Code of Conduct
The aims of ISBA are to promote the field of Bayesian statistics, support the professional development of its members, and foster the exchange of ideas related to the profession. To achieve this, ISBA promotes the highest standards of good conduct in the practice of our profession and in our interactions with others in the profession. The purpose of this Code is to describe the standard for good conduct for ISBA members.
Standards of Good Conduct
- Uphold and promote ethical professional practice.
- Uphold and promote equal opportunity for all ISBA members.
- Uphold and promote a culture of respectful behaviour and anti-harassment among ISBA members and at ISBA events.
- Avoid knowingly or carelessly endangering the safety and security of others.
- Avoid contravening these standards or actively or passively facilitating or condoning situations in which the above standards are contravened.
- Abide by the ISBA Code of Conduct Procedures in the event of a conduct review.
- Avoid retaliation against anyone who reports information or participates in a conduct review.
Ethical Professional Practice
ISBA upholds and promotes professional integrity and accountability, and ethical scientific conduct and statistical practice. Members are referred to the American Statistical Association’s Ethical Guidelines for Statistical Practice (http://www.amstat.org/ASA/Your-Career/Ethical-Guidelines-for-Statistical-Practice.aspx). In resolving any ethical problem not explicitly covered by these Guidelines, members should consider the spirit and intent of applicable provisions, general ethical principles, the needs and interests of members and the profession, social and moral expectations, contractual obligations, and any applicable laws.
ISBA upholds and promotes equal opportunities for all its members, without regard to race, color, religion, gender, gender identity, sexual preference, age, disability, national origin, language, or any other distinction that is unrelated to a member’s professional skills, experience, capabilities, and ISBA membership status. Members are expected to treat each other, as well as all participants in ISBA Activities, with respect and dignity, not to discriminate against any person or group based on any classification mentioned above, and to provide and encourage opportunities consistent with this policy.
ISBA upholds and promotes a respectful and collegial environment that is free of harassment. Harassment includes any conduct that unreasonably interferes with an individual’s participation in ISBA activities or creates an intimidating or hostile environment. Harassment is described in more detail in the Appendix; see below.
Reporting and Enforcement: Enforcement of this Code of Conduct is governed by the ISBA Code of Conduct Procedures (https://bayesian.org). Members should consult the Procedures if they experience, observe, know about or wish to report a contravention of this Code.
Maintenance of the Code of Conduct: This Code of Conduct is the result of an on-going dialogue within ISBA and is subject to periodic review and amendment as detailed in the Procedures. By its very nature it cannot be a complete articulation of all conduct obligations of members and participants.
Appendix: Discussion of Harassment
The purpose of this Appendix is to describe harassment in more detail.
Harassing behavior involves actions, words and other conduct that belittle, threaten or disrespect an individual or group of people, or create an intimidating, hostile, abusive or offensive environment. Examples include negative stereotyping; offensive remarks about a person’s gender, gender identity or sexual preference (or any other classification mentioned above under Equal Opportunity); sexual harassment (see below); disrespectful, dishonest or bullying comments; display of material that disparages or shows hostility or aversion toward an individual or group; sustained disruption of presentations; or questions designed to humiliate or embarrass a presenter.
Sexual harassment is a specific type of harassment that involves a person who engages in severe or persistent unwelcome sexually related behavior or makes severe or persistent unwelcome sexual advances towards another person. Examples include sexual propositions or flirtation; sexually related touching, comments, gestures or displays; or, directly or impliedly linking any opportunity with tolerance of or submission to sexual advances or requests for sexual favors, or agreement not to report a harassing action. Although sexual harassment is most commonly perpetrated against a woman by an older and/or more powerful man, it can also be perpetrated against men, people who are older or less powerful than the person, and among peers.
Power-based harassment occurs when there is an inherent power imbalance between senior and junior members of the profession. Senior people should not use age, rank, power or reputation to adversely influence the behavior of junior people, or adversely affect their career advancement or status. It is acknowledged that people with lower rank or a subordinate position may be reluctant to express their objections or discomfort regarding unwelcome behavior. Therefore, it is incumbent on more senior members of ISBA to practice good professional conduct with junior members of the profession, and to be aware of how their words and actions – and the words and actions of their more senior colleagues – may impact on or be interpreted by their juniors.
Harassment can be intentional or unintentional. Members should seek to change behavior that is perceived, or could be perceived, by others as harassment. Individuals who experience or witness behavior that they perceive to be harassing are encouraged to let the actor know that their behavior is causing discomfort, so they can have an opportunity to change the behavior and remedy the situation if possible.
Harassment is everyone’s business. Harassment can have long-lasting negative effects. In ISBA activities and communications (including informal gatherings of members), all members and participants are expected to promote an environment free of harassment and are encouraged to call out harassment if and when they see it or hear about it.
Appendix: Application for Re-entry Following an Action Restricting Activities or Membership
When a Conduct Review pursuant to the ISBA Code of Conduct Procedures results in an Action that includes time-based restrictions on ISBA activities, eligibility for ISBA benefits, and/or membership, and the Action requires application for the lifting of the restrictions (or is silent as to the lifting of the restrictions), the following re-entry process will apply. The goal of the re-entry process is to confirm compliance with the Action and likelihood/expectation of adherence to the Code of Conduct and Code of Conduct Procedures going forward if/when restrictions are lifted.
- The individual may apply for a lifting of restrictions at the end of the term of the restrictions, as defined in the Action. It is the responsibility of the individual to apply.
- The individual shall file a written request.
- If there were multiple aspects of the restrictions (e.g., activities and membership), the request should make clear which of the restrictions is being requested for lifting (the request may be for lifting of all restrictions).
- The request shall include an attestation that the Action terms were fully complied with, or else shall disclose and explain any activities that might have been inconsistent with the terms.
- The request must acknowledge the ISBA Code of Conduct and pledge to adhere to the Code of Conduct upon re-entry and going forward.
- The request should include any additional information relevant to the request, such as acceptance of responsibility for violation(s) of the Code of Conduct and any harm caused, conciliatory and/or reparatory efforts and results, training and rehabilitation efforts and results, and/or evidence demonstrating commitment to the Code of Conduct and reasons why future violations are not likely. The request should not re-hash the original allegations or evidence presented in the Conduct Review that resulted in the Action, but may include relevant evidence that was not presented at the time of the Conduct Review.
- The request will be reviewed by the Professional Conduct Committee.
- The Committee may act based solely on the written request. If the Committee determines that an interview with the individual would be helpful, the Committee may conduct the interview itself, or the Committee may have the interview be conducted by someone with investigation or conflict resolution training, such as a third-party ombudsperson.
- The Committee may consult with legal counsel.
- The Committee will make a recommendation to the Board for either granting the request, or denying the request and specifying a timeline for when a future request may be submitted.
- The Board will make a final decision on the request.
- The decision shall be communicated to the individual in writing.
- The decision may be appealed using the process for appeals of Actions, set forth in Section 6 of the Code of Conduct Procedures.
Reporting Violations of the Code of Conduct
FREQUENTLY ASKED QUESTIONS (“FAQs”)
How do I report a violation of the Code of Conduct?
What will happen if I contact the Professional Conduct Committee?
To whom does the ISBA Code of Conduct apply?
also apply to non-members who attend ISBA activities (events organized or sponsored by ISBA).
Will ISBA only consider violations that occur at ISBA activities (events organized and sponsored by ISBA)?
Do I have to be a member of ISBA to make a complaint? Does the party about whom the complaint is made have to be an ISBA member?
Who should report a violation? Does it have to be the person directly affected by any such violation?
the attention of the Professional Conduct Committee.
Is there a deadline for reporting a violation?
reason not to take action or report a violation.
Can the Statement be verbal, or must it be written?
Can a Statement be made anonymously?
How will anonymity be protected?
Will the reporter’s name be released to the person charged?
Will ISBA ever release someone's name to the press?
If someone's name is ever released, will they be told first?
Is there recourse against ISBA if they share a person’s information?
Will in-person testimony be required?
Will an interview be taped? If so, how will they be recorded?
Can a spouse/friend listen to or verify the account at a later time? Who is best in this situation? (e.g. A lawyer? Is a spouse considered a credible witness?)
Would a reporter have to sign a non-disclosure agreement at any point in the process?
What will ISBA do if the alleged offender tries to malign the reporter?
What recourse does ISBA have against retaliation?
Can a reporter be sued for slander? If so, under what circumstances, and under which jurisdiction?
What will ISBA do if a person makes an intentionally false statement in a Conduct Review?
What aspects of the process will depend on local law?
Will ISBA notify the reporter of any decision?
Updated: March, 2019 Summary of Changes
Original posting: May 27, 2018