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Enforcing Your
Code of Conduct
effective incident response
Audrey Eschright - Open Source and Feelings 2015
Content Warning
• general discussion of harassment and its effects
• types of harassment and other code of conduct
violations that occur
a Code of Conduct
is a tool for creating
inclusive spaces
As an event organizer…
• you’ve been asked to add a code of conduct for
your event
• you agree to do it, but…
• you really hope no one ever has to report a
problem because you’re not prepared—yet!
A Code of Conduct
How do we use it
effectively?
Start with your values
• education
• friendliness
• communication
• the ability to participate and learn
• diversity of perspectives
We value an environment
free from harassment
“Open Source & Feelings is dedicated to providing 

a safe, inclusive, welcoming, harassment-free 

conference experience for everyone”
Specify what behaviors are
inappropriate
“Harassment includes verbal comments that reinforce social
structures of domination related to gender, gender identity and
expression, sexual orientation, disability, physical appearance,
body size, race, age, religion; sexual images in public spaces;
deliberate intimidation; stalking; following; harassing
photography or recording; sustained disruption of talks or
other events; inappropriate physical contact; and unwelcome
sexual attention.”
Actions we may
choose to take
“If a participant engages in harassing behavior, the
conference organizers may take any action they deem
appropriate, including warning the offender or expulsion from
the conference with no refund.”
Behaviors that are
appropriate
“Participate in an authentic and active way. In doing so, you
contribute to the health and longevity of this community.”
“Be mindful of your surroundings and of your fellow
participants.”
The scope of the policy
“We expect all community participants (guests, sponsors, and
contributors, paid or otherwise) to abide by this Code of
Conduct in all community venues, online and in-person, as
well as in all one-on-one communications pertaining to
community business.”
Who to contact
“If you are subject to or witness unacceptable behavior, or
have any other concerns, please notify a community organizer
as soon as possible at conduct@osfeels.com.”
Reporting guidelines
• contact info for the reporter
• names of all people involved, if known
• when and where it happened
• what happened
• additional context
• is it ongoing?
Use an existing
Code of Conduct
• Geek Feminism anti-harassment policy
• Citizen Code of Conduct
• Contributor Covenant
Tell your community
what this is for
• why we have a code of conduct
• what we expect from participants
• who to contact
The response team
• at least two people
• keep each other accountable
• trade off duties when needed
Represent the people
you’re trying to include
• will people feel comfortable reporting 

problems to you?
• work to build trust through representation 

(as well as your actions)
• don’t ask the one woman in your group to help
just because of her gender
Covering big events
• figure out who’s on duty
• make sure you cover after-hours and offsite
events
• check in at least daily
• plan for record-keeping needs
• assign someone to cover social media
Types of incidents 

(a small sample)
• sexist, racist, or homophobic remarks or jokes
• in-person harassment
• non-consensual physical contact
• physical or sexual assault
• online harassment through social media or email
• stalking
Responding to reports
• gather information
• assess the impact and risk of further harm
• determine what resources are needed
• address the problem
• follow up with the people affected
• record the full details and resolution
• follow up within your organization
An example report
• reported by: Mike
• who: Chris G (@creepius, creepius@example.com)
• when: October 2015 meeting
• what happened: Chris made an offensive joke about Muslims
after a speaker with an Arabic name presented. The speaker
was not present, but Mike overheard it and brought it to our
attention.
• additional context: n/a
• ongoing? no
Responding to the report
• state that you received a report of a code of
conduct issue
• when and where it happened
• a general description of what happened 

(don’t name the reporter)
• what the consequences are
• what you expect from the person now
You control who participates
• “Oh no! I can’t believe I said that. 

I am so sorry.”
• “What are you talking about? 

I didn’t do anything.”
When you receive a report
• focus on recording the details, not your
judgement
• record what you’re hearing from the person
affected
• write it down
• assume reports are credible
Privacy is important
• out in the hallway or another room
• off the mailing list, in private email
• not where bystanders will overhear or read
Safety First
• quiet
• rest
• water
• medical assistance
• trusted friends
Trauma and triggers
• code of conduct violations can be traumatic
• traumatic events can cause certain reactions
• when someone is reminded of past trauma in a
way that causes these reactions, we call that a
“trigger”
• fatigue, disorientation, memory loss, and inability
to focus are all normal responses
Impact assessment
• how many people are affected?
• in public? in private?
• spill-over effects
Analyzing risk
• medical or legal requirements
• repeat offenders
• how dangerous is it for this to happen again?
Risk + impact
low risk high risk
low impact
inappropriate
jokes made in
private
attendee with
previous arrest
or assault
high impact
inappropriate
jokes
persistent
coordinated
harassment
Using risk + impact to
determine a response
low risk high risk
low impact verbal warning
take notes,
follow-up later
high impact
public apology,
remove person
from event
coordinated
whole-team
response
Gather resources
• other members of your organizing team
• past incident logs
• organizers of other events who have been similarly affected
• people with specialized expertise
• crisis line
• 911
• online safety resources like Crash Override
Resolve the situation
• choose a fair and proportionate response
• stay true to your values
• you’re responsible to the direct victim(s) and to
the community as a whole
Make the decision you need right now
—
Decide on the
long-term penalties later
Follow up with the people
who were affected
• did you find a code of conduct violation?
• how you responded (i.e. reprimand, asking the
person to not participate)
• anything further you need to discuss
Enforcing Your Code of Conduct: effective incident response
Reduce the threat of
retaliation
• be very cautious about sharing information that
can be used to identify people
• retaliation will tend to target the people seen as
most vulnerable
• retaliation can target individuals or groups
Following up with the
reporter from our event
• we found a code of conduct violation
• we chose the reprimand the person
• he will be asked to leave if it happens again
• we’re here in case you need more support or
anything else happens
Time to regroup
• how did it go?
• what did we learn?
• do we need anything for next time?
• is there anything we haven’t resolved?
You did it!
• this is hard work!
• it is so important to your community that you do
it well
• be kind to yourselves
How to use this template
• write an incident response plan for your event,
project, or community space
• do training with the people responsible for taking
and responding to reports
Thank you!
• email me: audrey@lifeofaudrey.com
• my site: lifeofaudrey.com
• my work: recompilermag.com
• more resources: safetyfirstpdx.org 

(a work in progress—you can help!)

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Enforcing Your Code of Conduct: effective incident response

  • 1. Enforcing Your Code of Conduct effective incident response Audrey Eschright - Open Source and Feelings 2015
  • 2. Content Warning • general discussion of harassment and its effects • types of harassment and other code of conduct violations that occur
  • 3. a Code of Conduct is a tool for creating inclusive spaces
  • 4. As an event organizer… • you’ve been asked to add a code of conduct for your event • you agree to do it, but… • you really hope no one ever has to report a problem because you’re not prepared—yet!
  • 5. A Code of Conduct
  • 6. How do we use it effectively?
  • 7. Start with your values • education • friendliness • communication • the ability to participate and learn • diversity of perspectives
  • 8. We value an environment free from harassment “Open Source & Feelings is dedicated to providing 
 a safe, inclusive, welcoming, harassment-free 
 conference experience for everyone”
  • 9. Specify what behaviors are inappropriate “Harassment includes verbal comments that reinforce social structures of domination related to gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, religion; sexual images in public spaces; deliberate intimidation; stalking; following; harassing photography or recording; sustained disruption of talks or other events; inappropriate physical contact; and unwelcome sexual attention.”
  • 10. Actions we may choose to take “If a participant engages in harassing behavior, the conference organizers may take any action they deem appropriate, including warning the offender or expulsion from the conference with no refund.”
  • 11. Behaviors that are appropriate “Participate in an authentic and active way. In doing so, you contribute to the health and longevity of this community.” “Be mindful of your surroundings and of your fellow participants.”
  • 12. The scope of the policy “We expect all community participants (guests, sponsors, and contributors, paid or otherwise) to abide by this Code of Conduct in all community venues, online and in-person, as well as in all one-on-one communications pertaining to community business.”
  • 13. Who to contact “If you are subject to or witness unacceptable behavior, or have any other concerns, please notify a community organizer as soon as possible at conduct@osfeels.com.”
  • 14. Reporting guidelines • contact info for the reporter • names of all people involved, if known • when and where it happened • what happened • additional context • is it ongoing?
  • 15. Use an existing Code of Conduct • Geek Feminism anti-harassment policy • Citizen Code of Conduct • Contributor Covenant
  • 16. Tell your community what this is for • why we have a code of conduct • what we expect from participants • who to contact
  • 17. The response team • at least two people • keep each other accountable • trade off duties when needed
  • 18. Represent the people you’re trying to include • will people feel comfortable reporting 
 problems to you? • work to build trust through representation 
 (as well as your actions) • don’t ask the one woman in your group to help just because of her gender
  • 19. Covering big events • figure out who’s on duty • make sure you cover after-hours and offsite events • check in at least daily • plan for record-keeping needs • assign someone to cover social media
  • 20. Types of incidents 
 (a small sample) • sexist, racist, or homophobic remarks or jokes • in-person harassment • non-consensual physical contact • physical or sexual assault • online harassment through social media or email • stalking
  • 21. Responding to reports • gather information • assess the impact and risk of further harm • determine what resources are needed • address the problem • follow up with the people affected • record the full details and resolution • follow up within your organization
  • 22. An example report • reported by: Mike • who: Chris G (@creepius, creepius@example.com) • when: October 2015 meeting • what happened: Chris made an offensive joke about Muslims after a speaker with an Arabic name presented. The speaker was not present, but Mike overheard it and brought it to our attention. • additional context: n/a • ongoing? no
  • 23. Responding to the report • state that you received a report of a code of conduct issue • when and where it happened • a general description of what happened 
 (don’t name the reporter) • what the consequences are • what you expect from the person now
  • 24. You control who participates • “Oh no! I can’t believe I said that. 
 I am so sorry.” • “What are you talking about? 
 I didn’t do anything.”
  • 25. When you receive a report • focus on recording the details, not your judgement • record what you’re hearing from the person affected • write it down • assume reports are credible
  • 26. Privacy is important • out in the hallway or another room • off the mailing list, in private email • not where bystanders will overhear or read
  • 27. Safety First • quiet • rest • water • medical assistance • trusted friends
  • 28. Trauma and triggers • code of conduct violations can be traumatic • traumatic events can cause certain reactions • when someone is reminded of past trauma in a way that causes these reactions, we call that a “trigger” • fatigue, disorientation, memory loss, and inability to focus are all normal responses
  • 29. Impact assessment • how many people are affected? • in public? in private? • spill-over effects
  • 30. Analyzing risk • medical or legal requirements • repeat offenders • how dangerous is it for this to happen again?
  • 31. Risk + impact low risk high risk low impact inappropriate jokes made in private attendee with previous arrest or assault high impact inappropriate jokes persistent coordinated harassment
  • 32. Using risk + impact to determine a response low risk high risk low impact verbal warning take notes, follow-up later high impact public apology, remove person from event coordinated whole-team response
  • 33. Gather resources • other members of your organizing team • past incident logs • organizers of other events who have been similarly affected • people with specialized expertise • crisis line • 911 • online safety resources like Crash Override
  • 34. Resolve the situation • choose a fair and proportionate response • stay true to your values • you’re responsible to the direct victim(s) and to the community as a whole
  • 35. Make the decision you need right now — Decide on the long-term penalties later
  • 36. Follow up with the people who were affected • did you find a code of conduct violation? • how you responded (i.e. reprimand, asking the person to not participate) • anything further you need to discuss
  • 38. Reduce the threat of retaliation • be very cautious about sharing information that can be used to identify people • retaliation will tend to target the people seen as most vulnerable • retaliation can target individuals or groups
  • 39. Following up with the reporter from our event • we found a code of conduct violation • we chose the reprimand the person • he will be asked to leave if it happens again • we’re here in case you need more support or anything else happens
  • 40. Time to regroup • how did it go? • what did we learn? • do we need anything for next time? • is there anything we haven’t resolved?
  • 41. You did it! • this is hard work! • it is so important to your community that you do it well • be kind to yourselves
  • 42. How to use this template • write an incident response plan for your event, project, or community space • do training with the people responsible for taking and responding to reports
  • 43. Thank you! • email me: audrey@lifeofaudrey.com • my site: lifeofaudrey.com • my work: recompilermag.com • more resources: safetyfirstpdx.org 
 (a work in progress—you can help!)