EQUITY POLICY

1. Introduction

1 Purpose

Each year the World University Debating Championships (WUDC) bring together an incredibly diverse group of
participants to speak on a range of issues that can be sensitive and contentious. WUDC has become more than just
a tournament. It has its own history, legacy and comes with its own environment and culture of the respectful
exchange of ideas, of fostering development and provides an equal opportunity for all participants to be part of this
community.

WUDC Thessaloniki 2016 is committed to providing a tournament free from discrimination, harassment, bullying,
vilification, or victimization. We expect that all participants at WUDC Thessaloniki 2016 will have equal
opportunities to have their needs accommodated, consistent with their duties and obligations as participants in
the Championship. They shall not be hindered in or prevented from doing so by any other participant’s
discriminatory or offensive practices.

This document is a guideline as to how we expect participants of WUDC Thessaloniki to behave during the
Championships. It explains what kinds of behaviours are prohibited and outlines the procedures for raising
complaints. Equity complaints will be handled according to the procedures outlined in this document, and the Code
of Conduct (which every participant agreed to during the online individual registration phase. This document is not
exhaustive: not every possible breach has been listed here, nor every possible remedy. The Equity Officers reserve
the right to work with the facts of each given situation to address it in the way we deem most appropriate.

Equity is not a punitive instrument: its aim is to resolve problems and to ensure that every participant feels
comfortable and safe such that they are able to enjoy the Championships. Our approach is therefore a restorative
one where we aim to resolve any issue that might arise amicably. However, under circumstances where this
approach is inappropriate, it might become necessary to take other measures to ensure that the Championships
are safe and enjoyable for everyone.

We encourage the use of equity as a positive tool for fostering understanding in situations where actions or
remarks were inappropriate but not intended to be malicious or cause any harm. It is important to remember that
no one is perfect, that participants will be debating issues about which they are not perfectly knowledgeable.
Sometimes mistakes will happen. Equity is a conduit through which participants can learn from these mistakes and
become more comfortable in similar situations in the future.

Equity is also a tool for participants to take respite from the charged environment of competition and discuss the
proper and respectful way to speak about certain actors, issues, or events. The Equity Committee is willing to
mediate discussion over the issues that arise during the Championships. We welcome individuals to bring incidents
to the attention of the Equity Committee even if they do not wish to lodge a formal complaint. We will be happy to
engage anyone who has questions about equity-related issues at any point throughout the event.
2. Scope

2.1 Addressees
This policy applies to all participants at WUDC Thessaloniki. Participants include all debaters, adjudicators,
organisers, volunteers, coaches and observers.

2.2 Temporal and geographical application

This policy applies to the entire duration of the Championships, which includes, but is not limited to:

• during debates;
• the time between debates, including meals organized as part of the Championships;
• during any formal event organized as part of the Championships;
• during any social event organized as part of the Championships;
• in transportation organized as part of the Championships; and
• in accommodation organized as part of the Championships
• concerning all interactions between participants in the context of the Championships, including online
conduct and communications

3. Definitions

3.1 Bullying

Bullying is the repeated, unreasonable behaviour by an individual or group, directed towards another individual or
group, either physical or psychological in nature, that intimidates, offends, degrades humiliates, undermines or
threatens. This includes pressuring another individual or group to do something that they are uncomfortable with.
Bullying is a species of harassment.

3.2 Direct Discrimination

Direct discrimination is treating another individual or group less favourably on the basis of a protected attribute
than someone without that attribute in the same circumstances or circumstances not materially different.

3.3 Harassment

Harassment is behaviour, verbal or physical, that unreasonably interferes with the experience of the
Championships and ability to feel comfortable of a participant or creates an intimidating, threatening, hostile, or
offensive environment. It can take many different forms, including intimidation or sexual harassment.

Intimidation includes physical or verbal abuse; behaviour directed at isolating or humiliating an individual or a
group, or at preventing them from engaging in the Championships activities. Behaviours that might constitute
intimidation include, inter alia:

• degrading public tirades;

• deliberate insults related to a participant's person, identity or competence;
• threatening or insulting comments, whether oral or written (including by e- mail or any form of social media);
• deliberate desecration of religious and/or national symbols; and
• malicious and unsubstantiated complaints of misconduct, including harassment, against others.
3.4 Sexual harassment

Sexual harassment is any behaviour of a sexual nature that is unwelcome, offensive, or embarrassing to the
individuals exposed to the behaviour, or that creates a hostile or intimidating environment. Sexual harassment
includes sexual assault, unsolicited requests for sexual favours, requests for sexual favours linked to implied
threats or promises, unwanted physical contact, visual displays of degrading sexual images, sexually suggestive
conduct, or offensive remarks of a sexual nature.

Sexual harassment may occur between any persons, irrespective of gender, sex, or sexual orientation. While
typically it involves a pattern of behaviour, it can be a single incident; and it may be directed toward a group or
toward a particular person.

A wide range of types of behaviour can constitute sexual harassment, depending on the circumstances in which
they occur. This would include, inter alia:

• actual or attempted rape or sexual assault;

• unwanted pressure for sexual favours;
• unwanted deliberate touching, leaning over, cornering, or pinching or unnecessarily close physical proximity;
• unwanted sexual looks or gestures;
• repeated inappropriate and/or exaggerated compliments about a fellow participants personal appearance, or
comments about his or her physical features;
• invitations to social activities or "dates," if they persist after the recipient has made clear that they are not
welcome;
• unwanted letters, telephone calls, or materials of a sexual nature.
• the repetition of suggestive comments or innuendos that, while perhaps minor in themselves, gain in
offensiveness as they accumulate;
• the exhibition of materials of a sexually oriented nature in public spaces; and
• the use of crude or obscene language or gestures, or the telling of risqué or obscene jokes or stories in public
spaces.

3.5 Indirect Discrimination

Indirect discrimination is imposing, or proposing to impose, a requirement, condition or practice that has, or is
likely to have the effect of disadvantaging an individual or group with a particular protected attribute, and which
is not reasonable in the circumstances.

3.6 Victimisation

Victimisation is to cause detriment to a person because that person has made a complaint or taken part in
complaints proceedings.

3.7 Vilification

Vilification is the public incitement of hatred, contempt or severe ridicule of another individual or group on the
basis of a protected attribute.
4. Prohibition on Discriminatory Conduct

4.1 Protected attributes and identities

This policy prohibits any participant or group of participants from discriminating (either directly or indirectly),
harassing or vilifying another participant or group of participants on the basis of the following protected attributes
or identities:

• age or age group;

• appearance;
• debating ability;
• disability (including but not limited to past, present and future disabilities, a genetic
predisposition to a disability and behaviour that is a manifestation of a disability);
• class;
• gender identity (the gender-related identity, appearance or mannerisms or other gender-related
characteristics of a person, including but not limited to the way people express or present their gender and
recognising that a person’s gender identity may be an identity other than male or female);
• infectious disease (for example, HIV status);
• intersex status;
• language status;
• marital or relationship status;
• nationality;
• sexual practices or experience (for example, previous partner(s) or lack thereof);
• political affiliation or beliefs;
• pregnancy;
• race, colour, descent, national or ethnic origin, or ethno-religious background;
• religious affiliation, belief, views or practice;
• sex;
• sexual orientation (including but not limited to asexuality, bisexuality,
heterosexuality, and homosexuality);
• socio-economic status and background

This policy protects against discrimination, harassment or vilification on the basis of imputed or perceived
protected attributes or identities, and on the basis of association with a person or persons with a protected
attribute.

This policy prohibits any participant or group of participants from bullying another participant or group of
participants. The use of offensive language that perpetuates stereotypes, the casual or insensitive use of potentially
triggering language (particularly including the language of violence or sexual assault) is also expressly prohibited.

It is important to bear in mind that when making in-jokes or engaging in friendly teasing and banter, this is done in
such a way that others within earshot are clear no offense is meant or taken.

Victimization of those who initiate complaints or take part in complaints proceedings is also prohibited under this
policy.
5. Conduct and Matters Regarding Debates

5.1. Sexual Interactions and Positive Consent

When engaging in any sort of sexual interaction with another person or persons, it is vital to be aware of how to
do so without violating the other person’s equity/integrity.

A key part of this is obtaining positive consent from the other person or persons. This means that in any
interaction of a sexual nature, it is every individual’s responsibility to actively consider the mindset of the other
person and check in to ensure that they are consenting to what is occurring.

It is important to note that this does not just apply to sexual intercourse or physical intimacy, but also to any
situation with a sexual element, such as flirting, making sexual jokes, or suggestive bodily contact (e.g. dancing).
Unwanted touching or advances are always an equity violation, no matter the intent of the perpetrator.

Positive consent IS when:

• Both parties actively indicate they are enjoying the experience.

• It is important for all parties to enquire as to what other people are feeling. (e.g. “Are you ok with this?” “Are
we going too fast?” “Do you like this?”

Positive consent IS NOT when:

• Someone has expressly said no.
• Someone has engaged in sexual contact reluctantly or under duress.
• Someone is too intoxicated (under the influence of alcohol or other drugs) to make a cogent decision about
what they are doing.
• A power imbalance such as social status is used to pressure someone into doing something (e.g. based on
age, popularity, position of authority).

Communication is vital to positive consent. If anyone involved is not comfortable or able to communicate about
what is going on then the responsible thing to do is to end that interaction.

5.2. General Contact

Debaters are required to treat each other and the adjudicators and volunteers with respect. This includes:

• Respecting the rules of the competition;

• Refraining from disrupting or distracting other debaters or adjudicators, whether through words, sounds
or conduct;
• Accepting the decision of the adjudicator(s)
Adjudicators are also required to treat debaters and other adjudicators with respect by:

• Respecting the rules of the competition;

• Refraining from disrupting or distracting other debaters or adjudicators,
whether through words, sounds or conduct;
• Refraining from insulting or non-constructive commentary on speeches or
speakers.
5.3. Conduct within debates

The language used within debates can unintentionally lead to equity violations. The Equity Committee urges all
participants to be mindful that aggressive rhetoric may be triggering for other participants. Debaters are
encouraged to prioritize human dignity over rhetorical flair. We particularly ask speakers to think about language
use when motions involve bodily integrity, minority cultures, class, war and gender issues. Unnecessarily graphic
descriptions of traumatic events are as a rule not only unpersuasive but also run the risk of violating this policy,
and should be avoided.

All participants must also ensure that they try to avoid making generalisations about any group on the basis of any
protected attribute. For example, statements should be phrased as “some members of X community” rather than
“all X people”.

5.4 Gender Pronouns

WUDC 2016 will have pronoun introductions at the beginning of each round. This is because participants have
diverse gender identities that should be respected. No one should ever assume a person’s gender identity or their
correct pronouns based on appearance.

The chair will begin by introducing themselves to the entire room with their gender pronoun, and will then give a
chance to any wing judges present to do the same. Debaters, in filling out the team ballot, will have the opportunity
to state their preferred gender pronouns. If a speaker does not wish to identify a pronoun, they are not required to
do so. The process should be explicit and deliberate, and is the responsibility of the chair, though wings and
speakers are urged to initiate the procedure if the chair forgets. All participants should listen intently during
introductions with a mind towards the necessary amount of nuance that can potentially present itself. For example,
where some transgender or gender fluid people might identify with “ze,” others may identify with “they” and vice
versa. Some may have no strong preference for any pronoun. Only after each judge and speaker has been given the
opportunity to introduce themselves with their pronouns will the chair be ready to call the first speaker to give
their address.

When speaking, it is also an option for people to structure their sentences in a way that avoids referring to
someone through gender pronoun at all. This can be useful, for example, where a speaker has forgotten someone’s
correct pronoun and wishes not to offend by making a mistake.

Participants are expected to be mindful of each other’s preferred gender pronouns throughout rounds, and indeed
through the duration of the tournament.

6. Reasonable Accommodation for Participants with Disabilities

Every participant has the right to expect that their disabilities will be accommodated at the tournament. The
Organizing Committee and Equity Committee will take all reasonable steps to make sure this is done. If you have
concerns that you need accommodated, do not hesitate to bring them to the attention of the Organizing
Committee. The Equity Committee will be available to facilitate these conversations.

Failure to take reasonable steps toward accommodation is a breach of this policy, and will be taken seriously.
7. Complaints & Investigation Procedures

7.1 Raising an Equity Complaint

If a participant feels that there has been an incident in which this policy was breached than they may raise the matter with a
member of the Equity Committee. All complaints raised are treated as confidential. Formal complaints alleging a breach of the
Equity Policy or the Code of Conduct must be made in writing to the Equity Committee. Complaints can be submitted in hard
copy to one of the provided equity boxes, or by email to equity@thessaloniki2016.com.

Participants may orally inform the Equity Officers of an alleged breach of the Equity Policy or the Code of Conduct, or consult
the Equity Officers on a problem. Complaints made orally are informal allegations and will not be considered a formal
complaint. Only after a written complaint is submitted will the complaint be considered formal and will an investigation be
triggered.

Complaints must identify both the complainant and, as specifically as possible, an accused. The Equity Committee cannot
investigate anonymous complaints.This should not bar participants from raising equity concerns with the Equity Committee
anonymously. Participants are encouraged to contact the Equity Committee to raise general equity related concerns even if
they do not feel an incident has occurred, that there was a particular party at fault, or if they wish to stay
anonymous.Accusations may concern groups or conditions to which a group’s actions have given rise, so long as they are
clearly identified in the formal complaint.

Upon receiving a formal complaint, the Equity Officers will determine if the complaint constitutes an actual breach of the
Code of Conduct. Where necessary, the Equity Officers will inform the Chief Adjudicators and/or the Convener that a
complaint has been received and is being investigated.

The investigation shall, if possible, be concluded within 24 hours or before the end of the WUDC Thessaloniki 2016, whichever
is sooner. All involved parties will be informed of the result.

The Equity Officers shall invite both the complainant and the accused to participate in any investigation. When possible,
investigations will include a mediation meeting with both parties and at least one Equity Officer in order to solve the conflict
and reach an amicable agreement.

7.2 Assessment of alleged breach

The Equity Committee will take into consideration all relevant factors in reaching their decision, including but not limited to:
• the circumstance in which the alleged act took place;
• whether the allegedly offensive act occurred in the context of a debate of the Championships and whether it was
relevant to that debate;
• the intention of the accused person;
• the extent and reasonableness of the offence taken; and
• any factors related to culture, language and/or nationality.
o Where these differences prove important to the complaint, Worlds Council Regional Representatives may be
asked to attend as consultants.

Barring extenuating circumstances, an investigation may be terminated at any time by the withdrawal of the complaint by the
complainant. Withdrawal will have the effect of rendering the initial complaint as having never been made.

Finally, the excessive consumption of alcohol will not be regarded as a mitigating factor for individuals accused of violating
any part of this policy or the Code of Conduct.
7.3 Special procedures for sexual assault and sexual harassment

WUDC and its representatives are not equipped to investigate allegations of sexual assault or harassment. As we are
not a law enforcement agency, we lack simply lack the appropriate knowledge and tools. Nevertheless, we take these
allegations seriously. Our approach to these issues is to make the Championships as safe an environment as
possible after the complaint has been made, and to facilitate the involvement of law enforcement if that is the
complainants wish.

We do not believe that instances of alleged sexual assaults or harassment are circumstances where restorative
approaches to equity are valuable nor appropriate. We will never insist that parties engage in mediation, nor that
they interact after the incident. We will do everything in our power to separate the two parties, including but not
limited to barring the accused from certain Championship events and asking them to sign a temporary non-contact
order. Failure to comply with the Equity Committee's chosen remedies to these issues will result in removal from the
tournament.

8. Resolution mechanism and remedies

In the event that the Equity Committee determines that a participant has breached the Code of Conduct, they will
order sanctions or remedial action that they deem appropriate, including but not limited to:

• an informal warning;
• a formal warning;
• a demand for a formal apology, to be issued publicly or privately, verbally or in writing;
• denial of access to an event venue or participation in a tournament event;
• removal of any offending parties from a tournament event or venue;
• barring of any offending parties from interaction with or close proximity to any offended parties; and
• removal of any offending parties from the tournament as a whole.

In severe cases, the Equity Committee may recommend removing the breaching participant from the tab or expelling
them from the tournament. These cases will be passed on to the Appeals Committee for final review.

A document outlining the sanctions or remedial action will be provided to the breaching party, and an additional
copy will be kept by the Equity Officers. The Equity Officers shall not disclose the contents of the document to anyone
other than the members of the Appeals Committee, the complainant and the party receiving discipline.

Not adhering to the decision of the Equity Committee is itself a breach of the Code of Conduct. The Appeals
Committee will investigate all cases of non-compliance with the terms of the sanctions or remedial action prescribed
by the Equity Officers, unless there is a pending appeal.

Either party may appeal the Equity Committee’s decision to the Appeals committee. They must do so within 12 hours
of receiving the Equity Committee’s decision. The appeal must be made in writing and handed in to the Appeals
Committee in person. It may not be sent to the Equity Committee email account.

The Appeals Committee will convene as quickly as possible to hear an appeal. It will uphold, amend, or overturn the
Equity Committee’s decision.

Decisions of the Appeals Committee are final.

9. Conclusion and contact information

We want to acknowledge the Equity Commissions of previous WUDC’s and EUDC’s, Solbridge Australs and the South
African National Universities Debating Championships for their hard work, without which this policy would not have
been possible.

We hope everyone has a great tournament, and that there will not be much work for us Equity Officers. However, if
you ever need to contact us we want you to know we are on call 24 hours. You can send an email to:
equity@thessaloniki2016.com or you can call us on our mobile phone at: +30 694 7833831.