IEA Code of Conduct

Best Practices for the Economist Profession

The International Economic Association (IEA) seeks to promote the advancement of knowledge on economics. The IEA pursues this mission by providing a forum for economists to meet and exchange ideas, and by facilitating the discussion and publication of economic research. It also supports economists (graduates and students) in their efforts to generate new knowledge and to access better professional and training opportunities.

Within the framework of its mission, the IEA recommends the adoption of the following best practices for the development and promotion of the economics profession, in its multiple facets: academic, professional, educational; in individual practice and in teamwork; when interacting with colleagues, working with students and as a team leader at workplaces.

General principles

1 – Economists must adhere to the highest standards of honesty and integrity in their work. They must always act ethically, honestly and with integrity.

2 – The aim is to promote equal opportunity and treatment among colleagues in their workplace, regardless of age, gender, race, ethnicity, national origin, religion, sexual orientation, disability, health status, marital status, socioeconomic background, genetic information, professional category, or personal connections.

3 – The profession advancement can be fostered if the practice of economics (academic, professional, teaching-learning relationships) takes place in a framework that encourages free expression and the exchange of ideas, generating a professional environment that promotes equal opportunities and equal treatment for all individuals working together.

Generation of inclusive spaces for research, education and work.

4 – The general principles referred to above are not met when ideas are questioned because of the proponents, or when it is impossible or uncomfortable for some people to participate freely in discussions. These situations can occur both in peer-to-peer settings, in general forums where economists share findings and views with policymakers, the public and the press, and in settings where economists provide confidential information and evaluations (referee reports and letters of recommendation, for example).

5 – Economists in their professional, academic and teaching activities, should avoid actions, verbal or otherwise, that create a hostile environment, even if such actions are not targeted at specific individuals. Economists should refrain from using their position to coerce or manipulate (explicitly or implicitly) persons under their supervision or evaluation, in the search for any personal, economic or professional advantage.

6 – Particularly relevant is to prevent harassment. Harassment includes, but is not limited to, unwelcome conduct that creates a work environment that a reasonable person would consider demeaning, intimidating, abusive, hostile, or offensive. Sexual harassment in academic, teaching, or professional work includes unwelcome explicit sexual solicitation, physical advances, or implied sexual solicitation, verbal or nonverbal. Racial harassment in these settings includes unnecessary, exaggerated or unwarranted attention or attack, whether verbal or nonverbal, because of a person’s race or ethnicity.

7 – In a positive sense, the generation of workspaces where people can develop their work life choices should be encouraged. It is proposed:

1. 1. Share research opportunities broadly. Seeking diversity in identifying research assistants and potential collaborators can help counteract existing biases and discriminatory attitudes.
   2. Provide equitable access to research resources within the framework of existing institutional practices and regulations.
   3. Implement a structured and fair hiring process. Adopting best hiring practices can increase the diversity of candidates and decrease the influence of bias in hiring decisions.
   4. Conduct promotion, tenure, and performance evaluations in a transparent and equitable way. Being transparent about the criteria that will determine the results of the evaluation and thinking carefully about those criteria can reduce the biases that contaminate the evaluation process.
   5. Generate an inclusive and constructive culture and deal firmly against cases of exclusion, harassment, discrimination, and disrespectful treatment. A proactive attitude is required to counteract existing prejudices in society and in the institutions in which economists participate. Clear and consistent communication about behavioral expectations, and firm action when those expectations are not met, can help establish a positive, productive, and inclusive culture.

Recommendations for the IEA and its member associations activities

8 – The IEA and its member associations should take steps to identify best practices to avoid biases, both conscious and unconscious, that impact its activities. It should serve as a clearinghouse of tools for addressing biases and for the promotion of best practices among its members and their institutions.

9 – Specifically, the IEA and its member associations should encourage universities and collaborate with them to train and support their faculty in good professional and academic practices, in hiring processes and in human resources development. It should also collaborate with them in training students in professional conduct, in accordance with the criteria set forth in this document, and in honest and transparent research practices.

10 – The IEA and its member associations should address this tendency to discrimination or bias within the functions of the Society itself. It must be committed to providing an environment in which all individuals participating in its activities feel included and respected. It must ensure that its events are free from all forms of discrimination, harassment and retaliation and will not tolerate any type of inappropriate behavior in these activities, with special emphasis on preventing episodes of harassment (as defined in points 2 and 6).

11 – The IEA and its member associations is also expected to act proactively in achieving the objectives set out in point 2 in its own activities, so that an appropriate balance is achieved in the various dimensions mentioned in that point, and in particular, an appropriate gender balance. Inclusive procedures and practices increase the productivity of activities, avoid marginalizing certain voices, and promote that all members of the professional community have access to the resources and opportunities they need to thrive.