Code of Conduct

NCSM: Leadership in Mathematics Education is committed to fostering an inclusive, respectful, and intellectually vibrant community where members can exchange ideas freely, engage in professional disagreement, and participate in the vigorous exchange of opinions. These interactions are vital to the advancement of knowledge and the enrichment of our professional fields.

This Code of Conduct is not intended to suppress intellectual engagement or diverse perspectives but to ensure that all members can contribute to and benefit from NCSM’s activities without fear of harm or discrimination. It establishes a framework to protect individuals from harmful conduct, promote mutual respect, and uphold the values of professionalism and integrity that define our community.

By adhering to these principles, we strengthen our foundation for meaningful collaboration, communication, and shared progress within and beyond our professional community.

NCSM is committed to fostering a professional, inclusive, and respectful environment for all members and participants in NCSM-related activities. This Code of Conduct applies to all members, conference attendees, committee members, Board members, staff, and anyone engaging with NCSM, whether in person at an NCSM event, online at an NCSM program or in an NCSM forum, or through other NCSM channels. These expectations extend to the NCSM Annual Conference, committee and Board meetings, and any other NCSM-related engagements.

Definitions

  1. Bullying. Bullying is unwanted aggressive behavior targeting a person or group of people that involves an actual or perceived power imbalance and repeated aggression. Bullying can be verbal (e.g., ridicule or disparaging remarks); it can be exacted through intimidation; or it can take the form of professional interferences, such as sabotaging another’s success.
  2. Discrimination. Discrimination is differential and unfavorable treatment based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, age, disability, or genetic information, or any other protected characteristic under federal or state law.
  3. Harassment. Harassment is unwelcome conduct that is based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, age, disability, or genetic information, or any other protected characteristic under federal or state law where 1) enduring the offensive conduct becomes a condition of access to a member benefit or participation in a member event, or 2) the conduct is severe or pervasive enough to create an environment that a reasonable person would consider intimidating, hostile, or abusive. Petty slights, annoyances, and isolated incidents (unless extremely serious) do not amount to harassment.
  4. Sexual Harassment. Sexual harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where such conduct is quid pro quo or has the purpose or effect of creating a toxic, intimidating, or hostile environment.
  5. Microaggressions. Microaggressions are everyday, subtle derogations, slights, and invalidations, that alone or in the aggregate, harm minoritized or marginalized individuals and communities. In some instances, microaggressions may be intentional; in other instances, a person may be unaware that a statement or behavior amounts to a microaggression.
  6. Retaliation. Retaliation is the mistreatment of or the threatened mistreatment of an individual for filing a complaint pursuant to this Code of Conduct or participating in any manner in NCSM’s resolution of a complaint filed pursuant to this Code of Conduct.
  7. Unprofessional Behavior means conduct that a reasonable person within the NCSM community would deem to be at odds with expectations of the profession. Examples include shouting or using abusive language, interrupting a presentation, publicly insulting a member or member institution, misusing social media to discredit professional reputations, misrepresenting credentials, being under the influence of illegal drugs or alcohol at an NCSM professional (non-social) event, or other similar behavior.

Standards of Conduct

NCSM does not tolerate any form of bullying, discrimination, harassment, microaggressions, retaliation, or unprofessional behavior. We expect all individuals involved with NCSM to respect others and contribute to a safe and welcoming environment. This includes minimizing microaggressions, rejecting oppression, and combatting any other harmful behaviors based on, but not limited to, the following: ethnic or national origin, race, religion, citizenship, language, political or other opinions, sex, gender identity or expression, sexual orientation, disability, physical appearance, age, economic class. In addition to refraining from conduct that might amount to discrimination, harassment, or bullying, as described above, NCSM also prohibits conduct that may be injurious to NCSM or its reputation or may reflect poorly on the NCSM community.

Examples of violations of this Code of Conduct include, but are not limited to:

    • Failing to disclose or recuse oneself from conflicts of interest;
    • Academic and research dishonesty;
    • Misusing NCSM resources;
    • Failing to comply with NCSM’s policies, procedures, Bylaws, and other governing instruments;
    • Illegal colluding, price fixing, splitting of markets, or other activity in contravention of applicable antitrust laws;
    • Cyberbullying, trolling, doxing, catfishing, or other online harassment, bullying, and unprofessional behavior;
    • Misrepresenting one’s position or authority at NCSM;
    • Disclosing NCSM’s confidential information; and
    • Using one’s position for personal gain.

Any other conduct that amounts to illegal or Unprofessional Behavior, as defined above and as determined in NCSM’s reasoned discretion, may also amount to a violation of this Code of Conduct.

Expectations of Behavior

NCSM encourages open dialogue and professional conduct in all interactions. Members should feel free to engage in civil discussions and debates without fear of interference or coercion.

The preferences and boundaries of presenters when at an NCSM event, such as requests for mask-wearing or other health measures, will be considered and, to the extent practicable, at NCSM’s sole discretion, respected.

Dress codes for events are not strictly enforced; however, attendees are encouraged to dress in a manner that aligns with the spirit of professionalism and respect.

What to Do if You Witness or Experience Conduct That Violates This Code of Conduct

Conduct in violation of this Code of Conduct should be promptly brought to the attention of any one of the following:

NCSM is committed to responding to all reports that if substantiated, would amount to a violation of this Code of Conduct, and taking appropriate action to address the situation.

NCSM’s members, conference attendees, committee members, Board members, staff, and anyone engaging with NCSM, whether in person at an NCSM event, online on an NCSM program or forum, or through other NCSM channels may report conduct in violation of this Code of Conduct.

Enforcement and Consequences

Any violation of this Code of Conduct will be addressed promptly and seriously. NCSM reserves the right to take any action deemed necessary to protect participants and the organization. This includes, but is not limited to, verbal warnings, suspension, sanctions, or expulsion from NCSM events or membership. Violators of this Code of Conduct may be expelled without a refund of any amounts paid.

Reporting and Response

We encourage you to report policy violations as soon as possible either directly to the NCSM Executive Director or through the NCSM office or online incident report form available on the mathedleadereship.org website. Prompt reports will better enable NCSM to effectively investigate and remedy the matter, as documentation will be preserved, witnesses will be available, and memories will be fresh. Staff will notify NCSM leadership, including the President, President-elect or Past President and the Executive Director who will take the necessary steps to investigate and address the issue. In the event the President, President-elect, Past President, or Executive Director are or become the subject of a report or investigation related to this Code of Conduct, the other individuals not the subject of the report or investigation will work together to ensure the issue is addressed appropriately and escalated to the Board if needed.

All reports will be handled confidentially to the extent possible, and the wellbeing of those involved will be prioritized. In all instances, the individual or individuals alleged to have engaged in a violation of this Code will be afforded the opportunity to respond, either orally or in writing, and such response will be meaningfully considered by decision-makers, made up of board members, as part of this process. NCSM will retain records of all reported incidents and accompanying documentation for at least two years from the date the record is submitted.

NCSM may also collaborate with event venues or external organizations that have their own Code of Conduct, but this NCSM Code of Conduct takes precedence in NCSM-sponsored activities.

If it is determined that an individual has engaged in prohibited conduct, the NCSM Board of Directors, or the appropriate committee or staff designee, shall determine the appropriate action to be taken against the individual, which may include, but is not limited to:

  • Private meeting to discuss and educate
  • Private reprimand
  • Expulsion from the NCSM event without warning or refund
  • Implementation of conditions upon attendance at future NCSM events
  • Removal of the individual as a board member or other position
  • Restriction from attendance at future NCSM events and association spaces
  • Suspension from or revocation of membership in NCSM, pursuant to the NCSM Bylaws

Determinations reached in NCSM’s complaint process are not legally conclusive in any other proceeding.

False Reporting

Knowingly making a false accusation of harassment, discrimination, or retaliation, or knowingly providing false information in the course of an investigation of a report, may be grounds for appropriate disciplinary action. A complaint made in good faith, even if found to be unsubstantiated, will not be considered a false accusation.

Retaliation

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation and is strictly prohibited. Acts of retaliation should be reported immediately and will be promptly addressed.

Appeals

With the exception of any resolution that requires approval of the Board of Directors, any party may appeal a decision made pursuant to this Code of Conduct to the Board of Directors.

To appeal a decision, a letter must be sent to the Board of Directors outlining the reason for an appeal request within 30 days of receiving the summary overview of the complaint and resolution.

Appeals must be based on one or more of the following grounds: (1) an unreasoned determination; (2) a departure from the procedures described in this Code of Conduct that significantly and materially impacted the decision, (3) a decision influenced by bias or a material conflict of interest; (4) a disproportional consequence relative to the misconduct, or (5) a decision at odds with federal, state, or local law.

Decisions on appeal are final and shall not be subject to any further review.

Conclusion

This Code of Conduct is designed to ensure a safe, inclusive, and supportive environment for all members and participants. We thank you for your cooperation in upholding these standards and contributing to the positive atmosphere that defines the NCSM community.

Review and Revision

This policy may be reviewed and revised periodically by the Board, as needed, based on any changes in laws, regulations, policies, or procedures that affect NCSM