
- Perform restricted medical procedures, diagnose, or prescribe anything under the Regulated Health Professions Act (1991) or health professions acts (i.e., Medicine Act, 1991). Such actions include, but are not limited to: performing vaginal exams, reading and interpreting medical tests and diagnosis, performing clinically defined manoeuvres, diagnosing disease, prescribing medications, performing surgeries or other surgically related tasks, dressing or caring for surgical or vaginal wounds. If you are outside the Province of Ontario please refer to your provincial or territorial Health Act for guidance.
- Act on behalf of medical care when a client has chosen the direction of a licensed medical practitioner
- A doula will not attend births that are intentionally unassisted (births that do not have a trained or qualified medical professional in attendance).
- The AOD recognizes that in some communities access to care is not always possible and traditional birth attendants may support clients. All AOD doulas recognize that they are non-medical support (restricted clinical practitioners) *see AOD document on client-directed support and practice guidelines (to be created)*
- Make decisions and/or speak for their clients
- Use personal opinion or conjecture to influence clients choices or experiences
Where the doula has additional training in other modalities or practices they should refer to that profession and their practicing guidelines, and determine if it is appropriate to combine the roles. Members should clearly inform clients of such training, the limits of their ability to offer knowledge and/or practice in this area, and that any additional services offered is separate from their services as a doula. The doula is encouraged to clearly define this situation to any healthcare provider they encounter in order to avoid confusion regarding the doula’s role and the client-directed support they have been invited to attend.
Definitions:
COUNSEL
To advise or recommend, as an act or course. Advice given especially as a result of consultation. A policy or plan of action or behaviour.
OPINION
A notion or conviction founded on probable evidence; belief stronger than impression, less strong than positive knowledge. A view, judgment, or appraisal formed in the mind about a particular matter.
PRESCRIBE
To specify with authority. To direct, as in a remedy to be used by a patient; as, the doctor prescribed a medication. To write or to give medical directions; to indicate remedies.
ADVOCACY/FACILITATION
The doula advocates for the client primarily through informing and empowering them. This is best described as support, information, and mediation or negotiation. The doula does not make decisions for the client.
REFERRALS For clients
REFERRALS For clients’ needs beyond the scope of the doulas training or comfort, referrals are made to appropriate resources.
ALL Members of the AOD will be asked to sign an electronic copy of the Guidelines for Professional Practice, Ethical Conduct Guidelines, Equity & Inclusion statement, and other related governing documents that sets the precedent for professional expectation as an AOD representative. By signing, the member is building trust and confidence in establishing professional standards for doulas and the practice of client-directed support in Ontario.
Position Statements
Grievance Policy
Use this page to file a grievance or receive more information. AOD employs a Grievance Policy to ensure accountability of all members in upholding AOD’s values and commitment to a positive doula support experience.
AOD Grievance Policy & Process
(Originally ratified February 2003, updated December 2018, April 2020, July 2021)
Policy number11.0 | Version 4 Drafted unknown |
Approved by Board on July 28, 2021 Scheduled review date July 2022
The Association of Ontario Doulas Grievance Policy has been designed to ensure the highest quality of service and professionalism for AOD members. This Grievance Policy abides by the AOD’s Mission Statement, Code of Ethics, Statement of Goals and Standards of Practice. All AOD members are subject to the Grievance Policy. Discussions of the grievance/incident by the Grievance Committee are confidential.
The purpose of the Grievance Policy is to provide a vehicle in which a Grievance, or Incident, may be brought to a fair and complete investigation, and appropriate action is taken. The Grievance Policy will also provide, in case of professional misconduct by an AOD member, a mechanism through which the public and community of doulas may be protected. In the case where a grievance is lodged against a non-AOD member, this Grievance Policy will also provide procedural guidance. As per AOD governing bylaws the Past President receives the correspondence from the Grievance Form and then works with the sitting president to convene a committee of bipartisan members. If there is a complaint to be filed against a sitting board member or the entire board please refer to the Complaint Policy.
Grievance:
A Grievance is an objection lodged with the Association of Ontario Doulas against an AOD member in which they are accused of behaviour that violates the AOD’s Standards of Practice and/or Code of Ethics and policies. The client, their significant other, their family, a medical practitioner, a hospital administrator, or another doula may submit the grievance.
Incident:
An Incident is any potentially negative occurrence arising in prenatal, birth and/or postpartum periods that involve the doula as the provider.
(A) How to file a grievance:
When submitting a grievance, please follow the steps below:
- Complete the grievance form. Include all relevant facts and answer all fields.
- Email or upload any documentation to secretary@ontariodoulas.org
- The grievance must be received by secretary@ontariodoulas.org no later than eighteen (18) months after the date of the alleged occurrence.
- Grievances filed by complainants who wish to remain anonymous from the doula under review will be accepted if adequate documentation is provided in the filing of the grievance, and where the person filing the grievance has shown that they have concern for the welfare of themselves and/or their business due to the nature of the grievance filed.
(B) Grievance Procedure:
- The complainant will receive confirmation of receipt of the grievance
- Upon receipt of a grievance a committee will be formed within 14 days of confirmation of the receipt.
- A grievance committee will be chaired by a Past President, not currently sitting on the board. If a Past President is unavailable, the board will assign a past Vice President not currently sitting on the board.
- The chair will form a bipartisan Grievance Committee to review the submitted grievance and any related documents. The committee comprised no less than 4 voting members
- The sitting President will receive all correspondence and details about the grievance but may choose to recuse themselves from the discussion or any voting. The President will act as an intermediary between the Grievance Committee and the AOD Board once a final decision is prepared and is to be shared with the Board.
- The Grievance Committee will decide if the grievance holds merit and should continue in the grievance process.
- The doula under review will be allowed to respond.
- The Committee will evaluate the grievance and make recommendations for possible sanctions.
- The Committee will notify the current sitting President who will bring it back to the board for a vote.
- All involved parties will be notified in writing by the Committee of the findings of the investigation and informed of any resulting actions recommended by the Committee.
- Those who have a grievance filed against them by an anonymous person or persons will receive details of the grievance outside the identity of the person/s who filed a complaint against them and will have the right to respond to the claims against them directly to the Grievance Committee through the formal process outlined in this AOD policy.
- Committee deliberations and members will remain confidential and only the matters discussed in the letter to the involved parties will be disclosed to said parties, the AOD Board, and the certifying organization(s).
- The documents gathered for the investigation will remain on file with the Association of Ontario Doulas in perpetuity.
(C) Acceptance of Decision
By engaging the AOD grievance process, the complainant must agree to accept, without question, any determination, conclusions and decisions made by the Committee, and voted on by the board, as final and binding.
(D) Confidentiality
All parties involved in the Grievance Process, including the complainant, the AOD member under review, members of the Committee and/or Board of Directors, and any third parties must agree to keep confidential for all times any verbal or written communications regarding the submission, mediation, negotiations, conclusions and/or sanctions of the objection filed with the Association of Ontario Doulas.
Actions that may be taken by the Grievance Committee include, but are not limited to:
- No action;
- A letter of reprimand;
- A period of probation and recommendations to be determined by the Committee;
- Removal from the AOD doula listings for a set period;
- Notification of grievance finds to those who filed the grievance and any related institutions or persons;
- Notification of grievance findings to the person’s Doula Certification Organization;
- Removal from the AOD with 30 days’ notice, as outlined in AOD bylaws; and/or
- Denial from renewing or participating in AOD membership in the future.
The Incident Report will be kept on file by the Grievance Committee Chair for two years and filed with the AOD Board for their records.
The complainant will be notified of the action and recommendations of the Grievance Committee.
If the public, the medical community or another doula objects to a non-AOD doula, the matter will be reviewed to determine the appropriate procedure.
- The complainant will be informed that the doula is not an AOD member and that the AOD can do nothing about their actions within our scope.
- Appropriate action by the Grievance Committee, including advice on resolving conflict, will be taken as outlined above for an AOD member with emphasis on the quality assurance provided by the AOD membership. Sanctions, as outlined above, may be taken against the person when applicable.
- The objection and information may be forwarded to the appropriate Doula Certification Organization for action.
Grievance Filing
Standards and Bylaws
All A.O.D. members agree to abide by A.O.D.’s Code of Ethics and Standards of Practice. All Association of Ontario Doula members agree to abide by its Code of Ethical Conduct (see below), Practice Guidelines, and Bylaws.
AOD bylaws can be found HERE.
In accordance with governing bylaws and association governance, AOD Members, Board Members, and Advisory Committee Members agree to abide by the Association of Ontario Doulas’ Code of Ethics when they register or renew their annual membership.
Association of Ontario Doulas – ETHICAL CONDUCT GUIDELINES
(A) Respectability at all times.
All members will maintain high standards of personal conduct in their capacity or identity as a professional support person. This includes their conduct with clients, industry stakeholders, and other professional members within and outside the Association of Ontario Doulas. Discrimination, prejudice, racism, or harassment are not accepted by the AOD and its members.
(B) Proficiency and Professional Development.
Members strive to remain proficient in the current professional practices for Ontario, be up-to-date on evidence based performance functions, and continue to educate themselves about client-directed support. The member will maintain awareness about how their affiliation and conduct with related organizations, institutions, and other support persons can benefit the development and competence of our profession as a whole.
(C) Inclusivity and Integrity.
All members should act in accordance with the highest standard of professional inclusivity and integrity. AOD representatives and its members will work together to create a safe and trusted space for the development of strategic priorities related to its professional goals.
(A) Primacy of Client’s Interests and the Support of the Whole.
Our members uphold their clients mental, physical, emotional, cultural, and traditional sense of security at all times. Members will uphold the same support for their professional colleagues and for the advancement of our profession.
(B) Rights and Prerogatives of Clients.
Members should make every effort to foster maximum self-determination on the part of their clients. It is recognized that clients have diverse needs, experiences, cultures, and traditions. Members will work with their clients to ensure that they are feeling professionally supported in a safe manner at all times.
(C) Confidentiality and Privacy.
Members should respect the privacy of clients and colleagues, and hold in confidence all information obtained in the course of professional service or interactions. This includes obtaining written permission to share personal details, photos and back up coverage requests. This is inclusive of all media options and/or platforms.
(D) Obligation to Serve.
Members should assist each client seeking support either by providing services or making appropriate referrals. Members recognize that there may be circumstances where they cannot act in a professional support capacity and as such will work with the client to find support options that feel safe, inclusive, and appropriate for the clients needs, experiences, or goals.
Members also recognize their obligation to work in a collaborative manner with colleagues and stakeholders from diverse experiences, backgrounds, fields, and knowledge. At no time should bias, prejudice, discrimination, or racism affect a client/ support person’s relationship (as per the AOD Equity and Inclusion Policy).
(E) Reliability.
When a member agrees to work with a particular client, their obligation is to do so reliably and in accordance with the professional standards of the AOD, for the term of the agreement.
Members will also maintain professional reliability to colleagues by creating safe environments for engagement and the diversification and inclusion of support persons from multiple backgrounds and experiences.
(F) Fees.
When setting fees, the members should ensure that they are fair, reasonable, considerate, commensurate with service performed and with due regard for the client’s ability to pay. The member must clearly state their fees to the client, and describe the services provided, terms of payment and refund policies. Written contracts are encouraged by the AOD for any professional support persons representing the association, even for pro bono or charitable support.
(A) Respect, Fairness, and Courtesy.
Members of all represented organizations or traditional streams will treat colleagues with respect, courtesy, fairness and good faith at all times. Those who act outside the accordance of professional conduct will not be permitted to membership with the AOD or to represent the AOD. This includes respect for the body and the mind of all persons regardless of identity, business ethics or practices, and professional conduct towards colleagues or clients.
(B) Collaboration and Business Conduct.
Members have the responsibility to relate to their colleagues with full professional consideration, regardless of affiliation, experience, or training. All members and all organizations represented by members will ensure ethical business practices and conduct are practiced at all times. This includes but is not limited to: protecting and respecting the materials of others, not working to harm others business practices or goals, not engaging in libel or slander, and upholding safety and inclusion for diverse collaboration, use of language, and engagement at all times. Organizations or persons who do not uphold these standards will not be invited to represent the AOD.
(C) Safety, Equity, and Inclusion.
Members or represented organizations will not engage in behaviour that could be deemed harassing, discriminatory, prejudiced, racist, or likewise. Verbal or physical harassment or harm will not be tolerated by the AOD. Members may be removed if a charge is filed against them outside the AOD or through the AODs formal grievance policy and procedure.
(A) Maintaining the Integrity of the Profession.
Members should uphold and advance the values, ethics, knowledge and mission of their respective profession(s).
(B) Community Service.
Members should assist their respective profession(s) in making perinatal support services available to the general public through a variety of strategic priorities, as supported by the AOD, community partnerships, and their initiatives.
(A) Promoting Gestational and Infant Welfare.
Members should promote the general health of birthing persons and their babies in accordance with the World Health Organization’s (WHO) statements on the birthing process, labour and birth support, infant feeding, and postpartum support, and whenever possible, that of their clients’ immediate support community.
Questions about this policy?
Please email
membership@ontariodoulas.org
Equity Statement
The Association of Ontario Doulas recognizes and celebrates the diversity of the doulas, childbirth educators, board of directors and families that we work with.
We are dedicated to providing inclusive support without prejudice or discrimination based on race, ethnicity, religion, gender identity, gender expression, age, sexual orientation, geographic location, ability, class or any other individual characteristic.
As an organization, we are committed to the ongoing learning and transformation required to incorporate the needs and feedback of our community.
Experiences Shared by Our Doula Community
“My AOD membership has been a valuable investment for my business. The website listing generates regular referrals, and those clients more than cover my membership and insurance costs. I’ve also been a webinar facilitator and participant in previous AOD hosted webinars, which are great learning opportunities for the doula community.”
“Being listed with the Ontario Association of Doulas has been genuinely helpful in my practice. I’ve had several clients reach out specifically because they found my profile through the AOD directory, particularly those who were looking for added reassurance around professionalism, legitimacy, and comfort in their decision-making. Having that platform available has supported those clients in feeling more confident as they choose the right doula for their family. “
Whether you're interested in a new career, or adding further support to your existing business, becoming a doula has never been more exciting!