A welcoming, respectful, and inclusive environment is the core tenet of Vivid Foundry. We, as team of collaborators, developers, and contributors, pledge to make our work environment a harassment-free experience for everyone, regardless of age, body size, visible and invisible disability, ethnicity, sex characteristics, gender identity and expression, level of experience, education, socio-economic status, nationality, personal appearance, race, ethnicity, caste, religion, or sexual identity and orientation.
Examples of behavior that contributes to creating a positive environment include:
- Demonstrating empathy and kindness toward other people, including team members
- Using welcoming and inclusive language
- Being respectful of differing viewpoints and experiences
- Giving and gracefully accepting constructive criticism
- Behaving with the collective team’s best interests in mind
Examples of unacceptable behavior include:
- The use of unsolicited sexualized language or imagery, and sexual attention or advances of any kind
- Trolling, insulting, or derogatory comments, and personal or political attacks
- Public or private harassment
- Publishing others’ private information, such as a physical or electronic address, without explicit permission
- Encouraging others to partake in hate speech, public or private harassment, coercion, or bullying
- Coercing, blackmailing, or pushing others to ‘out’ any part or entirety of their identity
- Microaggressions, including invalidating people’s traumas and vulnerabilities, and negative attitudes that further stigmatize marginalizing experiences
- Using judgmental language at others to make unreasonable accusations, to cause harm, or to create hostility. Judgmental language comes from assumption, not fact
- Using misinformation to undermine others
- Stealing other people’s work and property or deliberately sabotaging work
- Other conduct which could reasonably be considered inappropriate in a professional setting
Vivid Foundry management is responsible for clarifying and enforcing the standards of acceptable behavior and are expected to take appropriate and fair corrective action in response to any instances of unacceptable behaviour. Management reserves the right to modify and change the Code of Conduct as to better fit the values detailed in the Pledge above.
Management has the responsibility and right to remove, edit, or reject digital messages and work contributions in our work environment that are not aligned to this Code of Conduct, in a manner as they deem appropriate for removing threatening or harmful content.
This Code of Conduct applies both within workspaces and in public spaces when an individual is representing the project or the company. Examples of representing a project or company include using e-mail to represent the project, posting via social media about the project, or acting as an appointed representative at an online or offline event. Representation of a project may be further defined and clarified by Tanya Kan.
If anyone working at Vivid Foundry has made you (the Contractor) feel uncomfortable with unprofessional or disrespectful behaviour (whether towards you, another employee, a customer, or other person), either in or outside the workplace, it is essential that the situation is remedied so that it is not repeated. Every situation is different, and Vivid Foundry reserves the right to enforce punitive action, from required training to termination, or anything in-between, according to the judgment of Vivid Foundry management and the severity, frequency, and outcomes of an incident.
Here are the steps we encourage you to follow if an incident occurs:
- Consider talking it over with the person yourself. This is generally appropriate for budding interpersonal problems but may not be appropriate for serious incidents.
- If settling it with the individual(s) seems difficult or problematic, bring the issue up privately with Tanya Kan (the studio director). The issue can be brought up by email, private message, or by setting up a meeting, whatever best helps the individual.
- Vivid Foundry will investigate and deal with all concerns or complaints fairly and thoughtfully, centring the needs of those negatively impacted, and respecting the privacy of all parties as much as is reasonable.
- Where Vivid Foundry deems necessary, Tanya Kan will reach out to a third party, anti-oppression expert to advise on further procedures, at Vivid Foundry’s cost.
If you become the target of harassment while working at Vivid Foundry, or especially as a result of working here, it is essential that the company assist you as best it can during this difficult time. For its part, Vivid Foundry pledges to act in your best interests, prioritizing your safety and acting on your behalf only with your informed consent.
Here are the steps we encourage you to follow:
- If you feel you are in immediate danger, please call 911. Alternatively, contact Sexual Assault Centres, Crisis Lines, or Support Services as appropriate for your situation (https://endingviolencecanada.org/sexual-assault-centres-crisis-lines-and-support-services/). When you are somewhere safe, please ask someone to notify Tanya or your supervisor.
- “Speak Up and Stay Safer”: Engage with social media with care. We urge you to prioritize safety, but Vivid Foundry will not discourage your engagement with your community. Tools like blocking, filters, and/or allowing someone you trust to post/filter for you are all useful, if and when you deem it effective or appropriate.
- Either alone or together with someone you trust at Vivid Foundry, investigate cybersecurity and online safety resources such as Crash Override Network (http://www.crashoverridenetwork.com/resources.html) and decide together what the best course of action is.
- Vivid Foundry always supports self-care and professional guidance in taking next steps. If you feel it would help, consider asking your supervisor to approve time off. If this is not feasible, Vivid Foundry recommends discussing alternatives and accommodations with your supervisor.
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, version 2.0, available at https://www.contributor-covenant.org/version/2/0/code_of_conduct.html, and from Kitfox’s Harassment Policies, available at https://kitfoxgames.medium.com/kitfoxs-harassment-policies-fe2aa2305b97
Adapted by Tanya Kan, edited by Jayme Last, last edited and updated by Tanya Kan on 2024-01-09.