As citizens of the global community of science, physicists share responsibility for its welfare. The success of the scientific enterprise rests upon two ethical pillars. The first of them is the obligation to tell the truth, which includes avoiding fabrication, falsification, and plagiarism. The second is the obligation to treat people well, which prohibits abuse of power, encourages fair and respectful relationships with colleagues, subordinates, and students, and eschews bias, whether implicit or explicit. Professional integrity in the conception, conduct, and communication of physics activities reflects not only on the reputations of individual physicists and their organizations, but also on the image and credibility of the physics profession in the eyes of scientific colleagues, government, and the public. Physicists must adopt high standards of ethical behavior, and transmit improving practices with enthusiasm to future generations.
INTRODUCTION AND RATIONALE
The Constitution of the American Physical Society states that the objective of the Society shall be the advancement and diffusion of the knowledge of physics. It is the purpose of this document to advance that objective by presenting ethical guidelines for Society members that address many aspects of the practice of physics. Physicists must always tell the truth in scientific communication. Data fabrication, falsification, and plagiarism (FFP) corrupt the scientific literature and the research proposal process, thereby diminishing the value of science and damaging public trust. Physicists must treat others well. Abuse of colleagues, students, or subordinates degrades the conditions for honest interchange that lead to the best scientific ideas and support the scientific enterprise. These principles have long been recognized; however, a new articulation of these principles has become necessary due to substantial work in the past 30 years in identifying what specific actions constitute FFP or abusive behavior, as discussed in the National Academies’ 2017 publication Fostering Integrity in Research. Accordingly, these Guidelines unify APS Statements 02.1 (Improving Education for Professional Ethics, Standards and Practices), 02.2 (APS Guidelines for Professional Conduct), 02.3 (Policies for Handling Allegations of Research Misconduct), and 04.2 (Treatment of Subordinates). Language from the Committee on Publication Ethics (COPE) guidelines has been incorporated to ensure that the delineations of FFP are current. We have added a new section on Responsibilities to the Profession, which extends the 2002–2004 statements to include discussions of explicit, systemic, and unconscious bias, harassment, conduct at scientific meetings, use of social media, use of public funds, and an expanded section on conflict of interest. Each topic is presented as a set of principles with recommended implementation, serving as a resource that can be kept current as the definition and scope of ethics in physics evolves.
I. THE RESEARCH RECORD AND PUBLICATIONS
RESEARCH RESULTS
Ethical Principle
The results of research include raw data, processed data, research findings and observations, and work products such as software. Fabrication of research results is the invention/alteration of data to support an interpretation or conclusion. Falsification of research results is the manipulation of research materials, equipment, or processes, or changing or omitting data or results such that the research is not accurately represented in the research record. This can include falsification of one’s own results, and sabotage of the results of others.
Recommended Implementation
AUTHORSHIP
Ethical Principle
Although there is no universal definition, authorship creates a record of attribution, establishes accountability and responsibility with respect to the work, and is key in establishing careers. Authorship should be limited to, and should not exclude, those who have made a significant contribution to the concept, design, execution, or interpretation of the research study. Authors should be able to identify their specific contribution to the work.
Recommended Implementation
REDUNDANT PUBLICATION
Ethical Principle
Redundant publication occurs when two or more papers by the same author share the same hypothesis, data, discussion points, and conclusions. This can often take the form of having substantial duplicate content such as wording and figures
Recommended Implementation
PLAGIARISM
Ethical Principle
Plagiarism ranges from the unreferenced use of others’ published and unpublished ideas, data and writings, including research grant applications and presentation materials, to submission under “new” authorship of a complete paper, sometimes in a different language. It may occur at any stage of planning, research, writing, or publication; it applies to print and electronic versions. It also includes the use of substantial content from the authors’ own publications or other writings, which is called “self-plagiarism.” Plagiarism is unethical scientific behavior and is never acceptable.
Recommended Implementation
PEER REVIEW
Ethical Principle
Peer review provides advice concerning the merit of research proposals, the publication of research results, and career advancement of colleagues. It is an essential component of the scientific process.
Recommended Implementation
REFERENCES IN SCIENTIFIC COMMUNICATION
Ethical Principle
References within a scientific communication make it possible for the readers to access, and for the authors to attribute, relevant prior work from the scientific literature. Key references are those that expert practitioners in a field recognize as foundational. Proper referencing gives credit to those whose research has informed or led to the work in question, helps to avoid duplication of effort, and increases the value of a paper or other communication by guiding the reader to related materials.
Recommended Implementation
II. POLICIES FOR HANDLING ALLEGATIONS OF RESEARCH MISCONDUCT
Ethical Principle
Research misconduct can break down the self-regulation of the conduct of scientific research, shake public confidence in the integrity of science and the veracity of scientific results, and deny society the potential benefits of research. Allegations of inappropriate behavior can have serious consequences for all parties concerned, including the accused, the accuser, and the institution(s) with which they are affiliated. Diligence in upholding the fundamental values on which science is based strengthens the scientific community and society, as well as reinforces the personal integrity of individuals. Each institution and organization establish its own policies and procedures for handling allegations of misconduct, in compliance with legal requirements. Each investigation requires a fair and systematic approach to assessing and dealing with allegations. APS members are expected to be aware of and fully adhere to and support these policies and procedures to uphold the integrity of their institution and the broader scientific enterprise.
Recommended Implementation
III. TREATMENT OF COLLEAGUES AND SUBORDINATES
EXPLICIT, SYSTEMIC, AND IMPLICIT BIAS
Ethical Principle
The American Physical Society values a diverse membership, and supports the right of all people to pursue the study of physics and to participate in the physics community free from discrimination. As stated in the 2019 Strategic Plan of the American Physical Society "In order for physics and the physics community to benefit from the greatest talent, and to strengthen APS as an organization, we will provide a welcoming and inclusive environment for all those engaged in physics." The American Physical Society specifically rejects discrimination based upon race, color, national origin, sex, religion, disability, age, gender identity, sexual orientation, and political ideology. For example, research has shown it is not unusual for members of groups defined by sex, race, and color to feel unwelcome in physics and other scientific fields, because of low expectations and poor treatment by some mentors, colleagues, and peers. More members of groups that have historically been excluded or discouraged from physics would bring valuable contributions to the field if barriers to their participation were removed.
Discrimination results from bias, which can be explicit, systemic, or implicit. Explicit bias occurs when conscious attitudes or beliefs about a group of people manifest themselves in discriminatory speech or action. Explicit bias includes but is not limited to derogatory speech, harassment or creation of a hostile work or learning environment, hate crimes, preferential treatment of persons based on group membership, and dismissing or ignoring other occurrences of explicit bias.
Systemic bias occurs when policies, procedures, and practices of an institution result in the exclusion of some groups, and the promotion of others. Systemic bias can result from historic patterns of discrimination, and can persist even if the individuals involved do not harbor explicit or implicit bias.
Implicit bias occurs when an individual has a preference for, or aversion to, a group of people, or a member of the group, without conscious knowledge. A 2016 Interagency Policy Group on Increasing Diversity in the science, technology, engineering and mathematics (STEM) Workforce by Reducing the Impact of Bias presents experimental evidence from STEM disciplines that addressing bias can increase employment offers and improve the environment for underrepresented groups.
Recommended Implementation
HARASSMENT
Ethical Principle
Harassment is disrespectful behavior of any kind with the intent or effect of humiliating and controlling another person. It can include verbal and physical interactions, and display or circulation of written materials or images, including those communicated via digital devices, such as interactions via text messaging or social media. Harassment creates an atmosphere in which productive scientific discourse is not possible, and harms the victim as well as the progress of physics. Harassment can be based on group memberships including race, color, national origin, sex, religion, disability, age, gender identity, sexual orientation, and political ideology. In the US, sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972. Even in countries with legal protections, many people still face sexual harassment in their workplaces and educational institutions. Behaviors include, but are not limited to, requests for sexual favors, unwanted touching, persistent unwanted attention, and unwanted sexual advances. It is difficult for victims to feel safe in reporting harassment.
Recommended Implementation
TREATMENT OF SUBORDINATES
Ethical Principle
In science-focused workplaces, subordinates can include but are not limited to students, postdoctoral researchers, and technical and nontechnical staff in permanent positions and in temporary or visiting positions. The relationship between supervisor and subordinate often includes a tension between timely delivery of goal-driven research to a sponsor by an investigator and provision for the well-being of the people who participate in the work. Because of the power imbalance between supervisor and subordinate, it is often difficult for victims to report any form of harassment by a supervisor, including sexual harassment. Supervisors must clearly understand their responsibilities in creating an environment where all individuals can feel safe and succeed.
Recommended Implementation
CODE OF CONDUCT FOR MEETINGS
Ethical Principle
Creating a supportive environment to enable scientific discourse at meetings such as conferences and workshops is the responsibility of all participants. Participants need to treat each other with respect and consideration to create a collegial, inclusive, and professional environment that successfully advances physics. This responsibility encompasses both formal sessions and informal interactions in connection with the meeting.
Disrespect and harassment include but are not limited to offensive behavior and language, discriminatory jokes or comments, unwanted touching or attention, unwanted sexual advances, offensive images, photography of individuals without their permission, and stalking. They also include sabotage of others’ presentations, making false reports of harassment, and similar malicious behaviors. Just as the falsification of data is seen as scientific misconduct, these behaviors are considered to be in this same category.
If participants observe inappropriate comments or actions, and personal intervention seems appropriate and safe, consideration of all parties involved should be made before intervening. The policy of the APS is that violations of this code of conduct at its own meetings will not be tolerated, and the APS will pursue an appropriate course of action if complaints are received. The policy applies to attendees, vendors, APS staff, volunteers, and all other stakeholders at APS meetings.
Recommended Implementation
IV. RESPONSIBILITIES TO THE PROFESSION
SOCIAL MEDIA
Ethical Principle
Social media are public forums of communication which can be used for scientific discourse. Postings to internet sites or mobile apps are generally not reviewed and can be widely disseminated by anyone, so it is the responsibility of the poster to ensure accuracy of their content.
Recommended Implementation
ETHICAL USE OF PUBLIC FUNDS
Ethical Principle
The acceptance of public funds comes with the expectation that these funds will be spent in a manner that upholds the public trust in science and in the physics community.
Recommended Implementation
See U.S. Grant Fraud Responsibilities
CONFLICTS OF INTEREST AND COMMITMENT
Ethical Principle
There are many professional activities of physicists that have the potential for conflicts of interest and conflicts of commitment that may be personal, commercial, political, academic, or financial. Relevant conflicts are matters that, when revealed later, would make others feel misled or deceived, may prevent full attention being paid to one’s responsibilities, or improperly influence one’s judgment and decision-making. Conflicts of interest can arise from employment, research funding, stock ownership, payment for lectures or travel, consultancies, and corporate support for staff. Conflicts of commitment include acceptance of projects or roles that are beyond one’s available time and resources, evidenced, for example, by persistent failure to complete a project’s goals.
Recommended Implementation
V. IMPROVING EDUCATION FOR PROFESSIONAL ETHICS, STANDARDS, AND PRACTICES
Education in professional ethics is an essential part of science education. Scientists must ensure the integrity of data, analysis, and presentation of results. Scientists must treat students and colleagues in an ethical fashion. It is part of the responsibility of all scientists to ensure that all their students receive training that specifically addresses this area. The American Physical Society will develop, maintain, and disseminate materials to support this training.
Adopted by the Council on April 10, 2019
Category: Ethics and Values