Code of Conduct

Scientific integrity describes the condition that results from adherence to professional values and practices when conducting, reporting, and applying the results of scientific activities.

The practice of scientific integrity requires the declaration of funding sources and potential conflicts of interest, as well as the clear statement of guiding assumptions and limitations of any given research project.

The practice of scientific integrity requires the researcher to practice critical reflexivity, to adhere to ethical codes of conduct, to acknowledge all sources of information, and to promptly address errors or mistakes.

As members of a scientific community, the practice of scientific integrity means respecting and defending the free inquiry of fellow scientists, even when it leads to findings that may differ from our own. Defending the right to free inquiry does not negate the necessity of scholarly critique.

As members of a scientific community, we uphold scientific integrity by engaging in sincere and transparent critique on matters pertaining to our expertise, whether that expertise is topical, empirical, theoretical, or related to specific places and times. Accordingly, we embrace critiques of our own works as an opportunity for improvement.

Scientific integrity protects both the researcher and the research outcomes from inappropriate influence, political interference, undeclared or implicit bias, plagiarism, censorship, and inadequate procedural and information security.

To better understand and address the factors that lead to the exclusion of diverse peoples and perspectives from contributing to the advancement of scientific research, Lab members commit to ongoing self-education on the roles of colonialism and systemic racism and sexism in scientific practice and knowledge production. Together, these practices ensure the soundness of scientific research and the clarity and credibility of scientific findings.

All members of the community, including lab members, guests, and participant communities, are bound and protected by principles of mutual respect for people and place.

Mutual respect among people includes a combination of trust, accountability, fairness, open communication, and appropriate practices of confidentiality and transparency. Among Lab members and guests, these practices are essential to create a collaborative Lab culture in which ideas can be freely shared, debated, and refined while ensuring that Lab members receive credit for their work and proper acknowledgment of their ideas.

Among Lab members and participant research communities, the same principles of mutual respect are openly discussed prior to the start of research activities. Lab members invest the time and care to build equitable and reciprocal relationships with participant communities to ensure that research proceeds on terms that are equitable, ethical, and culturally-appropriate. Lab members solicit, and are responsive to, community needs and values.

Among Lab members and the places in which we work, mutual respect means cultivating good relations with the land and laborers that make our research possible. Lab members practice environmental stewardship and are attentive to the needs and working conditions of University maintenance and support staff.

As researchers at a public university, the research we do is a public service. Therefore Lab members commit to developing regular and effective means to communicate their research findings to diverse audiences. It is the responsibility of the researcher to ensure that findings are made accessible to scholars, policymakers, and the general public in multiple formats. To the fullest extent feasible, researchers commit to presenting and/or publishing their findings in multiple languages.

• Successful completion of their degree requirements
• Regular meetings with research advisor(s) to develop thesis/dissertation project and related endeavors
• Being an excellent lab, department, university, community, and global citizen
• Maintaining detailed, organized, accurate, and accessible research records
• Pursuing skills development opportunities that enable the rigorous and innovative pursuit of novel research questions
• Maintaining active knowledge of all policies pertaining to work and life while a member of the lab and seeking clarification as needed.
• Proactively pursuing career opportunities, including funding, fellowship, presentation, public outreach, and creative opportunities
• Actively co-creating a Lab environment that is intellectually stimulating, collegial, emotionally supportive, free of harassment, and demonstrates respect for all members without regard to gender, race, national origin, religion, disability or sexual orientation
• Communicating boundaries, especially with respect to time and workload
• Planning ahead for major life events and matters of professional importance in consultation with advisor(s), such that their full attention can be on these matters during a specific period of time.

• • Supporting Graduate Student Researchers’ fulfillment of their degree requirements by regularly reviewing and discussing progress, providing timely feedback and accurate advice, and by serving as an advocate for graduate students when needed

• • Pursuing funding and other opportunities to support the development of the Graduate Student Researchers’ unique dissertation projects to the fullest extent possible

• • Keeping regular meetings with graduate student researchers

• • Being an excellent lab, department, university, community, and global citizen by being supporting, equitable, accessible, encouraging, and respectful to all members

• • Fostering professional and creative development opportunities for graduate students

• • Providing an environment that is intellectually stimulating, collegial, emotionally supportive, free of harassment, and demonstrates respect for all members without regard to gender, race, national origin, religion, disability or sexual orientation

• • Being responsive to concerns raised by Graduate Student Researchers

• • Maintaining an ongoing practice of respecting time and time-related boundaries related to workload and work-life boundaries

This is a collaborative environment where we freely share knowledge and ideas. We workshop each other's work, we brainstorm together, we collaboratively problem-solve. The success of this depends on a commitment to intellectual generosity.  In order for each of us to feel free to practice intellectual generosity, we must be confident that our ideas will be properly attributed and acknowledged. No scooping.

Examples:

• If you are preparing a publication that benefitted from a Lab workshop or the input of a specific member, you will:

  • Offer co-authorship to the relevant individual(s)
  • Acknowledge them by name in the appropriate section of the article according to publication guidelines, even (or especially!) if many years pass.

• If your words or work are in it, then your name is on it. This means that if you contribute any text or analysis directly to another person’s writing, then your name also belongs in the by-line, unless a different arrangement is specified in advance (i.e. as in a workshop of an article in progress).
• If someone shares early-stage research and requests confidentiality, honor that, without exception.
• Understand that mistakes and oversights do happen, particularly over extended periods of time and in hybrid in-person and virtual working situations such as ours. The key thing is to correct them in a timely manner. If you find that your ideas have not been properly attributed, address it promptly and politely with the party concerned. If you have been informed that you have not properly attributed ideas to their source, listen fully to the colleague bringing it to your attention and correct it immediately. In the event of a disagreement, you may request the Lab director to facilitate a resolution.
• Further perspectives and guidance can be found in the AAAS article: How to navigate authorship of scientific manuscripts

We work with a range of funders and organizations. Some require IP and confidentiality agreements, others require that all outputs are licensed under Creative Commons. All IP, confidentiality, and licensing agreements will be discussed at the outset of the project concerned.

The lead author, (often also the corresponding author), is responsible for all organizational, formatting, and ethical procedures, unless otherwise arranged in specific cases.

The lead author takes primary responsibility for upholding this code of conduct, as well as all other relevant codes particular to publication venues and communities mentioned in the publication. Co-authors support the lead author as needed and contextually appropriate.

The lead author is responsible for conducting the due diligence required to ensure that all sources are properly attributed, all required declarations and acknowledgements are completed, and any concerns of all co-authors are satisfactorily addressed. Co-authors take responsibility for their contributions.

The lead author should receive approval from all co-authors prior to submission of manuscripts, revisions, and page proofs. This means that co-authors have the responsibility to provide prompt attention to lead author questions and requests.

Lab members work closely together over an extended period of time. The friendships that emerge in these working relationships can be some of the most rewarding parts of the academic research experience. The practice of interpersonal professionalism can help Lab members navigate the boundaries between personal friendships and the obligations of professional conduct.

All communication (online and in person) is appropriate for a professional audience and considerate of different cultural backgrounds. Sexual language and imagery is never appropriate in such communications.

Remember that online communication (such as social media) is already public, but other communications such as emails can be forwarded, FOIA’d, or subpoenaed and so should be treated as if they are public too. If written contributions are confidential, it is important to be explicit about it in the text, and it is vital that this is honored by other parties in the Lab.

Lab members respect each others’ choice of address, including name pronunciation and gender pronouns. Lab members practice discretion concerning the details of any Lab members’ personal life, including health, financial, romantic, religious, or other status. This includes not soliciting personal information from colleagues, or if you are entrusted with such information, not discussing this information with third parties, regardless of their relationship to you, unless given explicit permission to discuss personal details with specific parties. Lab members should never feel compelled to divulge private or protected health details in their communications, including when explaining an absence or missed engagement. It is sufficient to state that a personal matter has arisen that requires your attention.

We all come from different backgrounds and as a result may have differing norms and boundaries. Lab members are encouraged to ask questions when uncertain, to clearly communicate boundaries and preferences, and to engage each other respectfully when discussing interpersonal matters. This is necessary so that Lab members can trust each other to express preferences and maintain healthy boundaries, and it is especially important in hybrid working situations. Any Lab member asked to stop behavior that is experienced as harassment, indiscretion, unfair treatment, or a violation of privacy are expected to comply immediately, regardless of their intent.

Even minor instances of discomfort can be difficult to talk about, especially within close working relationships. The person experiencing discomfort may worry that their request for a change in behavior will make the other person upset, or that addressing the issue directly may upset group working dynamics. But in multicultural working environments, clear communication of boundaries is essential to individual and collective well-being. A suggested, simple format for addressing minor instances that does not assume ill intent is this:

Person A: Hi! Can I talk with you about something?
Person B: Yes of course!
Person A: I wanted to let you know that [specific action] is uncomfortable for me and I would like to ask you to stop.
Person B: Thank you for telling me. I am sorry for any discomfort. I will stop [state specific behavior in the same words conveyed above].
Person A: Thank you for understanding. Have a good day!
Person B: You’re welcome, have a good day!

Although somewhat silly, this is an example of addressing a minor behavior that is causing discomfort as a matter of regular and routine professional engagement. If the behavior persists, or if it is too severe to address in this straightforward manner, it should be reported and addressed in the process described in section 4, below.

Our Lab is committed to fostering diversity and inclusion. Fundamental to this is the assurance of a working environment free of discrimination and harassment for everyone; regardless of ethnicity, race, religion, gender identity and expression, sexuality, disability, body size, age, and/or physical appearance. Harassment includes offensive verbal or written comments about race/ethnicity, gender (including gender identity), sexual orientation, disability, age, religion, physical appearance, citizenship, or other protected categories; intimidation or threats, sharing images to explicitly threaten or intimidate, unwelcome sexual attention, inappropriate physical contact, activity meant to cultivate or convey hostility, or encouragement of any of the above. We do not tolerate harassment of or by members of the Lab, and we expect all members to abide by this code of conduct, consistent with our principles.

To report or discuss any issues related to harassment, discrimination, or abuse, contact Prof. Julie Klinger. Note that as a faculty member, Dr. Klinger is a mandatory Title IX reporter, which means that she must report instances of gender-based harassment, abuse, or discrimination to the University of Delaware Title IX Coordinator. If you do not feel comfortable contacting Dr. Klinger directly, you can be in touch with Danica Myers, the University Title IX Coordinator in the Office of Equity & Inclusion, 304 Hullihen Hall, Newark, DE, ph. (302) 831-8063. If you experience or witness an act of discrimination in any form, it can be reported here: https://sites.udel.edu/oei/non-discrimination-policy/ Note that these reporting mechanisms are confidential, and Dr. Klinger will not be informed of any reports filed. If there is an issue that is affecting your ability to fully participate in the Lab, bring it to the attention of Dr. Klinger so that it can be addressed in an appropriate manner. If for any reason you are not comfortable reporting to Dr. Klinger, you may report to GSS Department Chair, Dr. Saleem H. Ali. saleem@udel.edu

Our Lab values the mental and physical health of all Lab members. Researchers confront a number of conditions that can negatively affect mental and physical health. These conditions may range from the content of your research area to the feelings of isolation experienced when conducting it. Dealing with multiple forms of chronic uncertainty that have become normalized in US higher education can also be physically and mentally draining: uncertainty in your research process, uncertainty in your funding status, job security, or career progression. Burnout - the need to work endless hours to make up for these issues and the ensuing exhaustion - is also a well recognised factor in degrading mental and physical health in academic researchers.

All researchers, regardless of status in the field, are likely to experience these issues at some point. Lab members are encouraged to take a proactive approach to mental and physical health by:

• establishing healthy routines
• setting, maintaining and clearly communicating boundaries between work time and leisure time
• learning what to prioritize
• Understanding that figuring out what works for you is an ongoing process and needs to be adapted over time.

Cultivate the practice and the expectation that you will not divide your attention when engaged in priority activities, especially major life events. US Academics in particular are notorious for dividing their attention during critical life events, captured in this viral tweet from 2021:

It is easy to normalize this behavior in the competitive and precarious context of US higher education. This is unhealthy, but you may notice yourself engaging in this behavior in the intensity of your graduate school and early career program.

One concrete practice that we support in this lab is to plan ahead for critical life events so that you can give them your full attention during the key days. This is possible for foreseeable events, such as weddings, births, and graduations. In such instances you should plan with your advisor(s) as early as possible to inform them that you will not be available during a given time, and to schedule a return to work and check-ins as appropriate.

It is not as easy to do for unforeseeable circumstances, such as funerals or emergent issues related to health, housing, or care-giving. But it is easier to cope with unforeseen critical events, to allow yourself to focus fully on them, and to manage your responsibilities, if you cultivate the following habits:

• Plan ahead for time off when you can. Managing workflow during planned times away from work makes it easier to manage workflow during unplanned time away.
• Use an auto-reply on your email when you are away, with a stated return or check-in date, to help manage communications and expectations.
• Arrange a regular check-in practice with relevant professional counterparts (not least your advisor), if unforeseen circumstances arise.

You do not need to disclose private or protected health information about yourself or others when making these schedule arrangements with your professional counterparts. Should formal accommodations be required, such as an adjustment to deadlines, funding, or programmatic milestones, documentation may be needed.

Reach out for mental health help early and as needed by contacting University of Delaware Student Counseling Services at https://sites.udel.edu/counseling/ or by phone at 302-831-2141. Communicate your changing needs to the Lab Director, Dr. Klinger as appropriate and necessary. Every effort will be made to connect you to available and appropriate support systems.

During standard semesters, our Lab hosts a weekly group meeting, the timing of which will be collectively decided prior to the start of each semester. All Lab members are expected to attend, unless they are conducting fieldwork or engaged in other activities outside the scope of the meeting topic. Absences are for pre-arranged commitments (e.g. conferences, one-off lectures, using a time-restricted facility), holidays, or other personal matters (e.g. life events, medical leave). In some semesters, we may opt to forego the weekly group meeting and instead opt to hold ad hoc meetings one-on-one and in small groups, scheduled biweekly to accommodate individuating research agendas and multiple fieldwork schedules among students and faculty. The weekly meetings continue on a reduced schedule and duration during the Summer and Winter sessions, the purpose and timing of which is determined at the start of each session.

Lab members are encouraged to work in the department or to make other arrangements to work in proximity to each other as appropriate and to the extent that they are comfortable doing so throughout the academic year in order to foster greater collegiality, ongoing exchange of ideas, and mutual support. Lab members can arrange this independently and at their discretion. When Dr. Klinger’s schedule permits, she will host writing and discussion sessions to support the Lab in protecting time for focused intellectual work during the week. These will be arranged ad hoc and members will be notified by email, text and/or verbally.

Dr. Klinger’s faculty office (220 Pearson) is routinely available for co-working space and meetings among lab members, including when Dr. Klinger is not in the office. Lab members are welcome and encouraged to make use of the space and to actively contribute to a generative, collegial, and functional work environment. Lab members may use wall space and writing materials to map out their projects and ideas. Lab members are welcome and encouraged to use the sound system to play soft music that is unobtrusive to neighbors, and to help themselves to the refreshments available (and of course are required to clean up after themselves). If at any time an individual member requests a one-on-one meeting, or has a one-on-one meeting scheduled with Dr. Klinger, other lab members in the co-working space are requested to promptly depart. If someone with a scheduled meeting would like other lab members present for the discussion, this is also welcome and encouraged, particularly where research themes or other matters may overlap. If you are the last one out of the office, please ensure the door is fully closed upon departure.

Holidays are observed. Lab members are not expected to respond to emails or other communications outside of standard business hours (M-F, 8-5). Please contact Dr. Klinger via text for time-sensitive issues, noting that her phone is in airplane mode during sleeping and most non-working hours.

The option to connect remotely via Zoom, as needed, is always available. Please make arrangements in advance.

If you have any concerns about your working hours, working location, creating sustainable working arrangements, or other concerns around participation, please contact the Lab Director, Dr. Julie Klinger at an early stage.  Department-level concerns should be addressed via the elected graduate student representative, the Graduate Director Dr. Kyle Davis, or the Department Chair. Dr. Saleem Ali.