CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT YOUR

CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT [YOUR LOGO HERE] INTRODUCTION We created this Code of Conduct not because we anticipate bad behaviour, but because we believe that articulating our values and obligations to one another reinforces the already exceptional level of respect within the company. We believe that articulating our values and accountabilities to one another reinforces that respect and provides us with clear avenues to correct our culture should it ever stray. To our employees, we commit to enforce and evolve this code as our company grows. CLOSING THE GENDER GAP IN TECHNOLOGY 1

CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT [YOUR LOGO HERE] OUR PHILOSOPHY We are dedicated to creating an inclusive environment for everyone, regardless of race, ethnicity, religion, colour, national origin, age, disability (physical or mental), sexual orientation, gender identity, parental status, marital status, and political affiliation as well as gender expression, mental illness, socioeconomic status or background, neuro(a)typicality, or physical appearance. We’re united by our company values, and we celebrate our unique differences. Like our core values, the contents of this Code of Conduct are concepts we expect teammates to work to apply to their daily lives in and outside of the company. Specifically, the Code of Conduct applies to employees’ interactions in various areas of our shared professional lives, including all events hosted by the company, shared online spaces (Slack, email, etc. ) , social media and conferences or other events where we represent our company. CLOSING THE GENDER GAP IN TECHNOLOGY 2

CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT [YOUR LOGO HERE] WHAT’S COVERED: ● Expected Behaviours 4 ● Unacceptable Behaviours 5 ● Reporting a Problem 6 ● Final Notes 7 CLOSING THE GENDER GAP IN TECHNOLOGY 3

CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT [YOUR LOGO HERE] EXPECTED BEHAVIOURS Every member of our company is expected to work smart, be considerate of their teammates, and contribute to a collaborative, positive, and healthy environment in which we can all succeed. Specifically: ● Be supportive of your colleagues, both proactively and responsively. Offer to help if you see someone struggling or otherwise in need of assistance. ● Be inclusive. Go out of your way and across cultures to include people in team jokes or memes; we want to build an environment free of cliques. ● Be collaborative. Involve your teammates in brainstorms, sketching sessions, code reviews, planning documents, and the like. ● Be generous in both giving and accepting feedback. Feedback is a natural and important part of our culture. Good feedback is kind, respectful, clear, and constructive, and focused on goals and values rather than personal preferences. ● Be respectful toward all time zones. Embrace habits that are inclusive and productive for team members wherever they are. ● Be kind. Be polite and friendly in all forms of communication – especially remote communication, where opportunities for misunderstanding are greater. CLOSING THE GENDER GAP IN TECHNOLOGY 4

CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT [YOUR LOGO HERE] UNACCEPTABLE BEHAVIOURS [COMPANY ] are committed to providing a welcoming and safe environment for all. Discrimination and harassment are expressly prohibited. Any behavior or language that is unwelcoming—whether or not it rises to the level of harassment—is strongly discouraged. Additionally, there a host of behaviours and language common on tech teams which are worth noting as specifically unwelcome: ● No surprise if a teammate isn’t familiar with something. It’s always acceptable to say “I don’t know” or “I don’t understand. ” So please don’t act surprised when people aren’t familiar with a tool, person, place or process. ● No exclusionary language. Take care with the words you choose, even if it’s as small as choosing “hey, everyone” over “hey, guys. ” Sexist, racist, ableist, and other exclusionary jokes are not appropriate and will not be tolerated under any circumstance. ● No subtle -isms. Much exclusionary behavior takes the form of subtle -isms, or microaggressions – subtle put-downs which may be unconsciously delivered. Regardless of intent, micro-aggressions can have a significant and demeaning impact on teammates and have no place in our company. ● Pedantic corrections. Otherwise known as “well actually’s” these are often insulting and unproductive; make an effort not to interrupt your colleagues while they are speaking and take care neither to patronize your colleagues nor assume complete knowledge of a topic. CLOSING THE GENDER GAP IN TECHNOLOGY 5

CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT [YOUR LOGO HERE] REPORTING A PROBLEM These guidelines are ambitious, and we’re not always going to succeed in meeting them. When something goes wrong—whether it’s a microaggression or an instance of harassment—there a number of things you can do to make sure the situation is addressed. ● Address it directly. If you’re comfortable bringing up the incident with the person who instigated it, pull them aside to discuss how it affected you. Be sure to approach these conversations in a forgiving spirit. an angry or tense conversation will not do either of you any good. If you’re unsure how to go about that, try discussing with your manager or with the people and culture team first—they might have some advice about how to make this conversation happen. ● Talk to a peer or mentor. Your colleagues are likely to have personal and professional experience on which to draw that could be of use to you. If you have someone you’re comfortable approaching, reach out and discuss the situation with them. They may be able to advise on how they would handle it, or direct you to someone who can. ● Talk to your manager. Your manager probably knows quite a lot about the dynamics of your team, which makes them a good person to look to for advice. They may also be able to talk directly to the colleague in question if you feel uncomfortable or unsafe doing so yourself. Finally, your manager will be able to help you figure out how to ensure that any conflict with a colleague doesn’t interfere with your work. CLOSING THE GENDER GAP IN TECHNOLOGY 6

CREATING AN INCLUSIVE ENVIRONMENT CODE OF CONDUCT [YOUR LOGO HERE] FINAL NOTE This is a living document that everyone at [COMPANY ] has access to and teammates can suggest changes or create a discussion about it any time. LICENCE This code of conduct is released under an Attribution CC BY license. CLOSING THE GENDER GAP IN TECHNOLOGY 7