Climate Change Institute Field Code of Conduct

Adapted from UMaine URGE (Unlearning Racism in the Geosciences) working group.

Enjoyable, high-quality research can only be conducted when you feel safe, secure, and supported. All group members are thus dedicated to a harassment-free experience for everyone, regardless of gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, and/or religion. CCI does not tolerate harassment by or of others in any form, and we ask all members of CCI to conform to the following Code of Conduct:

  • All communication, be it online or in person, should be appropriate for a professional audience, and be considerate of people from different cultural backgrounds.
  • Be kind. Do not insult or put down others.
  • Behave professionally. Harassment and sexist, racist, or exclusionary jokes are not appropriate and will not be tolerated.
  • Harassment includes offensive verbal comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, sexual images in public spaces, deliberate intimidation, stalking, threatening, physically harming, ignoring, discouraging, following, harassing photography or recording, sustained disruption of discussions, inappropriate physical contact, and unwelcome sexual attention.
  • Participants asked to stop any harassing behavior are expected to comply immediately. Any further behavior will result in disciplinary action.
  • Contribute to discussions in meetings with a constructive, positive approach.
  • Be mindful of talking over others when discussing in groups, and be willing to hear out the ideas of others.
  • Be open and mindful when giving and receiving feedback or criticism.

The field leader will discuss the Code of Conduct with team members who violate these rules, no matter how much they contribute to the field project, or how specialized or needed their skill set. If inappropriate behavior persists after this initial discussion, formal processes, in line with the University of Maine’s work practice policies, will commence. To report a persistent issue, please refer to the communication links below.

Reporting groups

UMaine Bias Response Team; 315 Memorial Union (M-F 8:30-4:30); Phone: 207.581.1437; Web: https://umaine.edu/biasreporting/UMaine Bias Response Team online reporting form

Office of International Programs; 300 Stodder Hall; Phone: 207.581.3437; international@maine.edu

Emergency and Non-Emergency Anonymous reporting: UMaine Police Department: Public Safety Building; Available 24 hours, 7 days a week; Phone: 207.581.4040 or 911; Web: UMaine Police website; Campus Eyes

For Student Conduct Complaints: UMaine Office of Community Standards, Rights, & Responsibilities; David Fiacco: 207-581-1409; https://umaine.edu/communitystandards/

Available Trainings and Resources

In addition to making group members feel safe and secure, diversity and inclusivity has numerous benefits to us all. Put simply, the greater the mix of people in our group, the greater the mix of skills, experiences, perspectives, and ideas we can collectively draw on. But the benefits of diversity and equality cannot be fully achieved without creating an inclusive environment.

UMaine Training Links:

Inclusive Excellence: Training