Revised March 2021
Supporting the community
ECPR’s mission is to advance the study of politics, international relations and its related disciplines across Europe and the rest of the world. To achieve this mission, we provide platforms and environments for scholars to come together in person and virtually / electronically, to share and discuss each other’s research, to collaborate on projects, and to develop new initiatives.
We facilitate these endeavours through a broad portfolio of activities, which in turn have grown a community of thousands of scholars, from all career stages, and located at universities and research centres around the world. This diverse and multicultural community, and the principle that all within it are considered and treated equally, is the essence of ECPR.
This community is supported by a professional staff, based in the UK, and by a board of trustees (the Executive Committee) drawn from ECPR’s membership. Members of the community work alongside the staff and Executive Committee to help deliver activities and projects. Their roles are defined as either volunteers, if they provide a service for free (e.g. Standing Group Steering Committee members, Editorial Board members) or contractors (e.g. Editors, Methods School Convenors, Instructors and Teaching Assistants) if they are paid a fee for their work. ECPR also appoints professional service providers (such as catering staff) in order to deliver some activities. The actions and behaviours of all individuals working on behalf of ECPR reflect on and can directly impact the reputation of the organisation, so it is imperative that everyone adheres to the same high professional standards.
To ensure that everyone can work in a safe and respectful environment, ECPR has developed a Code of Conduct. This Code sets out an agreed standard of behaviour that all people, however they interact with the organisation, are expected to follow.
Why we need a Code of Conduct
We have seen enormous growth and diversification of our members, affiliates and membership institutions over the last 50 years. During this time, a fundamental shift in attitudes and awareness over what constitutes professional relationships and acceptable behaviour has taken place. In an environment of ever-changing social norms and expectations, it is therefore advisable to be explicit, rather than implicit, about what we consider to be appropriate conduct.
A Code of Conduct is set of rules outlining the behavioural responsibilities of an individual or organisation. It is designed to explain what is not acceptable behavour, and it sets out the repercussions for anyone who chooses to violate those rules.
Critics of codes of conduct and anti-harassment policies often argue that having such codes in place does not stop harassment from occurring. That is indeed correct; someone intent on harassment is unlikely to be deterred by a document alone. Much like our laws and judicial system however, a code of conduct is explicit in its expectations and consequences, allowing perpetrators to be dealt with fairly, transparently and consistently. It provides the organisation with an objective framework and set plan of action, rather than vague and subjective notions of propriety.
As ECPR continues to grow and evolve, the chances of an incident occurring will grow, too. A solid Code of Conduct and complaints policy will not only help us manage this but will also be a signal to our community and to those on the periphery, looking to enter it, that they are safe and welcome. ECPR chooses to confront this possibility and to be proactive, not reactive, in its endeavour to create a better society for everyone.
What is unacceptable behaviour, and when might it occur?
To ensure the success of all ECPR activities, all stakeholders must be able to work in an environment conducive to open and equitable exchange and discourse. ECPR is committed to upholding these values and as such, disrespectful, discriminatory, inappropriate or unprofessional behaviour or harassment towards other scholars and colleagues, staff, volunteers or contractors of ECPR will not be tolerated. Some examples of unacceptable behaviour include (but are not limited to):
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Persistent and unwelcome solicitation of emotional or physical intimacy
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Persistent and unwelcome solicitation of emotional or physical intimacy accompanied by real or implied threat of professional or physical harm
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Intimidating, harassing, abusive, personally derogatory or demeaning speech or actions
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Prejudicial actions or comments related to actual or perceived gender, gender identity, race, ethnicity, sexual orientation, ability, socioeconomic status, age, body size or religion including lack thereof
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Deliberate intimidation or stalking
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Inappropriate photography or recording
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Sustained disruption of panels, talks or other discussions
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Physical or sexual assault (including unwelcome touching or groping)
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Advocacy of, or encouragement of any of the above behaviours
At events
ECPR’s events provide an opportunity for colleagues old and new to meet to share research and build their networks. Scholarly interaction is at the heart of all events and this can only thrive within a welcoming, respectful and nurturing atmosphere. The impact of the Covid-19 pandemic, and concerns about the impact of scholarly events on climate change, have led to a shift towards more online meetings, training, workshops and conferences.
The Code of Conduct and Complaints Procedure apply equally across physical and virtual interactions. Those involved in an ECPR event in either setting, from those delivering courses or chairing a panel or workshop, to those taking part as a student or presenter, are all expected to adhere to the highest possible professional standards.
ECPR (in partnership with the local host where applicable), is responsible for ensuring the health, safety and wellbeing of all participants, staff and exhibitors at its events. In order to meet this responsibility, we have developed policies, procedures and guidelines for each group to follow. All events-related policies and procedures apply equally to those organised by our Standing Groups and Research Networks.
In other interactions
The Code of Conduct does not apply only to interactions taking place during its events but across all activities occurring under the auspices of ECPR. It therefore also applies to all individuals working with and representing ECPR. This includes, but is not limited to:
ECPR staff
We have agreed standards for service and communication with our staff. In return we expect that all members of the community treat staff with respect and professionalism. As such, all tenets and protections of the Code of Conduct apply equally to staff.
ECPR Executive Committee (EC)
As trustees, our Executive Committee are ultimately responsible for the organisation. We therefore expect them to adhere to the highest standards of behavour in their conduct with members, staff, participants, contractors, volunteers, and each other.
Standing Groups and Research Networks
The Steering Committees of our Standing Groups and Research Networks play a significant role in shaping ECPR activities, through developing Workshops and Sections at the Joint Sessions and General Conference, and by organising their own events. Through these and other activities, and via communication with their own memberships, Steering Committee members are high-profile representatives of ECPR. They should therefore always adhere to the highest standards of conduct.
Editorial teams
Through their interactions with authors and reviewers, ECPR’s editorial teams play an important role in shaping the academic content of our journals and book series, and determining which research is brought into the public realm. All editorial teams should be mindful of the obligations attached to this responsibility. Editors are also expected to adhere to the COPE guidelines on publication ethics.
Methods School Convenors, Instructors and Teaching Assistants
Our Methods School Convenors play a key role in building the training programmes at the Winter and Summer Schools, identifying courses, and selecting the Instructors and Teaching Assistants to deliver them. All ACs should be mindful of the obligations attached to that responsibility. Instructors and TAs are contracted by ECPR to deliver courses on its behalf. As such, they are representing the organisation during their time in that role, and they should be mindful of that fact in all interactions.
Dealing with violations
It is ECPR’s responsibility to provide a safe environment for all; this includes knowing how to deal with violations of the Code of Conduct in a professional and clear manner. The list of unacceptable behaviours in our Code of Conduct is deliberately broad in scope. Given the range of opportunities for interaction under the auspices of ECPR, there are many locations and environments where breaches of the Code can occur.
We take our duty of care seriously, and we commit to following up all reports of breaches to the Code of Conduct.
All reports of Code of Conduct breaches and complaints will be escalated to the relevant Line Manager. This Manager will decide whether the complaint requires further action. If it does, the Manager will invoke ECPR's procedure for investigating and resolving complaints.
ECPR will appoint a Duty Officer or First Point of Contact at every event or activity. This person is a trained member of staff on duty who will perform initial triage and handling of incident(s), particularly complaints of discrimination, harassment or assault. We will provide contact information for the Duty Officer before the event.
Making a complaint
You can make complaints in person to the Duty Officer during an ECPR event, in writing via complaints@ecpr.eu or using an anonymised online form. The procedure for receiving, investigating and resolving complaints is laid out in the ECPR Complaints Procedure.
Responding to, investigating and resolving complaints
All complaints will be assumed to have been made in good faith, irrespective of whether they have been raised anonymously, or in person. Anonymous complaints will be considered and kept on file, but by their nature we may not be able to investigate them or provide an official response. Where a complaint is found to have been made maliciously, it will be dismissed.
When reviewing a complaint, we will determine whether the Code of Conduct has been violated and what, if any, consequences will follow the violation. Where the names of the complainant and accused perpetrator are given, both parties will be informed of the process and any findings and decisions at the end of it.
