Mission

The Modernist Studies Association is devoted to the study of the arts in their social, political, cultural, and intellectual contexts from the later nineteenth through the mid-twentieth century. The organization aims to develop an international and interdisciplinary forum to promote exchange among scholars in this vital and rapidly changing field.

Values

The MSA supports the professional development of its members and the ongoing work of the field through free inquiry, critical examination, the sharing of multiple and varied scholarly perspectives, and a commitment to access, inclusion, diversity, and equity. The MSA values collaboration, cross-disciplinary connection, and openness, and it aspires to create spaces hospitable to the diverse intellectual and professional interests of its members. As a future-facing organization, we are committed to interrogating and dismantling the ways in which social, political, and historic inequalities—colonialism, segregation, fascism, homophobia, etc.—continue to shape our field. The MSA is dedicated to making modernist studies more welcoming and fostering belonging for all scholars and students of modernity.

Code of Conduct

This Code of Conduct applies to all forms of participation in the MSA community, including, but not limited to:

  • messages sent via MSA communication channels, both internal (e.g., listservs, email, instant messaging, Slack) and external (e.g., social media);
  • participation in MSA governance and the administrative workings of the organization;
  • participation in virtual and in-person events convened by MSA, including formal and informal gatherings taking place during the annual conference (seminars, workshops, panels, receptions, etc.), virtual and off-site conference events such as graduate student or Special Interest Group meet-ups, etc.

The MSA calls upon its members to support these values in judgment and in action in order for the MSA to fulfill its mission and enact its values of free inquiry, collaboration, openness, access, and equity. We expect that all members have the opportunity to reap the full benefits of belonging, and MSA members are expected to participate in the work of the organization with integrity and the highest standards of professionalism.

In particular, MSA members should not:

  • exploit or discriminate against others on grounds such as race, ethnicity, gender, gender identity or expression, sexual orientation, disability, physical appearance, religion (or lack thereof), or other group identity.
  • be sexually inappropriate in language or gestures of unwarranted intimacy or unwelcome advances, or sexually harass anyone they come into professional contact with, including students, colleagues, exhibitors, and staff members at partner institutions, hospitality, and conference sites, or anywhere associated with the MSA and its programs.
  • use language that is prejudicial or gratuitously derogatory with regard to citation, analysis, commentary, discussion, or visual communication (such as screen shots or other projections), including racist, transphobic, homophobic, ableist, sexist, and other slurs. It is the responsibility of each member to abide by best practices in adopting inclusive language, such as “Writing About Slavery/Teaching About Slavery: This Might Help” and the Modern Language Association’s “Principles of Inclusive Language.”
  • make prejudicial or arbitrary judgments (e.g., in evaluating conference proposals or grant applications) that might unfairly affect the academic freedom or professional development of anyone with whom they work.
  • fail to disclose conflicts of interest (personal, professional, and commercial) as they relate to MSA programs and competitions.
  • practice deceit or fraud on the academic community or the public, including plagiarizing the work of others in written or spoken discourse.

Reporting Conduct Violations

Below you will find the process for reporting infractions of the MSA code of conduct. The MSA takes reports of this nature seriously, and has updated its Code of Conduct to reflect a robust response mechanism, especially with regard to reports of bias or harassment. As this is a living document, the MSA Board strives to be responsive to our members; the Code and reporting processes are subject to revision with Board approval and with input from our members.

OPTION 1: Presidential Advisory
  1. The complainant reports to the MSA Ombudsperson or is referred through the presidential chain.
  2. The Ombudsperson confidentially reports to the MSA President.
  3. In consultation with the Complainant and the Ombudsperson, the President determines a resolution, possibly including a restorative justice approach.
  4. The President delivers a formal advisory to the accused member, including reminders of the Code of Conduct. The advisory constitutes a probation of that MSA member’s status.
  5. The Ombudsperson writes a confidential report that will be filed and kept secure.
  6. If the accused appeals the Presidential Advisory (due process questions etc.), Option 2 applies.
OPTION 2: Formal Complaint
  1. Complainant or a Member under advisement (see Option 1) seeks redress via a formal investigation.
  2. The Ombudsperson contacts the President, and the President institutes an Ad-Hoc Committee (AHC), including
    • at least 1 Officer of the MSA Board (but not the President),
    • at least 1 who is NOT a member of the MSA (but not the Ombudsperson),
    • and at least 1 other MSA member.
  3. The Ad-Hoc Committee (AHC) investigates. At all stages, members of the AHC will maintain strict confidentiality. All parties are also requested to maintain confidentiality until the formal complaint procedure is complete.
    1. The AHC requests a formal, written statement from the Complainant that provides as much information as possible, including
      • name / position / institution of the accused;
      • the behavior that was in violation;
      • the approximate time / date of the behavior;
      • the location and circumstances surrounding the incident;
      • and any other people who might have been involved or witnessed the incident.
    2. The Chair of the Ad-Hoc Committee notifies the accused and shares the written statement of the complaint.
    3. The accused will also be asked to provide a written statement providing their account of the activities covered in the complaint.
    4. The AHC may meet with the complainant or the accused, solicit evidence from identified witnesses, and consult others with direct knowledge of the event in question. The AHC also may consult with Legal Counsel. Any fact finding or written statements provided to the AHC will be shared with either party at their request.
    5. Violations must be determined through unanimous decision by the AHC.
    6. A written summary of the decision and recommended action will be provided in writing to all parties upon completion of the fact-finding and determination process.
Sanctions

The AHC will determine the sanction(s) based on the severity of the violation and submit the determination in the form of a recommendation to be approved by the President and Presidential Chain.

Possible Sanctions

Possible sanctions include the following,

  • Warning the violator to cease their behavior
  • Ejecting the violator from an MSA event, as well as any ongoing MSA responsibilities and appointments (such as serving on a Book Prize committee)
  • Barring the violator from any future governance positions within the MSA
  • Barring the violator from any future MSA meetings, conferences, workshops, or other sponsored MSA events
  • Revocation of MSA membership

Sanctions may be applied individually or in combination, with the length of time determined by the AHC.

Notification
  • Finding Negative/Inconclusive/Non-Unanimous: Chair of AHC will inform to MSA President, who will inform both parties of the AHC’s finding in writing.
  • Finding of Harassment: Chair of AHC will convey the finding and the sanctions in the form of a written recommendation to be approved by the MSA President (or designee), who will inform both parties of the AHC’s finding and sanctions in writing.
Appealing a Recommendation

Should either party appeal the decision, they must do so within 30 days after it is made, and they may make an appeal to the Presidential Chain. Grounds for appeal include

  • claims of procedural error,
  • substantive new evidence,
  • evidence of impermissible criteria used in the adjudication,
  • or evidence of bias in the treatment of the fact finding and decision process.
On-Site Complaints at the Annual Conference

Since in many cases, the Ombudsperson may not be present at the Annual Conference or other MSA-sponsored conventions,the Board will assign a Designated Board Member (DBM) to receive complaints from attendees. This designated Board member will receive complaints “in real time” about behavior occurring at that event, and they will be identified in the Program as such. The Designated Board member (DBM) will speak confidentially with the Complainant and offer them the Ombudsperson’s contact information.

Once the Complainant has contacted the Ombudsperson, they may choose to follow the Reporting/Redress Process outlined above: Option 1 (Presidential Advisory) or Option 2 (Formal Complaint)

Any MSA members working at the Conference (including Volunteers, Registration Desk, member of the Local Organizing Committee, or any Board Member) can receive complaints, but must connect the Complainant with the Designated Board Member. All entities assigned these roles will undergo appropriate trainings, sponsored either by their home institution (with documentation to that effect) or by MSA-sponsored trainings.

The MSA Code of Conduct was drafted by the Code of Conduct Subcommittee 2/2/21 and approved by the Executive Committee in 2/21; it was reviewed and revised 2/18/21 and 1/11/24. It is lightly adapted from the Code of Conduct prepared by the Council of Editors of Learned Journals with grateful acknowledgment. The section on reporting violations was drafted by the Code of Conduct Subcommittee 5/20/24 and approved by the Executive Committee 5/30/24.