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<!DOCTYPE html>
<html lang="en">
<head>
<meta charset="utf-8">
<title>
Positive Work Environment at W3C: Code of Conduct
</title>
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company: "Wiley",
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w3cid: 65542
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name: "Anqi Li(Angel)",
company: "W3C",
companyURL: "https://www.w3.org",
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<body>
<section id="abstract">
<p class="ed-note">The wording of this section is under review.</p>
<p>
W3C's <cite>Code of Ethics and Professional Conduct</cite> defines
expected and unacceptable behaviors and promotes high standards of
professional practice. The goals of this code are to:
</p>
<ul>
<li>Ensure that everyone who participates is treated equitably and with respect.
</li>
<li>Define acceptable and expected standards of behavior.
</li>
<li>Provide a benchmark.
</li>
<li>Ensure transparency in community and group management.
</li>
<li>Contribute to the identity of the organization.
</li>
</ul>
</section>
<section id="sotd">
<p>
This is an editors' draft; a Work in Progress which will be submitted to W3C
as a proposed update to the currently operational version of the
<a href="https://www.w3.org/Consortium/cepc/">Code of Conduct</a>.
</p>
</section>
<section id="introduction">
<h2>
Introduction
</h2>
<p>
W3C is a growing and global community where <a>participants</a> choose
to work together. W3C is committed to maintaining a positive working
environment, where each participant feels appreciated and respected and
where everyone adheres to the same high level of standards of personal
behavior. In that process we experience differences in language,
location, nationality, and experience. In such a diverse environment,
misunderstandings and disagreements happen, which in most cases can be
resolved informally.
</p>
W3C's <cite>Code of Conduct</cite>
(<abbr title="Code of Conduct">CoC</abbr>) is
useful to define accepted and <a>acceptable behaviors</a> and to
promote high standards of professional practice. The goal of this code
of conduct is to ensure that W3C is an environment where everyone who
participates is treated equitably and with respect, including being able to participate without fear of <a>harassment</a>. It also provides a
benchmark for self evaluation and acts as a vehicle for better identity
of the organization.
</p>
<p>
The CEPC is complemented by a set of <a href=
"https://www.w3.org/Consortium/pwe/#Procedures">Procedures</a> and applies
to any member of the W3C community – staff, members, invited experts,
and <a>participants</a> in W3C meetings, W3C teleconferences, W3C
mailing lists, code repositories, W3C conferences or W3C functions, etc.
Note that this code complements rather than replaces legal rights and
obligations pertaining to any particular situation.
</p>
<p>
<a href="https://www.w3.org/Consortium/pwe/#Education">Education and training
materials</a> are available from the <a href=
"https://www.w3.org/Consortium/pwe/">Positive Work Environment public homepage</a>.
</p>
<section id="updates">
<h3>
Updates to CEPC
</h3>
<p>
The CEPC is maintained by the Positive Work Environment Community Group. In order to keep the CEPC up to date with the needs and scope of W3C, PWE will routinely review and update the CEPC as needed.
</p>
<p>
In March of each year, the CEPC Review Period will open. During this period PWE will work with W3C members, ombudspeople, and the Advisory Board and Advisory Committee to intake and review any issues or recommendations for changes to CEPC. This period of review will last 3 months, and should changes be required, PWE will deliver a new version of the CEPC to the Advisory Board by the end of July.
</p>
<p>
If you have any concerns or issues with CEPC, they can be logged at any time in the <a href="https://github.com/w3c/PWETF/">PWE GitHub repository</a> at any time.
</p>
</section>
</section>
<section>
<h2>
Statement of Intent
</h2>
<p>
W3C is committed to maintaining a <strong>positive</strong> work environment for all, including and especially those from historically marginalized communities. This commitment calls for a workplace where
<a>participants</a> at all levels behave according to the rules of the
following code. A foundational concept of this code is that <em>we all
share responsibility</em> for our work environment.
</p>
</section>
<section>
<h2>
Code
</h2>
<section>
<h3>
Expected Behavior
</h3>
<p>
Treat each other with respect,
professionalism, fairness, and sensitivity to our many differences
and strengths, including in situations of high pressure and urgency.
</p>
<ul>
<li>Appreciate and accommodate our similarities and differences. We
come from many cultures and backgrounds, ways of life, and standards
of behavior. Cultural differences can encompass everything from
official religious observances to personal habits to clothing. Be
respectful of people with different practices, attitudes, and
beliefs. To help us achieve and maintain these high standards, each
individual participant is expected to share responsibility for our
work environment by adhering to the behavioral guidelines herein.
</li>
<li>Have empathy when discussing sensitive issues. Some participants
may have experienced (or been subjected to) various forms of violence
in their lives, which may cause distress when they are reminded of
it. Avoid making jokes or callously mentioning sexual violence such
as stalking or sexual assault; in cases when the need arises to
discuss these issues and how they affect people - do so with tact and
empathy taking into account the gravity of the situation, and make
sure that <a>participants</a> are appropriately warned in advance so
they can choose to step out of these discussions.
</li>
<li>Treat everyone with respect. We are a large community of people who are passionate
about our work, sometimes holding strong opinions and beliefs. We are
committed to dealing with each other with courtesy, respect, and
dignity at all times. Misunderstandings and disagreements do happen.
When conflicts arise, we are expected to resolve them maintaining
that courtesy, respect, and dignity, even when emotions are
heightened.
</li>
<li>Do not accept or engage in abusive behavior in any form, whether it is
verbal, physical, sexual, or implied.</li>
<li>Be honest. Be truthful, sincere, forthright and, unless professional duties require confidentiality or special discretion, candid, straightforward, and frank.</li>
<li>Be inclusive and promote <a>diversity</a>. Seek diverse
perspectives. Diversity of views and of people powers innovation,
even if it is not always comfortable. Encourage all voices. Help new
perspectives be heard and listen actively.
</li>
<li>Be aware of how much time is taken up by dominant members of the
group. If you find yourself dominating a discussion, it is especially important to step back and
encourage other voices to join in. Provide alternative ways to
contribute.
</li>
<li>Be aware that displays of affection may complicate professional
relationships. For some cultures, overtly friendly disposition
towards another participant involving body contact (e.g.: hugging,
touching on the arm or shoulder, or kissing) is uncommon and may be
perceived as an invasion of personal space, or as unwelcome advances.
</li>
<li>Work to eliminate your own biases, prejudices, and discriminatory
practices.
</li>
<li>Think of others’ needs from their point of view. Use preferred
names, titles (including pronouns), and the appropriate tone of
voice. Therefore, be formal and conservative in what you do and
liberal in what you accept from others and acknowledge the
contributions of your peers.
</li>
<li>Accommodate participants' needs for physical distancing and other accommodations or precautions due to health concerns such as immune deficiency, allergies, or chemical sensitivity.</li>
<li>Be sensitive to language differences. English is the default
language of the W3C. However, only some of us are native English
speakers. Many <a>participants</a> speak English as a second (or
third) language. People who communicate in non-native language often
struggle to understand fast and/or quiet speech and may speak louder
than they usually would when communicating in their native tongue. If
someone struggles to express their thoughts, help ensure their ideas
are adequately expressed, heard, and granted thorough consideration.
</li>
<li>Respect confidentiality and privacy. Sometimes, matters we discuss may
fall under various <a href=
"https://www.w3.org/2019/Process-20190301/#confidentiality-levels">confidentiality</a>
agreements and strict adherence to these agreements is expected. In
addition, certain pieces of information disclosed in a group setting
may be private in nature, or we may inadvertently learn confidential
information accidentally disclosed by other participants. Please
exercise good judgment, and make reasonable efforts to protect
privacy and confidentiality of all participants.
</li>
</ul>
</section>
<section>
<h3 id="unacceptablebehavior">
Unacceptable Behavior
</h3>
<p>
<dfn>Unacceptable behaviors</dfn> run counter to the Code
of Ethics and Professional Conduct. This list of <a>unacceptable
behaviors</a> does not cover every case. Each person you interact
with is unique, and behavior must be assessed on an individual level.
Ensuring that your behavior does not have a negative impact is your
responsibility. W3C strictly prohibits <a>discrimination</a>,
intimidation, <a>harassment</a>, and <a>bullying</a> of any kind and
on any basis.
</p>
<p>
<a>Unacceptable behaviors</a> include, but are not limited to:
</p>
<ul>
<li>Offensive comments related to socio-economic status, sexual orientation, religion, race, physical appearance, neurotype, nationality, mental health, language, indigeneity, immigration status, gender, <a>gender identity</a> and <a>gender expression</a>, ethnicity, disability (both visible and invisible), caste, body, or age
</li>
<li>Unwelcome comments regarding a person’s lifestyle choices and
practices, including those related to food, health, parenting, drugs,
and employment
</li>
<li><a>Misgendering</a> someone by deliberately referring to a person
using the wrong pronouns or by using someone's proper names or
other terms that person has asked not to be used, also known as
<a>deadnaming</a>.
</li>
<li>Gratuitous or off-topic sexual images or behavior in spaces where
they are not appropriate.
</li>
<li>Physical contact and simulated physical contact (e.g., textual
descriptions like “hug” or “backrub”) without <a>consent</a> or after
a request to stop.
</li>
<li>Threats.
</li>
<li>Deliberate misinformation.
</li>
<li>Incitement of violence towards any individual, including
encouraging a person to commit suicide or to engage in self-harm.
</li>
<li>Deliberate intimidation.
</li>
<li>Personal attacks.
</li>
<li>Stalking or physically following or invading someone's personal space after a request to stop.</li>
<li>Exposing others to contagious disease.</li>
<li><a>Harassing</a> photography or recording, including logging online
activity for <a>harassment</a> purposes.
</li>
<li>Sustained disruption of discussion. This may include, but
is not limited to, various common methods of engaging in bad
faith discourse such as:
<ul>
<li><dfn>concern trolling</dfn>: disingenuously
expressesing concern in order to undermine or derail a
discussion, <cite><a href=
"https://geekfeminism.wikia.org/wiki/Concern_troll">Geek
Feminism Wiki</a></cite>
</li>
<li><dfn>sealioning</dfn>: asking numerous questions about
basic concepts in an attempt to derail discussion, to
stifle participation, or to provoke a critical response in
order to appear a victim, <cite><a href=
"https://rationalwiki.org/wiki/Just_asking_questions#Sealioning">
RationalWiki</a></cite>
</li>
<li><dfn>Gish Galloping</dfn>: overwhelming a debate with
many weak arguments in an attempt to cause others to waste
time refuting them,
<cite><a href="https://rationalwiki.org/wiki/Gish_Gallop"
>RationalWiki</a></cite>
</li>
<li><dfn lang=la>argumentum ad nauseam</dfn>: repeatedly
making claims already shown to be false. <cite><a
href="https://rationalwiki.org/wiki/Argumentum_ad_nauseam"
>RationalWiki</a></cite>
</li>
<li>Continuing to raise issues that were not accepted by the group consensus. It you feel you have important new information or that your argument did not get a fair hearing, then contact the chairs. Otherwise, accept the group consensus and move on.
</li>
<li>Repeatedly interrupting or talking over someone else.
</li>
</ul>
</li>
<li>Unwelcome sexual attention.
</li>
<li>Patterns of inappropriate social contact, such as
requesting/assuming inappropriate levels of intimacy with others.
</li>
<li>Continued one-on-one communication after requests to cease.
</li>
<li>Deliberate outing of any aspect of a person’s <a>gender
identity</a> without their <a>consent</a>.
</li>
<li>Publication of non-harassing private communication without
<a>consent</a> by the involved parties.
</li>
<li>Use of coded language (also known as "dog whistles") used to
rally support for hate groups or to intimidate vulnerable groups.
</li>
<li><a>Patronizing</a> language or behavior:
<ul>
<li>Intentionally or unintentionally making assumptions about the skills or knowledge of others, such as using language that implies the audience is uninformed on a topic (e.g. interjections like "I can't believe you don't know about [topic]").
</li>
<li>Assuming that particular groups of people are technically unskilled due to their characteristics (e.g., “So easy your grandmother could do it”, which implies an older woman might not be technically competent).
</li>
<li>Interrupting or repeatedly commenting in conversations with unneccessary clarifications or comments on audience behaviour (e.g. "I don't think you understood my previous comment...", grammar or language corrections that were not invited).</li>
</ul>
</li>
<li>Microaggressions, which are small comments or questions, either
intentional or unintentional, that marginalize people by
communicating hostile, derogatory, or negative beliefs. Examples
include:
<ul>
<li>Feigning surprise at someone’s lack of knowledge or awareness
about a topic.
</li>
<li>The use of racially charged language to describe an
individual or thing.
</li>
<li>Referring to an individual in a way that <a>demeans</a> or
challenges the validity of any part of their identity.
</li>
<li>Mocking someone’s real or perceived accent or first language.
</li>
</ul>
</li>
<li>Retaliating, or taking adverse action, against anyone who files a complaint that someone has
violated this code of conduct.
</li>
</ul>
</section>
<section>
<h3>Safety versus Comfort</h3>
<p>This Code prioritizes the safety of individuals, particularly those in marginalized communities, over the comfort of others. We will prioritize safety in situations such as:</p>
<ul>
<li>"Reverse" -isms, including "reverse racism," "reverse
<a>sexism</a>," and "cisphobia".
</li>
<li>Reasonable communication of boundaries, such as “leave me alone,”
“go away,” or “I’m not discussing this with you”.
</li>
<li>Communication in a tone you don’t find congenial.
</li>
<li>Criticisms of racist, sexist, <a>cissexist</a>, or otherwise
oppressive behavior or assumptions.
</li>
</ul>
</section>
</section>
<section id="Reporting">
<h2>
Reporting Violations and Supporting the Code
</h2>
<p>
If you are concerned about your immediate safety, contact <a href=
"https://en.wikipedia.org/wiki/List_of_emergency_telephone_numbers">local
emergency services</a>. For a face to face event you may need to contact
venue staff for assistance contacting emergency services.
</p>
<p>
In most instances if you have an issue with someone’s behavior along
the lines of this Code then please raise it; there are a few potential
people you could raise it to depending on your situation and your
safety.
</p>
<p>
In most cases, issues are best resolved at the source. Accordingly,
raising the issue with the group chair or team contact of the relevant
group is usually the best first place to raise an issue. Group chairs
and team contacts also have more of the context which helps them
address the issue.
</p>
<p>
You are welcome to raise issues directly with the <a>Ombudspeople</a> as a <a href=
"mailto:ombuds@w3.org">group</a> or <a href="https://www.w3.org/Consortium/pwe/#Procedures">individually</a>. All
complaints will be taken seriously and will receive a response.
</p>
<p>
If you are responsible for a community within the W3C such as in the
role of a chair of a working group and you witness <a>harassment</a> or
any other behavior which goes against this code you are encouraged to
address the issue directly. If you need assistance, you might get
assistance from an Ombudsperson or senior W3C management.
</p>
<p>
Chairs, Team Contacts, and Event Organizers should take such immediate
action as they deem necessary in order to stop <a href=
"#unacceptablebehavior">unacceptable behavior</a>. This action may take
many forms, but examples may include:
</p>
<section>
<h3>
Immediately
</h3>
<ul>
<li>Pointing out if someone is violating the CoC to give them the
chance to withdraw or edit their statement
</li>
<li>Reminding <a>participants</a> that meetings and work operate
under the CoC
</li>
<li>Asking someone to leave a meeting or a conversation thread
</li>
</ul>
</section>
<section>
<h3>
After the Meeting
</h3>
<ul>
<li>Following up with affected participants, possibly in separate
meetings
</li>
<li>Reaching out to an Ombudsperson for assistance
</li>
<li>Further information and resources for Chairs are available via
the Chairs Training program
</li>
</ul>
<p>
<strong>Note</strong> that the action must be directly related to
stopping harm, and must be proportionate. People affected may request
an Ombudsperson consider whether such actions are unacceptable
under the terms of this Code.
</p>
<p>
You can read more in the <a href=
"https://www.w3.org/Consortium/pwe/#Procedures">PWETF Procedures</a>
document.
</p>
</section>
</section>
<section id="mistake">
<h2>
If You've Done Something Improper
</h2>
<p>
As we engage in diverse communities we may accidentally cause offense,
whether through using unknowingly offensive terminology or through
missing social cues.
</p>
<p>
If you realize (or are told) that you have offended someone then take
the appropriate steps:
</p>
<ol>
<li>Acknowledge that you've done something improper
</li>
<li>Briefly apologize. Don't try to explain yourself or minimize the
issue
</li>
<li>If possible, edit your message, restate your communication in a
better way or withdraw your statement. Publicly revising your statement
helps define the culture for others
</li>
</ol>
<p>
Alice: “Yeah I used X and it was really crazy!” Eve: “Hey, could you
not use that word? What about ‘ridiculous’ instead?” Alice: “oh sorry,
sure.” -> edits old message to say “Yeah I used X and it was really
confusing!”
</p>
<p>
This will allow conversation to quickly continue without any need of
further action or escalating the situation.
</p>
<p>
If you don't understand what you did wrong, assume that the hurt party
has good cause and accept it. We cannot know everyone's background and
should do our best to avoid harm. You are welcome to discuss it with a
W3C <a href="https://www.w3.org/Consortium/pwe/#Procedures">ombudsperson</a> later.
</p>
</section>
<section id="glossary">
<h2>
Glossary
</h2>
<dl data-sort="">
<dt>
<dfn data-lt="Acceptable|accepted">Acceptable Behavior</dfn>
</dt>
<dd>
<p>
Within the W3C, this is behavior which abides by this Code of
Ethics and Professional Conduct.
</p>
</dd>
<dt>
<dfn data-lt="bully|bullying">Bullying, Workplace Bullying</dfn>
</dt>
<dd>
<p>
A tendency of individuals or groups to use persistent aggressive
or unreasonable behavior (e.g. verbal or written abuse, offensive
conduct or any interference which undermines or impedes work)
against a co-worker or any professional relations.
</p>
</dd>
<dt>
<dfn data-lt="cisgender|cis person|cis people" data-lt-nodefault=
"">Cisgender/cis person</dfn>
</dt>
<dd>
<p>
A person whose <a>gender identity</a> matches the one they were
assigned at birth.
</p>
</dd>
<dt>
<dfn data-lt="cissexist">Cissexism</dfn>
</dt>
<dd>
<p>
The belief or assumption that <a>cis people</a>'s gender
identities, expressions, and embodiments are more natural and
legitimate than those of trans people. The term is related to
<a>transphobia</a>.
</p>
</dd>
<dt>
<dfn>Consent</dfn>
</dt>
<dd>
<p>
<a>Consent</a> occurs when one person voluntarily agrees to the
proposal or desires of another. It is a term of common speech, with
specific definitions as used in such fields as the law, medicine,
research, and sexual relationships. <cite><a href=
"https://en.wikipedia.org/wiki/Consent">Wikipedia</a></cite>
</p>
</dd>
<dt>
<dfn>Deadnaming</dfn>
</dt>
<dd>
<p>
is using someone's name after they have changed it. Often a
person's name is not their "legal" name, whatever that may mean.
</p>
<p>
If someone asks you to use a name for them you should use it. This
includes:
</p>
<ul>
<li>A trans person, who has changed their name when transitioning
</li>
<li>Someone who has changed their name through marriage
</li>
<li>Someone who has changed their name for any other reason
</li>
</ul>
</dd>
<dt>
<dfn data-lt="demeaning|demean">Demeaning behavior</dfn>
</dt>
<dd>
<p>
Acting in a way that reduces another person's dignity, sense of
self-worth, or respect within the community.
</p>
</dd>
<dt>
<dfn data-lt="discriminate">Discrimination</dfn>
</dt>
<dd>
<p>
The prejudicial treatment of an individual based on criteria
such as: physical appearance, race, ethnic origin, genetic
differences, national or social origin, name, religion, gender,
sexual orientation, family or health situation, pregnancy,
disability, age, education, wealth, domicile,
morals, employment, or union activity.
</p>
</dd>
<dt>
<dfn>Diversity</dfn>
</dt>
<dd>
<p>
Diversity for the purposes of diversity and inclusion, is any
dimension that can be used to differentiate groups and people from
one another. Diversity can include but is not limited to: socio-economic status, sexual orientation, religion, race, physical appearance, neurotype, nationality, mental health, language, indigeneity, immigration status, gender, gender identity and gender expression, ethnicity, disability (both visible and invisible), caste, body, or age.
</p>
</dd>
<dt>
<dfn>Gender Identity</dfn>
</dt>
<dd>
<p>
Gender identity is the personal sense of one's own gender. Gender
identity can correlate with assigned sex at birth or can differ
from it. <cite><a href=
"https://en.wikipedia.org/wiki/Gender_identity">Wikipedia</a></cite>
</p>
</dd>
<dt>
<dfn>Gender Expression</dfn>
</dt>
<dd>
<p>
Gender expression is a person's behavior, mannerisms, interests,
and appearance that are associated with gender in a particular
cultural context. <cite><a href=
"https://en.wikipedia.org/wiki/Gender_expression">Wikipedia</a></cite>
</p>
</dd>
<dt>
<dfn>Inclusivity</dfn>
</dt>
<dd>
<p>
The practice or policy of including people who might otherwise
be excluded or marginalized.
</p>
</dd>
<dt>
<dfn data-lt="insulting|insult">Insulting behavior</dfn>
</dt>
<dd>
<p>
Treating another person with scorn or disrespect.
</p>
</dd>
<dt>
<dfn data-lt="harass|harassing">Harassment</dfn>
</dt>
<dd>
<p>
Any conduct, verbal or physical, that has the intent or effect
of interfering with an individual, or that creates an intimidating,
hostile, or offensive environment.
</p>
</dd>
<dt>
<dfn>Marginalized Communities</dfn>
</dt>
<dd>
<p>
Communities which are often overlooked, ignored or denigrated
to the detriment of the members of that community. People may often
be part of multiple communities such as being queer and disabled.
</p>
</dd>
<dt>
<dfn>Mental Health</dfn>
</dt>
<dd>
<p>
A person’s condition with regard to their psychological and
emotional well-being.
</p>
</dd>
<dt>
<dfn>Microagression</dfn>
</dt>
<dd>
<p>
Microaggression is a term used for brief and commonplace daily
verbal, behavioral, or environmental indignities, whether
intentional or unintentional, that communicate hostile, derogatory,
or negative prejudicial slights and insults toward any group,
particularly culturally marginalized group. <cite><a href=
"https://en.wikipedia.org/wiki/Microaggression">Wikipedia</a></cite>
</p>
</dd>
<dt>
<dfn>Misgendering</dfn>
</dt>
<dd>
<p>
Misgendering is addressing someone using gendered words to imply or
state they are a different gender than the one they have asked
to be used.
</p>
<p>
Examples include refusing to use their correct pronouns such as
he/him, she/her, they/them or others.
</p>
</dd>
<dt>
<dfn>Neurotype</dfn>
</dt>
<dd>
<p>
A type of brain, in terms of how a person interprets and responds
to social cues.
</p>
</dd>
<dt>
<dfn>Ombudsperson</dfn>
</dt>
<dd>
<p>
One who assists individuals and groups in the resolution of
conflicts or concerns. They are a designated neutral who is
appointed or employed by the W3C to facilitate the informal
resolution of concerns of <a>participants</a> within the W3C.
</p>
</dd>
<dt>
<dfn>Participant</dfn>
</dt>
<dd>
<p>
Includes the following persons:
</p>
</dd>
<dd>
<ul>
<li>W3C Team (employees, contractors,
<a href=
"https://www.w3.org/Consortium/Process/#Team">
Fellows</a>)
</li>
<li>W3C group participants (member representatives and invited experts)
</li>
<li>Advisory Committee Representatives (and their guests)
</li>
<li>Anyone from the Public partaking in the W3C work environment
(e.g. commenting on our specs, emailing us, attending our
conferences or functions, etc.)
</li>
</ul>
</dd>
<dt>
<dfn>Patronizing</dfn>
</dt>
<dd>
<p>
Language or behaviour that may appear kind or helpful but conveys a feeling of superiority or condescension.
</p>
</dd>
<dt>
<dfn>Prejudice</dfn>
</dt>
<dd>
<p>
Prejudice refers to a set of discriminatory or derogatory attitudes based on assumptions deriving from perceptions about such things as race, culture, religion, skin color, age, sexual orientation, gender, disability, or gender expression.
</p>
</dd>
<dt>
<dfn>Racism</dfn>
</dt>
<dd>
<p>
Racism is where racial prejudices work to enhance existing power
imbalances within communities to further marginalize groups based
upon race.
</p>
</dd>
<dt>
<dfn>Sexism</dfn>
</dt>
<dd>
<p>
Prejudice or <a>discrimination</a> based on sex or perceived sex.
Usually against women or non-binary people.
</p>
<p>
Sexism is where these prejudices work to enhance existing power
imbalances within communities to further marginalize groups.
</p>
</dd>
<dt>
<dfn data-lt="sexually harass">Sexual harassment</dfn>
</dt>
<dd><p>Includes requests for sexual favors, and other verbal or physical
conduct of a sexual nature, where:</p>
<ul>
<li>submission to such conduct is made either explicitly or implicitly
a term or condition of an individual's employment</li>
<li>submission to or rejection of such conduct by an individual is used
as a basis for employment decisions affecting the individual</li>
<li>such conduct has the purpose or effect of unreasonably interfering
with an individual's work performance or creating an intimidating
hostile or offensive working environment</li>
</ul>
</dd>
<dt>
<dfn>Sexual Orientation</dfn>
</dt>
<dd>
<p>
Sexual Orientation relates to the gender(s) a person may be
attracted to in relation to their own gender.
</p>
</dd>
<dt>
<dfn>Socio-economic status</dfn>
</dt>
<dd>
<p>
Socio-economic status is the combined effects relating to someone’s
wealth, social position/class and property ownership.
</p>
</dd>
<dt>
<dfn>Transphobia</dfn>
</dt>
<dd>
<p>
Transphobia encompasses a range of negative attitudes, feelings, or
actions toward transgender or transsexual people, or toward
transsexuality. Transphobia can include fear, aversion, hatred,
violence, anger, or discomfort felt or expressed toward people who
do not conform to society's gender expectation.
</p>
</dd>
<dt>
<dfn>Unwelcome sexual advance</dfn>
</dt>
<dd><p>includes visual displays of degrading sexual images, sexually suggestive conduct, offensive remarks of a sexual nature, requests for sexual favors, unwelcome physical contact, and sexual assault.</p></dd>
</dl>
</section>
<section id="Attribution">
<h2>
Attribution
</h2>
<p>
Large portions of the text for this policy were taken from the
following resources:
</p>
<ul>
<li>
<a href=
"https://www.w3.org/Consortium/cepc/cepc-20141022/Overview.html">W3C
Code of Ethics and Professional Conduct 2014</a>
</li>
<li>
<a href=
"https://geekfeminism.wikia.org/wiki/Community_anti-harassment/Policy">
Geek Feminism Community anti-harassment/Policy</a>
</li>
</ul>
</section>
</body>
</html>