Code of Conduct

 

A fundamental goal of IAPHS is to bring together a diverse array of people, experiences, and ideas to advance population health science and its application to improving health and health equity.  As a professional association, IAPHS recognizes that a spirit of free inquiry and free expression is important and necessary for advancing science and practice. The Association fully supports and values the collegial interactions that yield interpersonal connections and intellectual outcomes: discussions, differing viewpoints, and scientific debates.

IAPHS also recognizes that the success of these interactions depend on creating a welcoming environment where differences in cultural backgrounds, professional status, and personal characteristics are respected.  It expects that individual participants in its conferences and other activities will act responsibly, and with sensitivity to the possibility of prejudices that can affect our behavior.

It is the policy of IAPHS that all participants in IAPHS activities will enjoy a welcoming environment free from discrimination, harassment and retaliation.

Our baseline expectation is for all participants to:

  • Follow the norms of professional respect that are necessary to promote the conditions for free academic interchange.
  • Be proactive in helping to mitigate or avoid harm to any participant due to a situation that you personally witness.
  • Alert security personnel or law enforcement if you see a situation in which someone might be in imminent physical danger.


Unacceptable Conduct

What is prohibited? Discrimination, harassment and retaliation toward others while conducting or engaging in IAPHS business or participating in IAPHS activities will not be tolerated.

Definition of Discrimination:  Discrimination is the unjust or prejudicial treatment of people on the basis of their legally protected status, including race and/or ethnicity, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, political affiliation, disability, or any other status protected under federal, state or local law.

Definitions of Harassment: Harassment consists of a single or multiple persistent or pervasive acts which are demeaning, abusive, offensive, or create a hostile professional environment. Harassment may include sexual solicitation, physical advance, or unwanted verbal or non-verbal conduct that is sexual in nature; it may also include threatening, intimidating, or hostile acts; circulation of written or graphic material that denigrates or shows hostility toward an individual or group; epithets, slurs, or negative stereotyping based on group identity. Unprofessional behavior is not limited to face-to-face interactions. As such, it also includes written, electronic, and telephone communication. 

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 or acceptable to one person or culture may be unwelcome and offensive to another. Personal or cultural acceptance is not a justification for any unwelcome form of behavior.  Sexual harassment does not refer to a welcomed compliment of a socially acceptable nature, but it does refer to behaviors, such as those noted below, that are not welcome.

The following are examples of behavior that, when unwelcome, constitute sexual harassment:

  • Sexual flirtations, advances, or propositions;
  • Verbal comments or physical actions of a sexual nature, including sexually degrading words used to describe an individual;
  • Making unwelcome comments about someone’s physical appearance;
  • A display of sexually suggestive objects or pictures;
  • Sexually explicit jokes;
  • Unwanted touching;
  • Persistent and unwelcome solicitation of emotional or physical intimacy, especially when accompanied by real or implied threat of professional or other type of harm.

Other Harassment. Harassment on the basis of any other legally protected characteristic under federal, state or local law is also prohibited. This conduct includes, but is not limited to prejudicial actions or comments related to actual or perceived gender, gender identity, race, ethnicity, sexual orientation, ability, socioeconomic status, age, or religion that coerce others, foment broad hostility, or otherwise undermine professional equity or the principles of free academic exchange.

Verbally or physically abusive behavior toward others while conducting or engaging in IAPHS business or participating in IAPHS activities will not be tolerated. Examples of such behavior include, but are not limited to:

  • Bullying;
  • Intimidating, harassing, abusive, derogatory or demeaning speech or actions;
  • Directing profanity toward others;
  • Mobbing (i.e., group bullying an individual);
  • Property damage;
  • Deliberate intimidation, stalking or following;
  • Harassing photography or recording;
  • Sustained disturbances inconsistent with the purpose of talks or other events;
  • Physical assault;
  • Real or implied threat of physical harm.

 

Definition of Retaliation: Retaliation occurs when an employee is punished for engaging in legally protected activity, such as reports harassment or discrimination or participates in a workplace investigation. Retaliation can take the form of a demotion, discipline, firing, salary reduction, or job or shift reassignment.

Who must Comply?

All individuals participating in IAPHS activities must comply with these standards of behavior. This policy applies to all participants in IAPHS activities, regardless of membership in IAPHS, including but not limited to event attendees, students, guests, staff, contractors, exhibitors, and participants in scientific sessions, tours, and other social events of any IAPHS meeting, and participants in the IAPHS Mentoring Program or other activity.

Consequences of Unacceptable Behavior

At the sole discretion of the Officers of IAPHS, unacceptable behavior may result in removal or denial of access to meeting facilities or activities, and other penalties, without refund of any applicable registration fees or costs. In addition, violations may be reported to the individual’s employer. Offenders may be banned from future IAPHS activities.

What to Do If You Witness or Experience Conduct That You Believe Violates the Above Standards

We value your participation, and want to make your experience as productive and professionally stimulating as possible.

If you experience or witness such conduct during an onsite event:

  • Please contact the IAPHS Administrative Director who will be available onsite. IAPHS will be happy to help participants contact convention center/hotel/venue security or local law enforcement, and otherwise assist those experiencing harassment, to enable them to feel safe for the duration of the conference. If someone is in imminent physical danger please contact security personnel directly as well as notifying the IAPHS Administrative Director.

If you experience or witness such conduct during any other activity:

  • Please contact IAPHS’s Administrative Director, using one of the methods below, to file an official complaint.

If the complaint is directed against the IAPHS Administrative Director, please contact the current President of IAPHS (see https://iaphs.org/about-iaphs/board-officers/).  

IAPHS Administrative Director:
Sue Bevan
Email: sbevan@iaphs.org
Phone: 385.800.7079
Mailing Address: PO Box 160191, Clearfield, Utah 84016