{"id":101,"date":"2021-10-08T14:54:51","date_gmt":"2021-10-08T20:54:51","guid":{"rendered":"https:\/\/dhu6.humwp.byu.edu\/?page_id=101"},"modified":"2021-10-08T14:54:51","modified_gmt":"2021-10-08T20:54:51","slug":"code-of-conduct","status":"publish","type":"page","link":"https:\/\/dhu6.byu.edu\/code-of-conduct\/","title":{"rendered":"Code of Conduct"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Digital Humanities Utah is committed to creating and supporting inclusive, diverse, and equitable communities of practice. We strive to be a welcoming organization as well as the focal point for a digital humanities culture that is anti-oppression and anti-racist, recognizes intersectionalities, and works compassionately across differences. We know that the best problem-solving and critical thinking happens when people with a wide array of experiences and perspectives come together to work in comfort and safety as peers. We therefore expect participants in DHU6 to help create a thoughtful and respectful environment where these interactions can take place.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This Code of Conduct applies to all sessions, meals, and events sponsored by the 6th Utah Symposium on the Digital Humanities (DHU6).\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">How to Be<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">DHU6 is dedicated to providing a conference experience that is free from all forms of harassment and inclusive of all people.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Small actions you can take will help us meet this goal. For instance, we suggest:\u00a0\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">listening as much as you speak, and remembering that colleagues may have expertise you are unaware of;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">encouraging and yielding the floor to those whose viewpoints may be under-represented in a group;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">using welcoming language, for instance by using an individual\u2019s stated pronouns and favoring gender-neutral collective nouns (\u201cpeople,\u201d not \u201cguys\u201d);\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">accepting critique graciously and offering it constructively;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">giving credit where it is due;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">staying alert, as Active Bystanders, to the welfare of those around you.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Likewise, it is important to understand the range of behaviors that may constitute harassment.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Harassing behavior may relate to<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">age;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">appearance or body size;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">employment or military status;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ethnicity;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">gender identity or expression;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">individual lifestyles;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">marital status;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">national origin;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">physical or cognitive ability;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">political affiliation;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">sexual orientation;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">race; or\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">religion.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Harassment can include unwelcome or offensive verbal or written comments or nonverbal expressions, used in person or online, in private or in public.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Examples of harassment can include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">use of sexual and\/or discriminatory images in public spaces (including online);\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">deliberate intimidation;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">stalking;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">following;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">trolling;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">harassing photography or recording;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">sustained disruption of talks or other events;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">bullying behavior;\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">inappropriate physical contact; and<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">unwelcome sexual attention.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Sexual, discriminatory, or potentially triggering language and imagery is generally inappropriate for DHU6. However, this policy is not intended to constrain responsible scholarly or professional discourse and debate. We welcome engagement with difficult topics, done with respect and care. Should your presentation include graphic or otherwise triggering language or imagery, please let the audience know at the top of your presentation.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">What to Do<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">We value your presence and constructive participation in our shared community and thank you for your attention to the comfort, safety, and well-being of fellow DHU6 collaborators and attendees. We will not tolerate harassment of DHU6 attendees in any form. If you are being harassed, notice that someone else is being harassed, or have any other concerns, please follow the procedures outlined below.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">DHU6 attendees who are asked to stop harassing or intimidating behaviors are expected to comply immediately. Those who violate our Code of Conduct may be warned or expelled at the discretion of the organizers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the Conference, DHU6 staff can be identified by their name badges. Active bystanders or those experiencing harassment themselves may elect to have an in-person, confidential conversation with a staff member. Staff will then assist participants by providing escorts as needed, otherwise helping those experiencing harassment to feel safe for the duration of the event, and in reporting the incident to the appropriate campus office for follow-up.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">All reports and inquiries will be handled in confidence.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Credits<\/span><\/h3>\n<p>This code of conduct was adapted from the <a href=\"https:\/\/www.diglib.org\/about\/code-of-conduct\/\">Digital Library Federation&#8217;s<\/a>, which is licensed with a Creative Commons BY-NC 4.0 license. Our thanks to the DLF for allowing re-use of their work.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Digital Humanities Utah is committed to creating and supporting inclusive, diverse, and equitable communities of practice. We strive to be a welcoming organization as well as the focal point for a digital humanities culture that is anti-oppression and anti-racist, recognizes intersectionalities, and works compassionately across differences. We know that the best problem-solving and critical thinking [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Code of Conduct - Digital Humanities Utah 6<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dhu6.byu.edu\/code-of-conduct\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Code of Conduct - Digital Humanities Utah 6\" \/>\n<meta property=\"og:description\" content=\"Digital Humanities Utah is committed to creating and supporting inclusive, diverse, and equitable communities of practice. 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