Code of Conduct

Good Energy Collective is committed to creating an inclusive, collaborative environment in all our endeavors. By participating with Good Energy Collective as an employee, Board member, contributor, event participant, consultant, or volunteer (henceforth collectively referred to as a participant), you are agreeing to the Code of Conduct outlined here. 

Fundamentals

The open exchange of ideas, freedom of thought and expression, and productive debate are central to the mission of the Collective. This requires an open and diverse environment that is built on dignity and mutual respect for all participants and is free of bias and intimidation. Therefore, the Collective is dedicated to providing a safe, welcoming, and productive experience for all participants regardless of age, color, creed, disability, ethnicity, gender identity and expression, marital status, military service status, geographic origin, parental status, physical appearance, race, religion, sex, sexual orientation, or socioeconomic status. Good Energy Collective will not tolerate harassment of or by any participant in any form, including discriminatory harassment or microaggressions.

Principles of Engagement

The following are some basic social rules, adapted from the Recurse Center, to make explicit certain norms of social behaviour that help uphold the values listed above as well as our ethical guidelines. If you mess up on any of the below, don’t panic: we all make mistakes sometimes. Apologize, reflect, move forward. 

  1. Raise all voices. During meeting discussions, pay attention to who is contributing. Invite contributions from quieter members of the group and be conscientious of not dominating the conversation. It can be exciting to discuss a new idea, but we ask that all members also bring their enthusiasm to listening deeply.
  2. No feigning surprise. In an interdisciplinary, collaborative environment, it is very important that people feel comfortable saying “I don’t know” or “I don’t understand.” Therefore, please do not act surprised when someone says they don’t know something, whether it is regarding a technical or non-technical subject (e.g., “What?! I can’t believe you don’t know what X is!”). Quoting from Recurse: “Feigning surprise has absolutely no social or educational benefit: When people feign surprise, it’s usually to make them feel better about themselves and others feel worse. And even when that’s not the intention, it’s almost always the effect.”
  3. No well-actuallys. As defined by Recurse, “A ‘well-actually’ happens when someone says something that’s almost (but not entirely) correct, and you say, ‘well, actually…’ and then give a minor correction.” Well-actuallys interrupt the discussion and vicate on a minor, usually irrelevant point, often solely to make the person delivering the well-actually feel more important. If you feel the need to correct someone, take a moment to consider whether your correction is in the spirit of truth-seeking, rather than grandstanding, and whether it will provide a positive contribution to the discussion.
  4. No -isms. Good  Energy Collective basically bans racism, sexism, homophobia, transphobia, and other kinds of bias--whether these behaviors are overt or subtle, conscious or unconscious. If you experience these behaviors while participating in activities with the Collective, you should feel free to bring it up directly with the person, or if it’s more comfortable, point out the behavior to an employee (or employees) of the Collective or the Board. If someone points out that you have engaged in this behavior, it can be tempting to become defensive--but instead, we ask that you apologize, reflect, and consider what reparative action you can offer. If you do not understand why issue was taken with your behavior, a GEC co-Executive Director or a Board member will be happy to discuss it with you so that everyone can learn from the experience.

    See our Harassment policy for more formal details.
  5. FrieNDA Policy. During the course of Good Energy Collective events, contributors may choose to share their experiences, thoughts, and ideas, including those that are in progress or not yet public. We ask that you show respect for everyone’s work by treating all communication as proprietary by default. If you wish to share discussions or ideas contributed by others, please ask those involved for their consent. 

Harassment

We are committed to making our organization and its associated activities a place safe from harassment.

Definition

Harassment is behavior that is hostile or offensive. Harassment includes, but is not limited to:

  • Verbal or written comments that are insulting, degrading, or threatening
  • Verbal or written comments that are sexually graphic or sexually suggestive
  • Unwelcome and targeted photography or recording
  • Sustained disruption of talks or other events
  • Deliberate intimidation, stalking, or following
  • Display of offensive or sexually suggestive objects, pictures, or graphics
  • Initiation of inappropriate physical contact (contact of a violent or sexual nature)
  • Unwelcome sexual attention, including repeated flirtations or advances
  • Advocating for, encouraging, or intentionally concealing any of the above behavior

Harassment does not require intent to offend; harassment includes actions above that are intended to be jokes, "kidding," or "teasing".

Harassment does not include consensual personal and social relationships conducted in private spaces.

Expectations

All participants are expected to treat other participants with professionalism and respect. Participants are expected to refrain from all harassing behavior toward any individual. Participants asked to stop any harassing behavior are expected to comply immediately, whether or not the request comes from someone in an authority position.

Creation of a safe and welcoming environment is a shared responsibility held by all participants. Harassment and other violations of this policy reduce the value of participation for everyone, not just those on the receiving end. Participants who believe they are witnessing or experiencing harassing behavior are encouraged, though not required, to ask the offender to stop the unwelcome behavior by referencing this policy. Participants are equally encouraged to exercise their option to leave a situation that makes them feel targeted or unsafe.

If you or someone else experiences harassment, regardless of how you otherwise choose to initially handle the situation, you are encouraged to report the situation to Good Energy Collective employees or board Members (see the “Reporting and Enforcement" section). Additionally, if you have an incident to report, please report it as soon as possible. The most effective method of resolving actual or perceived harassment is early identification and intervention. 

Reporting and Enforcement

If you have an incident to report, you may contact any of the Collective Co-Executive Directors Suzanne Baker and Jessica Lovering; any board member; or, if at an event, the designated person listed in the event program. Any person in the above outlined roles, or in any other managerial capacity, upon becoming aware of an incident of harassment, must immediately report this to the Co-Executive Directors. If either of the Co-Executive Directors is the subject of the complaint, the Chair of the Board should be notified.

If you are the target of harassing conduct and feel comfortable doing so, you should respond to that conduct in a way that demonstrates that the conduct is unwelcome. However, you are not required to complain directly to the offending individual. 

Good Energy Collective strongly encourages you to report the behavior as soon as possible, as we are committed to stopping inappropriate behavior even if it doesn’t rise to the level of a violation of law. You can raise concerns and make reports without fear of retaliation. A person does not have to have been a victim, target, or direct witness of the conduct in order to make a report. Reports may be made orally or in writing. 

All allegations of discrimination or harassment will be promptly, thoroughly and impartially investigated. The investigation will be conducted in as confidential a manner as is possible to the extent possible consistent with a fair investigation. Investigations will generally proceed as follows:

  1. Interview of complainant, if one exists, to learn more about the details of the incident.
  2. Interview of the target of the harassment, if different from the complainant, to learn more about the details of the incident and determine what steps are necessary to ensure they continue to feel safe and comfortable within the GECE workplace.
  3. Interview of witnesses.
  4. Inform manager of the subject of complaint, if not yet informed.
  5. Interview the subject of the complaint. During the interview, or within 10 days afterward, the subject of the complaint will be notified of any consequences or discipline that will occur, or other outcome of the investigation. 
  6. An investigative report will be prepared. 

At the conclusion of the investigation, findings will be submitted to the Co-Executive Directors, or if that person is the accused, to the Chair of the Board. When the investigation is completed, both the person making the complaint and the person accused will be informed in general terms of the outcome of the investigation.

An individual who is accused of discrimination or harassment shall not play any role in administering or making decisions under this Procedure.

Action for participants found to have violated this policy may include: restorative remediation, reprimand, expulsion from an event or activity with or without a refund, temporary or permanent exclusion from all GEC events and activities, and/or suspension or expulsion from the capacity in which they engage with GEC, including employment, as appropriate. 

For more detail on the complaint resolution procedure, or if you have other questions about the Respectful Behavior Policy, please contact Co-Executive Directors Suzanne Baker or Jessica Lovering.

This policy is adapted from:

  1. JustSpace Alliance Code of Conduct
  2. American Nuclear Society Respectful Behavior Policy
    https://www.ans.org/about/rbp/
  3. The Recurse Center Code of Conduct
    https://www.recurse.com/code-of-conduct
  4. National Society of Black Engineers Code of Conduct https://www.nsbe.org/NSBE/media/Files/Official%20Downloads/Code_of_Conduct.pdf
  5. Transformative Justice, a Brief Description https://transformharm.org/transformative-justice-a-brief-description/