code of conduct

All attendees, participants, moderators and volunteers participating in TGHS events, virtually or in-person, consent to being governed by its rules and conduct themselves in a professional manner. While there is an indispensable role of difference in conversations and dialogues in academia, that does not mean there is any place for harassment, bullying or discrimination. The TGHS Committee is devoted to equitable practices that maintain everybody’s dignity, safety and self-respect. 

TGHS will not tolerate misconduct at any TGHS-sponsored events or activities. This includes but is not limited to: sexism; racism; classism and casteism; ageism; ableism; nativism and xenophobia; settler-colonialism, colonialism, and imperialism; Anglocentrism and Eurocentrism; homophobia and transphobia (and other forms of cis- and hetero-normativity such as ‘gender-critical’); Islamophobia; and antisemitism. 

This Code of Conduct applies to all in-person activities such as conferences, workshops, and receptions, social events and to all on-line communications (including but not limited to email, social media, etc). TGHS event participants in violation of any of these rules will be expelled from the event/activity and blocked from future association with TGHS and attendance of TGHS programs and events (including any events for which they have already registered) at the discretion of the TGHS Committee. If requested by participants, or deemed necessary for community safety by TGHS Committee, violators may additionally be referred to the University of Oxford Security Services or other third parties as seen fit by the Committee. 

If you have concerns, members of the TGHS Committee can be contacted by email or in-person at events, and will help participants contact venue security, provide escorts or otherwise assist those experiencing harassment. The Committee is open to continuing to revise and improve the Code of Conduct and welcomes feedback.

Please find specific policies, key definitions and further resources below. 

introduction

Participation in the Transnational and Global History Seminar (“TGHS”) indicates that you will abide by its Code of Conduct. The goal of the TGHS Code of Conduct is to ensure all who attend TGHS events feel welcomed, respected and safe to participate.

We value your presence.

definitions

professional associations

Immigration and Ethnic History Society Policy on Harassment and Sexual Misconduct

American History Association Statement on Standards of Professional Conduct

Institute for Andrean Studies Statement of Shared Ethical Commitments, Code of Conduct, and Related Policies

The Organization of American Historians Code of Conduct and Sexual Harassment Policy

The American Association of University Professors Statement Taking a Stand Against Harassment, Part of the Broader Threat to Higher Education

more information on harassment, bullying & discrimination in academia

Universities and College Union. “Eradicating Sexual Violence in Tertiary Education.” 2021.

Royal Historical Society report “LGBT+ Histories and Historians.” 2020.

Royal Historical Society report “Promoting Gender Equality in UK History: A Second Report and Recommendations for Good Practice.” 2018.

Royal Historical Society report “Race, Ethnicity & Equality in UK History: A Report and Resource for Change.” 2018.

National Union of Students and The 1752 Group. “Power in the Academy: Staff Sexual Misconduct in UK Higher Education.” 2018.

    1. We define harassment as offensive, prohibited conduct which impugns the dignity and respect of another to cause mental, physical, or emotional suffering. It can occur in isolation or alongside other forms of social/epistemic injustices and discrimination.

    2. Harassment includes, but is not limited to:

      1. verbal harassment, threats, intimidation;

      2. using offensive spoken, written, visual, or bodily language related to, but not limited to: race; ethnicity; sexual and gender identity; disability; religion; age; health; physical appearance; body size;

      3. sexual misconduct, unwanted sexual attention, inappropriate physical contact including, but not limited to non-consensual touching with any part of the body or an object;

      4. stalking, including but not limited to: unwanted online communication and the creation of new accounts to harass persons encountered through TGHS programs;

      5. inappropriate or unpermitted use of photo, video, or audio recordings or artistic reproduction of likeness;

      6. physical or verbal abuse and bullying;

      7. repeated disruptions of talks or events;

      8. using the name or pronouns that the person being discussed or addressed has rejected.

    1. We define bullying as degrading, hostile, or offensive physical or verbal conduct by a person towards another that the person. Bully frequently manifests as attempts to intimidate, coerce or aggressively dominate others in the professional environment that involves real or perceived power imbalances. It can occur in isolation or alongside other forms of social/epistemic injustices and discrimination.

    2. Bullying includes but is not limited to:

      1. verbal aggression and yelling;

      2. spreading malicious rumors;

      3. calling someone conventionally derogatory names or using derogatory stereotypes to describe them or using derogatory names or stereotypes to refer to a group of people;

      4. “cyber-bullying” through email, text messages, or social media;

      5. subjecting an individual to repeated, unsolicited criticism, except when this is clearly limited to a matter of scholarly dispute;

      6. subjecting a person to public ridicule or undermining them professional or personally;

      7. sabotaging a person's work;

      8. professional exclusion of individuals through any means;

      9. scapegoating (e.g., blaming a disabled person for the need to make accommodations); and other hostile conduct that diminishes the capacity of its target to function effectively as a student, scholar or worker.

    1. We define discrimination as bias or prejudice resulting in denial of opportunity, unfair treatment, and exclusion on the basis of factors irrelevant to a person’s competence or suitability. Discrimination is practiced commonly on the grounds of gender, sexual orientation, disability, ethnicity, origin, race, religion, sex, etc.

    2. Discriminatory practices can be explicit or implicit, intentional, or unconscious. It can occur in isolation or alongside other forms of social/epistemic injustices and discrimination.

additional resources

TGHS looks to the example of professional associations and recommends participants engage with and think through ways in which we can all confront harassment, bullying & discrimination within the academy.