Membership policy

European Association for International Education

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MembershipPolicy

Membership Policy

The EAIE offers individual membership to higher education professionals actively involved in the internationalisation of their institutions.

The EAIE expects that individuals will use their membership as a means of raising the profile of international education within their own organisations, networking with like-minded professionals on matters relating to internationalisation in higher education, and enhancing their knowledge and professionalism in the field.


The EAIE accepts membership applications from individuals who are willing to operate within the EAIE Code of Conduct. Where it can be shown that a member operates in a manner which breaches the EAIE’s Code of Conduct, misuses membership, makes false statements about membership of the EAIE or illegitimately claims a relationship with the EAIE, such individuals will have their membership summarily terminated.


Decisions relating to the revoking of EAIE membership will be made by the Association’s Board and confirmed by the President and Executive Director. Such decisions will be communicated in writing by the Executive Director to the individuals concerned.

The EAIE Code of Conduct

Members' obligations

  1. Members are required to respect the statutes and bylaws of the EAIE and to abide by decisions that have legitimately been made by the appropriate bodies of the Association. This includes adherence to the procedures and decision-making rules that are in force.
  2. Members should refrain from activities that damage the reputation of the Association. 

Professional behaviour

Members are expected to behave according to generally accepted professional standards and to refrain from fraudulent and otherwise unethical practices.

Conflict of interest policy

  1. Conflict of interest is any situation in which an individual, who is in a position of trust within the Association, has a competing professional or personal interest. Such competing interests can make it difficult to fulfill his or her duties impartially. A conflict of interest can create an appearance of impropriety that can undermine confidence in the individual, the activities of the Association, and the profession. A conflict of interest could impair an individual's ability to perform his or her duties and responsibilities objectively. The existence of a conflict of interest may not, however, in and of itself, be evidence of wrongdoing, unethical or improper acts. 
  2. Elected and appointed officials and other members who are undertaking activities on behalf of the EAIE must avoid any potential conflicts between their personal, professional or business interests and the interests of the Association. 
  3. They must also act in the best interest of the Association regardless of any competing interests of the organisation in which they earn their income. If they are instructed by their employers or business partners on their activities in their elected or appointed capacity within the Association, this may constitute a conflict of interest.
  4. In the event such a conflict exists or may exist, the member has the duty to inform the Executive Director or the Board of the Association thereof and, depending on the nature of the conflict of interest, (a) to abstain from certain actions, (b) to return the given task or (c) to give up his or her office. The Board of the Association may request a member to undertake any of the above or other actions deemed necessary. If the member does not undertake the necessary steps to mitigate a conflict of interest, the Board of the Association can suspend or remove the member, in accordance with article 3.2 of the Bylaws.

Intellectual property

  1. Members must respect the intellectual property rights of the EAIE and the confidentiality of internal data. This means, amongst other things, that they cannot
    a) use the logo of the EAIE without proper authorisation;
    b) imply representing the EAIE by using its name without proper authorisation;
    c) use the knowledge base of the EAIE, including the member database, for activities unrelated to the Association.

 While the EAIE depends upon the training materials provided by its trainers, it is important that the Association and each training provider enter into a professional training agreement to determine the intellectual property rights of both parties. Training material that is or has been used in the products or services of the EAIE may only be used outside the Association when all indications of connection to the Association have been removed, unless an agreement regarding a joint public approach has been reached. The EAIE does not endorse products or services that are offered by its members outside an EAIE context.
  2. Members cannot use EAIE meetings and events for commercial self-promotion. Non-members are expected to adhere to the practices of the EAIE and to restrict themselves commercially to activities that have been contractually agreed upon.

Diversity statement

Members must act in the spirit of the diversity statement of the EAIE, which reads as follows:


  • As an association of international educators (i.e. the members of the Association), EAIE affirms its commitment to diversity - an asset that enriches individuals, organisations, and society.
  • We believe that international education and exchange deepens our appreciation of the complex contributions of human society as well as our understanding of the consequences of social division.
  • We recognise that diversity has multiple dimensions of identity and expression, including cultural background, regional approach, race, colour, national origin, ethnicity, gender, religion, sexual orientation, age, political opinion and disability.
  • We encourage each member's contribution to a collaborative organisation that welcomes diversity of opinion and positions in its pursuit of shared goals.
  • In the European Association for International Education, we seek in principle and in practice to make EAIE more diverse, to encourage increased participation by underrepresented groups at all levels of our association, and to explore new opportunities to use our diversity as a resource for strengthening our Association and advancing its mission. We pledge to hold ourselves accountable for the pursuit of these goals. 

Implementation

  1. Members may report any issues involving a potential violation of the Code directly, confidentially and anonymously to the Board of the Association or the Executive Director through a physical mailing address. All complaints of potential violations of this Code made in good faith will receive a fair and comprehensive investigation conducted with the relevant internal and/or external assistance.
  2. The Board periodically reviews this Code and monitors its implementation closely. 

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