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Every  member of the research community has the right to a work and training environment free from mistreatment or inappropriate behavior and that is conducive to professional and scientific growth.

Mistreatment can occur in person or by email/online and includes – but is not limited to – sexual harassment, discrimination based on race, color, gender, national origin, age, religion, creed, disability, veteran’s status, parental status, sexual orientation, gender identity or gender expression; purposeful humiliation, verbal abuse, threats, or other forms of psychological mistreatment; and physical harassment, physical endangerment and/or physical harm.

The following list of examples is not comprehensive. No one should

  • speak insultingly or unjustifiably harshly to or about a person
  • ask for sexual favors
  • verbally abuse, shout at, belittle, or humiliate another
  • threaten with physical harm, overtly or implied
  • physically attack (e.g., shove, hit, slap, kick)
  • use threatening or obscene gestures or jokes
  • divulge sensitive information without consent
  • require another to perform personal services (e.g., shopping, babysitting)
  • deliberately and repeatedly exclude from learning experiences that are available to peers
  • threaten to disrupt another’s career, immigration/visa status, or professional opportunities
  • disparage another’s capabilities based on their origins
  • retaliate for making an allegation of mistreatment
  • make a person uncomfortable with respect to age, gender, race, religion, ethnicity, sexual orientation, appearance, or any other personal attribute

Responsibility for ensuring a professional and respectful environment falls on each research community member, but leaders of research groups (faculty principal investigators), and heads of training programs, departments, and research centers are especially responsible for the environments they lead. Leaders should be familiar with resources for training and education on campus and online.