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Add grievance policy
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‎assets/redirects.js‎

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path: "/codeofconduct",
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target: "https://berlincodeofconduct.org",
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},
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{
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title: "Grievance policy",
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path: "/grievancePolicy",
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target: "https://creativecode.berlin/grievancePolicy/",
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},
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];

‎pages/grievancePolicy.vue‎

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<template>
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<div>
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<p>This document summarizes the procedures Creative Code Berlin uses to
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enforce the Code of Conduct.</p>
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<p>Why have a grievance policy?</p>
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<ol type="1">
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<li><blockquote>
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<p>The purpose for having a policy is to make dealing with grievances,
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when they happen, easier for the committee. Easier as in, less thinking
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and decision-making about what is the right thing to do. The grievance
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policy provides the process to follow, and suggestions for how to make
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decisions along that path.</p>
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</blockquote></li>
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</ol>
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<ol type="1">
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<li><blockquote>
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<p>This is also recommended in the book ["How to Respond to Code of
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Conduct Reports"](<a
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href="https://files.frameshiftconsulting.com/books/cocguide.pdf"><em>https://files.frameshiftconsulting.com/books/cocguide.pdf</em></a>)
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by Valerie Aurora and Mary Gardiner. The relevant quote in Chapter 2
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page 23:</p>
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</blockquote></li>
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</ol>
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<ul>
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<li><blockquote>
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<p>'If possible, adopt a written incident response guide to guide your
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work, such as the one in the "Responding to a report" chapter of this
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book. When first receiving a report, often the committee members are
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stressed and not capable of thinking well. Even when calm, people often
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forget important steps of a process. A written guide provides a
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framework and a set of reminders to work through during a stressful
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time.'</p>
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</blockquote></li>
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</ul>
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<p><strong>Summary of processes</strong></p>
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<p>When the committee receives a report of a possible Code of Conduct
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violation, it will:</p>
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<p>1. Document the report in written form.</p>
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<p>2. Acknowledge the receipt of the report.</p>
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<p>3. Evaluate conflicts of interest.</p>
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<p>4. Call a meeting of the grievance work group. (Committee members
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without a conflict of interest are the members of the grievance work
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group.)</p>
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<p>5. Review the report.</p>
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<p>6. Propose expected change of behavior.</p>
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<p>7. Propose consequences for the reported behavior.</p>
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<p>8. Vote on suggested changes and consequences for the reported
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person(s).</p>
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<p>9. Follow up with the reported person(s).</p>
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<p>10. Process any responses from reported person(s).</p>
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<p>11. Follow up with the reporter.</p>
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<p>12. Release a public report if the incident was public</p>
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<p>1. Document the report in written form</p>
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<p>If someone reports a grievance, ask them for a written account of
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what happened. If the report is verbal, then the member of the committee
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who received the report should write down as soon as possible what they
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were told.</p>
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<p>If the following information is not volunteered in the written or
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verbal report, ask for it, and include it, and inform them that this is
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voluntary.</p>
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<p>* Who the reported person(s) is(are)</p>
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<p>* The behavior they would like to report</p>
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<p>* The approximate time of the behavior</p>
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<p>* The circumstances surrounding the incident</p>
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<p>* Other people involved in the incident</p>
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<p>* Any supporting information (screenshots, etc.)</p>
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<p>Tell the reporter that "If you're ok with it, I am going to convey
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this incident to the organisers." Pause, and see if they say they do not
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want this; if this is the case, the report is not processed further.
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Otherwise, it proceeds.</p>
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<p>Communicate the incident to the CCB committee.</p>
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<p>As soon as possible, communicate with the reported person(s) to let
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them know that there is a complaint about them. Let them tell a member
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of the CCB committee their side of the story. The grievance work group
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will review this in their meeting.</p>
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<p>2. Acknowledge the receipt of the report</p>
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<p>Reporters should receive an emailed acknowledgment of the receipt of
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their report within 72 hours.</p>
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<p>3. Evaluate conflicts of interest</p>
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<p>There is a conflict of interest if the individual does not think they
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can be impartial to either the reporter or reported party.</p>
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<p>For example:</p>
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<p>- The reporter or reported person has a formal or informal
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relationship with you, whether it is work-related, familial, romantic,
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or platonic. </p>
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<p>- It's fine to participate if they are an acquaintance.</p>
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<p>Committee members do not need to state why they have a conflict of
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interest, only that one exists. Other work group members should not ask
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why the person has a conflict of interest.</p>
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<p>Anyone who has a conflict of interest will remove themselves from the
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discussion of the incident, and recuse themselves from voting on a
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response to the report.</p>
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<p>4. Call a meeting of the grievance work group.</p>
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<p>The committee members without a conflict of interest are the members
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of the grievance work group. A member from the grievance work group will
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volunteer to be the main facilitator of the report process. A deputy
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will also be nominated, and will manage the report process if the
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primary faciliator is unable to. The main facilitator will call a
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meeting within one month of receiving the report.</p>
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<p>5. Review the report.</p>
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<p>First the report will be evaluated on <strong>jurisdiction</strong>,
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which is whether the report is within the scope of our grievance policy,
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and should be further considered. If it is within jurisdiction, it will
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be evaluated on <strong>impact</strong> and <strong>risk</strong>. The
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combined impact and risk will determine the severity of the outcome.</p>
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<p>Jurisdiction</p>
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<p>- Is this a Code of Conduct violation? Is this behavior on our list
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of inappropriate behavior? Is it borderline inappropriate behavior? Does
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it violate our community norms? If the answer to any of these questions
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is yes, then the report is a Code of Conduct violation.</p>
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<p>- Did this occur in a space that is within our Code of Conduct's
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scope? Did this occur at one of our in-person or online events,
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associated social events, or on one of our discussion platforms? If the
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incident occurred outside the community, but a community member's mental
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health or physical safety may be negatively impacted if no action is
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taken, the incident may be in scope. Private conversations within our
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community spaces are also in scope.</p>
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<p>Impact</p>
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<p>- Did this incident occur in a private conversation or in a public
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space? Incidents that all community members can see will have more
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negative impact.</p>
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<p>- Does this behavior negatively impact a marginalized group in our
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community? Is the reporter a person from a marginalized group in our
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community? How is the reporter being negatively impacted by the reported
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person's behavior? Are members of the marginalized group likely to
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disengage with the community if no action was taken on this report?</p>
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<p>- Does this incident involve a community leader? Community members
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often look up to community leaders to set the standard of acceptable
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behavior.</p>
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<p><strong>Risk</strong></p>
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<p>- Does this incident include sexual harassment?</p>
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<p>- Does this pose a safety risk? Does the behavior put a person's
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physical safety at risk? Will this incident severely negatively impact
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someone's mental health?</p>
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<p>- Is there a risk of this behavior being repeated? Does the reported
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person understand why their behavior was inappropriate? Is there an
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established pattern of behavior from past reports?</p>
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<p>Reports which involve higher risk or higher impact may face more
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severe consequences than reports which involve lower risk or lower
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impact.</p>
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<p>6. Propose an expected change of behavior</p>
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<p>The work group will determine a concrete behavioral modification plan
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that ensures the inappropriate behavior is not repeated. The work group
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will also discuss what actions may need to be taken if the reported
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person does not agree to the behavioral modification plan.</p>
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<p>What follows are examples of possible behavioral modification plans
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for incidents that occur in community spaces under the scope of this
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Code of Conduct. This behavioral modification list is not exhaustive,
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and the CCB work group reserves the right to take any action it deems
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necessary.</p>
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<p>- Requiring that the reported person not use specific language</p>
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<p>- Requiring that the reported person not send private messages to a
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community member</p>
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<p>- Requiring that the reported person not join specific communication
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channels</p>
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<p>- Removing the reported person from administrator or moderator rights
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to community infrastructure</p>
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<p>- Removing a volunteer from their duties and responsibilities</p>
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<p>- Removing a person from leadership</p>
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<p>7. Propose consequences</p>
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<p>What follows are examples of possible consequences to an incident
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report. This consequences list is not exhaustive, and the CCB Code of
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Conduct work group reserves the right to take any action it deems
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necessary.</p>
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<p>Possible responses to an incident include:</p>
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<p>- Nothing, if the behavior was determined to not be a Code of Conduct
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violation</p>
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<p>- A verbal or emailed warning including a description of the expected
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change of behavior and consequences for non compliance.</p>
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<p>- A final warning</p>
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<p>- Temporarily removing the reported person from the online community
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and/or temporarily banning the reported person from in-person events. A
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temporary ban may include conditions for re-entry in the community, like
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demonstrating an understanding of the harmful behavior and a commitment
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to change.</p>
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<p>- Permanently removing the reported person from the online community
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and/or permanently banning the reported person from in-person events</p>
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<p>- Publishing an account of the incident</p>
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<p>8. Work group vote</p>
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<p>Some work group members may have a conflict of interest and may be
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excluded from discussions of a particular incident report. Excluding
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those members, decisions on the behavioral modification plans and
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consequences will be determined by a majority vote of the CCB Code of
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Conduct work group.</p>
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<p>9. Follow up with the reported person(s)</p>
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<p>The CCB Code of Conduct work group will draft a response to the
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reported person(s). The email should contain:</p>
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<p>- A description of the person's past behavior in neutral language</p>
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<p>- The negative impact of that behavior</p>
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<p>- A concrete behavioral modification plan that includes the potential
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consequences of their subsequent behavior</p>
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<p>- If applicable, offer resources to help the behavior change. </p>
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<p>- Mention that a final warning will be sent before more permanent
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measures are taken.</p>
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<p>The work group should not state who reported this incident. They
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should attempt to anonymize any identifying information from the report.
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The reported person(s) should be discouraged from contacting the
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reporter to discuss the report. If they wish to apologize to the
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reporter, the work group can accept the apology on behalf of the
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reporter.</p>
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<p>10. Process any responses from reported person(s)</p>
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<p>If the reported person(s) provides additional context, the CCB Code
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of Conduct work group may need to re-evaluate the behavioral
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modification plan and consequences.</p>
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<p>11. Follow up with the reporter</p>
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<p>A person who makes a report should receive a follow up email stating
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what action was taken in response to the report. Communications between
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the reported person and the grievance work group will not be shared with
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the reporter. If the work group decided no response was needed, they
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should provide an email explaining why it was not a Code of Conduct
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violation. Reports that are not made in good faith (such as "reverse
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sexism" or "reverse racism") may receive no response.</p>
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<p>The follow up email should be sent no later than six weeks after the
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receipt of the report. If deliberation or follow up with the reported
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person takes longer than six weeks, the work group should send a status
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email to the reporter.</p>
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<p>12. Release a public report if the incident was public</p>
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<p>Incidents that happened privately or between a small group will be
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documented internally. In case of public incidents, a public report may
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be issued.</p>
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<p>References</p>
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<p>1. <a
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href="https://files.frameshiftconsulting.com/books/cocguide.pdf"><em>https://files.frameshiftconsulting.com/books/cocguide.pdf</em></a></p>
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<p>2. <a
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href="https://www.python.org/psf/conduct/enforcement/"><em>https://www.python.org/psf/conduct/enforcement/</em></a></p>
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<p>3. <a
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href="https://geekfeminism.fandom.com/wiki/Conference_anti-harassment/Responding_to_reports"><em>https://geekfeminism.fandom.com/wiki/Conference_anti-harassment/Responding_to_reports</em></a></p>
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<p>Where did the proposed grievance policy come from?</p>
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<p>Chapter 3 of "How to Respond to Code of Conduct Reports" guided the
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policy, but we found the Python Software Foundation Code of Conduct
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Working Group Enforcement Procedures (<a
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href="https://www.python.org/psf/conduct/enforcement/"><em>https://www.python.org/psf/conduct/enforcement/</em></a>)
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to be just the right level of detail and efficiency of words. Where it
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did not have much detail on was how to collect information for
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evaluation, which was provided in </p>
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<p>Geek Feminism, Conference anti-harassment/Responding to reports
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<em>(</em><a
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href="https://geekfeminism.fandom.com/wiki/Conference_anti-harassment/Responding_to_reports"><em>https://geekfeminism.fandom.com/wiki/Conference_anti-harassment/Responding_to_reports</em></a><em>).</em></p>
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<p>So we've combined these two sources into one policy, and have edited
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the text in light of our small size, and the fact that we are all
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volunteers, and that we want our commitment in the community to be
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sustainable.</p>
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</div>
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</template>

‎public/_redirects‎

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/artwork https://creativecode.berlin/submit/ 301
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/github https://github.com/CreativeCodeBerlin 301
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/learn https://sableraph.notion.site/Creative-Code-resources-for-beginners-and-beyond-p5-js-edition-38fce7d30b1d41a9a626ab70440f40ca 301
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/codeofconduct https://berlincodeofconduct.org 301
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/codeofconduct https://berlincodeofconduct.org 301
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/grievancePolicy https://creativecode.berlin/grievancePolicy/ 301

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