Departmental Code of Conduct.

A PDF version of the document can be found here.

This document brings together multiple policies and codes from across the University into one place to cover behaviour we expect from all staff and students in the department. It is also based on the Departments core values in addition to University policies.

Core values of the department:

We are inclusive and embrace our diversity
We make a positive difference
We strive for environmental sustainability
We are a friendly and helpful community
We are curious and always learning

All members of the department, staff and students, will uphold the principles of treating each other with dignity and respect. This includes online and in-person. The department believes that harassment and/or bullying within any working or learning environment has a detrimental effect on the whole department. We encourage staff and students to critically reflect on their behaviour to foster an equal, tolerant and diverse department. We therefore strongly encourage those that experience or witness incidents to report them, which allows a picture of events and culture without relying on hearsay and gossip. However, malicious reporting will not be tolerated. If you need someone to talk to, please see the list of resources on this page.

What constitutes harassment?

Harassment unwanted behaviour related to a protected characteristic. Examples include:

derogatory name-calling, derisory remarks, verbal abuse, insults and threats, ridicule or belittling of an individual,
tone of voice such as shouting, raising one's voice unnecessarily or inappropriate or intimidating body language,
exclusion from normal workplace / academic conversations or activities, and social events,
unfair allocation of work and responsibilities,
comments and/or actions of a sexual nature, including unwanted attention and implicit/explicit sexual overtones (both within the workplace and out from colleagues and peers)

What constitutes bullying?

Bullying may be broadly defined as behaviour which is: usually persistent, unwarranted and unwelcome, offensive, intimidating, humiliating, malicious or insulting. Examples include:

psychological intimidation, humiliation, excessive and/or unreasonable criticism,
unjustifiable removal of areas of responsibility,
ostracism,
setting unreasonable and unrealistic workplace goals/targets,
asserting a position of intellectual superiority in an aggressive, abusive or offensive manner; threats of academic failure; public sarcasm and humiliation.

Be aware that minor examples of these (“microaggressions”) over a period of time are equally as damaging as “one-off” events.

How do I report an incident?

There are several mechanisms for reporting incidents if you don’t feel comfortable dealing with it yourself.

[Anyone] The departmental anonymous comment box can be accessed here.
[Staff] Report the incidence to your Line Manager, the departmental HR advisor or any Trade Union representative
[Student] Report to your college supervisor, academic supervisor or other trusted staff member.
If a student has been harassed or bullied by a member of staff, a report can be made here.

Research integrity

It is the responsibility of all those within the University community to carry out research in an ethical way and to foster an environment which promotes integrity. Misconduct is taken very seriously and will be handled in a transparent, robust, and fair manner. Research, including student-led research, falls within the framework of the University’s Code of Practice and Principles for Good Ethical Governance and must undergo appropriate ethical review as set out in the Code, guided by the principle of ‘avoidance of harm’. This refers to potential harm towards: humans (including the researcher(s)), animals, the environment, cultural heritage, the community, and the reputation of the University, as well as academia more broadly.

Any research projects carried out by staff or students should:

Undergo ethical review for research projects,
Store data according the Universities data management policy,
Note that honorary authorship, dual submission and self-plagiarism are contrary to the principles of research integrity and are not acceptable,
Follow best practice around Open Access research in the interests of accountability and transparency, wherever possible,
Follow national laws on data protection, e.g. GDPR.
Ensure funding sources are fully considered, as per the department’s guidelines.

For further details please consult the full Research integrity code. You can also contact the departmental ethics committee

Integrity and conflicts of interest [staff only]

Occasionally, conflicts of interest arise which could appear to unduly influence a member of staff in the department. Most staff members do not need to declare potential conflicts of interest. A full list of roles and circumstances where this is required are detailed here. This document also covers acceptable gifts and hospitality and what must be declared in some circumstances.

Why this code of conduct?

In late 2020, the EDC carried out a Culture Survey. Across all categories of respondents, bullying and harassment does still occur and is largely experienced by women in the department but is also present in the PhD community and in the supervisor/PhD relationship at times.

Links for further help and advice:

If you need any help on the above, please see the departmental sources: http://bit.ly/2AfeZxZ which points to a number of sources of help across the University.

Links to detailed policies: