Code of Conduct and Complaints Procedure

Nordic Editors and Translators (NEaT)

Policy on Professional Conduct and Harassment

Professional Conduct

Professionalism and inclusiveness are cornerstones to the community of Nordic Editors and Translators (NEaT), and shall extend to all virtual and physical interactions across NEaT platforms. 

This policy outlines the codes of professional conduct and the policy on harassment governing NEaT members and its community of editors and translators. 

This policy will apply to all interactions between NEaT members, both at events and meetings as well across NEaT’s social media platforms. A separate document outlines how the NEaT Board will react to and address any reported instances violating its policy on professional conduct and harassment (see NEaT’s Complaints Procedure). 

In adopting this policy document, we take the core values of professionalism to include:

  • moral values such as honesty, integrity and trustworthiness;
  • values which are specific to the profession (confidentiality and accuracy), society (commitment to excellence, to one’s clients, and the NEaT community), and oneself (self-reflection and responsibility);
  • humanistic values such as empathy and compassion.

Behaviours demonstrating adherence to professionalism include, but are not limited to:

  • Acting with integrity and truthfulness and demonstrating integrity in professional relationships. 
  • Demonstrating dependability in carrying out professional responsibilities and commitments.
  • Acting in such a way which demonstrates empathy and respect for cultural diversity by (see below under harassment), including
    • appropriate interpersonal interactions with respect to culture, race, religion, ethnic origin, gender and sexual orientation and 
    • demonstrating respect for differing values and abilities amongst peers, clients and representatives from partner organisations.
  • Communicating effectively with peers and other professionals, and formulating written communications which are professional and respectful in content and tone.
  • Ensuring confidentiality of communications containing proprietary information and/or personal details, both amongst and between professional peers as well as clients.
  • Behaving in such a way which is professional and respectful. 

If two or more members witness or are privy to instances of violations to the professional conduct policy by a fellow NEaT member, all attempts to address and correct such behaviour should be negotiated in the first instance between those specific members. If a disagreement occurs and an agreement or compromise cannot be reached, the violations should be reported in accordance with NEaT’s Complaint Procedure.


NEaT has adopted a zero-tolerance policy towards harassment and discrimination of any kind amongst its membership. 

It is difficult to include a precise definition of all instances of harassment. However, in broad terms, NEaT recognises harassment as unsolicited comments or behaviour based on an individual’s sex, race, age, ethnicity, national origin, religion, disability, gender identity or expression, sexual orientation or veteran status. 

Examples of harassment include behaviour deemed unwanted or offensive; unwanted or threatening written or oral communications; foul or derogatory language of an offensive nature directed at a group or an individual; racist, sexist or ethnic jokes or caricatures which demean an individual or group; and uninvited touching of a sexual nature or sexually related comments. 

Complaints Procedure 

As a professional association, NEaT hopes that all our members treat each other with respect and decorum at all times. However, we recognize that, inevitably, situations will arise in which one member has reason to take offence at the behavior of another. It is part of our responsibility to investigate such incidents, mediate between the parties if possible, and apply sanctions when necessary.

When a complaint arises, the following steps should be taken:

  1. Hear out the complainant with a sympathetic ear and an open mind. Take discreet notes and allow the individual(s) to recount the incident without rushing to judgment. 
  2. Bring the matter to the NEaT Board, which determines if the incident needs to be addressed. The Board should grant the benefit of the doubt to the complainant. If there is any question or uncertainty regarding the complaint, an investigation should be launched. If the incident involves possible criminal action, it must be referred to the appropriate authorities (e.g., the police) and the Board should cooperate as fully as possible with the actions taken by those authorities.
  3. If the Board determines that there is a need for an internal investigation, it should select a member to investigate the incident at the earliest opportunity. This member should be disinterested, conversant with the complaints procedure and able to proceed in a calm and discreet, yet firm manner.
  4. The Board informs the alleged culprit of the investigation and requests them to direct all further correspondence regarding the matter to the investigator, and to refrain from discussing the case in public.
  5. The investigator conducts a formal interview with the complainant, taking note of all relevant information regarding the incident. The complainant is also asked to refrain from discussing the case in public.
  6. The investigator requests a formal interview with the alleged culprit. If the request is acceded to, the investigator should take special note of how the accounts of the incident may differ. If the formal interview is refused, they take note of the refusal. Refusal should not prejudice the status of the alleged culprit but it must be taken into account in the final report.
  7. The investigator calls for further information from other parties present during the incident. All pertinent information should be recorded. 
  8. The investigator collates the data and prepares a report for the Board. They may also present recommendations for any actions.
  9. The Board decides on what action is to be taken regarding the incident, bearing in mind that this is a civil proceeding and thus should be judged on the balance of probabilities rather than reasonable doubt. 
  10. The decision of the Board is announced to the parties involved. No broader announcement needs to be made unless particularly appropriate to the situation.

These steps represent a guideline for action, and may be adapted to the situation according to the judgment of the Board or its appointed investigator.