mirror of https://github.com/hyperledger/besu
An enterprise-grade Java-based, Apache 2.0 licensed Ethereum client https://wiki.hyperledger.org/display/besu
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7.6 KiB
166 lines
7.6 KiB
# Hyperledger Code of Conduct
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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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A **Code of Conduct** is useful to define accepted and acceptable behaviors and to promote high
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standards of professional practice. It also provides a benchmark for self evaluation and acts as a
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vehicle for better identity of the organization.
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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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## Statement of Intent
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Hyperledger is committed to maintain a **positive** [work environment](#work-environment). This
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commitment calls for a workplace where [participants](#participant) at all levels behave according
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to the rules of the following code. A foundational concept of this code is that we all share
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responsibility for our work environment.
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## Code
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1. Treat each other with [respect](#respect), professionalism, fairness, and sensitivity to our many
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differences and strengths, including in situations of high pressure and urgency.
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2. Never [harass](#harassment) or [bully](#workplace-bullying) anyone verbally, physically or
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[sexually](#sexual-harassment).
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3. Never [discriminate](#discrimination) on the basis of personal characteristics or group
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membership.
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4. Communicate constructively and avoid [demeaning](#demeaning-behavior) or
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[insulting](#insulting-behavior) behavior or language.
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5. Seek, accept, and offer objective work criticism, and [acknowledge](#acknowledgement) properly
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the contributions of others.
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6. Be honest about your own qualifications, and about any circumstances that might lead to conflicts
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of interest.
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7. Respect the privacy of others and the confidentiality of data you access.
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8. With respect to cultural differences, be conservative in what you do and liberal in what you
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accept from others, but not to the point of accepting disrespectful, unprofessional or unfair or
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[unwelcome behavior](#unwelcome-behavior) or [advances](#unwelcome-sexual-advance).
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9. Promote the rules of this Code and take action (especially if you are in a
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[leadership position](#leadership-position)) to bring the discussion back to a more civil level
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whenever inappropriate behaviors are observed.
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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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11. Step down considerately: Members of every project come and go, and the Hyperledger is no
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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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## Glossary
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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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