Logo Diversity, Equity, and Inclusion Committee

Contact: diversity[at]lisamission.org


The Consortium Diversity, Equity, and Inclusion Committee (DEI), appointed by the Board, is responsible for all matters pertaining to the core values stated in the Consortium code of conduct. In particular, the DEI Committee is in charge of developing and administrating the structures and actions needed to realise a fully inclusive, safe, and stimulating working environment. In cases of alleged misconduct within the Consortium, the DEI Committee advises the LISA Consortium Board, which is responsible for final decisions. The members of the DEI Committee serve as Member Advocates, available to any Consortium member as confidential resources on instances of harassment, bullying, discrimination, and/or retaliation.

The current members of the Committee are:

Name Role Contact
Alberto Sesana Chair alberto.sesana[at]unimib.it
Joey S. Key Core member joeykey[at]uw.edu
Sweta Shah Core member sweta.shah[at]aei.mpg.de
Jeremy M. Wachter Core member jwachter[at]skidmore.edu
David Shoemaker Observer dhs[at]mit.edu
Martin Hewitson Observer hewitson[at]aei.mpg.de

LISA Consortium code of conduct

The Consortium code of conduct may be found here. The Consortium expects all members of any rank to read and abide by this code.

Investigations and responsive action

Any member of the LISA Consortium who believes that they have been subjected to harassment, bullying, discrimination, and/or retaliation may contact the Member Advocates, either directly or by e-mailing the entire Committee at diversity[at]lisamission.org. The concerned individual may, but is not required to, first discuss their concerns directly with the alleged offender. The Member Advocate serves as an independent and neutral resource to provide assistance to the concerned individual in exploring options for resolving the concerns at an informal level, as well as identifying relevant reporting options outside the Consortium.

The Member Advocate will maintain all information received from the concerned individual as confidential, and will only share it with others on a strict need-to-know basis after consulting with and receiving the agreement of the concerned individual. However, the Member Advocate may be required by law or institutional policy to report the conduct to the appropriate authority, in which case the concerned individual will be informed of this as soon as it is realised, allowing that individual to continue or not at their own wish. The Member Advocate will inform the concerned individual of this obligation prior to obtaining any confidential information.

Certain situations may require additional investigation. The DEI Committee will acquire, when possible, the outcome of institutional investigations or, where appropriate, will confidentially talk with all persons involved to collect more facts. All individuals affiliated with the Consortium are expected to cooperate with the DEI Committee and to share relevant information (in writing if necessary) to the extent permitted by the law. If the investigation determines that a violation of the Consortium code of conduct has occurred, the DEI Committee will recommend corrective measures to the Consortium Board, which might range from a confidential (board and recipient only) reprimand to suspension or termination of Consortium membership, and could include the transmission of official reports to members’ home institutions.