CODE OF CONDUCT
This code of conduct outlines our expectations for participants within our community, as well as steps to reporting unacceptable behavior. We are committed to providing a welcoming and inspiring community for all and expect our code of conduct to be honored.Anyone who violates this code of conduct may be banned from the community.
Our community strives to:
Be welcoming: We strive to be a community that welcomes and supports people of all backgrounds and identities. This includes, but is not limited to members of any race, ethnicity, culture, national origin, colour, immigration status, social and economic class, educational level, sex, sexual orientation, gender identity and expression, age, size, family status, political belief, religion, and mental and physical ability.
Be respectful: It’s important to remember that a community where people feel uncomfortable or threatened is not a productive one. Not all of us will agree all the time, but disagreement is no excuse for poor behavior and poor manners. The strength of our community comes from its diversity, including people from a wide range of backgrounds. Different people will have different perspectives and views. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong.
Be careful in the words that we choose: We are a community of professionals, and we conduct ourselves professionally. Be kind to others. Do not insult or put down other participants. Harassment and other exclusionary behavior aren’t acceptable. This includes, but is not limited to:
– Violent threats or language directed against another person.
– Discriminatory jokes and language.
– Posting sexually explicit or violent material.
– Posting (or threatening to post) other people’s personally identifying information.
– Personal insults, especially those using racist or sexist terms.
– Unwelcome sexual attention.
– Advocating for, or encouraging, any of the above behavior.
– Repeated harassment of others.
This code is not exhaustive or complete. It serves to distill our common understanding of a collaborative, shared environment, and goals. We expect it to be followed in spirit as much as in the letter.
We encourage everyone to participate and are committed to building a community for all. Although we will fail at times, we seek to treat everyone both as fairly and equally as possible. Whenever a participant has made a mistake, we expect them to take responsibility for it. If someone has been harmed or offended, it is our responsibility to listen carefully and respectfully, and do our best to right the wrong.
Although this list cannot be exhaustive, we explicitly honor diversity in age, gender, gender identity or expression, culture, ethnicity, language, national origin, political beliefs, profession, race, religion, sexual orientation, socioeconomic status, and technical ability. We will not tolerate discrimination based on any of the protected characteristics above, including participants with disabilities.
If you experience or witness unacceptable behavior—or have any other concerns—please report it by contacting us via email@example.com. All reports will be handled with discretion.
In your report please include:
– Your contact information.
– Names (real, nicknames, or pseudonyms) of any individuals involved. If there are additional witnesses, please include them as well. Your account of what occurred, and if you believe the incident is ongoing. If there is a publicly available record, please include a link.
– Any additional information that may be helpful.
After filing a report, a representative will contact you personally, review the incident, follow up with any additional questions, and make a decision as to how to respond. If the person who is harassing you is part of the response team, they will recuse themselves from handling your incident. If the complaint originates from a member of the response team, it will be handled by a different member of the response team. We will respect confidentiality requests for the purpose of protecting victims of abuse.
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