mirror of https://github.com/hyperledger/besu
Update Code of Conduct and Security (#446)
This brings our code of conduct and security file in line with automated checks. The changes to `SECURITY.md` are mostly formatting, adding newlines so it line wraps at 80 lines and fixing a dead link. The `CODE_OF_CONDUCT.md` is a more substantial change. Rather than the being subject to both the contributor covenant and the Hyperledger CoC this change makes the project only subject to the Hyperledger CoC. Signed-off-by: Danno Ferrin <danno.ferrin@gmail.com>pull/458/head
Danno Ferrin
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# Contributor Covenant Code of Conduct |
# Hyperledger Code of Conduct |
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## Our Pledge |
Hyperledger is a collaborative project at The Linux Foundation. It is an open-source and open |
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community project where participants choose to work together, and in that process experience |
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differences in language, location, nationality, and experience. In such a diverse environment, |
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misunderstandings and disagreements happen, which in most cases can be resolved informally. In rare |
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cases, however, behavior can intimidate, harass, or otherwise disrupt one or more people in the |
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community, which Hyperledger will not tolerate. |
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In the interest of fostering an open and welcoming environment, we as |
A **Code of Conduct** is useful to define accepted and acceptable behaviors and to promote high |
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contributors and maintainers pledge to making participation in our project and |
standards of professional practice. It also provides a benchmark for self evaluation and acts as a |
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our community a harassment-free experience for everyone, regardless of age, body |
vehicle for better identity of the organization. |
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size, disability, ethnicity, sex characteristics, gender identity and expression, |
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level of experience, education, socio-economic status, nationality, personal |
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appearance, race, religion, or sexual identity and orientation. |
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## Our Standards |
This code (**CoC**) applies to any member of the Hyperledger community – developers, participants in |
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meetings, teleconferences, mailing lists, conferences or functions, etc. Note that this code |
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complements rather than replaces legal rights and obligations pertaining to any particular |
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situation. |
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Examples of behavior that contributes to creating a positive environment |
## Statement of Intent |
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include: |
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* Using welcoming and inclusive language |
Hyperledger is committed to maintain a **positive** [work environment](#work-environment). This |
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* Being respectful of differing viewpoints and experiences |
commitment calls for a workplace where [participants](#participant) at all levels behave according |
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* Gracefully accepting constructive criticism |
to the rules of the following code. A foundational concept of this code is that we all share |
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* Focusing on what is best for the community |
responsibility for our work environment. |
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* Showing empathy towards other community members |
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Examples of unacceptable behavior by participants include: |
## Code |
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* The use of sexualized language or imagery and unwelcome sexual attention or |
1. Treat each other with [respect](#respect), professionalism, fairness, and sensitivity to our many |
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advances |
differences and strengths, including in situations of high pressure and urgency. |
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* Trolling, insulting/derogatory comments, and personal or political attacks |
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* Public or private harassment |
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* Publishing others' private information, such as a physical or electronic |
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address, without explicit permission |
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* Other conduct which could reasonably be considered inappropriate in a |
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professional setting |
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## Our Responsibilities |
2. Never [harass](#harassment) or [bully](#workplace-bullying) anyone verbally, physically or |
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[sexually](#sexual-harassment). |
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Project maintainers are responsible for clarifying the standards of acceptable |
3. Never [discriminate](#discrimination) on the basis of personal characteristics or group |
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behavior and are expected to take appropriate and fair corrective action in |
membership. |
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response to any instances of unacceptable behavior. |
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Project maintainers have the right and responsibility to remove, edit, or |
4. Communicate constructively and avoid [demeaning](#demeaning-behavior) or |
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reject comments, commits, code, wiki edits, issues, and other contributions |
[insulting](#insulting-behavior) behavior or language. |
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that are not aligned to this Code of Conduct, or to ban temporarily or |
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permanently any contributor for other behaviors that they deem inappropriate, |
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threatening, offensive, or harmful. |
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## Scope |
5. Seek, accept, and offer objective work criticism, and [acknowledge](#acknowledgement) properly |
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the contributions of others. |
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This Code of Conduct applies both within project spaces and in public spaces |
6. Be honest about your own qualifications, and about any circumstances that might lead to conflicts |
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when an individual is representing the project or its community. Examples of |
of interest. |
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representing a project or community include using an official project e-mail |
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address, posting via an official social media account, or acting as an appointed |
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representative at an online or offline event. Representation of a project may be |
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further defined and clarified by project maintainers. |
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## Enforcement |
7. Respect the privacy of others and the confidentiality of data you access. |
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Instances of abusive, harassing, or otherwise unacceptable behavior may be |
8. With respect to cultural differences, be conservative in what you do and liberal in what you |
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reported by contacting the project team at [private@pegasys.tech]. All |
accept from others, but not to the point of accepting disrespectful, unprofessional or unfair or |
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complaints will be reviewed and investigated and will result in a response that |
[unwelcome behavior](#unwelcome-behavior) or [advances](#unwelcome-sexual-advance). |
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is deemed necessary and appropriate to the circumstances. The project team is |
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obligated to maintain confidentiality with regard to the reporter of an incident. |
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Further details of specific enforcement policies may be posted separately. |
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Project maintainers who do not follow or enforce the Code of Conduct in good |
9. Promote the rules of this Code and take action (especially if you are in a |
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faith may face temporary or permanent repercussions as determined by other |
[leadership position](#leadership-position)) to bring the discussion back to a more civil level |
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members of the project's leadership. |
whenever inappropriate behaviors are observed. |
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## Attribution |
10. Stay on topic: Make sure that you are posting to the correct channel and avoid off-topic |
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discussions. Remember when you update an issue or respond to an email you are potentially |
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sending to a large number of people. |
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This Code of Conduct is adapted from the [Contributor Covenant], version 1.4, |
11. Step down considerately: Members of every project come and go, and the Hyperledger is no |
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available at https://www.contributor-covenant.org/version/1/4/code-of-conduct.html |
different. When you leave or disengage from the project, in whole or in part, we ask that you do |
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so in a way that minimizes disruption to the project. This means you should tell people you are |
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leaving and take the proper steps to ensure that others can pick up where you left off. |
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[Contributor Covenant]: https://www.contributor-covenant.org |
## Glossary |
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[private@pegasys.tech]: mailto:private@pegasys.tech |
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### Demeaning Behavior |
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is acting in a way that reduces another person's dignity, sense of self-worth or respect within the |
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community. |
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### Discrimination |
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is the prejudicial treatment of an individual based on criteria such as: physical appearance, race, |
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ethnic origin, genetic differences, national or social origin, name, religion, gender, sexual |
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orientation, family or health situation, pregnancy, disability, age, education, wealth, domicile, |
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political view, morals, employment, or union activity. |
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### Insulting Behavior |
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is treating another person with scorn or disrespect. |
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### Acknowledgement |
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is a record of the origin(s) and author(s) of a contribution. |
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### Harassment |
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is any conduct, verbal or physical, that has the intent or effect of interfering with an individual, |
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or that creates an intimidating, hostile, or offensive environment. |
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### Leadership Position |
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includes group Chairs, project maintainers, staff members, and Board members. |
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### Participant |
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includes the following persons: |
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- Developers |
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- Member representatives |
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- Staff members |
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- Anyone from the Public partaking in the Hyperledger work environment (e.g. contribute code, |
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comment on our code or specs, email us, attend our conferences, functions, etc) |
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### Respect |
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is the genuine consideration you have for someone (if only because of their status as participant in |
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Hyperledger, like yourself), and that you show by treating them in a polite and kind way. |
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### Sexual Harassment |
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includes visual displays of degrading sexual images, sexually suggestive conduct, offensive remarks |
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of a sexual nature, requests for sexual favors, unwelcome physical contact, and sexual assault. |
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### Unwelcome Behavior |
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Hard to define? Some questions to ask yourself are: |
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- how would I feel if I were in the position of the recipient? |
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- would my spouse, parent, child, sibling or friend like to be treated this way? |
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- would I like an account of my behavior published in the organization's newsletter? |
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- could my behavior offend or hurt other members of the work group? |
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- could someone misinterpret my behavior as intentionally harmful or harassing? |
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- would I treat my boss or a person I admire at work like that ? |
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- Summary: if you are unsure whether something might be welcome or unwelcome, don't do it. |
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### Unwelcome Sexual Advance |
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includes requests for sexual favors, and other verbal or physical conduct of a sexual nature, where: |
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- submission to such conduct is made either explicitly or implicitly a term or condition of an |
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individual's employment, |
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- submission to or rejection of such conduct by an individual is used as a basis for employment |
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decisions affecting the individual, |
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- such conduct has the purpose or effect of unreasonably interfering with an individual's work |
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performance or creating an intimidating hostile or offensive working environment. |
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### Workplace Bullying |
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is a tendency of individuals or groups to use persistent aggressive or unreasonable behavior (e.g. |
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verbal or written abuse, offensive conduct or any interference which undermines or impedes work) |
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against a co-worker or any professional relations. |
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### Work Environment |
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is the set of all available means of collaboration, including, but not limited to messages to |
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mailing lists, private correspondence, Web pages, chat channels, phone and video teleconferences, |
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and any kind of face-to-face meetings or discussions. |
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## Incident Procedure |
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To report incidents or to appeal reports of incidents, send email to Mike Dolan |
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(mdolan@linuxfoundation.org) or Angela Brown (angela@linuxfoundation.org). Please include any |
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available relevant information, including links to any publicly accessible material relating to the |
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matter. Every effort will be taken to ensure a safe and collegial environment in which to |
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collaborate on matters relating to the Project. In order to protect the community, the Project |
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reserves the right to take appropriate action, potentially including the removal of an individual |
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from any and all participation in the project. The Project will work towards an equitable resolution |
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in the event of a misunderstanding. |
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## Credits |
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This code is based on the |
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[W3C’s Code of Ethics and Professional Conduct](https://www.w3.org/Consortium/cepc) with some |
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additions from the [Cloud Foundry](https://www.cloudfoundry.org/)‘s Code of Conduct. |
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