SWS Code of Ethics
Adopted December 13, 2024
Updated: May 30, 2025
Acknowledgements: This Code of Ethics has been thoughtfully crafted with inspiration from the values and principles of the following organizations: Commercial Real Estate Women (CREW) Network, Democratic Socialists of America (DSA), Feminist Oasis, Girls Inc., Men Engage, National Latina Institute for Reproductive Justice, University of Alabama Women and Gender Resource Center (WGRC) and Women in Voice (WiV).
Unwillingness and failure to adhere to the Code of Ethics will result in consequences such as removal from SWS events and potential revocation of membership. SWS is committed to fostering a harassment-free environment for all members, and we take violations seriously.
1. Inclusivity, Intersectionality, and Equity
SWS operates under Bylaws, which are voted on by members. See Appendix 1 to access the SWS Bylaws.
We strive to foster an environment of belonging that recognizes, values, and supports diverse identities. We welcome individuals from all social groups, including, but not limited to, all gender and sexual identities, nationalities, cultures, religions, ethnicities, socioeconomic and employment statuses, ages, political affiliations, physical or mental abilities, and life experiences. Discriminatory behavior in any form is strictly prohibited.
Members are expected to:
- Embrace Diversity: Demonstrate respect for individual differences and engage in mindful, courteous interactions.
- Encourage Positive Communication: Foster an atmosphere of support and kindness and practice direct, constructive conflict resolution with graciousness that supports collaboration and growth.
- Contribute to a Vibrant Environment: Actively participate in creating and maintaining a welcoming and supportive environment for all members. Take proactive measures to prevent harm and report any harmful situations promptly [more details under #3].
Courteous, constructive, and inclusive communication that assumes the best in others includes:
- Listening Actively: Show consideration for others’ viewpoints and experiences even if they differ from their own. Listen to learn, not to judge.
- Using Courteous Language: Avoid language that is derogatory, discriminatory, mean-spirited, or inflammatory and individually targeted.
- Providing Constructive/Supportive Feedback: When asked and as appropriate, offer feedback that is aimed at fostering growth and improvement.
- Maintaining Professionalism: Keep discussions focused and relevant, even when disagreements arise.
- Encouraging Open Dialogue: Create a generative space for all members to express their thoughts and concerns without fear of ridicule and/or retaliation.
- Support and Accommodations: Communicate specific needs so SWS can assess and attempt to provide appropriate support and accommodations to facilitate engaged participation (both in-person and virtual).
See Appendix 2, the Community Agreement for SWS-Sponsored Events, which all members are expected to comply with as part of the SWS Code of Ethics.
2. Anti-Harassment and Courteous Environment
Sociologists for Women in Society (SWS) is an association that strictly prohibits all forms of harassment (in person and online), including but not limited to discrimination based on ability, age, gender, national origin, accents, race, religion, social class and sexuality or for political views. SWS prioritizes fostering a culture of respect among all members.
Harassment includes any unwanted behavior or communication that creates a hostile, intimidating, or offensive environment. This includes, but is not limited to, verbal, psychological, physical, or written actions that demean, belittle, or threaten an individual or group either in person or online (emails, virtual meetings or social media). Such behaviors violate our commitment to anti-harassment and inclusion.
These expectations apply to all SWS spaces at SWS meetings, activities and events, in-person and virtual. It may also apply to conduct that occurs outside of SWS spaces and to online conduct when that conduct affects the experiences of individuals in relation to SWS or ability of SWS leaders, member-volunteers, and employees to fulfill their obligations to the association.
Some SWS spaces may have additional rules in place, which will be clearly communicated to participants. Participants are responsible for knowing and abiding by these rules.
These expectations apply to all members, employees and non-member-participants in SWS activities and events. These expectations remain in place in the event of a membership lapse, suspension, or termination because targeting and harassing SWS members or staff is never acceptable in the SWS community. Such behavior obstructs the work of fostering and maintaining a feminist community.
Examples of behaviors that do not belong within SWS may include, but are not limited to:
- Bullying, intimidating, or threatening SWS members or the SWS staff.
- Taking photos or recordings of people without their permission.
- Behavior or language that discriminates, or may reasonably be perceived as discriminating, against a group of people.
- Sustained disruption of discussion.
- Stalking (including cyber stalking), following, or threatening anyone.
- Sexual harassment of any kind, including unwelcome sexual attention and inappropriate physical contact.
- Targeting of any form, including in-person or online harassment, against SWS members, the staff, and the Association at large.
- If your membership lapses (i.e., you’re not a current member of SWS), this expectation remains in place because targeting and harassing SWS members, the staff, and the Association at large is never acceptable in the SWS community. This bullying behavior works against the important work of fostering and maintaining a feminist community.
Please note that SWS cannot be responsible for the behavior of SWS members at other associations’ events (i.e., a non-SWS sponsored gathering such as ASA, SSSP, ABS). Please refer to those associations’ policies to obtain support.
3.Social Media & Listserv Engagement by/of SWS Members
Guidelines for SWS Listservs, Disclaimer, and Reporting Procedure
Individual SWS members posting to their individual/personal social media accounts does not constitute a post nor endorsement by SWS, even if they hold SWS leadership positions within the Association or for the Gender & Society journal.
Please keep in mind that while this is true, your audience may not know or acknowledge this distinction. Before you post, please consider the potential consequences for the Association and for people affiliated with SWS.
Further, members’ relationship to social media varies, as does their comfort level with various platforms. SWS members agree not to post about individual SWS members without first making a good faith effort to obtain their explicit consent before posting online. For example, if you are attending an SWS panel, and are inspired by what is being shared by a panelist and want to amplify it, make a good faith effort to approach the presenter and ask for permission first. Members cannot assume everyone has the same tolerance of social media, and we do not want to inadvertently expose a member to online trolling or risk.
Further, members should not screenshot and post on their individual social media accounts emails or other communication that comes from SWS Council, the Executive Office, or other SWS committees as these groups are sharing business about the Association to and for members only. SWS determines what information about the Association is shared on its public-facing outlets, including social media accounts and the website. SWS Council reserves the right to issue a warning, at minimum, or potentially revoke membership, for a member who fails to comply with these expectations, especially if the member has received prior warnings.
SWS’s Anti-Harassment and Courteous Environment expectations (section 2) and consequences apply to personal social media posts.
SWS Listservs
The SWS listservs are reserved as a benefit for current members. SWS listservs are not mandated by SWS Bylaws and they are unmoderated resources.
The SWS listservs are reserved as a benefit for current members. SWS listservs are not mandated by SWS Bylaws and they are unmoderated resources. SWS can not legally represent its members in a Freedom of Information Act (FOIA) request case if something posted on the SWS listserv is subject to a public records request.
Members must be familiar with the Guidelines for SWS Listservs, Disclaimer, and Reporting Procedure and understand the consequences of violating these expectations.
SWS’s Anti-Harassment and Courteous Environment expectations and consequences apply to SWS listservs.
See Appendices 3 and 4 for social media and listserv guidelines, respectively.
4. Accountability and Responsibility
SWS is committed to maintaining a welcoming and supportive environment for all members. All members share the responsibility of upholding this Code of Ethics. We expect everyone to hold themselves and others accountable to maintain a welcoming community. The Support and Resolution Pathways process is a tool members can utilize to address and resolve concerns, issues, and conflicts that arise within the Association amongst its members.
See Appendix 5 for the Support and Resolutions Pathways process.
5. Commitment to Protection Against Retaliation
We recognize that individuals who report misconduct or participate in investigations play a vital role in fostering a feminist community. Therefore, as outlined in the SWS Whistleblower Policy and Process, retaliation against anyone who reports misconduct, provides information, or participates in an investigation is strictly prohibited.
Retaliation may include, but is not limited to:
- Adverse actions such as dismissal, demotion, harassment, intimidation, or bullying.
- Negative changes to work or participation conditions, such as exclusion from events or opportunities.
- Any form of bullying directed at the individual who reported the misconduct or participated in an investigation.
- Retaliation does NOT include any sanctions a member may receive as a result of violations of the Code of Ethics and/or SWS policies.
See Appendix 6 for the SWS Whistleblower Policy and Process.
6. Review and Amendments
To ensure that our Code of Ethics remains relevant and effective, SWS is committed to reviewing and, if needed, updating this document annually. We recognize that as our community evolves, so too must our standards for ethics.
Review Frequency: The Code of Ethics will be reviewed at least once annually by SWS Council to address emerging issues, incorporate feedback from members, and reflect changes. Update dates will be added at the top so members are aware of the last review.
Amendment Process:
Members at any time are welcome to provide constructive input on improving the SWS Code of Ethics by emailing SWS Council at sws.council@socwomen.org. Your feedback will be forwarded to SWS Council for review and the member who submitted the amendment request will be provided with an update on the outcome of their request within 45-60 days.
7. Summary List of Appendices
The SWS Code of Ethics is the core guiding document which all members must agree to as a condition for maintaining “good standing” for SWS membership. Below is a summary list of appendices that have been incorporated into the SWS Code of Ethics.
Appendix 1: SWS Bylaws
Appendix 2: Community Agreement for SWS-Sponsored Events
Appendix 3: Social Media Guidelines
Appendix 4: Listserv Guidelines
Appendix 5: Support and Resolution Pathways
Appendix 6: SWS Whistleblower Policy and Process