Professional Conduct Policy

The members of the Society for the Study of Theology (SST) constitute a community of scholars dedicated to promoting excellence in the study of Christian Theology by facilitating and shaping theological thought, conversation and community (SST Constitution 2.1).

While freedom of inquiry is at the heart of this enterprise, such freedom carries with it the responsibility of professional conduct. As a learned society, SST requires professional conduct of its members. This includes, but is not limited to, their participation in SST meetings and events.

The SST affirms its desire to foster and support a safe environment. As such, SST is committed to the creation and maintenance of a discrimination- and harassment-free environment in all of its meetings, events, and activities. The professional conduct of all members who participate in such activities is essential for preserving this standard. SST also commits to not tolerating harassment by or towards all third parties involved in its activities, including contractors, vendors, volunteers, or guests.

Professional conduct includes, but is not limited to, conduct based on respect for others which does not exploit power and/or status differences such as those that exist between academic staff and students, between senior and junior colleagues, between employers and those seeking employment, or between those who grant access to publication or presentation and those who seek such access. It also includes conduct based on respect in peer to peer relationships. Professional conduct is free from all forms of harassment, discrimination and abuse.

Discrimination means a distinction, whether intentional or not, relating to personal characteristics of an individual or group, which has the effect of imposing burdens, obligations, or disadvantages on such an individual or group not imposed on others; or which withholds or limits access to opportunities, benefits and advantages available to other members of SST. Discriminatory practices can be explicit or implicit, intentional, or unconscious. Members and others attending SST meetings, activities, or events shall not discriminate on the basis of age, disability, gender reassignment, being married or being in a civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation (as defined by the Equality Act 2010). Microaggression is another term sometimes used in describing unwelcome behaviour against underrepresented groups. Psychologists have defined microaggression as brief, everyday exchanges that send denigrating messages to certain individuals because of their group membership.

Harassment on the basis any of the characteristics protected under the Equality Act (2010) is any conduct that (i) has the effect or purpose of creating a hostile or intimidating environment; or (ii) has the effect or purpose of offending or demeaning a person or group of persons; or (iii) which functions, implicitly or explicitly, to limit participation in a professional program, activity, or opportunity. It is also the case that the victim of harassment can be anyone affected by the offensive conduct, not just the individual at whom the conduct is directed. In other words, what one or two persons may consider joking around may be unwelcome and offensive to a bystander.

Sexual harassment includes any unwanted and/or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. This includes situations in which (i) the request or conduct involves any implied or expressed promise of professional reward for complying; or (ii) the request or conduct involves any implied or expressed threat of reprisal or denial of opportunity for refusing to comply; or (iii) the request or conduct results in what reasonably may be perceived as a hostile or intimidating environment. Such examples are illustrative, not exhaustive. Bullying is the use of force, threat, or coercion to abuse, intimidate, or aggressively dominate others in the professional environment that involves a real or perceived power imbalance. These actions can include abusive criticism, humiliation, the spreading of rumours, physical and verbal attacks, isolation, undermining, and professional exclusion of individuals through any means.

Abuse is an act that violates a person’s human and civil rights. Abuse can vary, from treating a person with disrespect in a way that significantly affects their wellbeing, to causing actual physical or mental suffering. It can take many forms, including physical, emotional or psychological, sexual, financial, spiritual, cyber and institutional abuse (see Appendix 1). Abuse does not have to fit solely into any one category, and types of abuse often coexist.

Any person who has experienced a serious verbal threat or any physical assault should contact the police immediately.

Safeguarding procedures

Safeguarding is at the heart of the organisation of the SST annual residential conference and all SST meetings, events and activities, and will be a central consideration in the process of both recruiting participants and attendees.

What is safeguarding?

Safeguarding refers to the measures that are put in place to ensure that all those who come into contact with SST are protected from all forms of abuse or mistreatment, and able to live their lives with dignity, respect, and security.

SST has a duty of care – a legal and moral obligation – to those attending its residential conference, which means that it must do everything within its power to ensure their safety.

Members of the society also have a key role to play in maintaining the safety of this environment. Conference attendees are responsible for familiarising themselves with the professional conduct and safeguarding policy, and for responding to any safeguarding concerns. As such, they are expected to:

• Know who the SST Safeguarding Officers are and how to contact them
• Know how to report safeguarding concerns appropriately and with discretion

SST Safeguarding Officers

SST will appoint two members of the society to act as Safeguarding Officers during the annual residential conference and all SST meetings, events and activities.

SST will also appoint a member of the committee as Safeguarding Representative, who will act as the first point of contact for the Safeguarding Officers.

Reporting

Any person who wishes to report a possible violation of the SST Professional Conduct and Safeguarding Policy at the annual residential conference or any SST meeting, event, or activity, should promptly contact the SST Safeguarding Officers in the first instance, or the SST Safeguarding Representative if necessary. Any person who wishes to report that an individual has been found to violate the professional conduct and safeguarding policy of another institution should contact the SST Safeguarding Representative, SST Secretary, the SST President, or the SST Vice-President.

Any person who has been found to violate the professional conduct and safeguarding policy of another institution should declare it when applying to attend the annual residential conference or any SST meeting, event, or activity. Any such declarations will be considered in confidence by the Executive Officers, excluding the President. They will request additional information as necessary to inform their decision as to whether the declarations indicate that the person’s attendance at the event is likely to pose a significant increased risk of harm to other participants in the event or activity, informed by reference to this policy. If they decide there is such a risk of harm, they will advise the person that they are not permitted to attend the event or activity. If they decide the person’s attendance does not pose such a risk of harm, they will advise the person that they can attend the event. If the person does not agree with the decision, they can appeal against it to the President, who will adjudicate as to whether the decision of the other Executive Officers should be upheld.

At each Annual General Meeting, the SST Secretary will report to the membership of SST whether any professional misconduct complaints have been made during the year.

Response

If any participant at the annual residential conference or any SST meeting, event or activity is found to be acting in a harassing or discriminatory manner, the SST Officers and Executive Committee may take any action they deem appropriate, including, but not limited to, warning the offender or asking them to leave the event, meeting, or activity, or in some cases rescinding membership.

The SST Officers and Executive Committee will endeavour to provide appropriate support for anyone who is affected by harassing behaviour, and to help all participants feel safe at SST meetings, events, and activities.

The SST Officers and Executive Committee will also consider taking any action deemed appropriate, including rescinding membership, if a member is found to be in breach of another institution’s Professional Conduct Policy.

Records

All records pertaining to professional misconduct allegations, including any notes made, will be scanned and stored in the SST electronic file storage system. Any original paper copies will be confidentially retained by the SST Secretary. Both electronic and paper records will be stored until the later of the following: five years after the complaint was made, until the parties are no longer affiliated with SST, or such other later period required by law. It is intended that the SST Secretary will periodically review its files for ones that are outside this retention period, so that these files can be destroyed. These records are SST’s confidential work-product and not available to other entities except where provided otherwise by law or SST’s Policy or these Procedures.

Appendix 1

Types of abuse include, but are not limited to, the following:
Physical: non-accidental infliction of physical force, causing physical pain or injury.

Emotional/psychological: emotional mistreatment that can take numerous forms e.g., intimidation, threats, undermining, emotional blackmail, coercion.

Sexual: forcing or enticing someone to take part in any sexual activity without their consent. The activity may or may not involve physical contact, for example, forcing someone to look at sexual images. Sexual exploitation can involve manipulating or coercing a person into sexual activity for the purpose of sexual gratification, financial gain, personal benefit or advantage, or any other non-legitimate purpose.

Neglect and acts of omission: depriving someone of their basic needs in a way that is likely to result in the serious impairment of their health or development. Neglect can be intentional or unintentional and includes acts of omission.

Financial/material: includes denying someone access to money or their property and possessions, or the improper or unauthorised use of funds. It can include theft, fraud, or exploitation.

Domestic: an incident or pattern of incidents of abuse that occurs between those who are, or have been, intimate partners or family members. This could include controlling, coercive, or threatening behaviour. Domestic abuse can include forced marriage and so-called ‘honour crimes’.

Spiritual: the inappropriate use of religious belief or practice for the perpetrator’s gain. This can take numerous forms including but not limited to, abuse of authority, or the misuse of teaching or discipline.

Institutional: when an organisation’s priorities and reputation are treated in such a way that staff members or students are mistreated. This includes the failure to ensure that the necessary standards are in place to protect the people that come into contact with the institution.

Cyber: using information technology such as email, mobile phones or social media to harm or harass other people in a deliberate manner.