Columnist Julie Corney Essential safeguards A long with a revised code of conduct published in October 2019, the MRS standards team has continued to create and update specialist guidance notes to provide detailed interpretation and application of the code to the insight sector. Most recently, this has included Covid-19 resources and the introduction of an essential safeguards series of guidance, with the aim of guiding our members in the prevention of harm a key construct of the MRS code. The subjects of the first two guides in this series are: 1. Dealing with discriminatory comments Many of us have witnessed or experienced discrimination at one time or another. Often, people do not challenge this behaviour because they do not want to be a target of abuse themselves. Discrimination can take many forms, including: Verbal and physical abuse Bullying Threatening behaviour Online abuse. Standing up to discrimination can be a powerful sign of support. It can also make the perpetrator think twice about their actions. When responding, always assess the situation and never put yourself at risk. Your actions do not need to involve confrontation. Rule 9 of the MRS code of conduct: members must take all reasonable precautions to ensure that participants are not harmed or adversely affected by their professional activities, and ensure that there are measures in place to guard against potential harm. This rule requires practitioners to make every reasonable effort to ensure their professional activities do not cause harm, either to those who have directly participated or, more broadly, to anyone affected by it. This includes taking reasonable action to ensure that others do not breach, or cause a breach of, the MRS code. Taking reasonable action The example of data collection in a face-to-face qualitative research group setting is used in the following guidance, which would also apply to other data-collection and professional activities. Keep an open mind discrimination situations are often very individual, and what may, or may not, be felt to be discriminatory can change over time, and from person to person. However, immediate action should be taken if discriminatory comments have been directed at a member of the group. Be respectful and empathetic to the person to whom the comment was directed and others in the group it can be particularly upsetting and/or stressful to experience or witness discrimination. The use of discriminatory language can have a very harmful impact on the mental health of victims. Think about how you can support the target of the abuse. Go and sit or stand next to them, and check if they wish to continue. Say something calling out discriminatory behaviour in front of other people lets the whole group know that behaviour is unacceptable. Be aware that people tend to be defensive when they are called out in front of others. Unless agreed otherwise by all the other members of the group, individuals who use discriminatory language should be asked to withdraw. The group can then continue if those remaining are willing to do so. Tell someone report the incident to the appropriate person at your place of work. Call the police if you think that you or somebody else may be in danger. 2. Bullying and harassment Everyone deserves to be treated with dignity and respect. Bullying and harassment is unacceptable, and constitutes a violation of human and legal rights that can lead to criminal prosecution and civil law claims. Bullying and harassment undermines physical and mental health; possible consequences include: Insomnia and inability to relax Loss of confidence and self-doubt Loss of appetite Hypervigilance and excessive double-checking of all actions. Legal and regulatory obligations Bullying can take many forms and is defined largely by its impact, 56 Impact ISSUE 31 20_pp56-57 Legal.indd 56 18/09/2020 12:01