This is based on the original source of the Anti-Harassment Policy, with additions recommended by LCA organizers and Audrey Eschright's talk on enforcing a conference code of conduct.

Implementation Notes for Conference Organizers

  • Having people whose full-time role on the conference is to take reports and handle it. In some cases, handling a report can be emotionally draining, and your person in charge of responding to that incident will be less likely to handle other conference tasks.

  • Have a diverse range of people (definitely gender, ethnicity and sexual orientation where necessary -- consider your demographics) able to take reports, and consider having non-organisers as well as organisers on-deck as report-takers

  • DO NOT let these roles fall solely to women organisers.

  • Have an e-mail address and a phone number for incident reporting, and make these prominently visible throughout the venue (especially in bathrooms/other places where people might go for privacy/escape). Also present them each morning in the opening session. Twilio sells "burner" phone numbers that can be used to forward calls to one or many people.

  • Have campus security on-board and make sure they know who the event organisers are, in case you need to eject anyone.

  • Have a list of local resources, from mental health support lines through to police available to incident responders.


Any member of conference staff can issue a verbal warning to a participant that their behavior violates the conference's anti-harassment policy. Warnings should be shared with dedicated incident handlers as soon as practical (except when they've been involved of course). The report should include:

  • Identifying information (name/badge number) of the participant
  • The time you issued the warning
  • The behavior that was in violation
  • The approximate time of the behavior (if different than the time of warning)
  • The circumstances surrounding the incident
  • Your identity
  • Other people involved in the incident

Make sure that all reports as sufficiently anonymized concerning the details of the reporter. Also consider anonymizing any other details, to reduce the risk of revenge in the future. Share reports only on a "need to know" basis.


Presentations or similar events should not be stopped for one-time gaffes or minor problems, although a member of conference staff should speak to the presenter afterward. However, staff should take immediate action to politely and calmly stop any presentation or event that repeatedly or seriously violates the anti-harassment policy. For example, simply say "I'm sorry, this presentation cannot be continued at the present time" with no further explanation.

Taking reports

When taking a report from someone experiencing harassment you should record what they say and reassure them they are being taken seriously, but avoid making specific promises about what actions the organizers will take. Ask for any other information if the reporter has not volunteered it (such as time, place) but do not pressure them to provide it if they are reluctant. Even if the report lacks important details such as the identity of the person taking the harassing actions, it should still be recorded and passed along to the appropriate staff member(s). If the reporter desires it, arrange for an escort by conference staff or a trusted person, contact a friend, and contact local law enforcement. Do not pressure the reporter to take any action if they do not want to do it. Respect the reporter's privacy by not sharing unnecessary details with others, especially individuals who were not involved with the situation or non-staff members.

Gather the same information as listed under the ?warning heading|, as much as available. In addition, include whether the incident is still ongoing or not.


A participant may be expelled by the decision of any of the above listed entities for whatever reasons they deem sufficient. However, here are some general guidelines for when a participant should be expelled:

  • Multiple offense resulting in a warning from staff
  • Continuing to harass after any "No" or "Stop" instruction
  • A pattern of harassing behavior, with or without warnings
  • A single serious offense (e.g., punching or groping someone)
  • A single obviously intentional offense (e.g., taking up-skirt photos)

Hotel/venue security and local authorities should be contacted when appropriate.

Public statements

As a general rule, conference staff should not make any public statements about the behavior of individual people during or after the conference.

In general, consult with other staff members when possible but act when necessary.