Organisers and participants each bear responsibility for creating an inclusive environment that will foster rigorous, respectful and nourishing exchanges. We expect conference organisers in particular to have due regard to the different characteristics, circumstances and positions of those working within the discipline of European law, and to promote and support the equal participation of those attending or seeking to attend ELU-S conferences and events. This responsibility on organisers and participants entails a duty to acknowledge the many peripheries instituted inside and outside European borders, in and through European law and European legal academia, as well as the layers of privilege defining and further differentiating Europe’s “cores”. To be “unbound” from these legacies, our events will need a real commitment to academic conviviality.

Organisers should choose invited speakers with a view to ensuring diversity, including – but not limited to – academic approaches, disciplines, nationalities, seniority, and gender. In preparation of an event’s programme, efforts will be made to address (and overcome) possible biases leading to underappreciation of scholars belonging to one or more marginalised groups.

Panel proponents should also be mindful of blind spots in panel composition. In particular, panels should always strive to include a person of a different gender in a non-ceremonial role.

Organisers and panel proponents should consider accessibility of these events more broadly for a diverse range of participants and audiences. This will involve paying specific attention to the ways that conferences and panels can be organised, scheduled and facilitated in order to promote and support diversity and inclusion. This could include, for example, venue accessibility or childcare facilities.

Discrimination and harassment: During and around events, discriminatory (direct or indirect), demeaning, harassing or intimidating behaviour will not be tolerated. We expect all participants to interact with each other respectfully irrespective of nationality, seniority, gender, identity, affiliation or any other characteristic.

Any inappropriate behaviour – that is, behaviour that can be reasonably understood by the addressee or bystanders as demeaning, discriminatory or intimidating – provides reason to deny the perpetrator participation in future events of ELU-S. The Executive Board of ELU-S is responsible for these decisions.

Inappropriate behaviour includes all forms of sexual harassment. We adopt the definition of sexual harassment of the Law & Society Association, including “severe or pervasive unwelcome solicitation of physical or emotional intimacy or touching, as well as severe or pervasive commentary or nonverbal conduct that is sexual in nature, regardless of the gender of the complainant. To be sexual harassment, the harassment need not involve sexual desire.”

Before the beginning of each event, at least one contact person will be tasked with receiving complaints and be available in case a participant wishes to confidentially discuss matters falling within the scope of this policy. The person’s contact details will be shared with participants and it will be made clear how to best contact the person during the conference. The contact person will not share any information but can assist complainants with reporting their experience to the ELU-S executive board.

After the inaugural conference, a working group will be established to work out a new version of this policy as well as a policy considering diversity, equality and inclusion in ELU-S beyond conferences.