The following plan applies to all attendees at SIO® -sponsored events conducted in person, virtually, or in hybrid format, including but not limited to annual international conferences, webinars, lectures, workshops, and presentations. 

These policies also apply to internal SIO convenings of the Board of Trustees and other leadership events including but not limited to board retreats, entity co-chairs meetings, and meetings of SIO entities.

Statement

SIO is committed to providing a safe, inclusive, and welcoming environment free from harassment, inappropriate conduct, communication or other behavior or discrimination based on, or because of, any person’s age, race/ethnicity, color, religion, gender identity, sex, sexual orientation, genetic information, national origin, disability, military or veteran status, or other personal characteristics. SIO expects all individuals (including SIO members, participants, attendees, event staff, presenters, vendors, exhibitors, and contractors) will treat one another with respect. As stated in the SIO Health Equity Mission Statement, available on the SIO website, SIO is committed to the following actions: “Developing and implementing a mechanism for SIO members to safely bring concerns about aggressions and microaggressions experienced within the Society; Supporting the SIO in creating a safe and compassionate space to work for justice, equity, diversity, inclusion, and belonging.”1

Code of Conduct

All presenters and participants at SIO events, whether virtual or in person, are expected to avoid and discourage harassment and other disrespectful behavior.  Please see the “Reporting” section below for instructions for secure, confidential reporting of harassment.

In the spirit of the SIO Health Equity Mission Statement, SIO is committed to the following goals:

• Avoiding discrimination/bias on how committee/task force/special interest group members, Board of Trustees members, Executive Committee members, and speakers/presenters for events are selected.

• Promoting equity within the organization and seeking diversity and inclusion.

• Avoiding microaggressions that reinforce inequities such as not using correct pronouns, mispronouncing names, using a conference setting and set-up that is ableist (stairs to reach podium), and other similar actions.

Definition of Harassment

Harassment can be a single incident or a pattern of unwelcome conduct or behavior where the purpose or effect (intentional or unintentional) creates an intimidating, hostile or offensive environment. Harassing behaviors can include (but are not limited to) unwelcome verbal or written comments; unwanted physical contact; jokes, epithets, slurs, negative stereotyping, written or photographic materials that make fun of or insult an individual or group; threatening or intimidating body language, gestures, or acts; or other similar inappropriate remarks or behavior.

Sexual harassment is a form of unlawful, prohibited discrimination. Sexual harassment, which may involve individuals of the same or different gender, can include (but is not limited to) unwelcome sexual advances or requests for sexual favors; sexual innuendo, suggestive comments or gestures; descriptive commentary about an individual’s physical appearance; talking about one’s own sex life or making inquiries about another person’s sex life; electronic stalking or sending lewd text, email or voicemail messages; displays of sexually suggestive objects or printed or visual material; unwelcome physical contact of a sexual nature; and other verbal, visual or physical conduct of a sexual nature.2

Harassment based on race, ethnicity, color, and/or national origin includes but is not limited to behaviors such as making derogatory remarks related to a person’s race, ethnicity or culture or related to a person’s dress, speech or personal appearance; microaggressions such as touching someone’s hair or skin, commenting on ability to speak English also constitute harassment and will not be tolerated. 

Harassment based on physical, cognitive, mental disability or “regarded as” having a disability includes but is not limited to making inappropriate jokes, gestures or other communications related to people with disabilities, or staring in an inappropriate or offensive manner. 

Harassment based on religion or creed is also prohibited. This includes the telling of inappropriate jokes or sharing of inappropriate religion-related anecdotes.

Definition of Inappropriate Conduct: 

Inappropriate conduct is also covered and is a separate, broader category of misconduct that may not meet the definition of harassment listed above. This type of conduct, though inappropriate and covered under this policy, may not constitute harassment under the law. Inappropriate conduct includes any comments or conduct that disparages or demonstrates hostility or aversion towards any person that could reasonably be perceived as disruptive, disrespectful, offensive, or inappropriate in the workplace.3

Reporting

If you are being harassed or have witnessed harassment and would like to make a report, please contact a member of the SIO Executive Committee (see below). If you have been a victim of assault or believe yourself to be in danger, seek help immediately by calling 911 or contacting hotel or conference security.

Linda E. Carlson, PhD, RPsych - President

Santosh Rao, MD, ABOIM - President-Elect

Ting Bao, MD, MS - Immediate Past President

Ana Maria Lopez, MD, MPH, MACP - Treasurer

Eugene Ahn, MD - VP of Communications

Channing Paller, MD - VP of Advancement

Jodi MacLeod - Secretary

Resolution

Once a report of harassment, unprofessional, discriminatory, or otherwise inappropriate behavior has been received, the Executive Committee and the co-chairs of the Health Equity, Inclusion & Belonging Committee will be notified and will convene via videoconferencing, email, and/or in-person meeting to discuss a resolution of the matter. Dr. Ana Maria Lopez, Co-chair of the Health Equity, Inclusion & Belonging Committee, will lead the resolution process. (Email: AnaMaria.Lopez@jefferson.edu, Phone: 347-852-1716)

A resolution may include, but is not limited to, a warning and/or and directive issued to the individual identified in the report to cease and desist from the reported behavior; a removal from or denial of access to SIO-sponsored events, and/or exclusion from future SIO-sponsored events on a temporary or permanent basis. If a participant is asked to leave a meeting as a result of a report received under this policy, the participant will not receive a refund. If the individual was invited as a speaker to attend the meeting, they may be asked to leave the conference venue, and actions described above may also be taken. 

If the individual identified in the report is an SIO member, a resolution may also include a termination of membership, as stated in the SIO bylaws, ARTICLE II, Membership, Section 4. Termination of Membership.

 “The Board of Trustees, by affirmative vote of two-thirds of all of the members of the Board, may suspend or expel a member for cause after an appropriate hearing as determined in the discretion of the Board of Trustees. 

Communication of Safety Plan

A short version of the Code of Conduct and Freedom from Harassment Plan will appear on the conference registration page, with a link to the complete, long version. Registrants will check a box indicating they have read and agree to abide by the Safety Plan. The long, complete version of the Safety Plan will appear in entirety on the conference webpage, and SIO will share this link via social media. Creative ways to communicate the Safety Plan include placards placed throughout the conference venue with a QR code linking to the Safety Plan. Conference co-chairs and/or Conference Planning Committee members will create brief videos about the safety plan for promotion on the conference website and social media. The QR code will also be featured on one of the scrolling slides that play on the main screen in between sessions. 

References:

1. SIO Health Equity Mission Statement https://integrativeonc.org/latest-news/367-health-equity-mission-statement-and-land-acknowledgment-statement

2. Bylsma, Wayne H., PhD, Chief Operating Officer. HR606 Anti-Harassment. February 20, 2019. American College of Physicians    https://www.acponline.org/system/files/documents/about_acp/who_we_are/anti_harassment_2021.pdf 

3. National Institutes of Health office of Management. Preventing and Addressing Harassment and Inappropriate Conduct. https://policymanual.nih.gov/1311  

SIO Inclusivity Guidelines

SIO conference attendees include people from a wide range of backgrounds and experiences. We ask that speakers/facilitators use language and visuals that make everyone attending the conference feel welcome and included. We strive to create an environment where all attendees feel safe, supported, and empowered.

Please keep in mind the following:

●      Individuals come from diverse backgrounds, including geographic location, race, ethnicity, sexual orientation, gender identity, economic background, language, politics and religion. During your presentation(s) and interactions with attendees, avoid stereotypes and making assumptions, and use language that is inclusive of those whose background may be different than your own.

●      This is an inclusive and welcoming environment. Please refrain from making comments about an attendee’s appearance, experience, language or anything else that could make them uncomfortable. See the SIO Safety Plan for more information. Even if you think comments are harmless, let individuals tell their own story.

●      When speaking about romantic partnerships, acknowledge that some attendees are in same sex relationships. For example, consider using “partner” instead of “husband” or “boyfriend” during your presentation. Not all participants have a romantic partner. When speaking about relationships or support networks, know that not all attendees are married or in a committed relationship. Sometimes their family and friends are their main source of support.

●     When speaking about or to people with cancer: 

•  Individual attendees with a lived experience with cancer are at various phases of cancer diagnosis. They may be newly diagnosed, post-treatment, a long-term survivor or living with metastatic cancer. Please use language that is inclusive of those who are living with metastatic cancer, in-treatment for the rest of their lives or who don’t know their prognosis. For the same reason, SIO refrains from using the terms like “warrior,” “battlefield,” or “winning the fight.” When an individual dies of cancer, we do not believe it is because they didn't fight hard enough.  

• Co-survivors also attend SIO events. Co-survivors may be the partner (male or female), parent, sibling or friend of a person with cancer; they may or may not fill the role of caregiver or care partner. Co-survivors will also have loved ones who are at various phases of diagnosis.

These guidelines are adapted from the Young Survival Coalition’s 2023 inclusivity guidelines.