examples/recurse-center-social-rules.md

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+https://www.recurse.com/social-rules
+
+# Social rules
+
+RC has four social rules. They help create a friendly, intellectual environment where you can spend as much of your energy as possible on programming.
+
+The social rules are:
+
+- No well-actually's
+- No feigned surprise
+- No backseat driving
+- No subtle -isms
+
+The social rules name subtle behaviors that put other people down or show how much we know instead of supporting each other's learning. They work together with the self-directives to make RC an even better place to learn and grow.
+
+For example, working at the edge of your abilities requires taking emotional risks, and the social rules help create an environment where it's safe to do that. Letting someone know that they impacted you by breaking a social rule and accepting that feedback gracefully when you're the one who messed up are important ways to learn generously. This allows everyone to keep working and growing together.
+
+One thing that often surprises people about the social rules is that we expect people to break them from time to time. This means they're different from our code of conduct, which covers behaviors that are never acceptable, like abuse, discrimination, and harassment.
+
+## No well-actually's
+
+    Alice: I just installed Linux on my computer!
+    Bob: It's actually called GNU/Linux.
+
+A well-actually is when you correct someone about something that's not relevant to the conversation or tangential to what they're trying to say.1 They're bad because they aren't helpful, break the flow of conversation, and focus attention on the person making the well actually.
+
+This rule can be a bit tricky because there isn't a clear line between relevant to the conversation and not. Sometimes your correction might actually be necessary, and it could still come off as annoying when you make it. The best rule of thumb is, if you're not sure whether something needs to be said right now, hold off and see what happens. You can always say it later if it turns out there's no way for the conversation to move forward without your correction.
+
+## No feigning surprise
+
+    Dan: What's the command line?
+    Carol: Wait, you've never used the command line?
+
+Feigned surprise is when you act surprised when someone doesn't know something. Responding with surprise in this situation makes people feel bad for not knowing things and less likely to ask questions in the future, which makes it harder for them to learn.
+
+No feigning surprise isn't a great name. When someone acts surprised when you don't know something, it doesn't matter whether they're pretending to be surprised or actually surprised. The effect is the same: the next time you have a question, you're more likely to keep your mouth shut. An accurate name for this rule would be no acting surprised when someone doesn't know something, but it's a mouthful, and at this point, the current name has stuck.
+
+## No backseat driving
+
+    Bob: What's the name of the string copy function?
+    Alice: Strncpy.
+    Eve: (from across the room) You should use strlcpy. It's safer.
+
+Backseat driving is when you lob advice from across the room (or across the online chat) without really joining or engaging in a conversation. Because you haven't been participating in the conversation, it's easy to miss something important and give advice that's not actually helpful. Even if your advice is correct, it's rude to bust into a conversation without asking. If you overhear a conversation where you could be helpful, the best thing to do is to ask to join.
+
+## No subtle -isms
+
+    Carol: Windows is hard to use.
+    Bob: No way. Windows is so easy to use that even my mom can use it.
+
+Subtle -isms are subtle expressions of racism, sexism, ageism, homophobia, transphobia and other kinds of bias and prejudice. They are small things that make others feel unwelcome, things that we all sometimes do by mistake. Subtle -isms make people feel like they don't belong at RC. We want to create an environment where everyone can focus all their energy on programming. It's hard to do that if you're regularly being made to wonder whether you belong.
+
+Subtle -isms can also be things that you do instead of say. This includes things like boxing out the only woman at the whiteboard during a discussion or assuming someone isn't a programmer because of their race or gender.
+
+The fourth social rule is more complicated than the others. Not everyone agrees on what constitutes a subtle -ism. Subtle -isms are baked into society in ways that can make them hard to recognize. And not everyone experiences subtle -isms in the same way: subtle homophobia won't hurt someone who's straight in the same way it hurts someone who's gay.
+
+There's another part of no subtle -isms: If you see racism, sexism, etc. outside of RC, please don't bring it in. For example, please don't start a discussion about the latest offensive comment from Random Tech Person Y. Everyone who comes to RC should have the same opportunity to focus on programming, and people from oppressed groups often find discussions of racism, sexism, etc. particularly hard to tune out. There are many places to discuss and debate these issues, but there are few where people can avoid them. RC is one of those places.2
+
+## How do they work?
+
+The social rules are lightweight. You should not be afraid of breaking a social rule. These are things that everyone does, and breaking one doesn't make you a bad person. If someone says, "hey, you just feigned surprise," or "that's subtly sexist," don't worry. Just apologize, reflect for a second, and move on.
+
+The social rules aren't for punishing people. They help make RC a pleasant environment where you are free to be yourself, tackle things outside your comfort zone, and focus on programming.
+
+## Code of conduct
+
+The social rules don't cover harassment or discrimination. For that, we have a separate [code of conduct](https://www.recurse.com/code-of-conduct) enforced by the RC faculty. All members of the RC community are expected to abide by our code of conduct.

examples/varia-coc.md

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+https://varia.zone/en/pages/code-of-conduct.html
+
+# About this document
+
+The code of conduct is a set of guidelines that help establish shared values and ensure that behaviour that may harm participants is avoided.
+
+This document equally applies to Varia's members, visitors and contributors, including organizers of events in the space. The document also applies to users and contributors to Varia's on-line channels. When the word "we" is used in this document, it applies to all of the above.
+
+We acknowledge that we come from different backgrounds and all have certain biases and privileges. Therefore, this Code of Conduct cannot account for all the ways that people might feel excluded, unsafe or uncomfortable. We commit to open dialogues, and as such this Code of Conduct is never finished and should change whenever needed. We amend this document over time so it reflects the priorities and sensitivities of Varia as it changes. It is a collective responsibility for all of us to enact the behaviour described in this document, and bring it to the physical and digital space of Varia.
+
+# Why a Code of Conduct?
+
+Varia is a complex collective-space. We are a multi-lingual, multi-cultural, multi-disciplinary group. At Varia we mostly speak English and Dutch. We recognize that most members and visitors are not native speakers of these languages. We also recognize that there are multiple ways of speaking and interacting (words, gestures, acts, etc.), depending on cultural backgrounds, educations and practices. As such, we recognize that situations might arise where misunderstandings or conflicts happen. We strive to overcome these misunderstandings through a commitment to open dialogue: we prefer to assume good faith, and ask members, participants or visitors to express their concerns directly to each other when possible. When this is not an option, this Code of Coduct can be consulted for further actions.
+
+Varia is a learning environment. It accommodates a whole range of practices. Working together means bridging gaps: between different practices, levels of technical expertise, personal preferences and political or ethical orientations. We strive to create an environment for participants with different ranges of experience, while allowing complex topics to be discussed.
+
+We want Varia to be a space where all members can develop their practices in a collective setting and people feel safe and comfortable to participate, to express themselves, to learn and to work together. The vulnerable nature of collective work means that uncomfortable situations will occur. These situations ask for mutual respect and care. We hope that everyone participating in Varia is respectful, feels able to be vulnerable and exercises care. In the interest of making an inclusive environment, we will not tolerate harassment, exclusion or any other harmful behaviour.
+
+# Expected behaviour
+
+We expect each other to ...
+
+be considerate
+
+of each other, the space we enter, the people at Varia and the practices it houses.
+
+be open and generous
+
+while trying not to make assumptions about others. This can include assumptions about identity, knowledge, experiences or preferred pronouns. Be generous with our time and our abilities, when we are able to. Help others, but ask first. There are many ways to contribute to a collective practice, which may differ from our individual ways.
+
+be respectful
+
+of different viewpoints and experiences. Respect physical and emotional boundaries. Be respectful of each others' limited time and energy. Take each other and each other's practices seriously. Acknowledge that this might lead to disagreement. However, disagreement is no excuse for poor manners.
+
+be responsible
+
+we listen to and act upon respectful feedback. We correct ourselves when necessary, keeping in mind that the impact of our words and actions on other people doesn't always match our intent.
+
+be dedicated
+
+we participate in the group with self-respect and don't exhaust ourselves. This might mean saying how we feel, setting boundaries,being clear about our expectations. Asking questions early avoids problems later. Those who are asked should be responsive and helpful.
+
+be empathetic,
+
+by actively listening to others and not dominating discussions. We give each other the chance to improve and let each other step up into positions of responsibility. We make room for others. We are aware of each other's feelings, provide support while knowing when to step back. We ask to make sure that our actions are wanted.
+
+foster an inclusive environment
+
+by trying to create opportunities for others to express views, share skills and make other contributions. Being together is something we actively work on and requires negotiation. We recognize that not everyone has the same opportunities, therefore we must be sensitive to the context we operate in. here are implicit hierarchies that we can challenge. When we organise, we think about how we can consider degrees of privilege, account for the needs of others, promote an activist stance and support other voices.
+
+# Unacceptable behaviour
+
+The following behaviours will not be tolerated within the physical and digital realms of Varia.
+
+No structural or personal discrimination,
+
+attitudes or comments promoting or reinforcing the oppression of any groups or people based on gender, gender identity and expression, race, ethnicity, nationality, sexuality, sexual orientation, religion, disability, mental illness, neurodiversity, personal appearance, physical appearance, body size, age, or class. Do not claim “reverse-isms”, for example “reverse racism”.
+
+No harrassment,
+
+neither public nor private. Also no deliberate intimidation, stalking, following, harassing photography or recording, disruption of events, aggressive, slanderous, derogatory, or threatening comments online or in person and unwanted physical or electronic contact or sexual attention. No posting or disseminating libel, slander, or other disinformation.
+
+No violation of privacy,
+
+namely publishing others' private information, such as a physical or electronic address, without explicit permission. Do not take or publish photos or recordings of others after their request to not do so. Delete recordings if asked.
+
+No unwelcome sexual conduct,
+
+including unwanted sexual language, imagery, actions, attention or advances.
+
+No destructive behaviour,
+
+or any other conduct which could reasonably be considered inappropriate. This includes (but is not exclusive to) depictions of violence without content warnings, consistently and purposely derailing or disrupting conversations, or other behaviour that persistently disrupts the ability of others to engage in the group or space.
+
+# Intervention procedure
+
+We have different, time based procedures.
+
+## Immediate intervention (help is needed now!)
+
+If you are feeling unsafe, you can immediately contact the Varia members in the space, or those who are tasked with making sure the code of conduct is respected. These contact people will do their best to help, or to find the correct assistance if relevant/necessary. You can contact either of them by sms/call or email at:
+[redacted]
+
+For example, something happened during a still-ongoing event and needs to be acted upon right away. Action is taken immediately when this violation of the code of conduct is reported. This could involve removing an attendee from an event.
+
+## Non-immediate intervention (a situation that requires more time)
+
+Other violations need to be considered and consulted upon with more people or in a more measured way. For example: If you experience an ongoing pattern of harassment; if you witness structurally unacceptable behaviour; if somebody keeps "accidentally" using discriminatory language, after being asked to stop.
+
+If you feel comfortable or able, discuss the issues with the involved parties before consulting a mediator. We prefer to constructively resolve disagreements together and work to change the unacceptable behaviour, when it is possible and safe to do so.
+
+However, if the problems still persist, those who are responsible for enforcing the code of conduct can help you deal with these kinds of problems. Contact the members listed above. Information will be handled with sensitivity.
+