Code of Conduct
1. Project Encephalon is committed to providing an open and inclusive learning environment to all the members. All members regardless of their position in Project Encephalon are expected to adhere to this Code of Conduct.
2. Members of Project Encephalon who are asked to stop any inappropriate behavior are expected to comply immediately. If a participant engages in behavior that violates this Code of Conduct, the presiding officer may warn the offender, ask them to leave the event or platform. They might be asked to engage with the Code of Conduct Committee to look into the matter.
3. According to the decision of the committee, the member might be asked to leave Project Encephalon either for a short time or permanently.
4. Everybody will be allowed to report violations of the Code of Conduct. Complaints can be made anonymously. The information about the accused and the victim will never be disclosed in the public unless necessitated by the law of the land.
5.Any bias by the Board, any officer, and the members of the code of conduct committee can also be reported as a code of conduct violation.
6. The following are the main components of the code.
A. Be inclusive.
We welcome and support people of all backgrounds and identities. This includes, but is not limited to members of any sexual orientation, gender identity and expression, race, ethnicity, culture, national origin, social and economic class, educational level, color, immigration status, sex, age, size, family status, political belief, religion, and mental and physical ability.
B. Be considerate.
We all depend on each other to produce the best work we can as an organization. Your decisions will affect other members around the world, and you should take those consequences into account when making decisions.
C. Be respectful.
We won’t all agree all the time, but disagreement is no excuse for disrespectful behavior. We will all experience frustration from time to time, but we cannot allow that frustration to become personal attacks. An environment where people feel uncomfortable or threatened is not a productive or creative one.
D. Choose your words carefully.
Always conduct yourself professionally. Be kind to others. Do not insult or put down others. Harassment and exclusionary behavior aren’t acceptable. This includes, but is not limited to:
Threats of violence.
Discriminatory jokes and language.
Sharing sexually explicit or violent material via electronic devices or other means.
Personal insults, especially those using racist or sexist terms.
Unwelcome sexual attention.
Advocating for, or encouraging, any of the above behavior.
E. Don’t harass.
In general, if someone asks you to stop something, then stop. When we disagree, try to understand why. Differences of opinion and disagreements are mostly unavoidable. What is important is that we resolve disagreements and differing views constructively.
F. Our differences can be our strengths
We can find strength in diversity. Different people have different perspectives on issues, and that can be valuable for solving problems or generating new ideas. Being unable to understand why someone holds a viewpoint doesn’t mean that they’re wrong. Don’t forget that we all make mistakes, and blaming each other doesn’t get us anywhere. Instead, focus on resolving issues and learning from mistakes.
Alternatively, you can reach out to the Code of Conduct Committee at: firstname.lastname@example.org