CSI XLI – I LAMLIBS Anti-harassment Policy and Code of Conduct
CSI XLI – I LAMLIBS are committed to providing an environment that is conducive to the free and robust exchange of scientific ideas. This environment requires that all participants be treated with equal consideration and respect. The same as the academic and commercial sponsors, the conferences encourage the debate of scientific ideas, free from any patronizing attitude and/or personal attacks. In absence of these principles the science advancement is limited, it create an environment in which people feel threatened or intimidated. All participants in CSI XLI – I LAMLIBS and activities are therefore expected to conduct themselves professionally and respectfully.
It is the policy of the CSI XLI – I LAMLIBS Organizing Committee that all forms of bullying, discrimination, and harassment, sexual or otherwise, are prohibited in any CSI XLI – I LAMLIBS events or activities. This policy applies to every individual at the event, whether attendee, speaker, exhibitor, award recipient, staff, contractor or other. It is also a violation of this policy to retaliate against an individual for reporting bullying, discrimination or harassment or to intentionally file a false report of bullying, discrimination, or harassment.
Bullying, discrimination, and harassment of any sort by someone in a position of power, prestige or authority is particularly harmful since those of lower status or rank may be hesitant to express their objections or discomfort out of fear of retaliation.
CSI XLI – I LAMLIBS may take any disciplinary action it deems appropriate if, after thorough investigation, it finds a violation occurred.
The CSI XLI – I LAMLIBS conferences adhere to the general principle of "free movement of scientists" as outlined by the ICO Guidelines- a bona-fide scientist or
engineer of any nationality or citizenship may attend.
What are Bullying, Discrimination, Harassment, and Retaliation?
For purposes of this policy, “Bullying”, “Discrimination”, “Harassment” (including “Sexual Harassment”), and “Retaliation” are defined as follows.
Bullying is the ongoing abuse and intentional mistreatment of one or more vulnerable persons or groups by a more powerful individual or group. Bullying consists of repeated verbal (name-calling, verbal attacks), physical (use of physical force or aggression), and/or social behavior (ostracism, exclusion, spreading rumors) that causes physical or psychological harm. Being “more powerful” may include being physically bigger or stronger, having more social status, or having influence over someone’s employment or professional advancement.
Discrimination is the unjust or prejudicial treatment of categories of people based on personal attributes such as race, sex, age, color, sexual orientation, body size, ethnic or national origin, disability, religion, marital status, veteran status, political affiliation, or other attributes not related to the merit of one’s work or scientific research or ideas.
Harassment consists of unwanted, unwelcomed, and uninvited behavior that demeans, threatens, or offends another and results in a hostile environment. Harassing behavior includes, but is not limited to, the use of epithets, derogatory comments or slurs, assault, stalking, impeding or blocking movement, threats of violence, offensive touching, any physical interference with normal work or movement, and visual insults, such as derogatory images, posters or cartoons. Harassment is often (but not always) based upon personal attributes such as race, sex, age, gender, color, sexual orientation, body size, ethnic or national origin, and disability.
Sexual harassment consists of harassing behavior based upon sex, gender, or sexual orientation. Sexual harassment includes unwelcome sexual advances, requests for sexual favors (often accompanied by overt or implied promises or threats relating to employment, professional advancement or recognition), lewd comments or images, or other verbal, visual or physical conduct of a sexual nature where such conduct creates an unreasonable, intimidating, hostile, or sexually offensive environment and may interfere with the target’s professional performance.
Retaliation consists of negative action or treatment towards someone who has reported bullying, discrimination, or harassment based upon such report. Retaliation may include terminating or demoting a reporting employee, excluding a reporting individual from work or professional activities, injuring a reporting individual’s professional or personal reputation, or unjustly demeaning a reporting individual’s work. Retaliation can be used as a method of bullying or harassment, but more importantly retaliation creates an environment that discourages victims and bystanders from reporting offensive behavior.
What should I do if I experience or witness bullying, discrimination, or harassment?
Individuals may be unaware that their conduct is offensive and are often willing to correct their behavior if so informed. If you experience or witness bullying, discrimination, or harassment and feel empowered to do so, you are encouraged to immediately inform the individual that their comments or behavior are unwelcome.
However, CSI XLI – I LAMLIBS understand that direct confrontation is not possible or advisable in every situation. Please note that you are not required to directly address or confront a person engaged in offensive behavior. If you do not feel comfortable addressing the violator, or if the violator continues the behavior after being advised that their conduct is unwelcome, you should report the incident.
How do I report an incident?
If you wish to report bullying, discrimination, or harassment you have witnessed or experienced, you may do so through the following methods:
- contact any CSI XLI – I LAMLIBS staff member (if onsite at an event or meeting) or your CSI XLI – I LAMLIBS staff liaison, if applicable;
You are also encouraged to write down as many relevant details as you can recall (e.g., names, dates, times, locations, behavior or statements made, etc.), which can be helpful in assisting any future investigation of the incident.
To ensure a fair and complete investigation, the CSI XLI – I LAMLIBS Organizing Committee cannot accept anonymous reports of bullying, discrimination or harassment. However, the CSI XLI – I LAMLIBS Organizing Committee is very sensitive to the potential ramifications of making a report and will maintain your confidentiality except where doing so would compromise another person’s rights or the CSI XLI – I LAMLIBS Organizing Committee’s ability to conduct a thorough investigation. In such cases, the CSI XLI – I LAMLIBS Organizing Committee will limit disclosure only to that information necessary to ensure proper investigation and compliance with procedures.
No retaliation will be taken or tolerated against anyone who makes a good faith report of bullying, discrimination, or harassment to the CSI XLI – I LAMLIBS Organizing Committee.
What happens if I report an incident?
Upon receiving a report of misconduct, the CSI XLI – I LAMLIBS Organizing Committee led a prompt, thorough investigation, which will include speaking with all parties with knowledge of the incident, including the reporting individual, the alleged victim (if different from the reporting individual), any known witnesses, and the alleged offender.