Dress Code

For meetings and conferences, you must be appropriately dressed.
Men: collared shirt, long trousers and smart shoes. A jacket and tie are not usually required, unless specified.
Women: loose tops (with sleeves), long trousers, knee or full-length skirt and smart shoes.

It is not appropriate to attend a meeting wearing sandals or flip-flops, sleeveless, sheer or low-cut tops, shorter than knee-length skirts, shorts of any kind, or anything which could be construed as “beach wear.” Jeans are not considered formal wear in Malaysia, though smart jeans are acceptable for conferences if you are not delivering a presentation.

Malaysian government institutions reserve the right to refuse entry on the basis of inappropriate attire.

In the field, including at the Danum and Maliau Centres, it is perfectly acceptable for men and women to wear shorts/skirts, sleeveless or short sleeved shirts, sandals and flip-flops – although we strongly advise against either very short skirts or high-cut shorts, strapless, low-cut, sheer or bikini tops. Women are to wear a top over a sports bra. It is not acceptable for men to be shirtless while indoors.

While swimming and bathing in rivers or sunbathing, you must wear swimwear. Nudity in public situations is completely unacceptable.

Everyone concerned recognises the practicalities of conducting fieldwork in tropical environments and the importance of being cool and comfortable. However, we expect members of SEARRP to exercise good judgement with respect to attire and be mindful of the expectations and norms that apply in Sabah. Our staff are here to help and advise, but we do expect their advice to be followed, once offered.

During down-time in Sabah’s towns and villages it is a good idea to exercise sensitivity. T-shirts and shorts are perfectly fine, but even in urban centres such as Kota Kinabalu, and especially when visiting the smaller towns like Tawau, Lahad Datu and Sandakan, it is not appropriate to wear very skimpy or revealing clothes, or for men to be shirtless.

Intimate Relationships

Cultural Differences
There are huge cultural (and gender) differences between Malaysia, and many Western countries in the way that intimate relationships are approached; intentions and expectations are often very different and prone to misinterpretation. Public displays of affection, for example, are almost always considered inappropriate in Malaysia. Please be aware that your behaviour may impact the local people involved and their relationships. Most of our staff are members of Sabah’s indigenous communities, which in many instances continue to observe taboos and customary rules of which you may be completely unaware. Please exercise discretion; how you conduct yourself, particularly in any intimate relationships you have or form, will affect how local men and women perceive you and may have impacts that remain even after you have left Sabah.

Same Sex Relationships
At present, same-sex relationships are effectively unlawful in Malaysia. It goes without saying that SEARRP operates on the basis of complete equality, both in terms of gender and sexuality, but local laws – however much these may vary from those of your home country – must be taken into account. Given this, and while Sabah is generally a tolerant society, please exercise discretion – particularly with respect to initiating casual same-sex relationships or in your behaviour, in public, with a partner of the same gender.

Commitment to LGBTQ+ Inclusion
SEARRP is committed to fostering an environment where every individual working as part of, or visiting, our programme feels respected and safe. We uphold a strict zero-tolerance policy against any form of discrimination, harassment, or bias, including discrimination based on sexual orientation, gender identity, or gender expression. This policy is inclusive and applies to all of our staff and scientists, students, interns and volunteers – including those of partner organisations who work with and visit our programme. We aim to create working spaces and environments that increase understanding, embed inclusion and provide every possible support to the LGBTQ+ community.

Key Aspects of Our Approach:
Zero Discrimination Policy: We enforce strict disciplinary measures against discrimination of any kind. All reported incidents of discrimination will be thoroughly investigated, and individuals found in violation of our policy will face appropriate consequences including termination.

Training: All employees are required to participate in regular training sessions that address sexual harassment, discrimination, and the importance of inclusivity, including issues facing the LGBTQ+ community.

Inclusive Policies and Benefits: Our policies are designed to be inclusive of all employees. We provide equal benefits to all employees and work to ensure that our workplace facilities, health care benefits, and parental leave policies are accessible and equitable to all.

Continuous Improvement: Addressing discrimination and supporting inclusion is an ongoing effort. We regularly review and refine our policies and approaches to ensure these reflect best practices. Feedback is invaluable and underpins our commitment to providing a safeguarded, welcoming and inclusive programme.

Reporting and Accountability
We encourage anyone interacting with our programme to report any incidents of discrimination or harassment without fear of retaliation. The General Complaints Procedure forms an essential component of our safeguarding framework, which includes a Sexual Harassment Policy, Whistle-blower Policy, Employee Code of Conduct and Cultural Guidance for visiting scientists and students. These policies and procedures are intended to ensure that everyone is treated professionally and respectfully, which is in line with our duty-of-care to protect the safety and welfare of anyone working for or engaging with SEARRP.

Our commitment to zero tolerance for discrimination and dedication to inclusion are core to our values. By fostering a diverse and safeguarded workplace, we not only uphold the rights of all individuals but strengthen SEARRP as organisation.

Working with Research Assistants
Our team of Research Assistants (RAs) are used to working with international scientists. It is important to understand, however, that many of our RAs come from culturally different, often conservative backgrounds and may have had very little experience with cultures outside of Sabah. Behaviour that might be considered socially acceptable in your home country (being overtly friendly or flirtatious, displaying physical affection in the company of others, engaging in casual sex, etc.) may be interpreted completely differently in Sabah and have serious, including legal, consequences for those involved.

We expect, both from our RAs and the members of SEARRP with whom they work, that professional relationships are maintained; we strongly discourage casual relationships between our RAs and scientists.

Sexual Harassment
SEARRP operates a zero tolerance policy with respect to sexual harassment. Should you have any concerns, or would like to report inappropriate behaviour, please contact the SEARRP Project Manager at the site where you are working, consult our sexual harassment policy and complaints procedure. If you have further questions please send an email to or telephone the SEARRP’s Safeguarding Officer Katie King (katie@searrp.org +60148623877) or you can write an anonymous complaint through our whistleblower procedure.

Alcohol and Food

Alcohol
Although there is a drinking culture in some parts of Sabah, the excessive consumption of alcohol at SEARRP sites, where we have a clear duty of care, is strongly discouraged. While we recognise that social events are a normal part of camp life, we expect you to exercise good judgment, drink responsibly, and take reasonable precautions to ensure that everyone’s safety and welfare is ensured.

SEARRP Project Managers have the authority to set additional rules for acceptable conduct at sites, which can include regulating the availability and consumption of alcohol. You are expected to comply with these regulations.

SEARRP staff are not permitted to drink on working days, so please be aware of this and help by setting a good example.

Food
Consuming food is a social experience and an important part of Malaysian culture – so when eating in Sabah, please learn about and respect Malaysian dining etiquette. For example, using your left hand to put food into your mouth, or offering food or drinks to others with your left hand, is considered impolite. You can easily learn more by talking to our staff.

General Conduct

Conflicts
It is considered rude and unacceptable to display anger in public. “Loss of face” is taken very seriously in Malaysia; losing your temper, shouting or berating someone in public is not acceptable. If you need to make a complaint, we suggest that you speak with the person concerned quietly, calmly and out of earshot of others – and if necessary, raise the issue with the Project Manager of the site where you are working.

Hygiene
Please bear in mind that most Malaysians maintain the highest standards of personal hygiene, take regular showers, and change their clothes at least daily (including field attire). It is good practice, in terms of staying healthy to follow this example (skin complaints are common in the tropics if you don’t shower and change your clothes regularly). Poor hygiene is socially unacceptable in Malaysia – so if you are working closely with SEARRP’s field staff please try to have at least one shower each day and regularly change your field clothes.

Noise
We ask that noise levels are kept to a minimum after midnight at all SEARRP sites. In summary, SEARRP expects you to conduct yourself responsibly and with respect to local laws, cultures, customs and norms. Should you be uncertain, please speak to a member of our staff.

Misconduct and Disciplinary Procedures

Please be aware that should you wilfully disregard these guidance notes and engage in misconduct that compromises SEARRP’s duty of care to its members and staff, we will initiate disciplinary procedures which may result in the termination of your membership of SEARRP, removal of privileges, including withdrawing access to SEARRP sites and facilities and support from our staff.

Depending on the nature of any misconduct, further action may be taken which could result in your Sabah Biodiversity Centre (SaBC) research approval and Malaysian visa being revoked.
Examples of misconduct:
– Persistent abuse of alcohol
– Disruption of the academic, working or living environment at SEARRP sites
– Wilful disrespect or disregard of local cultural sensibilities and norms
– Failure to acknowledge and rectify misconduct

If misconduct is reported, SEARRP will convene a disciplinary panel within 7 working days to consider the case and determine if further action is necessary. This panel will be chaired by the SEARRP Director and comprise your supervisor or university line manager, SEARRP’s Assistant Directors and senior staff and your local collaborator. You will be invited to attend this panel. Disciplinary action will ultimately be at the discretion of the SEARRP Director – who will report the outcome of proceedings to your university Head of Department and the SEARRP Board of Trustees.

If your supervisor, line manager or head of department consider that you have been unfairly treated, they may lodge an appeal within 7 working days of the panel decision with the Chair of the SEARRP Board of Trustees, who will arrange for the Board to reconsider the disciplinary panel’s findings and Director’s actions.

Questions?

If anything is unclear, or you would like further advice, please contact the SEARRP Director, Glen Reynolds, or Safeguarding Officer Katie King. When in the field, please speak to any of SEARRP’s Project Managers or senior staff.