CONDUCT AND HARASSMENT
The Society for Marine Mammalogy is committed to providing a safe, welcoming and inclusive environment for all who participate in its conferences. Please review the Code of Conduct below for further details on what is acceptable behaviour.
The Society prohibits and does not tolerate any forms of harassment, bullying, or discrimination. If you have observed or experienced behaviours that do not align with our Code of Conduct, we ask that you review the Harassment Policy below and consider approaching any individual at the conference's Registration Table. If you wish to submit an electronic claim, please do so here.
CODE OF CONDUCT
The Society for Marine Mammalogy and the SMM2024 conference team will continue to work to promote a welcoming environment at its conference that is safe, collaborative, supportive and productive for all attendees, volunteers, exhibitors and service providers. Value individual diversity of views, expertise, opinions, backgrounds and experiences reflected among the conference attendees.
To that end, we expect meeting attendees to abide by the following Code of Conduct:
EXPECTED BEHAVIOUR
• Treat everyone with respect and consideration.
• Communicate openly and thoughtfully with others and be considerate of the multitude of views and opinions that are different than your own.
• Be respectful in your critique of ideas.
• Be mindful of your surroundings and of your fellow participants. Alert any volunteer if you notice a dangerous situation or someone in distress.
• Respect the rules and policies of all venues associated with the meeting.
EXPECTED BEHAVIOUR
• Treat everyone with respect and consideration.
• Communicate openly and thoughtfully with others and be considerate of the multitude of views and opinions that are different than your own.
• Be respectful in your critique of ideas.
• Be mindful of your surroundings and of your fellow participants. Alert any volunteer if you notice a dangerous situation or someone in distress.
• Respect the rules and policies of all venues associated with the meeting.
UNACCEPTABLE BEHAVIOUR
• Harassment, intimidation or discrimination in any form.
• Physical or verbal abuse of any attendee, speaker, volunteer, exhibitor, conference organizer, service provider or other meeting guest.
• Examples of unacceptable behaviour include, but are not limited to inappropriate comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, national origin; inappropriate use of nudity and/or sexual images in public spaces or in presentations, threatening or stalking any attendee, speaker, volunteer, exhibitor, or service provider.
• Disruption of talks at the conference or other associated events.
• Photographs and/or video recordings of participants presentations’ during any portion of the conference or workshops is not allowed without special permission by the author(s). Photographs of copyrighted presentation slides are for personal use only and are not to be reproduced or distributed. Photographs of any presentations labeled as confidential and/or proprietary are forbidden.
UNACCEPTABLE BEHAVIOUR
• Harassment, intimidation or discrimination in any form.
• Physical or verbal abuse of any attendee, speaker, volunteer, exhibitor, conference organizer, service provider or other meeting guest.
• Examples of unacceptable behaviour include, but are not limited to inappropriate comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, national origin; inappropriate use of nudity and/or sexual images in public spaces or in presentations, threatening or stalking any attendee, speaker, volunteer, exhibitor, or service provider.
• Disruption of talks at the conference or other associated events.
• Photographs and/or video recordings of participants presentations’ during any portion of the conference or workshops is not allowed without special permission by the author(s). Photographs of copyrighted presentation slides are for personal use only and are not to be reproduced or distributed. Photographs of any presentations labeled as confidential and/or proprietary are forbidden.
CONSEQUENCES
• Anyone requested to stop unacceptable behaviour is expected to comply immediately.
• Conference organizers (or their designee) or security may take any action deemed necessary and appropriate, including immediate removal from the meeting without warning or refund.
• The SMM reserves the right to prohibit attendance at any future meeting.
CONSEQUENCES
• Anyone requested to stop unacceptable behaviour is expected to comply immediately.
• Conference organizers (or their designee) or security may take any action deemed necessary and appropriate, including immediate removal from the meeting without warning or refund.
• The SMM reserves the right to prohibit attendance at any future meeting.
HARASSMENT-FREE POLICY
INTRODUCTION
This document constitutes the Society for Marine Mammalogy’s harassment-free policy; describes behaviour that is unacceptable at Society meetings, events and interactions; and outlines the harassment resolution process.
This policy applies to all attendees of any society functions, including all members of the Society of Marine Mammalogy, Honorary Members, Board members, officers, interns and such consultants and contractors that may work with the Society from time to time.
At all of its functions, the Society seeks to ensure an environment free from harassment. All individuals attending such functions have a responsibility to behave in a manner that is not offensive or likely to be perceived as offensive to others. The aim of this policy is to explain and prevent the types of unacceptable behaviour that could amount to harassment.
Any person attending a Society function and violating this policy may be subject to disciplinary action including removal from the venue or event at which the harassment took place and/or prohibition from attending future events. In addition, membership may be revoked permanently for Society members, and for others working with SMM, their association with the Society may be terminated immediately.
Regardless of the laws of the country in which a Society meeting or event occurs, the Society will not tolerate any form of harassment. The Society does not consider the intention or motive of the alleged harasser to be relevant when determining whether behaviour is unwelcome. The conduct does not have to be intended or designed to harass a person for it to be considered harassment. Examples of unacceptable behaviours are outlined in our Code of Conduct and listed below:
- Harassment, intimidation or discrimination in any form.
- Physical or verbal abuse of any attendee, speaker, volunteer, exhibitor, SMM biennial organiser, service provider or other meeting guest.
- Examples of unacceptable behaviour include, but are not limited to inappropriate comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, national origin; inappropriate use of nudity and/or sexual images in public spaces or in presentations; threatening or stalking any attendee, speaker, volunteer, exhibitor, or service provider.
Disruption of talks at the meeting or other associated events organised by SMM.
PROCESS
The Society provides the following resolution process for any individual who observes or becomes aware of harassment or who believes that he or she has been subjected to harassment. Individuals should follow this process to resolve their own cases and also to prevent continuation of the inappropriate behaviour. Failure to seek resolution may indicate to the perpetrator that the behaviour is acceptable, thereby increasing the chances that more individuals are harassed.
The Society’s harassment handling process includes the following steps:
1) Harassment Report
If an individual observes or becomes aware of harassment or believes that they have been the subject of harassment, they should promptly report their concerns about the conduct to a Society Board member. The identity and contact details of the Board members are provided on the Society website. If the occurrence is at a Society meeting or function, Board members will provide a way of being identified that will be described at the opening. It is preferable that the report be made at the earliest possible opportunity.
To ensure a fair and proper handling of concerns, individuals who report alleged harassment are expected to identify themselves. Because of the difficulty of taking action with limited information, anonymous complaints will not be accepted. To the fullest extent possible, the Board will attempt to limit the disclosure of the complainant’s identity during follow up conversations and actions.
The person alleging harassment has the option of informing the alleged harasser. In confronting potentially harassing conduct, an individual has the right to be direct and candid, and clearly communicate that the behaviour is considered unwelcome and offensive and must stop.
2) Investigation or other Appropriate Action
The Board will investigate any circumstance in which its members learn that harassment may be occurring, even if the individual being harassed does not request that the Society do so.
If the Board determines that a formal investigation is not appropriate, warranted, or feasible, it will take such other steps it considers appropriate to resolve the matter.
If the Board determines that a formal investigation is appropriate, an external investigator will be hired by the SMM Board. The investigator (a lawyer or ombudsman not otherwise associated with the Society) will conduct a full investigation and provide a report to the Society Board. The Board will then determine what actions will be taken.
Every effort will be made to conduct any investigation in a timely manner. However, the number of people involved and the scope of the matter being investigated may prolong the time required for resolution. The scope and nature of the investigation will be determined by the Board and may include individual meetings with each of the relevant parties, including the alleged harasser. The alleged harasser will be informed of the allegations and given an opportunity to respond.
3) Outcome of Process
If a concern is raised and an action taken, the individuals involved will be notified. The person harassed will be provided with details of any action taken against the harasser. If an individual’s concern is not upheld, the individual will also be advised.
Potential actions include:
- Written reprimand or warning.
- Suspension from attending SMM sponsored meeting(s) for a specific period, including permanently.
- Removal from SMM volunteer position.
- Suspension of membership.
- Denial or revocation of honours and awards.
- Permanent expulsion from SMM.
If the Board finds that any report received is capricious, malicious or knowingly false, then disciplinary or other appropriate action may be taken against the individual who has made a deliberate wrongful report.
4) Confidentiality
Confidentiality is an extremely important part of this process. Anyone who participates in an investigation must not disclose or discuss the case or the names of those involved with anyone who is not directly involved in the matter. An individual who raises concerns of alleged harassment must be aware that their concerns will need to be put to the alleged harasser and disclosed to others (e.g. relevant witnesses) in the course of the investigation; however, the Board’s objective will be to limit the persons to whom such disclosure is made.
It is important to note that while the Board will maintain confidentiality about individual cases, this process will be transparent and shared broadly with the Society through this document and through announcements at each Society function that harassment will not be tolerated.
5) Advice and Information
If an individual has any questions about the harassment resolution process or is unsure whether an incident or series of incidents amounts to harassment, or otherwise requires advice or information regarding harassment, that individual should contact a Board member.
6) Other Redress
This process is without prejudice to an individual’s right to lodge a complaint of harassment elsewhere or take action within any legal system.
To report unacceptable behaviour, click HERE.
INTRODUCTION
This document constitutes the Society for Marine Mammalogy’s harassment-free policy; describes behaviour that is unacceptable at Society meetings, events and interactions; and outlines the harassment resolution process.
This policy applies to all attendees of any society functions, including all members of the Society of Marine Mammalogy, Honorary Members, Board members, officers, interns and such consultants and contractors that may work with the Society from time to time.
At all of its functions, the Society seeks to ensure an environment free from harassment. All individuals attending such functions have a responsibility to behave in a manner that is not offensive or likely to be perceived as offensive to others. The aim of this policy is to explain and prevent the types of unacceptable behaviour that could amount to harassment.
Any person attending a Society function and violating this policy may be subject to disciplinary action including removal from the venue or event at which the harassment took place and/or prohibition from attending future events. In addition, membership may be revoked permanently for Society members, and for others working with SMM, their association with the Society may be terminated immediately.
Regardless of the laws of the country in which a Society meeting or event occurs, the Society will not tolerate any form of harassment. The Society does not consider the intention or motive of the alleged harasser to be relevant when determining whether behaviour is unwelcome. The conduct does not have to be intended or designed to harass a person for it to be considered harassment. Examples of unacceptable behaviours are outlined in our Code of Conduct and listed below:
- Harassment, intimidation or discrimination in any form.
- Physical or verbal abuse of any attendee, speaker, volunteer, exhibitor, SMM biennial organiser, service provider or other meeting guest.
- Examples of unacceptable behaviour include, but are not limited to inappropriate comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, national origin; inappropriate use of nudity and/or sexual images in public spaces or in presentations; threatening or stalking any attendee, speaker, volunteer, exhibitor, or service provider.
Disruption of talks at the meeting or other associated events organised by SMM.
PROCESS
The Society provides the following resolution process for any individual who observes or becomes aware of harassment or who believes that he or she has been subjected to harassment. Individuals should follow this process to resolve their own cases and also to prevent continuation of the inappropriate behaviour. Failure to seek resolution may indicate to the perpetrator that the behaviour is acceptable, thereby increasing the chances that more individuals are harassed.
The Society’s harassment handling process includes the following steps:
1) Harassment Report
If an individual observes or becomes aware of harassment or believes that they have been the subject of harassment, they should promptly report their concerns about the conduct to a Society Board member. The identity and contact details of the Board members are provided on the Society website. If the occurrence is at a Society meeting or function, Board members will provide a way of being identified that will be described at the opening. It is preferable that the report be made at the earliest possible opportunity.
To ensure a fair and proper handling of concerns, individuals who report alleged harassment are expected to identify themselves. Because of the difficulty of taking action with limited information, anonymous complaints will not be accepted. To the fullest extent possible, the Board will attempt to limit the disclosure of the complainant’s identity during follow up conversations and actions.
The person alleging harassment has the option of informing the alleged harasser. In confronting potentially harassing conduct, an individual has the right to be direct and candid, and clearly communicate that the behaviour is considered unwelcome and offensive and must stop.
2) Investigation or other Appropriate Action
The Board will investigate any circumstance in which its members learn that harassment may be occurring, even if the individual being harassed does not request that the Society do so.
If the Board determines that a formal investigation is not appropriate, warranted, or feasible, it will take such other steps it considers appropriate to resolve the matter.
If the Board determines that a formal investigation is appropriate, an external investigator will be hired by the SMM Board. The investigator (a lawyer or ombudsman not otherwise associated with the Society) will conduct a full investigation and provide a report to the Society Board. The Board will then determine what actions will be taken.
Every effort will be made to conduct any investigation in a timely manner. However, the number of people involved and the scope of the matter being investigated may prolong the time required for resolution. The scope and nature of the investigation will be determined by the Board and may include individual meetings with each of the relevant parties, including the alleged harasser. The alleged harasser will be informed of the allegations and given an opportunity to respond.
3) Outcome of Process
If a concern is raised and an action taken, the individuals involved will be notified. The person harassed will be provided with details of any action taken against the harasser. If an individual’s concern is not upheld, the individual will also be advised.
Potential actions include:
- Written reprimand or warning.
- Suspension from attending SMM sponsored meeting(s) for a specific period, including permanently.
- Removal from SMM volunteer position.
- Suspension of membership.
- Denial or revocation of honours and awards.
- Permanent expulsion from SMM.
If the Board finds that any report received is capricious, malicious or knowingly false, then disciplinary or other appropriate action may be taken against the individual who has made a deliberate wrongful report.
4) Confidentiality
Confidentiality is an extremely important part of this process. Anyone who participates in an investigation must not disclose or discuss the case or the names of those involved with anyone who is not directly involved in the matter. An individual who raises concerns of alleged harassment must be aware that their concerns will need to be put to the alleged harasser and disclosed to others (e.g. relevant witnesses) in the course of the investigation; however, the Board’s objective will be to limit the persons to whom such disclosure is made.
It is important to note that while the Board will maintain confidentiality about individual cases, this process will be transparent and shared broadly with the Society through this document and through announcements at each Society function that harassment will not be tolerated.
5) Advice and Information
If an individual has any questions about the harassment resolution process or is unsure whether an incident or series of incidents amounts to harassment, or otherwise requires advice or information regarding harassment, that individual should contact a Board member.
6) Other Redress
This process is without prejudice to an individual’s right to lodge a complaint of harassment elsewhere or take action within any legal system.