The SCAR Code of Conduct

The SCAR Code of Conduct is intended to apply to all SCAR activities and interactions conducted by volunteers, leaders, employees and those engaged at all levels. It is intended to make a clear statement of rights and responsibilities when engaging in SCAR activities and ensures that everyone is treated with dignity and respect. The purpose of this Code of Conduct is to set out SCAR’s approach to diversity, equity and inclusion. SCAR’s aim is to encourage and support diversity, equity and inclusion and actively promote a culture that values differences and eliminates discrimination across all of SCAR’s activities.

The Code is also intended to be practical and can be challenged both through regular revision and addition of relevant examples. This Code does not form part of any contract of employment or other contract to provide services, and SCAR may amend it at any time.

SCAR’s Executive Committee has overall responsibility for the effective operation of this Code but has delegated day to day responsibility for overseeing its implementation to the SCAR Secretariat and in the first instance questions about this Code should be directed to the SCAR Secretariat.

As a company and charity registered in the UK, SCAR will also consider discrimination and the Protected Characteristics as set out in the UK Equality Act 2010.

The SCAR Secretariat staff are additionally subject to employment legislation in the UK.

SCAR Equality, Diversity and Inclusion statement

As a thematic organisation of the International Science Council (ISC), the Scientific Committee on Antarctic Research (SCAR) adheres to ISC’s guiding principles as established in Article 7 of the Council’s Statutes. This Code of Conduct outlines the rights and responsibilities of those organising, engaging with, or participating in SCAR activities. In addition, SCAR has a zero-tolerance approach to discrimination in any form.

SCAR is also committed to providing equitable treatment to all those we deal with as an organisation, including customers and suppliers.

Bearing that in mind, SCAR has produced the below EDI statement:

The Scientific Committee on Antarctic Research (SCAR) is committed to promoting a culture of equality, diversity, and inclusion and awareness and training on all aspects of equality and diversity including in the workplace. With open minds, we aim to listen, engage in dialogue, and create meaningful change that will enrich our community with a wide range of voices, backgrounds, languages, experiences, and perspectives. The Equality, Diversity, and Inclusion Action Group (EDI AG) is tasked with broadly looking at how EDI issues can be effectively dealt with within SCAR, and what practical actions are relevant for the organisation. SCAR expects all parts of the organisation and community to actively engage with these issues and, where necessary, consult the action group for guidance.

We acknowledge that we must be both reactive and proactive in our efforts to promote EDI, and we will work together to create an environment where all individuals feel valued, supported, and empowered to contribute to scientific research and leadership. We recognize that historic and systemic inequalities have excluded many individuals and communities from participating in scientific research, and as a result in leadership roles within SCAR, and we commit to understand where these inequalities exist and to tackle them, whilst fostering a culture of inclusion and respect, where every voice is heard and every contribution is celebrated.

SCAR will continue to work to build a more inclusive and representative community that reflects the diversity of the world we explore. We recognise that we must engage with the SCAR community and our spheres of influence to effect meaningful change. By working together, we can create a more equitable and inclusive future for Antarctic science and beyond.

Code of Conduct Introduction

This document outlines a set of rights and responsibilities afforded to all people engaged with SCAR activities. Throughout this document we will refer to the “individual”, by which we implicitly mean any individuals taking part in SCAR activities, be it online or in person. By taking part in SCAR activities, you agree to take no action to impede or hamper the listed rights for any and all, and adhere to this Code of Conduct. Concerns relating to breaches of this Code will be reviewed according to a process which is under development and could lead to suspension from SCAR activities.

This Code of Conduct will help us support a framework to build an environment where we identify and deal with discrimination and harassment, to ensure that all individuals participating in SCAR activities have the right to be treated with respect, dignity, and professionalism. As an organisation we should work to provide equitable opportunities to those engaging with us, and enable and promote learning as a community. This Code of Conduct is intended to complement the workplace behaviour policies of SCAR participants.

The Equality, Diversity and Inclusion (EDI) Action Group will review the Code of Conduct biennially to be presented at the SCAR Delegates Meeting for approval. Accompanying the Code of Conduct itself there will be guidelines and policies developed to address specific topics, e.g. for in-person and online meetings, conferences and events, alongside access to learning materials. These will be made available from the Code of Conduct webpages on the SCAR website.

SCAR Community Interactions – Examples of Responsibilities

The below expectations are designed to promote professionalism within the SCAR community to ensure a positive group experience and to facilitate the formation of a community dynamic where we respect and support each other and are open to feedback if concerns are raised.

In the context of cultural tensions between different nations, SCAR adheres to the International Science Council Principle of Freedom and Responsibility in Science in opposing discrimination based on such factors as ethnic origin, religion, citizenship, language, political or other opinion, sex, gender identity, sexual orientation, disability, or age.

SCAR community interactions

As part of the SCAR community, I will:

  • Commit to support the creation of an equitable environment, free from discrimination, intimidation, harassment, bullying or abuse.
  • Commit to conduct myself in an ethical and professional manner.
  • Commit to making activities accessible by following accessibility and inclusion best practice, and providing reasonable accommodations, mindful that not all disabilities are visible.
  • Establish and maintain a cooperative and collaborative approach to interactions, ensuring participation and decision-making is fair, inclusive, and transparent.
  • Encourage the sharing of diverse viewpoints and allow all individuals to express their opinions openly without judgement, so long as viewpoints are not discriminatory.
  • Avoid knowingly making false or misleading statement(s) or engaging in activities that could be or be viewed as offensive or defamatory to an individual, group, or organisation.
  • Be able to recognise and avoid aggression and microaggression, and disrespectful behaviour such as misogyny. I avoid promoting a culture where enduring unreasonable physical burdens, or “roughing it”, is seen as a rite of passage.
  • Ask for help when needed, and respect those who ask for help.
  • Be honest and accountable. If I breach the Code of Conduct or fail to meet expectations in some way, I will admit fault, and commit to do better. Dependent on the breach, the issue it may be resolved through mediation, leading to a mutually agreed and understood resolution that allows continued engagement with SCAR.
  • Make sustainable and eco-friendly choices, aiming to minimise my impact on the natural environment.
  • Utilise the support available at SCAR to deal with potential concerns / challenges early, before the situation escalates.

 

Recognising the personal and cultural context you interact in

  • As a global organisation we must be aware of the changing cultural settings we engage in.
  • Make efforts to learn the culture and value the knowledge that the residents hold in all areas of SCAR activities.
  • Respect and be considerate of others without prioritising some knowledge.
  • Be aware of, and address your positionality, potential power and privileges, and values. This could include recognising any colonial histories, cultural biases, and/or structural marginalisation that may influence your standing in the SCAR community, which may shield you from experience of prejudice that others face.

 

Respecting personal boundaries

  • Respect victims of misconduct through all stages of the reporting process, take the impact of that misconduct seriously, and respect the victim’s anonymity through the reporting process if they so desire.
  • Respect people’s privacy. For example: ask permission to take photos or record individuals in any way, and only post photos or videos on public platforms if consent has been given.
  • Respect the property and facilities at which any SCAR activities take place.
  • Respect the mental and physical safety of others.
  • Respect other’s differences and right to privacy.
  • Respect the choices of others and allow individuals to choose their own actions, so long as those actions do not harm themselves or others.

Examples of Unacceptable Behaviour

All participants in SCAR activities have the responsibility to report all instances of unacceptable conduct, experienced or witnessed, no matter the severity, to the appropriate party.

The following forms of discrimination are prohibited under this Code of Conduct:

  • Direct Discrimination: treating someone less favourably because of a Protected Characteristic. This can include associative discrimination, where a person is treated less favourably because of the mistaken belief that they possess a Protected Characteristic.
  • Indirect Discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified.
  • Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
  • Victimisation: relation against someone who has complained or has supported someone else’s complaint about discrimination or harassment. This includes where someone mistakenly believes that the person victimised has done so.
  • Disability Discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

 

Misconduct that will result in review by the Code of Conduct committee (see Reporting Concerns) and possible suspension from SCAR activities:

  • Physical or verbal abuse, harassment, or assault.
  • Intimidation, bullying or stalking.
  • Coercion/manipulation.
  • Threats (including but not limited to threats of violence, professional discreditation, unwarranted decreases in responsibilities, and public embarrassment).
  • Harassment based on any personal characteristics.
  • Sexual or gendered harassment or misconduct including the inappropriate use of nudity and/or sexual images in a public space.
  • The use of hate speech directed at any group including comments about a person’s gender, gender identity, sexual orientation, disability, physical appearance, body size, race, religion, age, political or other opinion, or national origin.
  • Behaviour that endangers the mental or physical health and safety of oneself or others.
  • Tampering with the proceedings of a misconduct report, including actions to inhibit, discredit, stop, or falsify the investigation of a misconduct case.
  • Retaliation against a person or group reporting Code of Conduct violations.

 

Misconduct that may result in review by the Code of Conduct committee and possible suspension from SCAR activities:

  • Acting as a bystander and not reporting misconduct or concerns, unless explicitly requested by the victim with a view to their safety or other concerns.
  • The use of illicit drugs or excessive use of alcohol, resulting in unprofessional behaviour, during SCAR activities or while representing SCAR in any capacity.
  • Disregard for any property, intellectual or physical resources, that does not belong to you.
  • Intentionally disturbing or disruptive behaviour.
  • Repeated failure to follow through on commitment to SCAR responsibilities.
  • Use of social or mainstream media to target others involved in SCAR activities in a way that could harm them or put them at risk, especially in relation to personal characteristics.
  • Deliberately not respecting a person’s gender identity.

SCAR Related Fieldwork Campaigns

SCAR does not directly host or organise fieldwork campaigns, but we are creating a separate document to outline expectations for any organisation hosting SCAR Fellows in a formal capacity. The fieldwork guidance should be applied for in-person SCAR activities where relevant.

Reporting Concerns

Draft documentation is being created to form the SCAR reporting process. The emphasis is on lowering the bar for reporting concerns so that potentially challenging situations can be dealt with ideally before the situation escalates. Workplace policies and codes of conduct of home institutes/organisations must be adhered to, and reporting processes followed, when dealing with issues or concerns relating to SCAR participants’ home institutes/organisations and field work with national programs, as SCAR has no jurisdiction.

All individuals participating in SCAR activities have the right to not experience or bear witness to misconduct from other participants as defined by the Code of Conduct. Any accusations of misconduct must be taken seriously and acted upon swiftly.

Any participant in SCAR activities, or external party, that submits a report of a breach of the Code of Conduct has the right to maintain anonymity throughout the reporting process if they so choose. The identity of the person who made the report shall not be revealed to the accused without their consent. However, anonymity may not be guaranteed within formal reporting systems of other institutions.

Until the formal reporting process is approved the SCAR Executive Committee will deal with reports, which can be sent to the SCAR Secretariat at [email protected] in the first instance.

SCAR will monitor the treatment and outcomes of any complaints or discrimination, harassment or victimisation received to ensure that they are properly investigated and resolved, those who report or act as witnesses are not victimised, repeat offenders are dealt with appropriately and cultural clashes are identified.

Links and Resources for community use