Code of Conduct
We hope that events sponsored by the Spatial Turn in Roman Studies project will be open and inclusive fora that embrace diversity and allow for the free and respectful exchange of ideas. To help achieve this, all our project activities are subject to our Code of Conduct, which is drawn from the policies of Durham University as the project’s home institution. This includes activities taking place outside Durham.
Durham University’s Respect at Work and Respect at Study policies can be found here: https://www.dur.ac.uk/equality.diversity/harassment/respect/; the recent Gender Identity policy forms an annexe to these policies and can be found here: https://www.dur.ac.uk/resources/equality.diversity/GenderIdentityPolicy.docx.
We ask all participants to familiarize themselves with Durham’s definitions of bullying and harassment, quoted below. Bullying and harassment of any kind is unacceptable and violates the spirit of our policies. Participants pledge not to behave in these ways, and as far as possible to challenge or report to the organisers any such behaviour they see. Any participant who feels they are being or have been bullied or harassed during any project activity, including related social events, is invited to report it to the organisers, Amy Russell and Maxine Lewis.
All participants agree to abide by the spirit of these policies, even where the wording of the documents themselves applies only to Durham staff or students. The organisers will investigate all reports, following the principles laid out in section 7.1 of Durham’s Respect at Work policy; these include proceeding in a timely manner, acting in good faith to secure a successful resolution of the complaint, and treating all involved fairly, consistently, and with respect. After investigating the complaint and speaking privately to all those involved, we may at our own discretion ask those not abiding by the spirit of our policies to apologise or modify their behaviour; or, in the case of more serious or repeated violations, ask them to leave and bar them from future participation in project events. The procedure will be informal; it does not apply the same sanctions nor is it intended to follow the same standards as an HR department investigation or a court of law. Incidents requiring a more serious response will be passed to the university authorities or the police, as appropriate and with the complainants' consent.
Definitions of bullying and harassment, quoted from Durham University policy documents
Bullying is behaviour, usually repeated over time, where there is a deliberate intention to hurt or humiliate. It can happen in many forms including the use of written communications, phone conversations and supervision methods.
Harassment relates to unwanted conduct, which affects or violates a person’s dignity. Or when a person, or groups’ behaviour creates an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
Bullying and harassment can include (but is certainly not limited to)
- Verbal abuse
- Insulting behaviour or personal insults, including making racist, homophobic, anti-semitic or transphobic statements
- Coercive or menacing behaviour which interferes with dignity and privacy or which undermines an individual's self-confidence
- Behaviour which incites racial hatred, e.g. wearing racist insignia or badges
- Offensive written or computer generated material, including the use of email and social media
- Unreasonable, unfair or offensive expectations about an individual's disabilities or mischievous interference with personal aids or equipment
- Unwanted physical contact ranging from touching to serious assault
- Leering and offensive gestures
- Asserting a position of seniority in an aggressive, abusive or offensive manner e.g. inappropriate or derogatory remark in connection with performance of duties / responsibilities.
- Withholding important work-related information
- Ridicule, isolation or non-cooperation, exclusion from everyday social interaction or activities