Adapted from the Codes of Conduct for the SIGCHI Equity Talks, SIGCHI Executive Committee Meetings, and CHI Play 2020, all led by Cale Passmore
Code of Conduct for Sessions
The Zoom link will be open 5 minutes prior to the scheduled meeting times. We encourage attendees to use this time to check in with moderators and volunteers with any last minute questions, concerns, or accommodations. These may be communicated via email to accessibility@chiwork.org beforehand.
Recorded Portion
For the first part of the event (around 30 minutes) the conversation will be recorded and will be uploaded to YouTube. By attending the meeting within this time frame, you concede to any participation (question, comments) being recorded. This includes anything posted to the Zoom chat. The recordings will be transcribed and captioned, and shared on the CHIWORK YouTube channel, social media, and possibly other outlets.
Please mute your microphone when joining and turn it on when asked to speak by moderators. Whenever you introduce yourself, you are encouraged to state your name, pronouns, and institution to accommodate those who cannot visually identify you.
We also encourage turning on your camera for ease of communication and lip reading.
Informal discussion
A moderator will announce when the formal part of the conversation has finished and will turn off the recording. After the formal conversation has concluded, we will dedicate the last half of the conversation to answering any remaining questions and continuing our discussion. This is an opportunity for everyone to connect in a more relaxed and social environment.
Clear Name Policy
In order to facilitate connection with others, we ask that you write your name on the Zoom call. For personal or privacy reasons, you may use an alias. We will be recording these Zoom conversations and posting them publicly on YouTube.
We also highly recommend adding your pronouns (they/them, she/her, he/him, etc.) after your name on Zoom (e.g. Georgia Gnome (they/them)). This is done to encourage accuracy and mutual respect in addressing one another; we want to create an environment of acceptance of people and their identities. Please also consider introducing yourself with your name and pronouns when you speak.
Attendees
This is a discussion based format. Please keep comments concise and be aware of the space you take up. As we have limited time, we want to make sure many voices are heard.
You are welcome to post any questions, thoughts, or comments you have in the chat. A moderator will call on you to speak when appropriate.
Do not use, post, or discuss potentially harmful content without first providing a warning to participants. This includes (but is not limited to) flashing lights, discriminatory content (racist, sexist, genderist, classist, ableist, transphobic etc), sexually violent topics, or other offensive and stressful content.
Here is a helpful guide for giving content warnings: A guide to content and trigger warnings.
We encourage respectful debate and constructive critiques. Be hard on systems and soft on people; avoid person attacks and allow us to all collectively find ways to address systemic issues.
Tips for Speakers
If needed, please ask the moderators and chairs any questions about the appropriateness of the content of what you will discuss BEFORE the event. If sensitive issues are likely to arise, where you might need support, please let moderators know beforehand. You can self assess if you feel comfortable or prepared for answering difficult questions or engaging with criticisms. Make sure to not share content (e.g., acronyms, slang) or references to people that are sensitive in nature (e.g., to those of marginalized communities, various genders, abilities, ethnicities, religious affiliations, cultures, ages, education levels, economic or political grouping), or that may be taken as offensive or not necessary in sharing your main points.
Guidelines for Land Acknowledgement
Speakers and attendees can consider giving an Indigenous land acknowledgement statement where appropriate. We have provided some guidelines and resources:
Questions to ask yourself:
1. Learn. Check whose land you are on using whose land apps (e.g. https://www.whose.land/en/ and https://native-land.ca/).
2. Consider the present day relationships between Indigenous and Non-Indigenous communities in your particular location.
3. Reflect on how you see yourself in this relationship. For Non-Indigenous people, ask yourself how you are benefiting from living on this land that is a traditional territory of Indigenous persons. Especially as academics, consider that we are in a privileged space.
Useful links:
Whose Land FAQ: https://www.whose.land/en/faq
Thanking the host nation: https://www.ictinc.ca/first-nation-protocol-thanking-host-first-nation
Native-Land map (includes some global territory): https://native-land.ca/
A primer: https://nativegov.org/a-guide-to-indigenous-land-acknowledgment/
More examples: https://www.careaboutclimate.org/blog/five-steps-to-writing-a-land-acknowledgement
Printable posters from the US Dept Arts and Culture: https://drive.google.com/file/d/16JkntXWdjIg_i2Vq54C7SbsiQpRvWjLT/view?usp=sharing
Moderator’s Role
Moderators will guide the conversation, asking the speaker questions, and calling on attendees to ask their questions during the recorded portion of the conversation, and. If any issues or violations come up, the moderators will respond appropriately. In the case of harassment, discrimination, or problematic content, moderators will take appropriate action, either on the spot or afterwards (which may include providing a warning, removing the offending party, or using the moment to educate).
Supportive space
Technical issues, anxiety, and glitches are expected. Be patient. Show sensitivity to anyone speaking, be kind and be supportive. People’s lived experiences are not for debate; their ideas, policies, and suggestions are. The lines between these two are not always clear so give one another the benefit of the doubt. Grace, sensitivity, and validation go a long way toward creating community.
We all need education about social justice, cultural sensitivities, and people’s needs related to their identity. However, access to education on these topics is not equal. Not everyone has access to the bodies, knowledge, or communities that you do. There are differences between us as individuals, and we have differing levels of access to resources. All of this must be respected, even if disagreed with. There may be times when identifying words or phrases are insensitive or just don’t feel right to you. If these issues come up, take each other in good faith and (if you have the capacity) correct the individual. Help in refocusing on the topic of the moment.
If you misgender, incorrectly pronounce, or unintentionally discriminate against someone: identify the issue, begin your comment again with the error corrected, and continue. If you are unsure how to pronounce someone’s name, ask them first, preferably ahead of time in case of a public event.
Feel free to leave the talk, move around in your own physical setting, or take a moment to yourself whenever needed.
In the event of harassment or discrimination by another attendee or presenter, directly message the moderator. They are equipped to take appropriate action.
Read more about Zoom tips on four causes for ‘Zoom fatigue’ and simple fixes.
Harassment Policy
Harassment and discrimination are immensely harmful: to the target, to the perpetrator, to the social group, and to the organization in general. Attendees are encouraged to file a report should they experience harassment or discrimination during a CHIWORK session. Doing so not only helps keep everyone accountable, they are a way to identify recurring issues or problematic individuals, so that we can improve not only in the moment, but over time.
Harassment and/or discrimination can be deliberate or unintentional. We ask that everyone act in good faith, however harassment and discrimination often occurs alongside the best of intentions. What matters is whether others consent (to your words and actions), and if those words and actions are respectful in nature and reception. Whether consent and respect are behind your words is determined by your audience.
If you experience harassment or if there are matters that you would like to address, please reach out to chairs2021@chiwork.org. You are encouraged report any/all experiences of harassment/discrimination, even if someone has already filed a report. If you were witness to the event or overheard the event described to you, we encourage you to report it so long as you have obtained consent from the target. When reporting, always include the 5 W’s [who, what, where, when, why]. Filing a report will result in a follow-up at the contact information provided.
What constitutes harassment?
Harassment is defined from the viewpoint of the target. Harassment can for example be about territoriality (i.e., driving people out of a profession or situation), impressing others at the expense of someone else, actions to elevate yourself above someone else by diminishing them, or insulting a group of people on the basis of their identity. Harassment can be predatory (for example, getting a thrill out of doing something shocking) and may gradually increase over time (for example, a harasser testing the limits and resistance of the target individual/group by starting with a joke/comment and escalating it continually to see how far they can push the interaction). Oftentimes the targeted individual’s/group’s reaction to aforementioned behaviors constitutes harassment.
Ultimately, harassment is related to power: who has it, who wants it, and how it’s obtained/maintained or transferred.