Merge pull request #328 from w3c/editorial-recommendations

Editorial Changes

contributing.md

@@ -1,15 +1,21 @@
-# Contributing to the CEPC and the Positive Work Environment Community Group
+# Contributing to the CoC and the Positive Work Environment Community Group
 
 We welcome contributions from the community as we work to develop a positive and inclusive work environment for W3C. 
 
 Before logging any issues, we strongly recommend reviewing our [References and Resources](https://github.com/w3c/PWETF/blob/main/ReferencesAndResources.md), which lists resources we have used to inform our work on this document. 
 
-If you have feedback or questions relating to the Code of Ethics and Professional Conduct or any of our other projects, please log an issue in this repository. Logging issues allows the chairs to review and raise issues in upcoming meetings. We encourage those who have logged issues to join the meetings, so they can participate in the discussion. You can find meeting information on our [calendar page](https://www.w3.org/groups/cg/pwe/calendar).
+If you have feedback or questions relating to the Code of Conduct or any of our other projects, please log an issue in this repository. Logging issues allows the chairs to review and raise issues in upcoming meetings. We encourage those who have logged issues to join the meetings, so they can participate in the discussion. You can find meeting information on our [calendar page](https://www.w3.org/groups/cg/pwe/calendar).
 
 When logging an issue in this repository: 
 * Be as specific as possible in describing the issue and any possible remedies, including supporting documentation 
 * If you have multiple topics to address, please open issues for each one individually
 
-We ask that participants not open Pull Requests with changes to the CEPC or other documents unless asked to do so by the chairs or editors. This is to help us keep discussions in issues or meetings where appropriate.
+We ask that participants not open Pull Requests with changes to the CoC or other documents unless asked to do so by the chairs or editors. This is to help us keep discussions in issues or meetings where appropriate.
+
+## Updating the CoC
+
+In March of each year, the CoC 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 CoC. This period of review will last 3 months, and should changes be required, PWE will deliver a new version of the CoC to the Advisory Board by the end of July.
+
+This review period does not mean we will not consider issues logged outside of the period. The review period is meant to serve as a time where the group will focus primarily on issues opened before or during that period, in order to give us the ability to focus the rest of our time on other priorities. 
 
 For any questions relating to contribution or participation in PWE, please reach out to the group at [public-pwe@w3.org](mailto:public-pwe@w3.org).

index.html

@@ -76,6 +76,17 @@
 	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 id="updates">
+        <h3>
+          Updates to the Code of Conduct
+        </h3>
+        <p>
+          The Code of Conduct (CoC) is maintained by the Positive Work Environment Community Group, under delegation from the Advisory Board. In order to keep the CoC up to date with the needs and scope of W3C, PWE will routinely review and update the CoC as needed, as per the <a href="https://www.w3.org/Consortium/Process/#GAProcess">relevant section of the Process</a>. 
+        </p>
+        <p>
+          If you have any concerns or issues with the CoC, they can be logged at any time in the <a href="https://github.com/w3c/PWETF/">PWE GitHub repository</a>.
+        </p>
+      </section>
     </section>
     <section id="introduction">
       <h2>
@@ -114,20 +125,6 @@ <h2>
         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 the CoC
-        </h3>
-        <p>
-          The CoC is maintained by the <dfn data-lt="PWE">Positive Work Environment Community Group</dfn> (<abbr>PWE</abbr>). In order to keep the CoC up to date with the needs and scope of W3C, PWE will routinely review and update the CoC as needed.
-        </p>
-        <p>
-          In March of each year, a three month CoC 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 CoC. This period of review will last 3 months, and should changes be required, PWE will deliver a new version of the CoC to the Advisory Board by the end of July.
-        </p>
-        <p>
-          If you have any concerns or issues with CoC, they can be logged at any time in the <a href="https://github.com/w3c/PWETF/">PWE GitHub repository</a>.
-        </p>
-      </section>
     </section>
     <section>
       <h2>
@@ -374,7 +371,7 @@ <h3>Safety versus Comfort</h3>
           </li>
           <li>Communication in a tone you don’t find congenial.
           </li>
-          <li>Criticisms of <a>racist</a>, <a>sexist</a>, <a>cissexist</a>, or otherwise oppressive behavior or assumptions. Similarly, we will not accept claims of "Reverse" -isms, including "reverse racism," "reverse sexism," and "cisphobia".
+          <li>Criticisms of <a>racist</a>, <a>sexist</a>, <a>cissexist</a>, or otherwise oppressive behavior or assumptions. Similarly, we will not accept claims of perceived "Reverse" -isms, including "reverse racism," "reverse sexism," and "cisphobia".
           </li>
  </ul>
       </section>
@@ -611,7 +608,7 @@ <h2>
           <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.
+            one another. Dimensions can include but are 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>