New Chaucer Society Non-Discrimination/Sexual Harassment Policy

This policy communicates the expectations of appropriate standards and rules of behaviour that guide the decisions, procedures, and systems of the Society and that contribute to the welfare of its members and stakeholders and respect the rights of all constituents affected by its operations. Our behaviors affect not only our personal reputation, but the reputation of the Society. Therefore, this Code is the guide for all members of the Society during decisions and activities, including all forms of communications pertinent to official Society business. This policy is an iterative document, to be reviewed by the Society’s officers on a regular basis.

NCS is committed to providing an environment that is free of discrimination and harassment. Actions, words, jokes, or comments based on an individual’s sex, sexual orientation, race, ethnicity, age, religion, disability or any other legally protected characteristic will not be tolerated. All NCS members, and all those who do business with NCS, have the right to work in an environment that is free from sexual and other kinds of harassment.

Under this policy, discrimination is defined as conduct based upon an individual’s sex, sexual orientation, race, ethnicity, age, religion, disability or any other legally protected characteristic in connection to that individual’s participation as a NCS member or engaged in business with NCS.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature, if:

1. Submission to the conduct is made either explicitly or implicitly a term or condition of employment or for favorable treatment;

2. Submission to or rejection of the conduct is used as a basis for decisions;

3. The conduct has the purpose or effect of unreasonably interfering with one’s

career or performance; or if

4. The conduct has the purpose or effect of creating an intimidating, demeaning or offensive working environment.

Sexual harassment may take many forms, including, but not limited to, offensive or suggestive jokes, gossip, or remarks; inappropriate personal questions or conversations; unwelcome physical contact such as patting, hugging or touching; public displays of sexually explicit, offensive or demeaning media; sexual remarks about someone’s clothing or body; stalking or spying on an individual; unwanted requests or demands for sexual activity; or repeated requests for dates after having been declined. At the Congress, contributors are asked to be aware of how conduct, language or images may be perceived by others, and to refrain from aggressive, suggestive, or threatening modes of speech, questioning, or other behavior that may be perceived as harassing, both in Congress sessions and at social events during the Congress.

Harassment on the basis of any legally protected classification, including sexual harassment, encompasses cyber-harassment. Such harassment can include, but is not limited to, sending text, messages or images, or posting on a website, in such a way as to seek to intimidate, embarrass or otherwise harass another person. Cyberbullying is no different from any other forms of harassment; the behaviour is the same and the impact no less devastating for individuals. However, there are limitations to the action the Society is able to take regarding behaviours in virtual environments outside its control.

This policy covers the day-to-day operations of NCS and also our Biennial Congresses. During the Congress, this policy may be supplemented by local discrimination and/or sexual harassment policies governing NCS members in their primary institutions of employment. NCS will also comply with applicable local laws regarding the prevention of sexual harassment at Congresses and other events. This code of conduct does not preclude or supersede other avenues of complaint, support, or resolution (for example, approaching external support or counseling services, making a complaint to law enforcement agencies, or exploring transformative justice and accountability avenues that do not involve recourse to law enforcement).

MAKING A COMPLAINT

The Society recognises its equal duty of care both to complainant(s) and respondent(s). Allegations under the purview of this policy cannot be considered anonymously. A complaint connected to NCS and its activities may be submitted orally or in writing to any of the following:

• The President

• The Executive Director

Complaints will be shared with the Respondent(s)’ employer institution for investigation. These officers will be responsible for communicating next steps and process to the parties involved.

CONFIDENTIALITY

Confidentiality will be upheld wherever possible, but strict confidentiality of complaints cannot be guaranteed. Complaints may be disclosed to the Respondent(s)’ employer institution.

OUTCOMES AND SANCTIONS

Violations of this policy can result in a variety of outcomes and sanctions. These can include informal resolution; the demand for a formal apology; suspension or expulsion from the Society; and exclusion from the Biennial Congress and other Society events.