COPPR Anti-Harassment Policy

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I. INTRODUCTION

The Conference on Policy Process Research (COPPR) is committed to advancing the scholarship of policy process theory and methods within a welcoming, equitable, and respectful environment. COPPR recognizes that under-represented and minority communities—including women, ethnic or racial minorities, LGBTQ+ individuals, Indigenous peoples, early career scholars, persons with disabilities, international students, and scholars from the Global South—have historically encountered harmful biases in academia.

This Anti-Harassment Policy affirms COPPR’s commitment to creating a safe, inclusive, and collegial space for all participants to engage in free inquiry, free expression, and scholarly exchange. Harassment undermines this commitment and will not be tolerated.

II. SCOPE AND APPLICABILITY

This policy applies to all individuals participating in any COPPR-sponsored activity or venue, including but not limited to:

  • Annual conferences and workshops
  • Meetings, panels, and other formal gatherings
  • Official and unofficial social events
  • Online platforms and virtual interactions
  • COPPR-sponsored communications and forums

“Participants” includes members, attendees, staff, contractors, vendors, volunteers, and all other individuals present at or directly involved in COPPR activities.

The behaviors and conduct outlined in this policy are expected to be maintained both during official conference hours and in all spaces where conference participants gather.

III. POLICY STATEMENT

COPPR is committed to providing a harassment-free environment for all participants, regardless of race, gender, sexual orientation, gender identity, disability status, ethnicity, socioeconomic status, age, religion, immigration status, or any other characteristic. Harassment is a serious form of professional misconduct that is inconsistent with COPPR’s principles and will not be tolerated.

IV. UNACCEPTABLE BEHAVIOR

The following behaviors are considered harassment and are unacceptable:

  • Verbal or written harassment, including intimidating, abusive, personally derogatory, or demeaning comments or slurs
  • Discrimination or prejudicial comments or actions related to—or perceived to relate to—gender, gender identity, race, ethnicity, sexual orientation, disability, socioeconomic status, age, body size, religion, or any other protected characteristic
  • Unwelcome sexual advances, requests for sexual favors, or other unwanted sexual conduct
  • Persistent and unwelcome solicitation of emotional or physical intimacy, with or without implied threats
  • Deliberate intimidation, stalking, or sustained harassment
  • Physical or sexual assault, including unwelcome touching, groping, or other unwanted physical contact
  • Inappropriate photography or recording without consent
  • Sustained disruption of panels, presentations, discussions, or other scholarly activities
  • Advocating for, encouraging, or retaliating against anyone who reports violations of this policy

V. REPORTING

COPPR is committed to supporting participants who experience harassment. Individuals may report harassment through any of the following methods:

In Person

Contact a COPPR organizer, staff member, or designated Duty Officer at the event. A list of designated contacts will be provided at the beginning of each COPPR activity.

Written Report

Submit a written report to COPPR leadership at the contact information provided on the COPPR website or conference materials.

VI. INVESTIGATION AND RESPONSE

COPPR commits to taking all reports seriously and responding promptly and professionally. Upon receiving a report:

  • COPPR leadership will acknowledge receipt of the complaint and provide information about next steps
  • A fair and impartial investigation will be conducted to determine whether the policy has been violated
  • Both the complainant and the accused will be informed of the investigation outcome and any actions taken (subject to confidentiality considerations)
  • Confidentiality will be maintained to the extent possible while conducting a thorough investigation
  • Appropriate remedial and disciplinary actions will be implemented, which may include suspension or removal from COPPR activities

VII. SUPPORT AND RESOURCES

COPPR is committed to supporting individuals who have experienced harassment. Depending on the circumstances and the individual’s needs, support may include connecting individuals with counseling services, security, legal resources, or other assistance as available. COPPR leadership can discuss available options with anyone who reports harassment.

VIII. NON-RETALIATION

COPPR strictly prohibits retaliation against any individual for reporting harassment, participating in an investigation, or otherwise asserting rights under this policy. Retaliation is itself a serious violation of this policy and will result in disciplinary action.

IX. COMMITMENT TO CONTINUOUS IMPROVEMENT

COPPR recognizes that creating an inclusive and equitable community requires ongoing effort. This policy will be periodically reviewed and updated to reflect best practices and community feedback. COPPR welcomes suggestions for how to strengthen its commitment to providing a safe and welcoming environment for all scholars.

X. EFFECTIVE DATE

This policy is effective immediately and applies to all COPPR activities and events.