• We establish clear expectations and processes, holding ourselves accountable for adhering to any established group norms.
• We conduct our work ethically and with honesty and objectivity.
• We accept responsibility for our conduct, decisions, actions, and failures, striving to create an inclusive workplace environment for all CIRES employees. 

• We foster cross-disciplinary relationships across the institute, engaging in continuous learning and critical thinking with each other.
• We embrace diverse perspectives to promote or nurture problem-solving and creative processes.
• We adapt to change and encourage out-of-the-box thinking, to promote growth and development of all CIRES employees.

• We work in partnership with other scientists and staff, within and outside our organization, to broaden our perspectives and impact. 
• We strive to represent all voices and ideas in conversations, projects, and publications. 
• We work to remove barriers to our collective scientific and administrative processes across the institute.

• We work to identify and mitigate bias on a personal, institutional, and process level.
• We are aware of each other’s unique backgrounds and perspectives, and how our different approaches to research enhance our work.
• We foster the health and well-being of our institute community by embracing flexibility in our work environment.

• We actively listen to others and honor different communication styles.
• We engage in candid and constructive dialogue on difficult topics.
• We work to resolve conflict by directly addressing the problem, and engaging outside support if needed.

It is not acceptable to manipulate or influence employees who are your direct reports. Examples include: forcing people to do work that is beyond their specific roles/responsibilities, enforcing authorship where it is not deserved, and creating an environment in which employees feel uncomfortable or unable to speak up about inappropriate behavior.

Conflicts will inevitably arise, but frustration should never turn into a personal attack. It is not acceptable to insult, demean or belittle others, including the use of curse words in emails, and/or attacking someone for their opinions, beliefs, and ideas.  It is important to speak directly when we disagree and when we think we need to improve, but such discussions must be conducted in a respectful and professional manner. 

Be conscious of the impact of your words and behavior. Hurtful or harmful language is not acceptable. This also includes repeated subtle and/or indirect discrimination; when asked to stop, stop the behavior in question.

Sustained disruption of events or meetings, including talks and presentations, will not be tolerated. This includes interrupting any employee repeatedly, or not allowing them to finish their thoughts or ideas fully.

Unwelcome sexual attention or unwelcome physical contact which includes sexualized comments, jokes, or imagery in interactions, communications, or presentation materials, as well as inappropriate touching, groping, or sexual advances. Additionally, touching a person without permission, physically blocking or intimidating another person. Simulated physical contact (such as emojis like “kiss”) without affirmative consent is not acceptable. The sharing or distribution of sexualized images or text is unacceptable.

Examples include identity-based jokes or comments that create a hostile environment, treating someone differently based on their identity, intimidating behaviors directed at someone based on identity, and referring to one’s age, nationality, ethnicity, disability, or race as a deficit to their work. If you are unsure if a word is derogatory, don’t use it.