About Us

Code of Conduct

Why We Have a Code of Conduct

The Department of History is committed to protecting all members of our community, especially those in vulnerable positions. Mutual respect is expected; neither harassment nor bullying will be tolerated. The principles and policy contained in this document apply to students, faculty, and staff in the Department of History.

Respect

Respect is an ethical practice. In an educational setting, all persons should conduct themselves with dignity and courtesy, and do their utmost to act in a nondiscriminatory manner. The department acknowledges the rights of all to hold diverse values and opinions. The practice of mutual respect fosters freedom of expression and open inquiry. When a culture of mutual respect is not maintained, everyone suffers by the voices we lose and the diminished reach of the voices that remain.

Harassment

Harassment is a form of discrimination and misconduct by which the harasser asserts a relationship of power over the harassed through behavior that causes feelings of fear or distress. Harassment implies that an individual is not worthy of respect and that the views and person of that individual hold little or no value. Harassment may be overt or subtle, public or private, in-person or online, sexual or otherwise. All forms of harassment hurt the individual and the community in far-reaching and long-standing ways.

Harassment includes demeaning, humiliating, and threatening actions, comments, jokes, other forms of verbal and/or written communication—in person, via email, in writing, or on social media—, body language, and physical contact, based on sex, gender, sexual orientation, gender identity, race, ethnicity, age, religion, physical and mental ability, or any other legally protected characteristic, and intersections thereof.

Sexual harassment includes:

• Unwanted sexual advances
• Requests for sexual favors
• Other verbal and physical conduct of a sexual nature
• Offensive or suggestive jokes or remarks
• Inappropriate personal questions or conversations
• Unwelcome or nonconsensual physical contact, such as patting, hugging, or touching
• Display of sexually explicit, offensive, or demeaning images except for scholarly analysis
• Leering or ogling; sexual remarks about someone’s clothing or body
• Repeated requests for dates after having been told no
• Retaliatory behavior

Bullying

The Centers for Disease Control and Prevention consider bullying a serious problem. Bullying includes:

• Intentional aggression, physical, verbal, or social in nature, direct or indirect
• A power imbalance between aggressor and victim, distinguishing bullying from other forms of peer aggression
• Either a single serious incident or repeated incidents

Microaggressions

Microaggressions need not be intentional. They are seemingly casual behavioral acts that denigrate members of traditionally marginalized groups. They may seem minor to the one who commits them, but the target may be on the receiving end of a constant barrage. In an educational setting, microaggressions undermine mutual respect and equitable exchange of ideas.

Diversity, Equity, and Inclusion Committee 

Committee members (2021-22):

• Mical Raz (chair)
• Brianna Theobald
• Jacqui Rizzo
• Daniel McDermott
• Anna Grace Wenger
• Laura Smoller (ex officio)

Resources

If you are concerned in any fashion about behavior, climate, or culture within the Department of History, we encourage you to contact one or more of the resources listed below. The chair of the Climate and Culture Committee will update this list as more information becomes available.

Mental Health Referrals

Anyone in the University of Rochester community can submit a CARE referral if they have a concern about a student, including yourself.

Reporting Sexual Misconduct and Bias-Related Incidents

To file a Title IX (sexual misconduct) initial report you can submit a sexual misconduct report online or contact the Title IX Office at titleix@rochester.edu.

Any member of the campus community can file a Bias-related Incident Report if they experience, witness or hear about events or interactions that affect themselves or their colleagues and friends negatively, based on bias of any kind. Here are other resources regarding this process:

• Bias-Related Incident Report Flow Chart
• College Bias Reports 
• Frequently Asked Questions 

Contacts