Behaviour in PMF Working Spaces

Behaviour in PMF Working Spaces

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The PMF strives to be welcoming and open, and we encourage everyone to be proactive in creating an environment where the safety of others is valued. 

  • Everyone is responsible for their own actions and should be aware of the effect they have on others. 
  • Respect people’s opinions, beliefs, characteristics, differing states of being and points of view. 
  • Examine subtle and not so subtle prejudices. 
  • Be aware of the privilege you have in the space, how much space you take up, and how that affects others. 
  • Do not make assumptions about the experiences and lifestyles of others; respect the names and pronouns of everyone and do not assume anyone’s gender identity, sexual orientation, survivor status, health, beliefs, origins or economic status. 

 

The PMF values all individuals, regardless of status or position. Discrimination, bullying, harassment, victimisation, abuse or other inappropriate behaviour, including those not covered by law, will not be tolerated.

We will not tolerate behaviour which intentionally or otherwise: 

  • Creates feelings of unease, discomfort, embarrassment, humiliation, and/or intimidation
  • Causes offence.

 

Such behaviour includes but is not limited to: 

  • Aggressive or violent behaviour (physical or verbal)
  • The objectification of someone’s body (physical or verbal)
  • Unwelcome physical contact
  • Not allowing others to speak
  • Vulnerability caused through nudity, undressing or costuming
  • The pushing of people to share personal experiences
  • Discrimination or bias against someone based on their characteristics (race, gender, sexual orientation etc.) via any means, including the restriction of opportunity

 

This behaviour may be single incidents or a variety of repeated actions. It may be public and/or private. The actions may be verbal, non-verbal, written and/or physical. 

Don’t be a bystander: 

Everyone has a responsibility to stand up for each other, to call out inappropriate behaviour which includes anything that crosses your boundaries or makes you feel uncomfortable. 

ONLINE WORKING

The PMF also acknowledges that online spaces can feel different and may require an openness to adapting how we work together, and a recognition that we are all learning about the new impact of behaviours. We are open to adapting how we work and would ask people to have patience with each other. 

The PMF acknowledges that inviting people into your home can be exposing, so we respect that some people may prefer to keep their video off and that we make no judgments regarding this. 

PROCEDURES FOR DEALING WITH INCIDENTS

 If you wish to discuss or report any behaviour or incidents, you can contact either of the following people: 

 –       Mandy Ivory-Castile (PMF Chair) [email protected]

–       Louise Gregory (PMF Committee Member) [email protected]

Informal action will be considered, where appropriate, to resolve problems. 
Formal action to terminate the individual’s membership of the PMF may also be considered, where appropriate. 

Prior to such formal action being taken, an investigation will be undertaken. The subject of the investigation will be given the opportunity to state their case before any decision is made, and may be supported by a trade union representative or colleague.  Any investigative procedure will be supported by an impartial member of a relevant AAPTLE organisation.

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