We want to promote healthy team interactions and foster an open and welcoming environment. We pledge to create an inclusive community where participation in our projects is a harassment-free experience for everyone. By everyone, we mean regardless of age, body size, disability, ethnicity, sex characteristics, gender identity and expression, level of experience, education, socioeconomic status, nationality, personal appearance, race, religion, diet, or sexual identity and orientation.

Our Standards

Examples of behavior that contributes to creating a positive environment include:

Examples of unacceptable behavior by participants include:

Our Responsibilities

Project leads should serve as role models who exemplify the behaviors that contribute to a positive environment. They should lead by example, help others, praise good work, and provide constructive criticism. They should also moderate, intervene, or resolve conflict where necessary.

Project leads are responsible for clarifying the standards of acceptable behavior and are expected to take appropriate and fair corrective action in response to any instances of unacceptable behavior. They have the right and responsibility to remove, edit, or reject comments, commits, code, wiki edits, issues, and other contributions that are not aligned to this Code of Conduct, or to ban temporarily or permanently any contributor for other behaviors that they deem inappropriate, threatening, offensive, or harmful.

The MATTER Lab cultivates a strong research agenda and an innovative startup environment. To do so effectively, we need to ensure a balance of creativity and freedom with responsibility. This is described well by the article "The Hard Truth About Innovative Cultures" (Gary Pisano, Jan-Feb 2019 issue of Harvard Business Review). "...innovative cultures are misunderstood. The easy-to-like behaviors that get so much attention are only one side of the coin. They must be counterbalanced by some tougher and frankly less fun behaviors.":

Scope

This Code of Conduct applies both within project spaces and in public spaces when an individual is representing a project or its community. Examples of representing a project or community include using an official project e-mail address, posting via an official social media account, or acting as an appointed representative at an online or offline event. Representation of a project may be further defined and clarified by project leads.

Feedback

Commendable contributions and teamwork should not go unnoticed or unrewarded. The Child Mind Institute accepts nominations for employee awards of recognition, and the MATTER Lab has a tradition of celebrating outstanding work and promotions at its weekly Dosa Redemption Day feasts. Please feel free at any point to tell the director of the MATTER Lab, Arno Klein (arno@childmind.org), about notable accomplishments of your colleagues or of your own.

On the other hand, instances of abusive, harassing, or otherwise unacceptable behavior should not be tolerated, and should be reported by contacting Arno Klein (arno@childmind.org). To report an issue involving Arno Klein, please email Director of Human Resources at the Child Mind Institute, Natalie Cumberbatch, at natalie.cumberbatch@childmind.org. All complaints will be reviewed and investigated and will result in a response that is deemed necessary and appropriate to the circumstances. The Child Mind Institute and its employees are obligated to maintain confidentiality with regard to the reporter of an incident. Further details of specific enforcement policies may be posted separately.

Attribution

This Code of Conduct is adapted from the Contributor Covenant, version 1.4, available at https://www.contributor-covenant.org/version/1/4/code-of-conduct.html. The Contributor Covenant was created by Coraline Ada Ehmke in 2014 and is released under the CC BY 4.0 License.