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:sparkles: Add Code of Conduct Pattern
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:sparkles: List Code of Conduct pattern in the index
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# Credits | ||
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If you want to edit this illustration, please request access to this [source document](https://docs.google.com/presentation/d/11JOByEO9QXlRLXX5BIv9rjUzPzCKErZzknD1OLcprQQ/edit?usp=sharing). | ||
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The humans in the illustration are [bro](https://storyset.com/illustration/coding/bro) and [pana](https://storyset.com/illustration/high-five/pana) from Storyset. | ||
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See: | ||
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- [Web illustrations by Storyset](https://storyset.com/web) | ||
- [People illustrations by Storyset](https://storyset.com/people) | ||
- [Community illustrations by Storyset](https://storyset.com/community) |
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## Title | ||
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Code of Conduct | ||
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## Patlet | ||
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Communications and interactions between collaborators are rude, not inclusive or offensive, harming and increasing the discussions without any value added. | ||
A Code of Conduct provides guidelines for establishing rules and expectations regarding behavior and interactions within the community to build stronger levels of collaboration. | ||
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## Problem | ||
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InnerSource initiatives often involve collaboration among individuals and teams from diverse backgrounds and perspectives. | ||
The absence of clear rules of communication and interaction leaves room for ambiguity and potential conflicts within the InnerSource community. | ||
Without established guidelines, members may engage in behavior that is harmful, discriminatory, or counterproductive, leading to a breakdown in collaboration and trust. | ||
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## Context | ||
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This pattern emerges when the communications between different team members are very far away of the goals, focused on personal references, blaming other opinions or following non-inclusive behaviors. | ||
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Some examples of this context: | ||
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* The organization has gone through a rapid growth phase, where maintaining a strong collaborative culture has suffered. | ||
* The organization has acquired multiple smaller organizations over a short period of time, and each of these organizations bring their own slightly different culture. | ||
* The organization is highly distributed over multiple countries, nationalities, cultures, and timezones. | ||
* Members of different teams at the organization have not established strong inter-personal relationships. | ||
* Previous attempts to establish ground rules for collaboration have been treated as mere lip service, and have had little to no effect. | ||
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## Forces | ||
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* Define or establish rules of communication to avoid conflicts. | ||
* Create a welcoming, respectful and inclusive environment to foster more collaboration. | ||
* Create trusted relationships across different teams. | ||
* Create the environment where all community members feel safe and valued. | ||
* Connect to corporate's compliance, and business ethics. | ||
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## Solution | ||
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Develop a Code of Conduct that outlines expected behavior, including guidelines for communication, collaboration, and conflict resolution. | ||
The Code of Conduct will articulate the shared values and principles of the InnerSource community, fostering a sense of belonging and common purpose, such as: | ||
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- **Diversity**: InnerSource communities may consist of individuals with varying cultural backgrounds, beliefs, and communication styles. | ||
- **Trust**: Building trust among community members is essential for effective collaboration and knowledge sharing. | ||
- **Inclusivity**: A Code of Conduct and Social Contract can promote inclusivity by setting expectations for respectful behavior and interactions. | ||
- **Accountability**: Clear guidelines help hold community members accountable for their actions and contributions. | ||
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## Implementation | ||
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The adoption of well-known handbooks, such as the [Contributor Covenant](https://www.contributor-covenant.org/), or the adaptation of some internal employee handbooks for members of the organization are good starting points for implementation of this pattern. | ||
However, adopt the following life cycle can improve the implementation and adoption of the Code of Conduct in an InnerSource community: | ||
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1. Collaboratively draft the Code of Conduct, involving input from community members representing diverse perspectives. | ||
2. Seek feedback and consensus from the community to ensure buy-in and ownership of the guidelines. | ||
3. Publish the finalized documents in a prominent location accessible to all community members, such as the [InnerSource portal](https://patterns.innersourcecommons.org/p/innersource-portal) or communication channels. | ||
4. Regularly review and update the Code of Conduct as needed to reflect evolving community norms and values. | ||
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A good practice for the third point is to share the Code of Conduct in each InnerSource community repository as a file named `CODE_OF_CONDUCT.md`. | ||
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In order to avoid content duplication of the Code of Conduct, another good practice is include a reference to a centralized resource within the organization where the content is published to all the InnerSource projects. | ||
This file can be part of the [Standard Base Documentation](../2-structured/base-documentation.md) of any InnerSource project repository. | ||
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It is important to understand that simply adopting a Code of Conduct will not prevent conflict or toxicity in the InnerSource project. | ||
The [Core Team](https://patterns.innersourcecommons.org/p/core-team) and [Dedicated Community Leader](https://patterns.innersourcecommons.org/p/dedicated-community-leader) are responsible for the safe, fair, and transparent enforcement of the community's code of conduct. | ||
That responsibility will imply provide a reporting process, a gathering information process and the consequences of any unacceptable behavior. | ||
These references must be part of the Code of Conduct to encourage the behavior expected in the InnerSource project. | ||
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## Resulting Context | ||
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With a well-defined Code of Conduct in place, the InnerSource community can cultivate a culture of respect, trust, and collaboration. | ||
Community members feel empowered to contribute openly and engage in meaningful dialogue, leading to enhanced innovation and problem-solving. | ||
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## Known Instances | ||
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- Red Hat - Many of the internal communities | ||
- National Australia Bank | ||
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## Authors | ||
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- Roman Martin Gil | ||
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## Acknowledgments | ||
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- Matt Cobby - Adding the National Australia Bank reference | ||
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## References | ||
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- [InnerSource Commons Pattern - Standard Base Documentation](../2-structured/base-documentation.md) | ||
- [Open Practice Library - Social Contract](https://openpracticelibrary.com/practice/social-contract/) | ||
- [Contributor Covenant](https://www.contributor-covenant.org/) | ||
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- [GitHub Open Source Guide: Code of Conduct](https://opensource.guide/code-of-conduct/) | ||
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## Status | ||
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- Initial |
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