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Home About Legal and Policies Prevention of Harassment and Discrimination Policy

Board Policy Number: 10.50

Code of Conduct and Anti-Harassment Policy

Purposes

ASM International (“ASM”) is committed to providing a professional environment that is free from harassment and discrimination in which all individuals, including members, employees, and volunteers, are treated with respect and dignity. Each individual has the right to be in a professional atmosphere free from unlawful harassment, discrimination, and retaliation.

This policy applies to conduct by members, employees, and volunteers of ASM, including but not limited to officers, directors, members of committees, speakers, exhibitors, sponsors, members, attendees, volunteers, and employees. It applies to complaints of harassment or other conduct involving the treatment of ASM employees by members, employees, and volunteers of ASM as well conduct that involves members, employees, and volunteers of ASM at or in connection with all ASM events, including but not limited to board, committee, chapter, division, and caucus meetings, conferences, and all other ASM programs, online forums, events, and activities, whether in person, via telephone, video, online, or otherwise (collectively, “ASM events”).

ASM is committed to providing a safe and productive environment free of discrimination, hostility, harassment, and retaliation based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, physical appearance, body size, or any other characteristic protected by law.

ASM has a zero-tolerance policy for discrimination, harassment, and retaliation and is committed to enforcing this policy vigorously, consistently, and objectively at and in connection with all ASM events.

Equal Opportunity

It is ASM’s policy to ensure equal opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, physical appearance, body size or any other characteristic protected by law. ASM prohibits all such discrimination and harassment and will address all allegations in a swift and fair manner.

Harassment Defined

Harassment on the basis of any protected characteristic is strictly prohibited. Harassment includes verbal, written, or physical conduct that denigrates or shows hostility toward an individual on the basis of any of the above listed protected factors and that: (1) has the purpose or effect of creating an intimidating, hostile, or offensive environment, including in the ASM workplace; (2) has the purpose or effect of interfering with an individual’s performance or ability to participate in ASM events; or (3) otherwise affects an individual’s ability to participate in ASM events.

Harassing conduct includes but is not limited to epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; and denigrating jokes; and offensive texts, emails, or other messages.

Sexual harassment means any unwelcome conduct, comment, gesture, or contact of a sexual nature, whether on a one-time basis or in a continuous series of incidents that might reasonably be expected to offend or embarrass an individual. Sexual harassment also includes any unwelcome sexual advances, requests for sexual favors, and other verbal or physical unwelcome conduct.

Prohibited Conduct

As a professional organization, ASM is committed to diversity, equity, professional treatment of ideas, and respectful treatment of all members, employees, and volunteers at or in connection with all ASM events and in the ASM offices. ASM seeks to provide a professional atmosphere in which diverse participants may learn, network, and otherwise participate in an environment of mutual respect. Conduct that is prohibited includes but is not limited to:

  • Harassment or intimidation based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, physical appearance, body size, or any other characteristic protected by law
  • Sexual harassment or intimidation, including unwelcome sexual attention, stalking, or unsolicited physical contact
  • Harassment, intimidation, or coercion based upon a position as a board member, employee, or any position of influence
  • Abusive, lewd, or threatening conduct
  • Bullying, harassment, or unprofessional conduct toward members, employees, volunteers, or other participants at ASM events or in the ASM workplace
  • Physical violence or threats of violence
  • Sexually charged communications or conduct

Reporting Acts of Harassment, Discrimination, or Retaliation

ASM encourages reporting of all perceived incidents of harassment, discrimination, or retaliation, regardless of the offender’s identity or position. Individuals who believe they have been the victim of such conduct or believe they have witnessed or heard reports of such conduct should report their concerns to the Ethics Hotline SAFEHOTLINE.COM or Calling or Texting: 1-855-662-SAFE (ASM ID Number 7446018727), or to any designated person, including any Officer and any other person at ASM who has completed the necessary training.

ASM encourages individuals to advise the offender that their conduct is unwelcome and to request that it be discontinued, if they feel comfortable so doing. Anonymous reports will be accepted and acted on, but ASM encourages non-anonymous reporting wherever possible.

An individual making a complaint may be asked to put the complaint in writing promptly after reporting unwanted conduct. In the event that an individual feels that their physical safety is in jeopardy, ASM encourages the individual to contact the appropriate law enforcement agency immediately.

Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved as well as witnesses to the conduct. ASM will maintain confidentiality to the extent consistent with appropriate investigation and corrective action.

If it is determined that an individual has engaged in prohibited conduct, the ASM Board of Directors, or the appropriate committee or staff designee, shall determine the appropriate action to be taken, which may include, but is not limited to:

  • Private reprimand
  • Expulsion from the ASM event without warning or refund
  • Implementation of conditions upon attendance at future ASM events
  • Removal of the individual as a board member or other volunteer leadership position
  • Temporary or permanent ban on holding ASM leadership positions
  • Temporary or permanent restriction from attendance at or participation in future ASM events
  • Temporary or permanent ban on contacting ASM employees and/or volunteer leaders
  • Suspension from or revocation of membership in ASM, pursuant to and consistent with the ASM Bylaws

False Reporting

A complaint made in good faith, even if found to be unsubstantiated, will not be considered a false accusation.

Retaliation

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation and is strictly prohibited. Acts of retaliation should be reported immediately and will be promptly addressed.