Proposal to Develop Department Civility
Introduction
University department civility statements are intended to be guides to forming a positive, inclusive, and supportive departmental climate and culture. These statements will describe the formal and visible climate and culture by describing incivility and civility behaviors, provide suggestions to guide the faculty and department chair to establish a positive department environment, basic principles for department civility, a process for addressing possible violations, and expectations for digital interactions and communications, and positive coping suggestions for faculty and department chairs. In many cases, the determination of whether conduct is civil or uncivil depends on the context which may include the activities occurring at the time of the conduct. Universities also have diverse faculty, and it is important to consider cultural differences that influence behavior and interpretation of the behavior. This statement developed by departments will affirm that faculty have a right to freedom of speech and expression to in accordance academic freedom. The guidelines that are presented describe the professional conduct expectations for faculty including when exercising their freedom of speech and academic freedom. Faculty concerns regarding discrimination and Title IX should be pursed via the University’s Policies, and the State Policies and Laws.
Definition and Examples of Incivility
Incivility is defined as rude or unsociable behavior as guided by the University’s Faculty Code of Conduct. Examples are as follows. Generally, these examples for incivility behaviors will breach the Guideline if they are part of a pattern of conduct, as opposed to isolated events.
- Shouting
- Profanity, abusive, aggressive, or violent language directed at or about an individual or individuals.
- Psychological Harassment
- Comments suggestive of violence
- Slamming doors
- Throwing objects
- Humiliating, degrading, demeaning, belittling, insulting, frightening, or intimidating comments to another person or group of people.
- Communications distributed or to an individual, whether verbally or in writing, including
online, that are unjustified and are likely to have a negative impact on the individual.
- Telling inappropriate jokes
Department Civility Statement Guide and Components
Statements should include the following components described. Essential to include are an affirmation of the Principles of Civility, Principles for Eliminating/Reducing Incivility, All or selected parts of Principles for Reducing/Eliminating Incivility, Procedures for the department chair and Digital Concerns.
Principles of Civility
The fundamental and basics principles are to Demonstrate respect, caring, valuing and positive regard for colleagues., show tolerance for diverse opinions and perspectives, Reduce or eliminate interpersonal conflicts, encourage collaboration, Show openness, flexibility, and tolerance. In addition it could be important to include statements on the important of Promoting trust and safety for faculty interactions and discourse., and an emphasis that Free speech and academic freedom are essential and will be supported, and that behavior should Contribute to collegiality, the positive workplace climate.
Principles for Reducing/Eliminating Incivility
- All parties are valued, respected, and valued.
- Negative reinforcement is not always effective, and observing it applied may send the wrong message to others.
- The Faculty Code of Conduct is the guide for professional behaviors.
- Due diligence and due process must be maintained.
- Freedom of speech must be respected.
Possible Motivations for Incivility
The following list is not all inclusive. It tries to list some conscious and/or unconscious motivations for the person committing the offense.
- To gain or exhibit power and control,
- to show superiority, A means to express frustration, Feels entitled to be uncivil, indifferent to others. Ex. To show that the other person does not “matter.”, as a means to demonstrate manipulation or exploitation, to produce fear and intimidation.
- Other possibilities include.
- Bullying, as a mask for inadequacy, shame, guilt and the like, the person may have a strong emotional connection to the topic and does not have the words or control for expressing thoughts, feelings or ideas, To be condescending, arrogant, Lack of empathy, and/or Displacement.
Digital Concerns
Digital concerns include social media, e-mail, and phone calls.
Posting on social media and email or other forms of digital communication among and about faculty are expected to meet the following professional standards.
a. Communications are expected to be professional, respectful, and mindful of the possible impact on the person(s).
b. Digital incivility actions include but are not limited to the following:
- Name-calling
- Profanity or symbols/abbreviations for profanity
- Direct or implied threats
Harassment or bullying statements/comments.
Denigrating comments
c. Faculty are encouraged to be circumspect for their postings on their social media accounts outside of the university that concern faculty, the department and/or students.
Procedures for the Department Chair to Include Possible Disciplinary Actions
The department chair may choose to consult with the Dean, Ombuds or other appropriate persons/bodies before addressing a complaint about incivility. After receiving a complaint or observing an incivility, the department chair is expected to do the following.
a. Assess the severity of the charge and implement either an informal or formal procedure. Severe charges will necessitate formal procedures.
b. The informal procedure will involve talking with the offender about the alleged offense and making them aware of the impact of their actions and violation of the Faculty Code of Conduct and the department’s Civility Statement.
c. The chair may elect to use this opportunity to as a warning to the offender that repeated offenses may result in disciplinary actions.
Formal Procedures
When an offense is assessed as severe, or is a repeated offense, or is a pattern of such behaviors over a period of time, formal procedures can be implemented. Care will be taken to ensure due process for the faculty to include notifications to faculty, provisions for an opportunity for responses, guidance and support for faculty facing charges, and suggestions and/or recommendations for how to address the charge(s) that protects all and could be legally defensible if necessary.
Positive Actions as a Response to Incivility
Department Chair, Dean
- Try to increase the offender’s awareness of what was done or said that exhibited incivility and ask them to change their behavior.
- Hold formal/semi-formal program, department, committee, etc. meetings where faculty must be recognized to speak.
- Consider holding mediated meetings.
- Develop “civility” rules for meetings and department expectations.
Individual Faculty
Use the list below according to your personality and needs.
- Avoid the person or the topic – do not engage.
- Leave the interaction (make an excuse or not)
- Fog – bring in unrelated topics.
- Deflect – change the subject!
- Stay calm, use a low voice, talk slower!
- Be formal such as addressing them by their title.
- Acknowledge their feelings and focus on these.
- Do not try to rebut when either your emotions or theirs are intense.
- Report the incident(s) to the proper authorities.
- Only correct their perceptions with facts that can be objectively verified.
- Do not confront as this seldom or never works.
- Refrain from complaining to other faculty.
- Do not become passive-aggressive.
- Curb your hostility.
- Visualize a peaceful scene with you in it.
- Stay aware of your transference and projections that may fuel your reactions.
- Stay aware of the costs of winning or of losing.
Selected Resources
American Association of University Professors: https://www.aaup.org>import-tags>civility
Clark, C. (2013). National study on faculty-to-faculty incivility, Nursing Outlook, 70, 2, 259 – 270.
Hudgins, T., et al. (2023) An analysis of the perceptions of incivility in higher education. Journal of Academic Ethics, 21, 1777-191.
Knepp, J. (2012) Understanding student and faculty incivility in higher education. Journal of Effective Teaching 12, 1, 33-46.
Murthy, V. (2022). Confronting health worker burnout and well-being. New England Journal of Medicine. 387:577 – 579.
University of Toronto: https://people.utoronto.ca>policies