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Accelerating Community Energy Transformation (ACET)

Code of conduct

ACET seeks to provide a productive, safe and respectful environment for all participants regardless of gender, sexual orientation, gender identity, race, ethnicity, religion, disability, physical appearance or career level.

This page outlines the code of conduct that all researchers, staff and participants (or “representatives” from here on) of ACET have agreed to follow, in alignment with our values.

Please be aware that this code of conduct is expected to compliment, not replace, the workplace-specific policies of other institutions with which ACET collaborates.

Expected general behaviour

All ACET representatives are expected to:

  • Maintain a work environment that is safe, harassment-free, fair and inclusive.
  • Act with integrity, and honouring verbal and written commitments.
  • Participate in training and education related to Indigenous communities and equity, diversity and inclusion.
  • Maintain ethical engagement and partnerships with Indigenous peoples and governments on their terms.
  • Accept a variety of opinions and allow team members to express their ideas openly without judgement, so long as they are not discriminatory.
  • Include team members in decision-making and meetings.
  • Ask for help when they need it. Respecting those who ask for help and assisting in any way if one can.
  • Recognize that people have different strengths and some disabilities are invisible.
  • Be accountable, admitting fault and striving to do better.

 

Unacceptable behaviours

Unacceptable behaviours include, but are not limited to:

  • Substance abuse of any kind. All representatives are expected to follow the alcohol and drug policies of the community or organization they are working in.
  • Use of social or mainstream media to target others in a way that could harm their privacy and/or reputation.
  • Physical or verbal abuse, harassment or assault.
  • Intimidation, bullying, microaggression, coercion or manipulation.
  • Threats of violence, professional discreditation, unwarranted decreases in responsibilities and/or public embarrassment.
  • Gender, race-based, age-based, ability-based or sexual harassment.
  • Behaviour that risks the mental or physical health and safety of oneself or others.
  • Sexual misconduct, including the inappropriate use of nudity and/or sexual images in a public space.

 

Working with Indigenous Peoples

All representatives who conduct research in Canada must understand that they work on the traditional territories of Indigenous peoples. Researchers and research activities will respect Indigenous knowledge systems, legal orders, norms and guidelines. All ACET researchers and staff are encouraged to:

  • Learn about the histories, current realities, cultures, governance structures and colonial histories of the regions and communities they work in.
  • Respect the laws, rules and guidelines of national, regional and local governments.
  • Value the knowledge that Indigenous Peoples hold. Honour and respect Indigenous Knowledges and Indigenous research methods. Respect intellectual property rights and cultural protocols around knowledge-sharing. Give credit to Indigenous peoples who are engaged in research.
  • Focus on co-design of ACET projects that honour the significance and value of the projects to Indigenous Peoples.
  • Fairly compensate Indigenous Peoples for all involvement in research.
  • Honour and respect lands and waters by treading lightly and following the guidance of Indigenous Peoples in all land-based work.

Conflicts of interest

All ACET representatives have signed an agreement stating that they will disclose conflicts of interest and avoid biasing the decisions or recommendations of others.

Because ACET and its collaborating institutions each have their own rules, guidelines and processes, cross-appointed ACET representatives are ultimately responsible for ensuring ACET’s integrity and reporting any potential conflict of interest, and for disclosing to ACET any conflict of interest reported to their home institution.

ACET maintains a registry of all reported conflicts of interest.

Reporting and resolution

ACET has a reporting and resolution process that is overseen by a Code of Conduct Committee made up of representatives from ACET’s senior leadership, collaborating institute administrators, and a senior researcher. Additional representatives may also be appointed on a case-by-case basis.

The committee is responsible for maintaining ACET’s code of conduct and reporting to the Executive Director and/or Executive Council when appropriate. It will also ensure that breaches of the code of conduct are suitably addressed in a fair and equitable manner.

When an incident is reported, the committee will seek to determine the facts while taking steps necessary to protect the victim(s) and community in general from future harm.

Specific responses to a breach of the code of conduct may include arranging for coaching or training, issuing formal warnings, removing the perpetrator from ACET projects and committees, temporarily or permanently banning them from ACET team spaces, and/or removing funding.

Contact

 If you have any questions about our code of conduct, please email is at contactacet@uvic.ca.