Department Code of Conduct
This document establishes the UW-Madison Department of Plant Pathology Code of Conduct, which lays out the standards that we expect everyone in the department to uphold. Everyone in the Department of Plant Pathology has the right to work in a safe environment free from discrimination, harassment, bullying, and violence.
Departmental Statement on Diversity
Diversity is a source of strength, creativity, and innovation for our Department of Plant Pathology and for the world at large. We value the contributions of each person and respect the profound ways their identity, culture, background, experience, status, abilities, and opinions enrich our university community. We strive to recognize biases within our community and reject actions that diminish an equitable and inclusive environment. We regard the pursuit of excellence in teaching, research, outreach and diversity as inextricably linked goals.
The Department of Plant Pathology and the University of Wisconsin–Madison fulfill our public mission by creating a welcoming and inclusive community for people from every background — people who as students, faculty, and staff serve Wisconsin and the world.
Click the buttons below to learn more about our values and unacceptable behaviors.
We treat all individuals with respect and uphold values described in this document in all of our interactions.
The department is a physical and intellectual space for everyone, including those who are traditionally underrepresented in plant pathology and other STEM fields, and we strive to make our department welcoming for all.
We strive to conduct fair, ethical research and hold ourselves to the highest standard of academic honesty in all aspects of our work.
We aim to create an environment where there are no barriers to interactions, collaborations, and sharing resources and knowledge.
We strive to cultivate a community where everyone feels welcome and supported in the work they do.
We share a collective enthusiasm for the science of plant pathology.
“Conduct that adversely affects any aspect of an individual’s employment, education, or participation in an institution’s activities or programs, or has the effect of denying equal privileges or treatment to an individual on the basis of that individual’s protected status or another category” as defined in the campus policy, including, but not limited to, race, color, creed, religion, age, sex, sexual orientation, gender identity or expression, national origin, ancestry, disability, pregnancy, marital or parental status, or any other category protected by law, including physical condition or developmental disability.
A form of discrimination consisting of unwelcome verbal, written, graphic or physical conduct, directed at an individual or group on the basis of actual or perceived protected status, or affiliation/association with person(s) within a protected status and that is sufficiently severe or pervasive enough to interfere with employment, education/academic environment or participation in institution programs or activities and creates a working, learning, or living environment that a reasonable person would find intimidating, offensive, or hostile.
Unwelcome behavior, pervasive or severe enough that a reasonable person would find it hostile and/or intimidating, that makes conditions for work inhospitable, and undermines a person’s ability to carry out their responsibilities to the university.
Brief and repeated verbal, behavioral, or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative indignities and make others feel uncomfortable or unwelcome.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when:
(1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or educational experience or their participation in a University program or activity,
(2) submission to or rejection of such conduct by an individual is used as the basis for employment, academic, or program-related decisions affecting such an individual, or
(3) creates a hostile environment.
An adverse action taken against an individual in response to, motivated by or in connection with an individual’s complaint of discrimination or discriminatory harassment, participation in an investigation of such complaint and/or opposition to discrimination or discriminatory harassment in the educational or workplace setting.
All work should be conducted according to the highest standards of academic and research integrity. Policies are clearly outlined by the Office of Student Conduct and Community Standards, and should be upheld in all research and educational efforts.
Campus Resources and Additional Links
- Office of Compliance: promotes compliance with University laws, regulations, and policies including Americans with Disabilities Act (ADA), Health Insurance Portability and Accountability Act (HIPAA) privacy, Title IX, public records, and discrimination. An Equal Opportunity Complaint can be filed with the Office of Compliance to address discrimination.
- Title IX Office: investigates issues of sexual harassment, sexual violence, dating/domestic violence, stalking, and discrimination on the basis of sex. Reports of these instances can be made directly to the Title IX office.
- Ombuds Office: provides confidential guidance for employees (graduate students, post-docs, faculty, staff) regarding workplace concerns, and can assist in mediating resolution processes.
- Office of Workforce Relations: addresses conflict resolution and grievances for employment issues. If a supervisor has broken a policy specific to the terms of employment, employees can contact the Office of Workforce Relations for assistance. Instances of sexual harassment can also be reported here.
- Dean of Students Office: provides support for students and connects them with appropriate resources on campus. Students can report instances of hate, bias, sexual harassment and other concerns to this office.
- Graduate School Grievances & Appeals: this process can be used by graduate students to address unfair treatment by faculty, staff, or other students.
- TAA Labor Union: labor union representing and protecting graduate students. TAA can provide confidential support to students to discuss options for employment concerns including hostile and intimidating behavior.
- Divisional Disability Representative: receives accommodation requests from employees to assist in responding to disability matters and complying with ADA
- ADA Coordinator: responsible for campus-wide compliance with ADA, appeals can be filed with the ADA Coordinator.
- McBurney Disability Resource Center: works to design accessible environments and provide academic accommodations for students with disabilities.
- Office of Employee Assistance: provides solutions to personal challenges for employees, including life transitions, physical or emotional health issues, and relationship challenges. Offers free counseling and consultation to faculty, staff, graduate student employees, significant others, and family members.
- Mental health resources: University Health Services provides many resources for mental health, including a 24 hour crisis line, free counseling, survivor services, and more.