MPI-SP Code of Conduct
Institute-specific code of conduct complements Max Planck Society Core Values
The Code of Conduct of MPI-SP (CoC) is intended to provide an overview of the culture to be fostered at the Institute, to comprehensibly explain the associated expectations of each individual , and to clearly indicate the options for reporting violations of the CoC as well as possible consequences.
The CoC as well as the diversity commitment statement and points-of-contact now complement the Max Planck Society Core Values, the Max Planck Diversity Understanding as well as the available central contact and reporting points of the Max Planck Society.
A short version of the CoC can be found below.
In case of questions, please reach out to eo@mpi-sp.org.
MPI-SP Code of Conduct
The Code of Conduct of the MPI-SP (CoC) applies to all people at the Institute. This includes both the scientific staff (directors, research group leaders, junior research group leaders, postdocs, Ph.D. students, research/student/technical assistants, interns, and guests), as well as the non-scientific staff (all employees working in administration, IT, and Office).
The CoC also applies to all external partners (e.g., visitors, project collaborators, or employees from external service companies), and any other external person who comes into contact with the Institute.
All forms of harassment, discrimination, and violence, as well as the encouragement of others to participate in them are forbidden at MPI-SP. Falsely accusing someone of these kinds of behaviours is also prohibited.
Examples of unacceptable behaviour (list not exhaustive):
- Actions or speech of intimidating, harassing, abusive, discriminatory, derogatory, or demeaning nature (both offline and online)
- Verbal or written comments or visual images of offensive, degrading, humiliating, harmful, or prejudicial nature related to age, disability, gender, internationality/ethnicity, religion, non-scientific/scientific staff, sexual orientation/identity, social background/education, or work & life balance, or other personal characteristics (both offline and online)
- Unwelcome sexual advances, requests for sexual favours, or any other verbal or physical conduct of a sexual nature (both offline and online)
- Any use of nudity, sexual images, or stereotyped images including using work-related communication channels to display or share sexually explicit or otherwise offensive or discriminatory images or messages
- Intimidation, stalking, or following a person (both offline and online)
- Photography (including screenshots) or recordings without consent (including the sharing of photographs or other recording without a person’s consent, both offline and online)
- Repeated disruption of talks or other events (both offline and online)
- Any unwanted and uninvited attention or contact (both offline and online)
- Physical assault (including unwelcome touching or groping)
- Threat of physical harm (no matter whether real or implied; both offline and online)
- Threat of professional or financial damage or harm (no matter whether real or implied; both offline and online)
- Obstruction of work processes
If a person feels that a violation of the CoC has allegedly occurred, either because they have experienced it themselves or because they have witnessed it, they should report it. This report can be made through the usual management channels (see the overview of MPI-SP points-of-contact on the left):
- Approaching direct superiors and other persons with managerial and supervisory responsibilities, e.g., your supervisor or team leader. All persons with managerial and supervisory functions are obliged to listen and investigate any indications of a possible violation of the CoC and, in the event of suspicion, to take appropriate measures for clarification, prosecution and prevention.
- Approaching the points-of-contact at the Institute, e.g., the Equal Opportunities Officer, and the PhDnet and PostdocNet representatives.
- Approaching the central points of contact of the MPG, such as the General Works Council, the Central Gender Equality Officer or the Central Representation of Employees with Disabilities.
Speaking up about an unpleasant experience takes a lot of courage. At the same time, it demonstrates the trust to be able to open up to another person and is done in the hope that the existing mechanisms for conflict resolution will be correctly applied and lead to a solution. This courage, trust, and hope deserve respect and must not be tainted by a fear of retaliation. Any kind of retaliation, retribution, or reprisal against persons who have made a complaint in good faith or who have participated as witnesses or in any other way in a complaint procedure is therefore prohibited at MPI-SP. This applies to all complaint procedures, even if the procedure should ultimately prove to be without merit.