|
| 1 | +# [Hyperledger Code of Conduct](https://wiki.hyperledger.org/community/hyperledger-project-code-of-conduct) |
| 2 | + |
| 3 | +Hyperledger is a collaborative project at The Linux Foundation. It is an open-source and open |
| 4 | +community project where participants choose to work together, and in that process experience |
| 5 | +differences in language, location, nationality, and experience. In such a diverse environment, |
| 6 | +misunderstandings and disagreements happen, which in most cases can be resolved informally. In rare |
| 7 | +cases, however, behavior can intimidate, harass, or otherwise disrupt one or more people in the |
| 8 | +community, which Hyperledger will not tolerate. |
| 9 | + |
| 10 | +A **Code of Conduct** is useful to define accepted and acceptable behaviors and to promote high |
| 11 | +standards of professional practice. It also provides a benchmark for self evaluation and acts as a |
| 12 | +vehicle for better identity of the organization. |
| 13 | + |
| 14 | +This code (**CoC**) applies to any member of the Hyperledger community – developers, participants in |
| 15 | +meetings, teleconferences, mailing lists, conferences or functions, etc. Note that this code |
| 16 | +complements rather than replaces legal rights and obligations pertaining to any particular |
| 17 | +situation. |
| 18 | + |
| 19 | +## Statement of Intent |
| 20 | + |
| 21 | +Hyperledger is committed to maintain a **positive** [work environment](#work-environment). This |
| 22 | +commitment calls for a workplace where [participants](#participant) at all levels behave according |
| 23 | +to the rules of the following code. A foundational concept of this code is that we all share |
| 24 | +responsibility for our work environment. |
| 25 | + |
| 26 | +## Code |
| 27 | + |
| 28 | +1. Treat each other with [respect](#respect), professionalism, fairness, and sensitivity to our many |
| 29 | + differences and strengths, including in situations of high pressure and urgency. |
| 30 | + |
| 31 | +2. Never [harass](#harassment) or [bully](#workplace-bullying) anyone verbally, physically or |
| 32 | + [sexually](#sexual-harassment). |
| 33 | + |
| 34 | +3. Never [discriminate](#discrimination) on the basis of personal characteristics or group |
| 35 | + membership. |
| 36 | + |
| 37 | +4. Communicate constructively and avoid [demeaning](#demeaning-behavior) or |
| 38 | + [insulting](#insulting-behavior) behavior or language. |
| 39 | + |
| 40 | +5. Seek, accept, and offer objective work criticism, and [acknowledge](#acknowledgement) properly |
| 41 | + the contributions of others. |
| 42 | + |
| 43 | +6. Be honest about your own qualifications, and about any circumstances that might lead to conflicts |
| 44 | + of interest. |
| 45 | + |
| 46 | +7. Respect the privacy of others and the confidentiality of data you access. |
| 47 | + |
| 48 | +8. With respect to cultural differences, be conservative in what you do and liberal in what you |
| 49 | + accept from others, but not to the point of accepting disrespectful, unprofessional or unfair or |
| 50 | + [unwelcome behavior](#unwelcome-behavior) or [advances](#unwelcome-sexual-advance). |
| 51 | + |
| 52 | +9. Promote the rules of this Code and take action (especially if you are in a |
| 53 | + [leadership position](#leadership-position)) to bring the discussion back to a more civil level |
| 54 | + whenever inappropriate behaviors are observed. |
| 55 | + |
| 56 | +10. Stay on topic: Make sure that you are posting to the correct channel and avoid off-topic |
| 57 | + discussions. Remember when you update an issue or respond to an email you are potentially |
| 58 | + sending to a large number of people. |
| 59 | + |
| 60 | +11. Step down considerately: Members of every project come and go, and the Hyperledger is no |
| 61 | + different. When you leave or disengage from the project, in whole or in part, we ask that you do |
| 62 | + so in a way that minimizes disruption to the project. This means you should tell people you are |
| 63 | + leaving and take the proper steps to ensure that others can pick up where you left off. |
| 64 | + |
| 65 | +## Glossary |
| 66 | + |
| 67 | +### Demeaning Behavior |
| 68 | + |
| 69 | +is acting in a way that reduces another person's dignity, sense of self-worth or respect within the |
| 70 | +community. |
| 71 | + |
| 72 | +### Discrimination |
| 73 | + |
| 74 | +is the prejudicial treatment of an individual based on criteria such as: physical appearance, race, |
| 75 | +ethnic origin, genetic differences, national or social origin, name, religion, gender, sexual |
| 76 | +orientation, family or health situation, pregnancy, disability, age, education, wealth, domicile, |
| 77 | +political view, morals, employment, or union activity. |
| 78 | + |
| 79 | +### Insulting Behavior |
| 80 | + |
| 81 | +is treating another person with scorn or disrespect. |
| 82 | + |
| 83 | +### Acknowledgement |
| 84 | + |
| 85 | +is a record of the origin(s) and author(s) of a contribution. |
| 86 | + |
| 87 | +### Harassment |
| 88 | + |
| 89 | +is any conduct, verbal or physical, that has the intent or effect of interfering with an individual, |
| 90 | +or that creates an intimidating, hostile, or offensive environment. |
| 91 | + |
| 92 | +### Leadership Position |
| 93 | + |
| 94 | +includes group Chairs, project maintainers, staff members, and Board members. |
| 95 | + |
| 96 | +### Participant |
| 97 | + |
| 98 | +includes the following persons: |
| 99 | + |
| 100 | +- Developers |
| 101 | +- Member representatives |
| 102 | +- Staff members |
| 103 | +- Anyone from the Public partaking in the Hyperledger work environment (e.g. contribute code, |
| 104 | + comment on our code or specs, email us, attend our conferences, functions, etc) |
| 105 | + |
| 106 | +### Respect |
| 107 | + |
| 108 | +is the genuine consideration you have for someone (if only because of their status as participant in |
| 109 | +Hyperledger, like yourself), and that you show by treating them in a polite and kind way. |
| 110 | + |
| 111 | +### Sexual Harassment |
| 112 | + |
| 113 | +includes visual displays of degrading sexual images, sexually suggestive conduct, offensive remarks |
| 114 | +of a sexual nature, requests for sexual favors, unwelcome physical contact, and sexual assault. |
| 115 | + |
| 116 | +### Unwelcome Behavior |
| 117 | + |
| 118 | +Hard to define? Some questions to ask yourself are: |
| 119 | + |
| 120 | +- how would I feel if I were in the position of the recipient? |
| 121 | +- would my spouse, parent, child, sibling or friend like to be treated this way? |
| 122 | +- would I like an account of my behavior published in the organization's newsletter? |
| 123 | +- could my behavior offend or hurt other members of the work group? |
| 124 | +- could someone misinterpret my behavior as intentionally harmful or harassing? |
| 125 | +- would I treat my boss or a person I admire at work like that ? |
| 126 | +- Summary: if you are unsure whether something might be welcome or unwelcome, don't do it. |
| 127 | + |
| 128 | +### Unwelcome Sexual Advance |
| 129 | + |
| 130 | +includes requests for sexual favors, and other verbal or physical conduct of a sexual nature, where: |
| 131 | + |
| 132 | +- submission to such conduct is made either explicitly or implicitly a term or condition of an |
| 133 | + individual's employment, |
| 134 | +- submission to or rejection of such conduct by an individual is used as a basis for employment |
| 135 | + decisions affecting the individual, |
| 136 | +- such conduct has the purpose or effect of unreasonably interfering with an individual's work |
| 137 | + performance or creating an intimidating hostile or offensive working environment. |
| 138 | + |
| 139 | +### Workplace Bullying |
| 140 | + |
| 141 | +is a tendency of individuals or groups to use persistent aggressive or unreasonable behavior (e.g. |
| 142 | +verbal or written abuse, offensive conduct or any interference which undermines or impedes work) |
| 143 | +against a co-worker or any professional relations. |
| 144 | + |
| 145 | +### Work Environment |
| 146 | + |
| 147 | +is the set of all available means of collaboration, including, but not limited to messages to |
| 148 | +mailing lists, private correspondence, Web pages, chat channels, phone and video teleconferences, |
| 149 | +and any kind of face-to-face meetings or discussions. |
| 150 | + |
| 151 | +## Incident Procedure |
| 152 | + |
| 153 | +To report incidents or to appeal reports of incidents, send email to Mike Dolan |
| 154 | +( [email protected]) or Angela Brown ( [email protected]). Please include any |
| 155 | +available relevant information, including links to any publicly accessible material relating to the |
| 156 | +matter. Every effort will be taken to ensure a safe and collegial environment in which to |
| 157 | +collaborate on matters relating to the Project. In order to protect the community, the Project |
| 158 | +reserves the right to take appropriate action, potentially including the removal of an individual |
| 159 | +from any and all participation in the project. The Project will work towards an equitable resolution |
| 160 | +in the event of a misunderstanding. |
| 161 | + |
| 162 | +## Credits |
| 163 | + |
| 164 | +This code is based on the |
| 165 | +[W3C’s Code of Ethics and Professional Conduct](https://www.w3.org/Consortium/cepc) with some |
| 166 | +additions from the [Cloud Foundry](https://www.cloudfoundry.org/)‘s Code of Conduct. |
0 commit comments