The University of Texas Institute for Geophysics (UTIG) is a vibrant community of intellectual pursuits involving staff researchers, administrative professionals, technical experts, students, postdoctoral fellows, and visitors. UTIG emphasizes expeditionary-scale research on land, at sea, and in the air as well as computationally- and experimentally-enabled discovery to solve problems ranging from natural hazards and natural resource utilization to climate change and planetary habitability. Our diverse ideas, scientific approaches, backgrounds, priorities, and interests will, on occasion, lead to conflicts that distract from a constructive research, educational, and workplace climate. UTIG strives to minimize and resolve conflict, at home or abroad, by employing transparent and equitable procedures that are described in this code of conduct.
The code of conduct offers guidance to assist in preventing behavior that is damaging to our community; however, conflict is unfortunately inevitable in any organization. Thus, the code of conduct also provides guidance toward addressing problems in ways that strengthen our community and complement the University-wide processes for conflict resolution. The purpose of such an intervention is not to seek punishment, but is in place to sustain civility, collegiality, and, if possible, collaboration.
The code of conduct is tailored to meet the needs of the UTIG community in its effort to grow more cohesive and robust against challenges; however, it is not intended to be an all-inclusive document. All members of the Jackson School of Geosciences (JSG) are expected to be familiar with, and abide by, guidelines and policies described in the Guidelines for Faculty, Research Scientists, Students, and Staff of the Jackson School of Geosciences and Jackson School of Geosciences Workplace Issues as well as those of The University of Texas at Austin described in the UT Handbook of Operating Procedures and the UT Compliance and Ethics Guide. Where applicable, references to specific sections of those and other resources will be provided in the sections that follow.
Section 2 outlines conduct expectations for UTIG personnel and visitors that maintain a positive culture and climate. Section 3 presents active engagement techniques intended to eliminate problems before they arise, or to respond effectively in the moment. Section 4 discusses reporting mechanisms, Section 5 describes mechanisms for informal constructive feedback, and Section 6 details formal reactions for scenarios where law or University policy requires formal reporting, or where informal reactions are otherwise determined not sufficient. Appendix A describes the UTIG Diversity, Equity, Accessibility, and Inclusion (DEAI) Committee. Appendix B addresses power imbalances, Appendix C addresses ability and accessibility in the geosciences, Appendix D provides recommendations for forming inclusive committees, Appendix E provides recommendations for hosting conferences, Appendix F provides guidelines for seminars, Appendix G provides guidelines for authorship, and Appendix H provides recommendations for fieldwork.
All members of the UTIG community, including visitors and contractors, are responsible for creating a safe and professional working environment, with an expectation of integrity, respect, and transparency across all organizational levels and endeavors, whether they be on a UT Campus, in the field, laboratory, or virtual space, or while attending professional meetings. Individual conduct that does not meet these expectations is contrary to the Institute’s commitment to professional interactions among colleagues.
This code of conduct should be reviewed at least every two years. The next review is scheduled to take place by November 2023.