The following content can also be found in our document concerning the ESN code of conduct.

1. Preamble

ESN Geel fosters a culture of openness and inclusivity where its members are safe to work, learn, network, and have fun in. ESN aims to nurture a healthy and positive environment where members can feel secure and comfortable, where they can grow and develop themselves, regardless of their identity, beliefs or preferences. ESN expects every member, regardless of background and position, to uphold its values in the way they behave towards their fellow members and externals and to treat each of them with respect and understanding.

2. The Code of Conduct

This document was developed around the idea that everything we do in connection with ESN will and should be based upon mutual respect and understanding. It set out to ensure that every person feels safe, included and respected during their involvement with ESN Geel.

Essentially, the goal of this document is threefold:

  • To provide guidelines on how volunteers should conduct themselves;
  • To raises awareness about and lay down unwanted behaviours;
  • To provide clarity on how to deal with situations where unwanted behaviours occur or are suspected to have occurred.

The behavioural standards of the Code of Conduct are:

  • Respect for inherent dignity;
  • Non-discrimination;
  • Full and effective participation and inclusion in ESN;
  • Respect for difference and acceptance as part of human diversity and humanity;
  • Equality and equal treatment.

3. Scope of application

The behaviours outlined in the Code of Conduct apply to all members of ESN, students and third people when they engage in any activity related to ESN. ‘Activity’ should be interpreted broadly and covers, but is not limited to, the following:

  • Meetings, gatherings or events, physical or online;
  • Online communication, through email or instant messaging;
  • Online activity in official or unofficial channels related to ESN such as Facebook
    groups;
  • External representation including non ESN related events.

4. Behaviours

It is important to ensure that we practice these standards within our organisation. To ensure the behavioural standards outlined in this Code of Conduct and the values of ESN are practised internally as well as externally, the display of behaviour that goes contrary to those is prohibited. Any report of such behaviour may trigger the procedures laid down in article 5. The behaviours to which this Code of Conduct applies are laid down below.

4.1 Discrimination

ESN is a place where everyone should be treated equally and where no type of discriminatory behavior shall be tolerated. The definition of ‘discrimination’ as seen in this document corresponds to the commonly used definition of discrimination, which is “treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of certain [characteristics or preferences]”.

In this document those characteristics or preferences include, but are not limited to:

  • Age;
  • Disabilities of any kind*;
  • (Chronic) Illness;
  • Education and socio-economic background;
  • Ethics and values, political or religious beliefs;
  • Gender including sex, gender identity or gender expression;
  • Sexual orientation;
  • Language and literacy;
  • Physical appearance;
  • Race, colour, nationality, ethnicity or origin;
  • Role or experience within ESN;
  • Choice to consume or not consume alcohol.

*Including long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder a person’s full and effective participation in society on an equal basis with others.

4.2 Prohibited behaviour

Prohibiting discrimination alone is not sufficient to ensure that ESN provides an inclusive environment. To ensure such an environment, volunteers need to treat each other with respect and dignity. This means prohibition of the following types of behaviour:

  • Bullying;
  • Harassment;
  • Intimidation;
  • Physical violence;
  • Abuse;
  • Nuisance;
  • Defamation.

5. Procedures and sanctions

5.1 Reporting a (suspected) violation

Enforcing the Code of Conduct can only be done if violations are reported. That is why everyone is encouraged to report a suspected violation if they witness it or become aware of it. Although it is understandable one may not feel comfortable reporting a (suspected) violation and one’s own safety ultimately comes first, it is still encouraged to not look away and contribute to the values we uphold as an organisation.

To make the reporting process easier, the procedures for reporting a (suspected) violation can be done by reporting to any of the board members of ESN Geel or by filling in the forms that can be found in the linktree and on the website of ESN Geel.

5.2 Sanctions

5.2.1 Types of sanctions

The circumstances in which Code of Conduct violations take place are rarely the same. Although each violation is taken seriously, they vary in severity. The sanctions that are applied to a violation are therefore not predetermined. They are rather established on a case by case basis. By establishing the sanction in such a way, justice is done to each individual. To nevertheless make the consequences of a violation somewhat predictable, the sanctions that could be imposed are laid down below:

  • A warning. Might constitute for grounds for further sanctioning;
  • Removal from an event;
  • Suspension of participation in events organised by ESN Geel;
  • Suspension from a position in ESN Geel. Duration of suspension may range from 1
    month to indefinite;
  • Permanent removal from a position in ESN Geel.

Sanctioning may involve multiple of the aforementioned points.

5.2.2 Imposing a sanction

When determining the type and severity of a sanction, the following factors must be taken into account:

  • Severity of the violation;
  • The intentionality of the perpetrators actions;
  • How often the perpetrator has committed a violation;
  • The position of the perpetrator within ESN;
  • The amount of evidence.
5.2.3 Principles

Imposing a sanction is not something that should be done lightly, considering the
consequences it could have for an individual. That is why the following principles should be respected when deciding on imposing a sanction:

  • Fair hearing and opportunity to present evidence;
  • Proportionality of the sanction;
  • Equality, meaning that similar cases should be treated similarly;
  • Transparency in reasoning of imposed sanction.