IQM Code of Conduct
PC: Felix Sturm
The mission of the IQMlab is to expand scientific knowledge, improve our practice of science, and support the growth of all those involved. One way we uphold this mission is by agreeing to the group code of conduct.
As a group, we strive to engage consistently in cutting-edge physics research, as well as to grow as members of our communities. To achieve this, we must create and sustain a safe, diverse, and inclusive scientific working environment where we can all thrive. This is achieved only when members feel supported, respected, and that they can intentionally contribute positively toward a productive group atmosphere. To realize this goal, we aim to counteract socially constructed hierarchies (racism, sexism, cultural chauvinism etc.).
Core Values:
Communication – we communicate intentionally, openly, honestly, transparently, and non-violently (state observations without judgment, use “I” statements, describe your needs/values, and make concrete requests.)
Respect – We accommodate different character types and backgrounds, and ensure that care is given to personal and professional boundaries.
Solidarity – we support and advocate for each other. We ensure that mutual help and understanding are given freely and asked for often.
Dos and Don’ts:
DOs:
Communicate – Be transparent, frequent, and respectful. Share your expectations, boundaries and limitations, and make sure to listen. Those with more seniority or power should be cognizant of how this plays a role when communicating, and must be attentive to setting boundaries and expectations.
Expect and give respect – We treat others with dignity, and respect each other's boundaries and abilities.
Collaborate – Good science and a healthy group require mentorship, teamwork, solidarity, and support. We must ask for and give help early, often, and freely to maintain a cooperative and constructive environment.
Foster trust – Success as a team requires putting trust in each other. To cultivate this trust, we encourage younger students to take ownership and responsibility for tasks in a guided environment, and more senior group members to delegate meaningful tasks for the benefit of educating younger group members. Fostering this trust also requires admitting when you’ve broken it - and discussing how to handle situations better in the future.
Value the contributions of others – We must proactively recognize others’ contributions to the progress of the various research lines in the group. Doing so requires that we specifically (verbally/on Slack) give requisite credit to others when relevant, and recognize how these contributions shaped our own individual work positively.
Approach work with patience – Mistakes happen, progress can be slow, equipment can break. We must approach our work with patience, acknowledging and tolerating setbacks. We can learn from and overcome challenges.
DON’Ts:
Harass – We do not tolerate harassment. Harassment is any form of unwanted verbal, non-verbal, or physical conduct that occurs with the outcome of negatively affecting the dignity of a person. This can take many forms, including sexual harassment, gendered harassment, racial harassment, or harassment based on other protected characteristics. This definition, adapted from the accepted EIGE definition of sexual harassment, serves to highlight conduct that kills healthy work environments and fosters fear, shame, anxiety, and any number of negative outcomes for those being harassed.
Intimidate – We never intimidate others, verbally, physically, or intellectually.
Discriminate – We must never treat others differently or deny opportunities/help/mentorship to people based on their identities.
This code of conduct is adapted from that developed collaboratively by the McIver Lab in 2022. It will be updated yearly upon discussions and reflections from members of the IQM Lab. Should you experience any violations of this Code of Conduct, please contact Hope directly or find an advocate to contact Hope.