The Code of Conduct is based on the shared UAEM values, as stated in UAEM’s Vision, Mission, and Values (VMV) and reflected on our external materials. The values are reiterated here:

Universities have a social contract with society and, as educational and research institutions, they have a responsibility to promote and manage the deployment of innovations for the public benefit. In no field are the moral imperatives to do so as clear as they are in medicine.

Students are uniquely positioned to push for normative change anchored in their universities and research institutions. We will use the intellectual sophistication, rigor, and integrity of our members to fight for increased innovation as well as access to medicines and health-related technologies for all.

Our work is guided at all times by principles of non-partisanship, democracy, transparency, solidarity, and respect.

In UAEM North America we promote transparency in the external world and commit to ensuring it within our organisation. Internally, this means consistent practices of sharing information for informed decision-making and accountable leadership. UAEMers commit to sharing information and are expected to uphold a culture where asking questions and receiving information is a normal part of how we work.

There is also a balance between transparency and confidentiality when personal information or data is involved, or in the case where specific strategic information must be kept confidential. Members provided confidential information will be informed of its confidentiality. UAEM North America members’ contact information and other confidential data will not be disclosed without permission from the member to any party outside of UAEM North America’s leadership or membership, for explicit UAEM North America business. UAEM North America members will be affirmatively asked for consent before being featured or named in UAEM materials or external communications and have the right to refuse to be depicted in photographs taken by UAEM North America for use in social media, the website, or other materials. We ask that UAEM North America members also respect the privacy of their fellow members and ask for permission and consent in the use of images, names, or other information as well.

In UAEM, we fight for equal access to medicines with a commitment to solidarity and justice. We encourage  a diversity of stakeholders to contribute to decision making and defining the direction of UAEM North America’s work. We commit to building a transdisciplinary movement for fair and equitable access to medicines and welcoming diverse voices at all levels of the organisation. We also recognise the “intersectionality” or interconnected nature of social categorizations such as race, class, and gender as they disproportionately affect access to medicines. 

On an individual level, this means UAEMers participate in their civil society network, engaging in discussions with university administrators and researchers, other student organizations, patients’ associations, taxpayers and consumers’ groups, government representatives and other stakeholders, fostering a pluralistic discussion and working for social justice in healthcare. 

Each UAEM region faces different local challenges and brings experience from a unique context to collaborate with other regions. Individual UAEMers therefore commit to work together across regions on access to medicines needs, making connections among their civil societies. In this way, we bring legitimacy to UAEM’s fight for access to medicines by grounding our advocacy in data and stories which are both locally and globally relevant.

UAEM North America strives to uphold its ideals in action as much as in the words it uses to call for change in our societies. On an individual level, we strive to interact with one another with integrity, including how we engage with internal processes, collaborations and use of funds.

UAEM North America is non-partisan (does not align itself with political parties), though UAEM North America may recommend and praise policies or other actions taken by a political party or its members that are in line with UAEM North America’s Vision. UAEM North America will not object to individual UAEMers being members of, working for, or supporting  any political party as long as activism or membership in this group(s) is not done using the name, logo, or representation of UAEM.  

UAEM Members agree to follow UAEM North America’s conflict of interest policy, which reads: 

You must avoid any situation in which your loyalty may be divided and promptly disclose any situation where an actual or potential conflict may exist.   

Examples of potential conflict situations include:

Association with an organization or business that may have interests that conflict with those of UAEM.

Owning or having a significant financial interest in, or other relationship with, an organization or business that may have interests that conflict with those of UAEM.

Accepting gifts, entertainment or other benefit of more than a nominal value from an organization or business that may have interests that conflict with those of UAEM.

Anyone with an actual or potential conflict of interest must disclose it to the Board of Directors and comply with the Board’s decision or guidance for addressing the conflict. (This may include abstaining from activities, negotiations, deliberations or votes involving the conflict).  The Board of Directors may make appropriate exceptions.  

Individuals commit to protecting UAEM North America from undue influence in all its activities by upholding conflict of interest policies and by seeking the advice of UAEM North American leadership and/or staff for guidance on matters involving finances and so as to be aligned with any donor acceptance policies.

UAEM North America highly values internal democracy in decision-making, and strives for an organisational way of working that is as “horizontal” as possible, enabling discussion and input from all members. UAEM North America organizes a Coordinating Committee and Board of Directors made up of leaders elected for finite terms who maintain communication with members and encourage engagement with decision-making processes (such as a strategic plan formulation).

Members commit to respect each other and the UAEM community through our interactions with each other and others while conducting the business of UAEM North America. We do this through listening to members and affiliated individuals regardless of title or role, avoiding and not tolerating bullying activity at any level of the organization, and creating clear processes for decision making and participation. 

Members commit to engage with democratic processes and participate in a way to ensure that the leadership is legitimately accountable to its membership. Members also commit to uphold and create democracy within internal processes at all levels.

As a grassroots organisation, individuals have the right to create and undertake new projects as long as they are consistent with the VMV and this Code of Conduct. The aim of the organisational structure is that no member outside a coordinating entity feels limited in their opportunities, their visibility, or the respect they are offered within UAEM North America as a result of not being an elected member of a coordinating entity. Each voice is respected and encouraged in interactions at all levels.

If and when conflicts arise, individuals agree to read and abide by the Conflict Transformation Guidelines so as to maintain a respectful internal resolution.

Universities Allied for Essential Medicines strives to maintain an environment free from discrimination and harassment, where members treat each other with respect, dignity and courtesy. 

This policy applies not only to UAEM’s student members, but also to paid employees, volunteers, and other affiliated individuals, for whom we also strive to maintain a respectful environment free from discrimination and harassment. 

Prohibited Behavior

Hazing

Hazing of UAEM members or non-members by UAEM members, staff, volunteers, or other affiliated individuals is not tolerated by UAEM North America. Hazing can include any activity associated with a UAEM chapter or student member that is likely to cause another student to suffer bodily danger, physical harm, or significant personal degradation or humiliation, even if no bodily danger, physical harm, or significant degradation or humiliation in fact results. 

Harassment

Universities Allied for Essential Medicines does not and will not tolerate any type of harassment of our members.   Discriminatory conduct or conduct characterized as harassment as defined below is prohibited.

The term harassment includes, but is not limited to slurs, jokes, and other verbal or physical conduct relating to: a person’s gender, ethnicity, race, color, creed, religion, sexual orientation, national origin, age, disability, marital status, military status or any other protected classification, that unreasonably interferes with a person’s work performance or creates an intimidating, hostile work environment.

Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests for sexual favors, non-consensual physical contact, or other verbal or physical conduct of a sexual nature.  Such conduct may constitute sexual harassment when it:

Is made an explicit or implicit condition of membership;

Is used as the basis for membership decisions;

Unreasonably interferes with an individual's performance; or 

Creates an intimidating, hostile or offensive environment.

Such conduct by any employee or member may constitute sexual harassment regardless of whether the conduct is directed at staff employees, managers, or affiliated individuals (including students and board members) and regardless of the gender or sexual orientation of the parties involved.

Reporting Harassment or misconduct

Any suspected hazing, harassment, or sexual harassment can be reported by a UAEM member, UAEM staff, volunteer, other affiliated individual(s) experiencing said harassment, or an observing party to the UAEM Executive Director, President, Vice President, and/or Chair of the Human Resources Committee of the UAEM Board of Directors. 

Perceived or otherwise, retaliation against those who report, witness, or experience harassment of any kind will not be tolerated. 

In UAEM we enable and encourage the learning and growth of our fellow activists and experts in access to medicines. We do not penalize lack of expertise or innocent mistakes, but seek a nurturing environment and culture of learning based on collaboration among diverse contributors. 

Each individual contributes to this culture by connecting with longer standing members and experienced allies to learn from the past as well as welcoming and sharing knowledge with those who have just joined.

This is especially relevant for using the UAEM name and logo in official ways, where all members agree to read and respect the UAEM Style & Branding Guide and Guidelines for Representation. Regional leadership commits to be available and answer questions about new initiatives which involve the logo and/or name.