As a research institute, campus and community leader, we recognize the important responsibility to act with integrity. This CIRES Code of Conduct reflects this commitment, and upholds the CU System Code of Conduct. Further, this document produces the framework in which CIRES employees strive to achieve the goals of the CIRES Strategic Plan, to create a culture of excellence and integrity.
As a community at CIRES, we are committed to fostering and sustaining an inclusive and welcoming work environment for all of our employees. In accordance with the Colorado Creed, we strive to act with honor, integrity and accountability in all of our interactions, respect the rights of others and accept our differences and contribute to the greater good of this community.
Aligning values to behavior
In our interactions with each other, we will use the CU Boulder Core Competencies as the guide for upholding our values and aligning our behaviors:
INTEGRITY
• 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.
INNOVATION
• 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.
COLLABORATION
• 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.
INCLUSIVE EXCELLENCE
• 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.
COMMUNICATION
• 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.
CIRES will not tolerate behavior that includes workplace bullying and harassment. Be aware that supervisors are mandatory reporters.
Workplace bullying
CIRES adheres to CU’s policies regarding workplace bullying, which is defined as: "Repeated and deliberate physical, verbal or written conduct intended to intimidate, degrade, and/or humiliate an individual or group in the workplace.” Examples of workplace bullying include:
Inappropriate use of power
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.
Personal attacks
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.
Derogatory language
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.
Disruptive behavior
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.
Harassment
CIRES adheres to CU’s policies regarding harassment: Sexual Misconduct, Intimate Partner Violence and Stalking Policy and the Protected Class Nondiscrimination Policy. Both of these policies apply to behaviors committed on campus or behaviors off campus where both parties are CIRES employees.
If the offending party is a member of the federal workforce or a partner external to CU, you may reach out to your direct CIRES Supervisor or the CIESRDS Science and Admin Manager to discuss your options. Examples of harassment include:
Sexual harassment
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.
Discriminatory harassment
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.
We share responsibility for the integrity of our organization. CIRES provides multiple channels for asking questions in confidence, preparing to talk with an employee about unacceptable behavior and reporting inappropriate conduct.
Please refer to the CIRES Strategic Plan website for more information.