Code of Conduct
We expect everyone contributing to The Coral Project to follow this code of conduct. That means the team, contractors we employ, contributors, as well as anyone posting to our public or internal-facing channels.
We created it not because we anticipate any unacceptable behavior, but because we believe that articulating our values and obligations to one another reinforces the already exceptional level of respect among the team, and because having a code provides us with clear avenues to correct our culture should it ever stray from that course.
We make this code public in the hopes of contributing to the ongoing conversation about inclusion in the tech, design, and media communities and encourage other teams to fork it and make it their own.
We commit to enforce and evolve this code over the duration of the project.
Be supportive of each other. Offer to help if you see someone struggling or otherwise in need of assistance, taking care not to be patronizing or disrespectful. If someone approaches you looking for help, be generous with your time; if you’re under a deadline, direct them to someone else who may be of assistance.
Be inclusive. Go out of your way to include people in jokes or memes, recognizing that we want to build an environment free of cliques.
Be collaborative. Involve others in brainstorms, sketching sessions, code reviews, planning documents, etc.
Be generous and kind in both giving and accepting critique. Critique is a natural and important part of our culture. Good critiques are kind, respectful, clear, and constructive, focused on goals and requirements rather than personal preferences. We expect you to give and receive criticism with grace.
Be humane. Be polite and friendly in all forms of communication. We are a remote team, and so opportunities for misunderstanding are increased. Use sarcasm carefully – tone is hard to decipher in the written word; make judicious use of emoji to aid in communication.
Be considerate. That includes being considerate of each other's time.
Respect people’s boundaries.
Do not make it personal.
If you find yourself struggling to meet these standards, please step away for a moment and take a few deep breaths before you return to the team.
We are committed to providing a welcoming and safe environment for people of all races, ethnicities, gender identities, gender expressions, sexual orientations, physical abilities, physical appearances, socioeconomic backgrounds, nationalities, ages, geographic origins, documented status, religions, and beliefs.
We expect that you will refrain from demeaning, discriminatory, or harassing behavior and speech.
Harassment includes, but is not limited to: deliberate intimidation; stalking; unwanted photography or recording; sustained or willful disruption of talks or other events; inappropriate physical contact; use of sexual or discriminatory imagery, comments, or jokes; and unwelcome sexual attention.
Furthermore, any behavior or language which is unwelcoming—whether or not it rises to the level of harassment—is also strongly discouraged. Much exclusionary behavior takes the form of microaggressions—subtle put-downs which may be unconsciously delivered. Regardless of intent, microaggressions can have a significant negative impact on victims and have no place on our team. If you feel that you are the recipient of unwelcoming behavior, please report it so that we can learn and improve.
Other inappropriate behavior:
- Threats - Slurs - Pornography - Spam - Bullying - Impersonation of someone else - Violating someone’s privacy
If you feel that someone has harassed you or otherwise treated you or someone else inappropriately, please inform the project lead at email@example.com.
Reporting a Problem
These guidelines are ambitious, and we’re not always going to succeed in meeting them. When something goes wrong—whether it’s a microaggression or an instance of harassment—there are a number of actions you can take to address the situation.
Depending on your comfort level and the severity of the situation, here are some suggestions:
Address it directly. If you’re comfortable bringing up the incident with the person who instigated it, pull them aside to discuss how it affected you. Try to approach these conversations with a forgiving spirit, and assume good intentions. If you’re unsure how to go about that, try discussing with a senior member of the team first—they might have some advice about how to make this conversation happen.
If you’re uncomfortable with the idea of a direct conversation, there are a number of alternate routes you can take:
Talk to a peer or mentor. Your colleagues are likely to have personal and professional experience on which you could draw. We encourage you also to be available if and when your colleagues choose reach out to you.
Contact the project lead or the technical lead. We will work with you to help figure out how to ensure that any conflict doesn’t interfere with your work, in confidence if you would prefer.
Talk to Angela Plohman. Angela oversees the project. She can be contacted at firstname.lastname@example.org.
If you feel you have been unfairly accused of violating this code of conduct, you should contact Angela with a concise description of your grievance.
This is a work in progress. We welcome your feedback on this and every other aspect of what we do as The Coral Project, and we thank you for working with us to make it a safe, enjoyable, and friendly experience for everyone involved in the project and what we do.
The above text is CC BY-SA 4.0, adapted from the SRCCON code of conduct, FreeBSD’s code of conduct, Vox Media’s product team code of conduct, and Medium’s code of conduct.
Latest update: September 2018