EQUITY POLICY

At IISERB MUN, we are committed to fostering an inclusive and respectful environment for all participants. This Equity Policy outlines our dedication to promoting diversity and preventing discrimination based on protected attributes.

Protected Attributes

Protected attributes are qualities, traits, or characteristics that are protected by law and cannot be discriminated against. Protected attributes include age, gender identity(the gender-related identity, appearance or mannerisms or other gender-related characteristics of a person, including but not limited to the way people express or present their gender and recognise that a person’s gender identity may be non-binary), disease, mental health status, sexual practices, or experience, disability, marital status, pregnancy, race, religion, sex, sexual orientation, English speaking proficiency and ability, socioeconomic status and background and any other attribute where discrimination causes or perpetuates systemic disadvantage, undermines human dignity or adversely affects the equal enjoyment of a person’s rights and freedoms in a serious manner that is comparable to discrimination on a protected attribute listed above.

1. Discrimination based on protected attributes is unlawful and will not be tolerated at the IISERB MUN. It is a violation of this Equity Policy to treat individuals differently on the basis of differences in one or more of the protected attributes. This Policy prohibits any and all cases of violence and sexual harassment, as defined above. There shall be ‘zero tolerance’ for the same.

2. In the event of unlawful usage of protected attributes, IISERB MUN urges attendees to notify the equity committee or any Executive Board Member by the procedure mentioned towards the end of this document.

3. The misgendering, outing, and/or use of homophobic/transphobic slurs during this conference will not be tolerated. All delegates are expected to use the appropriate pronouns of other delegates and treat one another with empathy, kindness, and respect.

General Code of Conduct

Participants and Organizers of this conference are expected to treat each other with respect. This includes but is not limited to abiding by the equity policy, refraining from disrupting the decorum of the session, refraining from passing comments and non-constructive commentary during the session and respecting the decisions of the Chair and the Vice-Chair.

Language Guidelines

To ensure a smooth and successful conference, Delegates are expected to show consideration while interacting with each other.

1. Kindly refrain from using abusive and graphic language. Graphic descriptions of traumatic events run the risk of violating this policy and should be avoided. For instance, we encourage participants to avoid the use of graphic terms such as “r*pe” and use terms such as “sexual assault” instead.

2. Avoid making generalisations based on the protected attributes mentioned above.

3. Racist, Casteist, Sexual or any Derogatory Slurs are not to be used.

Definitions of Prohibited Behaviour

Bullying

Bullying is the repeated and/or unreasonable behaviour by an individual or group directed towards another individual or group, either physical or psychological in nature, that intimidates, offends, degrades, humiliates, undermines or threatens. This includes pressuring another individual or group to do something that they are uncomfortable with.

1. IISERB MUN has a zero-tolerance policy towards bullying.

2. Attendees are not permitted to resort to any form of bullying during this conference.

3. In the event of any violence that is suspected or occurred, IISERB MUN urges attendees to notify the Equity team or any Executive Board Member.

Violence

Violence is the intentional and non-consensual use of physical force or power, threatened or actual, against another person or against a group or community, which either results in or has a high likelihood of injury, death, psychological harm, maldevelopment, or deprivation.

1. IISERB MUN has a zero-tolerance policy towards any form of violence.

2. Attendees are not permitted to resort to any form of violence during this conference.

3. In the event of any violence that is suspected or occurred, IISERB MUN urges attendees to notify the Equity team or any Executive Board Member.

Harassment

Harassment is any unwelcome, offensive, abusive, belittling or threatening behaviour that humiliates, offends or intimidates an individual or group on the basis of a protected attribute.

1. Harassment in any form will not be tolerated, the nature of which includes, but is not limited to, discrimination on the basis of race, national origin, ethnicity, colour, religion, sex, age, mental and physical disabilities, socio-economic status, gender identity, gender expression, and sexual orientation or any protected attribute mentioned above.

2. Attendees are not to engage in any practice of harassment during the conference, including during committee sessions, in that an attendee assuming a character/state/country/delegation does not justify or allow for harassment.

3. IISERB MUN has a zero-tolerance policy towards any form of harassment/ sexual harassment.

4. In the event of any harassment suspected or occurring, IISERB MUN urges attendees to notify the Equity Committee or any Executive Board Member.

Sexual Harassment:

Sexual harassment includes unwelcome acts or behaviours such as the following:

• Physical contact and advances

• A demand or request for sexual favours

• Refusing to use a person’s identified pronouns

• Making sexually coloured remarks

• Showing pornography or sexually explicit material

• Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature

• Sending sexually explicit messages(by phone, email, etc.)

• Whistling, leering, catcalling

• Repeated and unwanted social invitations for dates or physical intimacy.

The above list is not exhaustive.

Vilification

Vilification is the public incitement of hatred, contempt or severe ridicule of another individual or group on the basis of a protected attribute.

Victimisation

Victimisation is to cause detriment to a person because that person has made a complaint or has taken part in complaints proceedings.

Complaints Procedure

Raising an Equity Complaint:

Any Individual aggrieved by a breach of the Policy may

approach the Equity Team to register a complaint. All complaints raised are treated as

confidential, and due regard will be given to the complainant’s wishes as to whether or not a complaint is investigated further.

Moreover, if attendees witness unlawful usage of protected attributes or exhibition of prohibited behaviour, we encourage them to promptly notify the Equity Committee or any Executive Board Member through the procedure outlined in this document.

There are multiple ways in which a complaint can be raised:

1. An Informal Complaint is akin to a discussion. It is one that raises concerns, but an individual is unsure if it constitutes equity or not and would like clarity regarding the situation. In such a scenario, they may approach any or all members of the Equity Team. Equity Officers may recommend future courses of action, including but not limited to facilitating a formal complaint.

2. A formal complaint is one where the complainant would like a formal response, such as conciliation or disciplinary action. Individuals wishing to make a formal complaint alleging a breach of this policy may inform the Equity Team, upon which an investigation into the merit of the complaint will be conducted. Complaints may be withdrawn at any time, ending the investigation into them.

3. Complaints can also be made anonymously through this form. If the complainant doesn’t want to disclose their name, they may appoint a point of contact who will fill out the form or approach the equity team with the complaint.

The Equity team will carry out the investigation of the breach of equity, and both parties will be invited to participate in the investigation.

Processing and Investigating an Equity Complaint:

1. A hearing will be conducted with the complainant and will be recorded in writing.

2. A hearing will be conducted with the offending delegate and will be recorded in writing.

3. A hearing will be conducted with any other participants, as deemed appropriate.

After the investigation, the equity team will determine whether there has been a breach of the equity policy or not. In the case of a breach, appropriate steps will be taken, which may involve explaining the offence to the offending delegate, bringing both parties to conciliate the dispute, requesting a formal apology from the offending party, issuing a warning to the offending party, expel the offending party from the tournament. The steps taken would be determined by the severity of the issue and the cooperation of the offending party in resolving it.

Disclaimer of Liability:

The Equity Team and the Student Development Council (parent of IISERB MUN) shall not be held liable for any actions, decisions, or consequences arising from the implementation of this Equity Policy. Attendees, participants, and complainants acknowledge that the Equity Team and the Student Development Council are acting in good faith to address equity concerns but are not responsible for any inadvertent errors, omissions, or outcomes resulting from the handling of complaints or investigations. The Equity Team and the Student Development Council disclaim any liability for damages, losses, or harm incurred by individuals or groups participating in or associated with IISERB MUN related to the enforcement of this Equity Policy. It is the responsibility of all participants to familiarize themselves with this policy and adhere to its guidelines.