A
Code
of
Ethics
and
Professional
Conduct
is
useful
to
define
accepted
and
acceptable
behaviors
and
to
promote
high
standards
of
professional
practice.
The
goals
of
this
code
are
to:
define
acceptable
and
expected
standards
of
behaviour
provide
a
benchmark
ensure
transparency
in
managing
moderation
ensure
and
environment
where
people
can
participate
without
fear
of
harrassment
contribute
to
the
identity
of
the
organisation
Status
of
This
Document
This
is
a
preview
Do
not
attempt
to
implement
this
version
of
the
specification.
Do
not
reference
this
version
as
authoritative
in
any
way.
Instead,
see
https://w3c.github.io/PWETF/
for
the
Editor's
draft.
This
document
is
merely
a
W3C
-internal
document.
It
has
no
official
standing
of
any
kind
and
does
not
represent
consensus
of
the
W3C
Membership.
W3C
is
a
growing
and
global
community
where
participants
choose
to
work
together,
and
it
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.
W3C
community
participants
should
treat
each
other
with
respect
and
professionalism
and
be
mindful
of
cultural
differences.
W3C
community
participants
should
communicate
constructively
and
avoid
insulting,
unwelcome
or
demeaning
behavior.
W3C
strictly
prohibits
discrimination,
intimidation,
harassment,
and
bullying
of
any
kind
and
on
any
basis.
W3C
will
act
formally
to
eliminate
abusive
behavior
in
any
form,
whether
it
is
verbal,
physical,
sexual,
or
implied.
A
Code
of
Ethics
and
Professional
Conduct
is
useful
to
define
accepted
and
acceptable
behaviors
and
to
promote
high
standards
of
professional
practice.
The
goal
of
this
code
of
conduct
is
to
ensure
transparency
in
moderation
of
the
working
group
and
to
ensure
that
the
working
group
is
an
environment
where
everyone
can
participate
without
fear
of
harassment.It
also
provides
a
benchmark
for
self
evaluation
and
acts
as
a
vehicle
for
better
identity
of
the
organization.
This
code
(
CEPC
),
complemented
by
a
set
of
Procedures
,
applies
to
any
member
of
the
W3C
community
–
staff,
members,
invited
experts,
participants
in
W3C
meetings,
W3C
teleconferences,
W3C
mailing
lists,
W3C
conference
or
W3C
functions,
etc.
Note
that
this
code
complements
rather
than
replaces
legal
rights
and
obligations
pertaining
to
any
particular
situation.
W3C
is
committed
to
maintain
a
positive
work
environment.
This
commitment
calls
for
a
workplace
where
participants
at
all
levels
behave
according
to
the
rules
of
the
following
code.
A
foundational
concept
of
this
code
is
that
we
all
share
responsibility
for
our
work
environment
.
3.
Code
Unacceptable
behaviour
Note
:
This
section
is
a
work
in
progress
Including
"unnacceptable
behavior
is
new
to
CEPC.
While
we
agree
on
the
intent
of
this
section,
discussions
about
specific
language,
extent,
specificity,
and
placement
are
still
underway.
Some
behaviors
run
counter
to
the
Code
of
Ethics
and
Professional
Conduct.
This
list
of
unacceptable
behaviors
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.
Offensive
comments
related
to
gender,
gender
identity
and
expression,
sexual
orientation,
disability,
mental
illness,
neurotype,
physical
appearance,
body,
age,
race,
socio-economic
status,
ethnicity,
nationality,
language,
or
religion
Unwelcome
comments
regarding
a
person’s
lifestyle
choices
and
practices,
including
those
related
to
food,
health,
parenting,
drugs,
and
employment
Misgendering
someone
by
deliberately
referring
to
a
person
using
their
wrong
pronouns.
Or
by
using
someone's
proper
names
or
other
terms
that
person
has
asked
not
to
be
used,
also
known
as
dead-naming.
Gratuitous
or
off-topic
sexual
images
or
behaviour
in
spaces
where
they
are
not
appropriate
Physical
contact
and
simulated
physical
contact
(e.g.,
textual
descriptions
like
“hug”
or
“backrub”)
without
consent
or
after
a
request
to
stop
Threats
of
violence
Incitement
of
violence
towards
any
individual,
including
encouraging
a
person
to
commit
suicide
or
to
engage
in
self-harm
Deliberate
intimidation
Stalking
or
following
Harassing
photography
or
recording,
including
logging
online
activity
for
harassment
purposes
Sustained
disruption
of
discussion
Unwelcome
sexual
attention
Pattern
of
inappropriate
social
contact,
such
as
requesting/assuming
inappropriate
levels
of
intimacy
with
others
Continued
one-on-one
communication
after
requests
to
cease
Deliberate
outing
of
any
aspect
of
a
person’s
identity
without
their
consent
except
as
necessary
to
protect
other
community
members
or
other
vulnerable
people
from
intentional
abuse
Publication
of
non-harassing
private
communication
without
consent
by
the
involved
parties
Use
of
coded
language
(also
known
as
"dog
whistles")
used
to
rally
support
for
hate
groups
or
to
intimidate
vulnerable
groups.
used
to
rally
support
for
hate
groups
and
to
intmidate
vulnerable
groups.
Microaggressions,
which
are
small
comments
or
questions,
either
intentional
or
unintentional,
that
marginalize
people
by
communicating
hostile,
derogatory,
or
negative
beliefs.
Examples
include
Patronizing
language
or
behaviour
Pedantic
or
repeated
corrections
that
don’t
contribute
to
the
conversation
(For
example:
“Well
actually…”)
Assuming
without
asking
that
particular
people
or
groups
need
concepts
defined
or
explained
to
them.
(It’s
great
to
be
sensitive
to
the
fact
that
people
may
not
be
familiar
with
technical
terms
you
use
every
day,
but
assuming
that
people
are
uninformed
can
come
across
as
patronizing.)
Assuming
that
particular
groups
of
people
are
technically
unskilled
(“So
easy
your
grandmother
could
do
it.”)
Repeatedly
interrupting
or
talking
over
someone
else
Feigning
surprise
at
someone’s
lack
of
knowledge
or
awareness
about
a
topic
The
use
of
racially
charged
language
to
describe
an
individual
or
thing
(such
as
“thug”
or
“ghetto”)
Referring
to
an
individual
in
a
way
that
demeans
or
challenges
the
validity
of
their
racial
identity
Mocking
someone’s
real
or
perceived
accent
or
first
language
Retaliating
against
anyone
who
files
a
complaint
that
someone
has
violated
this
code
of
conduct.
Expected
Behavior
Note
:
This
section
is
a
work
in
progress
Treat
each
other
with
respect
,
professionalism,
fairness,
and
sensitivity
to
our
many
differences
and
strengths,
including
in
situations
of
high
pressure
and
urgency.
Appreciate
and
Accommodate
Our
Similarities
and
Differences
We
come
from
many
cultures
and
backgrounds,
ways
of
life,
and
standard
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.
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.
Work
to
eliminate
your
own
biases,
prejudices
and
discriminatory
practices.
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,
at
least
until
a
truly
friendly
atmosphere
and
relationships
are
established.
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
following
behavioral
guidelines:
Respect.
We
are
a
large
community
of
people
who
are
passionate
about
our
work,
sometimes
holding
strong
opinions
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.
Never
harass
or
bully
anyone
verbally,
physically
or
sexually
.
Never
discriminate
Be
inclusive
and
Promote
Diversity.
Seek
diverse
perspectives.
Diversity
of
views
and
of
people
on
the
basis
teams
powers
innovation,
even
if
it
is
not
always
comfortable.
Encourage
all
voices.
Help
new
perspectives
be
heard
and
listen
actively.
If
you
find
yourself
dominating
a
discussion,
it
is
especially
important
to
step
back
and
encourage
other
voices
to
join
in.
Be
aware
of
personal
characteristics
how
much
time
is
taken
up
by
dominant
members
of
the
group.
Provide
alternative
ways
to
contribute
or
group
membership.
participate
when
possible.
Technologies
and
practices
should
be
as
inclusive
and
accessible
as
possible
and
computing
professionals
should
take
action
to
avoid
creating
systems
or
technologies
that
disenfranchise
or
oppress
people.
Failure
to
design
for
inclusiveness
and
accessibility
may
constitute
unfair
discrimination.
Seek,
accept,
and
offer
objective
work
criticism,
and
acknowledge
properly
the
contributions
of
others.
Be
honest
about
your
own
qualifications,
and
about
any
circumstances
that
might
lead
to
conflicts
of
interest
.
Promote
the
rules
of
this
Code
and
take
action
(especially
if
you
are
in
a
leadership
position
)
to
bring
the
discussion
back
to
a
more
civil
level
whenever
inappropriate
behaviors
are
observed.
4.
Reporting
Concerns
about
potential
violations
of
the
code
of
conduct
should
be
reported
to
a
W3C
Ombudsperson
as
outlined
in
the
complementary
Procedures
document.
5.
If
you
make
a
mistake
As
we
engage
in
diverse
communities
we
may
accidentally
cause
offense,
whether
through
using
unknowingly
offensive
terminology
or
through
missing
social
cues.
If
you
realise
(or
are
told)
that
you
have
offended
someone
then
take
the
appropriate
steps:
Accept
that
you
have
made
a
mistake
Briefly
apologize.
Don't
try
to
explain
yourself
or
minimise
the
issue.
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.
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!”
This
will
allow
conversation
to
quickly
continue
without
any
need
of
further
action
or
escalating
the
situation.
If
you
don't
understand
what
you
did
wrong,
assume
the
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
ombudsperson
later.
6.
Glossary
Demeaning
behavior
is
acting
in
a
way
that
reduces
another
person's
dignity,
sense
of
self-worth
or
respect
within
the
community.
Discrimination
is
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,
political
view,
morals,
employment,
or
union
activity.
Insulting
behavior
is
treating
another
person
with
scorn
or
disrespect.
Acknowledgement
is
a
record
of
the
origin(s)
and
author(s)
of
a
contribution.
Harassment
is
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.
Leadership
position
includes
group
Team
contacts,
group
Chairs,
W3C
management,
and
Advisory
Board
members.
Participant
includes
the
following
persons:
W3C
Team
(employees,
contractors,
fellows)
W3C
group
participants
(members
and
invited
experts)
Advisory
Committee
Representatives
(and
their
guests)
W3C
Offices
staff
Anyone
from
the
Public
partaking
in
the
W3C
work
environment
(e.g.
comment
on
our
specs
or
email
us,
attend
our
conferences,
functions,
etc)
Respect
is
the
genuine
consideration
you
have
for
someone
(if
only
because
of
their
status
as
participant
in
W3C
,
like
yourself),
and
that
you
show
by
treating
them
in
a
polite
and
kind
way.
Sexual
harassment
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.
Unwelcome
behavior
Hard
to
define?
Some
questions
to
ask
yourself
are:
how
would
I
feel
if
I
were
in
the
position
of
the
recipient?
would
my
spouse,
parent,
child,
sibling
or
friend
like
to
be
treated
this
way?
would
I
like
an
account
of
my
behavior
published
in
the
organization's
newsletter?
could
my
behavior
offend
or
hurt
other
members
of
the
work
group?
could
someone
misinterpret
my
behavior
as
intentionally
harmful
or
harassing?
would
I
treat
my
boss
or
a
person
I
admire
at
work
like
that
?
Summary
:
if
you
are
unsure
whether
something
might
be
welcome
or
unwelcome,
don't
do
it.
Unwelcome
sexual
advance
includes
requests
for
sexual
favors,
and
other
verbal
or
physical
conduct
of
a
sexual
nature,
where:
submission
to
such
conduct
is
made
either
explicitly
or
implicitly
a
term
or
condition
of
an
individual's
employment,
submission
to
or
rejection
of
such
conduct
by
an
individual
is
used
as
a
basis
for
employment
decisions
affecting
the
individual,
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.
Workplace
Bullying
is
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.
Work
Environment
is
the
set
of
all
available
means
of
collaboration,
including,
but
not
limited
to
messages
to
mailing
lists,
private
correspondence,
Web
pages,
chat
channels,
phone
and
video
teleconferences,
and
any
kind
of
face-to-face
meetings
or
discussions.