Biophysical Society Newsletter - February 2016

8

BIOPHYSICAL SOCIETY NEWSLETTER

2016

FEBRUARY

Biophysical Society Code of Conduct, Anti-Harassment Policy ADOPTED BY BPS COUNCIL NOVEMBER 2015

Message from the President There has been much in the media lately about the disrespect and harassment that exists in society at large, as well as within the scientific communi- ty. As scientists, we know that scientific discourse cannot take place in an environment that does not respect others. The Biophysical Society Council recently met and unanimously reconfirmed its commitment to diversity and respectful treatment of all at any event or activity the Society sponsors. To that end, the Council approved a code of conduct that all participants at BPS-sponsored events must fol- low. The code is printed in its entirety below and will also be posted on the Society’s website. It is 2016—harassment cannot be tolerated. — Edward Egelman , President The Biophysical Society (BPS) is committed to providing an environment that encourages the free expression and exchange of scientific ideas. As a global, professional Society, the BPS is commit- ted to the philosophy of equal opportunity and respectful treatment for all regardless of national or ethnic origin, religion or religious belief, gen- der, gender identity or expression, race, color, age, marital status, sexual orientation, disabilities, veteran status, or any other reason not related to scientific merit. All BPS meetings and BPS- sponsored activities promote a working environ- ment that is free of inappropriate behavior and harassment by or toward all attendees of Society meetings and Society-sponsored activities, includ- ing scientists, students, guests, exhibitors, staff, vendors, and other suppliers. This global policy applies to all locations and situ- ations where BPS business is conducted and to all BPS-sponsored activities and events. This policy does not replace the specific staff policies for situa- tions in which only staff are involved.

Reported or suspected occurrences of harassment will be promptly and thoroughly investigated. Following an investigation, BPS will immediately take any necessary and appropriate action. BPS will not permit or condone any acts of retaliation against anyone who files harassment complaints or cooperates in the investigation of same. Definition of Harassment  1. The term "harassment" includes but is not limited to epithets, unwelcome slurs, jokes, or verbal, graphic or physical conduct relating to an individual's race, color, religious creed, sex, national origin, ancestry, citizenship status, age, gender or sexual orientation that deni- grate or show hostility or aversion toward an individual or group. 2. 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, individu- als 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 regard- ing unwelcome behavior. It does not refer to occasional compliments of a socially accept- able nature. It refers to behavior that is not welcome, is personally offensive, debilitates morale, and therefore, interferes with work ef- fectiveness. The following are examples of be- havior 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; sexu- ally explicit jokes; unnecessary touching.

Edward Egelman