Intro

This code of conduct governs the environment of the organization and is intended to comply with federal, state, and local laws.

We created it not because we anticipate bad behavior, but because we believe that articulating our values and obligations to one another reinforces the already exceptional level of respect among the team. A code of conduct provides us with clear avenues to correct our culture, should it ever stray from that course. As stated by The Ada Initiative, "it is the argument over whether something is harassment that makes people leave, not the harassment itself."

We commit to enforce and evolve this code as our team grows.

Scope

The contents of this code of conduct apply to our interactions in various areas of our shared professional lives, including the offices, off-site company events, our Slack and email exchanges, social media, pull request feedback, and industry conferences or other events where we represent the organization.

• We will not discriminate in recruitment and employment policies, terms, procedures, processes and decisions on the basis of any protected status, including but not limited to:

We appoint, train, develop, reward and promote employees based on their merit and ability.

Bank employment actions such as recruitment, hiring, training, promotion, termination, compensation, benefits, transfers, and social and recreational programs will be administered without illegal discrimination.

We shall make reasonable accommodations for disabilities and religious practices. Employees who require such accommodation should contact the HR Coordinator (or understudy).

Unacceptable Behavior

We are committed to providing a welcoming and safe environment for people of all races, gender identities, gender expressions, sexual orientations, physical abilities, physical appearances, socioeconomic backgrounds, life experiences, nationalities, ages, religions, and beliefs, complying with all federal, state, and local laws.

The following types of behavior are unacceptable, both online and in-person, and constitute code of conduct violations.

Abusive behavior

• Harassment—including offensive verbal comments related to gender, sexual orientation, disability, physical appearance, body size, race, or religion, as well as sexual images in public spaces, deliberate intimidation, intentional or repeated misgendering, stalking, following, harassing photography or recording, inappropriate physical contact, and unwelcome sexual or romantic attention.
• Threats—threatening someone physically or verbally. For example, threatening to publicize sensitive information about someone’s personal life.

Unwelcoming behavior

• Blatant -isms—saying things that are explicitly racist, sexist, homophobic, etc. For example, arguing that some people are less intelligent because of their gender, race or religion. Subtle -isms and small mistakes made in conversation are not code of conduct violations. However, repeating something after it has been pointed out to you that you broke a social rule, or antagonizing or arguing with someone who has pointed out your subtle -ism is considered unwelcoming behavior, and is not allowed.
• Maliciousness towards other team members—deliberately attempting to make others feel bad, name-calling, singling out others for derision or exclusion. For example, telling someone they’re not a real programmer or that they don’t belong on the team.