IMBRA Code of Conduct

​Purpose

The International Music Business Research Association (IMBRA) is committed to fostering an inclusive, respectful, and intellectually vibrant community. This Code of Conduct sets out the standards of behaviour expected of all members and participants in IMBRA activities, and the processes for addressing conduct that falls short of those standards.

Scope

This Code applies to all IMBRA members and to anyone participating in IMBRA activities, including but not limited to: conferences, workshops, webinars, publications and peer review, branch events, working groups, social media and other online forums, and ancillary or social gatherings associated with IMBRA.

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Our Commitment

IMBRA values diversity of thought, background and identity. We recognise that structural and institutional imbalances of power exist across many lines, including (but not limited to) race, class, ethnicity, nationality, gender, sexual identity, disability, economic status, employment status, religion, and age. We commit to countering the negative effects of these imbalances, to treating one another equitably, and to creating a climate in which people feel able to take intellectual and creative risks without fear of discrimination or abuse.

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Expected Behaviour

All members and participants are expected to:

• Treat others with respect, courtesy and consideration.

• Value differences and respect personal boundaries.

• Engage in debate and critique in a constructive, professional manner.

• Refrain from actions that could reasonably be expected to cause harm, intimidation, humiliation or exclusion.

• Support colleagues who experience harassment or discrimination and, where appropriate, raise concerns through the channels below.

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Unacceptable Behaviour

IMBRA will not tolerate behaviours that violate these principles. Examples include, but are not limited to:

• Non-consensual sexual attention or objectification.

• Physical, sexual, psychological or emotional violence.

• Shaming, bullying, stalking or intimidation in any form.

• Unwanted contact or persistent attention after a request to stop.

• Harassment, including conduct that is unwanted and related to a person’s race, ethnicity, nationality, gender, sexual identity, disability, economic or employment status, religion, age or other protected characteristic.

• Discriminatory behaviour.

• Professional misconduct such as plagiarism, exploitation, or abuse of power.

Responsibilities

• Individual members: Each person is responsible for maintaining a professional and healthy environment and for familiarising themselves with this Code.

• Organisers and chairs: Those running events, review processes or committees should ensure reasonable measures are in place to promote safety and inclusion, and to respond promptly to concerns.

• Bystanders and colleagues: Members are encouraged to intervene safely or to seek help if they witness breaches of the Code.

Reporting Concerns

Participants are encouraged to report violations to a member of the IMBRA Executive Committee or to the designated Conduct Officer (or equivalent role). Reports may be made in writing or verbally. Information about the reporting channels and the procedural documents are also available on this page.

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Principles for Handling Reports

Reports will be handled promptly and with care, guided by the following principles:

• Victim-centred: Support and safety of the person making the report will be prioritised.

• Confidentiality: Information will be shared only on a need-to-know basis.

• Impartiality: Investigations will be fair, unbiased and proportionate.

• Timeliness: Complaints will be addressed without undue delay.

• Transparency: Complainants and respondents will be informed of the process and their rights, within the limits of confidentiality and legal obligations.

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Possible Outcomes and Sanctions

Depending on the seriousness of the breach and the findings of any investigation, outcomes may include:

• Formal warning and requirement to apologise.

• Removal from specific IMBRA activities or events.

• Suspension or cancellation of IMBRA membership.

• Notification to an individual’s employing institution.

• Referral to local authorities where appropriate.

Support and Safety

IMBRA will seek to provide or signpost appropriate support to those affected by misconduct, including access to advice about psychological, medical and legal support where available. Members raising concerns will not be penalised for making a report in good faith.

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Appeals and Review

Decisions arising from complaints will include information about avenues for appeal. IMBRA will maintain an independent or impartial process for reviewing appeals in accordance with established procedures.

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Implementation and Review

This Code of Conduct will be promoted across IMBRA activities and incorporated into event materials and membership information. IMBRA will review this Code periodically and update it as necessary. Related procedural documents (such as the complaints procedure and bystander guidance) have also been made available to members.

Agreement

All IMBRA members must agree to abide by this Code of Conduct in order to participate in IMBRA activities.