Philosophy and Code of Conduct


Our research has compiled a list of barriers to entry for underrepresented groups interested in audio and immersive audio, including microaggressions, discrimination, harassment, and racism [1]. The Immersive and Inclusive Audio program is committed to offering a learning environment that is free from these barriers.

code of conduct

All staff, students, and any third parties with whom we engage are expected to adhere to our code of conduct. Violation of this code of conduct will result in termination of our relationship, whether you are a service provider for or student of Immersive and Inclusive Audio.

Microaggressions are defined as follows:

  • “verbal, behavioral, or environmental actions (whether intentional or unintentional) that communicate hostility toward oppressed or targeted groups including people of color, women, LGBTQ persons, persons with disabilities, and religious minorities.” [2]

  • “Racial microaggressions are brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of color.” [3]

Harassment is defined as:

  • offensive verbal comments related to ethnicity, religion, disability, physical appearance, gender, or sexual orientation;

  • deliberate intimidation, stalking, following, harassing photography or recording;

  • ongoing disruption of lectures or other presentations;

  • "shouting down" or threatening people;

  • sexual images in spaces associated with an event;

  • inappropriate physical contact; and

  • disrespectful attention (whether written, verbal, or non-verbal communication).

Participants asked to stop any harassing behavior are expected to comply immediately.

If you are being harassed, notice that someone else is being harassed, or have any other concerns, please do not hesitate to contact Leslie, whose contact information will be readily available during all events for which you are enrolled.


[1] GASTON-BIRD, L. et al. (n.d.) ‘Inclusivity in Immersive Audio: Current Participation and Barriers to Entry’, in University of Surrey. p. [online].

[2] The Grainger College of Engineering (2021). A guide to responding to microaggressions. University of Illinois at Urbana-Champaign. [online]

[3] Sue, D. W., Capodilupo, C. M., Torino, G. C., Bucceri, J. M., Holder, A. M. B., Nadal, K. L. & Esquilin, M. (2007). ‘Racial Microaggressions in Everyday Life: Implications for Clinical Practice’, The American psychologist, 62, 4, 271-286.