Code of Conduct for BUP staff and external colleagues

Our Code of Conduct lays out the way in which we expect our staff, authors, editors, contributors, reviewers, series editors and board members as well as suppliers, freelancers and other external colleagues to act: fundamentally, with respect, integrity and understanding.

It is aligned with our values and principles as an organisation that publishes high quality scholarship and evidence-based work encouraging positive social change by addressing the social, economic, political and environmental challenges the world faces.

We feel it’s only right to acknowledge that it’s hard to be perfect, but our genuine desire is to try to do the right thing by everyone. This will require continual efforts on our part and we welcome openness and feedback to help us to do this. Respect for different beliefs and perspectives is important, but we will not tolerate the expression of views in a way which makes others feel persecuted and we understand that the harms some people experience are particularly acute.

We are committed to ensuring there are policies and support systems for our staff and authors who may experience discrimination. We will take purposeful action to standup for people when we believe they are being unfairly treated. This will include speaking directly to all parties involved with the aim of resolution, understanding and enabling positive working relationships going forward. Where this is not possible, our Senior Management Team and EDI Lead will consult on the actions required to protect those involved, seeking external/HR advice if necessary.

Code of conduct

In person, online, and in all written, audio or video communication we expect staff and external colleagues to:

• behave professionally and work cooperatively, creating positive working relationships.
• act with integrity and tolerance and suspend (negative) judgements of each other.
• treat everyone with respect, compassion and empathy.
• be self-aware including understanding the impact our actions can have on others and of our relative power.
• appreciate that everyone makes mistakes, and this is part of learning and growing. We own our own mistakes and do not blame others.
• be respectful of other people's time and priorities and give reasonable deadlines for tasks requested where possible whilst recognising that some short timescales cannot be helped.
• respect different communication preferences and styles, but make every effort to communicate professionally and politely in an appropriate volume and tone.
• support professional learning and individual’s development, encourage open communication and asking questions.
• respect individual expertise and be prepared to learn from others.
• actively listen and act on constructive feedback. We encourage all staff to speak up as all voices and opinions will be listened to and heard.
• give praise and recognise each other’s contributions and efforts.
• work flexibly and appreciate that others work flexibly too, including considering caring responsibilities.
• listen, educate ourselves, learn and politely ask about how people would like their identity to be described.
• respect the privacy of people’s lives outside of work.
• respect the need for confidentiality if requested, but seek appropriate support should there be any safety concerns.
  
  

Prohibited conduct includes, but is not limited to:

• Offensive, bullying or harassing behaviour or language. Including that based on group status. Group status includes but is not limited to, race, ethnic background, nationality, age, religion, disability or medical condition, gender expression or identity, marital or parental status, sexual orientation, appearance, occupation or professional status or neurodiversity.
• Sexual harassment, including unwelcome attention, stalking (physical or virtual), and non-consensual physical contact.
• Abusive, biased, or disrespectful conduct that has the purpose or effect of unreasonably interfering with another person’s ability to participate in and enjoy the benefits of events, resources, or spaces. 
• Violating safety precautions, policies and public health regulations at in-person events.
• Real or implied threats of physical or professional harm.
  
  

Anyone who is made aware of any conduct that is inconsistent with the Code or any of our other policies, should report it by emailing bup-feedback@bristol.ac.uk.