The following code of conduct was adopted by the HERA collaboration on 7 December 2020. Collaboration policy requires that members provide written agreement to abide by the code of conduct to be considered in good standing which includes inclusion in the HERA authorship builder’s list.
Collaboration members can find a link to sign the code on the internal wiki.
The code
The HERA Collaboration is dedicated to equality of opportunity and treatment for all participants, regardless of gender, gender identity or expression, race, color, national or ethnic origin, religion or religious belief, age, marital status, sexual orientation, disabilities, veteran status, or any other reason not related to scientific merit. To ensure that all participants in the collaboration enjoy an environment free from all forms of discrimination, harassment, and retaliation, we agree to adhere to this Code of Conduct.
We expect all members of the HERA collaboration to….
- Communicate in an open and straightforward way, listening to points of view put forth by others, whether they agree with us or not.
- Disagree in a respectful and professional manner; evaluate and critique ideas rather than individuals.
- Interact with other scientists and the public in an equally considerate way as we do with fellow HERA collaborators.
- Understand that people come from a variety of backgrounds and have a variety of viewpoints; assume that people who disagree with you are doing so in good faith.
- Acknowledge and highlight the contributions of others.
- Respect internal discussions as safe spaces where everyone (but especially junior members of the collaboration) can engage—without judgment—in the process of the inevitable scientific confusion that accompanies trying to understand things.
- Be mindful of unequal power dynamics in all interactions.
- Acknowledge and apologize for any harm done, whether intentional or not.
- Commit to the iterative and unending process of creating a just and equitable work environment.
- Support those who bring up concerns regarding inappropriate behaviour or retaliation, whether this is in the form of being a supportive listener or by directing someone to other members of the collaboration who are better equipped to handle the situation.
We will not tolerate…
- Aggressive, abusive, bullying, discriminatory, dismissive, harassing, manipulative, racist, or otherwise unprofessional behaviour (such as micro-aggressions). Note that such unacceptable behaviour can be physical or verbal, and is unacceptable even in a joking context. Examples/definitions are provided at the end of this document, but it is important to note that the list is not exhaustive.
- Retaliation against those who choose to disclose or report unacceptable behaviours.
- Dismissal or minimization of concerns that are brought up regarding inappropriate behaviour or retaliation.
Scope of the Code of Conduct
This policy applies to all participants in the HERA Collaboration in all collaboration activities and collaboration spaces on the internet (like Slack or email). This policy also applies at any scientific meeting which a HERA scholar or collaborator attends to present their research from the program. The policies described herein are intended to augment, not replace, those of the participants’ home institutions.
Reporting Violations of the Code of Conduct
Every collaborator is responsible for agreeing to abide by the Code of Conduct and also to take action when witnessing these violations of the code of conduct. It is often very difficult for victims to report incidents. It is also not uncommon for people in power to not believe the victim or to be too lenient with the perpetrator. It is also common for victims to be blamed or denigrated by people who are not involved or aware of all the facts. For all of these reasons, it is very important that every collaborator commits to being an ally, both to report incidents even if the comment or action does not affect them personally and to listen and be respectful to others who come forward to report a violation..
Any member of the HERA Collaboration who has experienced or witnessed a violation of the Code of Conduct should reach out for help. (Although in the latter case one should first check in with any victims to ensure that they are comfortable with such action) Resources available include:
- Your research mentor or supervisor
- The HERA PI at your site
- The HERA Ombuds Committee:
- Adam Beardsley — Faculty, Winona State University
- Steve Furlanetto — Faculty, University of California Los Angeles
- Mario Santos — Faculty, University of the Western Cape
- Steven Murray — Postdoc, Arizona State University
- Piyanat “Boom” Kittiwisit (he/him/his)— Postdoc, University of the Western Cape
- Lindsay Berkhout — Graduate Student, Arizona State University
- Dara Storer — Graduate Student, University of Washington
- The current HERA Equity Coordinator:
- July 2020 to December 2020, Adrian Liu — McGill University
- January 2021 to July 2021, Gianni Bernardi — INAF Istituto di Radioastronomia
- August 2021 to December 2021, Josh Dilon — University of California Berkeley
- The HERA Executive Board:
- Judd Bowman – Arizona State University
- Daniel Jacobs – Arizona State University
- Aaron Parsons (Chair) – University of California Berkeley
- Steve Furlanetto – University of California Los Angeles
- Paul Alexander – University of Cambridge
- Jacqueline Hewitt – Massachusetts Institute of Technology
- Adrian Liu – McGill University
- Chris Carilli – National Radio Astronomy Observatory
- Phillip Bull – Queen Mary University of London
- James Aguirre – University of Pennsylvania
- Andrei Mesinger – Scuola Normale Superiore di Pisa
- Mario Santos – SKA-South Africa
- Bryna Hazelton – University of Washington
- David DeBoer (Project Manager) — University of California Berkeley
- Your home campus Title IX office or equivalent (should one exist)
- Your home campus Ombuds office or equivalent (should one exist)
Note that many faculty and staff members at your institution (possibly including your research mentor and/or site PI) may be required to report any sexual harassment incident to their local Title IX office if told about it. If you choose to report any incident to members of the HERA Collaboration we will maintain your privacy to the maximum degree possible within the constraints of mandatory reporting requirements.
Advice for reporting sexual or other forms of harassment is available on the website of the Committee on the Status of Women in Astronomy (CSWA). Here is a summary of the more detailed information available on the CSWA website:
Write everything down (times, places, nature of the incident, and comments made). Save emails, notes, etc. Tell someone you trust. If you decide to file a formal complaint, and depending on the policies of your host institution, it is likely that you will have to write and sign an official letter of complaint, documenting the nature of the harassment and/or discrimination. Be as detailed as possible. Supporting documentation and statements from witnesses should be submitted with your letter.
For reporting more minor infractions such as independent incidents of microaggressions, an informal process of mediation through a mentor or ombuds-person is also available. Mediated processes are intended to be educational.Typically, the mediator and—optionally, should they feel comfortable—the victim or person who reported the incident explains to the perpetrator why what they said or did was hurtful and/or rooted in their own biases. The goal of the mediated process is for the perpetrator to apologize and learn from their mistakes, but harsher punishments can be sought if the perpetrator continues to violate the code of conduct..
If a violation of the Code of Conduct is reported to the HERA Ombuds committee, it will not necessarily be further escalated. In consultation with the reporter, the Ombuds committee (possibly with the exclusion of some members for conflict of interest reasons for some cases) may choose to escalate to the HERA Executive Board if necessary.
Responding to an Incident Report
If the HERA Executive Board is made aware of violations of the Code of Conduct, it will meet to consider what actions, if any, the collaboration will take. The HERA Executive Board reserves the right to suspend or revoke formal collaborator status on the basis of credible reports, independent of any official findings of a university Title IX or other office or disciplinary action by a university in the collaboration.
A non-exhaustive list of available actions includes:
- Suspension of collaborator status pending the completion of anti-harassment or anti-discrimination training
- Removal from the HERA Builder’s list and the author listings of future publications
- Disbarment from collaboration meetings
- Permanent revocation of collaborator status
- Suspension of project funding
- Informing collaborators and employers, current and future, of the facts of the incident
Definitions
Definition of Sexual Harassment
Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Behavior and language that are welcome/acceptable to one person may be unwelcome/offensive to another. Consequently, individuals must use discretion to ensure that their words and actions communicate respect for others. This is especially important for those in positions of authority since individuals with lower rank or status may be reluctant to express their objections or discomfort regarding unwelcome behavior.
Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, is personally offensive, debilitates morale, and therefore, interferes with work effectiveness. The following are examples of behavior that, when unwelcome, may constitute sexual harassment: sexual flirtations, advances, or propositions; verbal comments or physical actions of a sexual nature; sexually degrading words used to describe an individual; a display of sexually suggestive objects or pictures; sexually explicit jokes; unnecessary touching.
Definition of Other Harassment
Harassment on the basis of any other protected characteristic is also strictly prohibited. This conduct includes, but is not limited to the following: epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes and display or circulation of written or graphic material that denigrates or shows hostility or aversion toward an individual or group.
Definition of Discrimination
Discrimination refers to bias or prejudice resulting in denial of opportunity, or unfair treatment regarding selection, promotion, or transfer. Discrimination is practiced commonly on the grounds of age, disability, ethnicity, origin, political belief, race, religion, sex and other factors which are irrelevant to a person’s competence or suitability.
Definition of Microaggressions
Microaggressions are subtle discriminatory statements where often the people saying them are well-intentioned and do not realize their words are rooted in their own unconscious bias. Some examples of this include but are not limited to telling a Black colleague they are ‘so articulate,’ telling a transgender individual they ‘do not look transgender,’ mixing up coworkers’ names of the same race or ethnicity, asking people where they ‘are actually from,’ telling someone their name ‘is very hard to pronounce’, and saying that a Black woman’s natural hair is ‘unprofessional’. Comments related to an individual’s race, ethnicity, gender identity or expression, sexual orientation, or anything else concerning their personal identity or appearance is unnecessary and can make colleagues feel uncomfortable and unsafe.
Racism
It is important that every person acknowledges that everyone has unconscious biases, whether towards others or internalized. Racism is not a binary concept where there are ‘good non-racist people’ and ‘bad racist people.’ Every person has a responsibility to acknowledge that they have racist biases, whether conscious or unconscious, and work to combat them within themselves. Striving to be anti-racist does not mean you have no racist biases; the path to becoming anti-racist as an organization and as individuals means spreading awareness and addressing issues when they come up instead of ignoring them. All collaborators must agree that if someone tells you something you did was racist, insensitive, or discriminatory, the best and most effective course of action to take is to apologize and listen to learn how to improve for the future.
Definition of Retaliation
Retaliation refers to taking some action to negatively impact another based on them reporting an act of discrimination or harassment.
