M1PR Code of Conduct: Online and In Person

M1PR, Inc. Code of Conduct

1. Introduction and Purpose

M1PR, Inc. is committed to providing a professional, inclusive, and harassment-free environment for all individuals, regardless of their background, role, or location. The strength of collaboratiopn comes from the diverse perspectives and professional contributions of our team and partners.

This Code of Conduct (CoC) outlines the expected standards of behavior for all individuals engaging with M1PR, Inc. online and in-person.

2. Scope of Application

This CoC applies to all employees, contractors, consultants, vendors, partners, and clients of M1PR, Inc. (collectively referred to as “Participants”).

It governs behavior in all company spaces, including but not limited to:

• Physical office spaces and worksites.
• Company-sponsored events, conferences, and social gatherings.
• All online platforms, communication channels (email, Slack, video conferences), and internal or external social media when representing M1PR, Inc.
• Interactions that occur outside company-defined spaces but negatively impact the well-being or professional standing of another Participant.

3. Our Core Principles and Expected Behavior

We expect Participants to act with professionalism, empathy, and integrity, following these core principles:

A. Professionalism and Respect

• Demonstrate Empathy and Kindness: Treat all individuals with respect, showing patience and understanding, especially when providing professional critique or feedback.
• Inclusive Language: Use welcoming and inclusive language, being aware of cultural differences and individual preferences.
• Constructive Disagreement: Disagreement is natural, but must be respectful. Engage in constructive debate focused on the work, not personal attacks. When conflict arises, prioritize resolving issues professionally and privately.
• Respect Boundaries: Treat the professional and personal boundaries of others with respect.

B. Collaboration and Accountability

• Accept Responsibility: Take responsibility for your words and actions and the impact they have on others. Accept responsibility for mistakes and strive to learn from them.
• Constructive Feedback: Give and gracefully accept constructive feedback aimed at improving the outcome of the work.
• Share Knowledge: Avoid “gatekeeping” or restricting access to knowledge. Work in the open when feasible, documenting work and sharing progress so others can collaborate effectively.

4. Unacceptable Conduct

The following behaviors will not be tolerated and are considered harassment, abuse, or other unacceptable conduct.

A. Harassment and Discrimination

• Discrimination: Any offensive comments, verbal, written, or otherwise, related to an individual’s race, ethnicity, color, national origin, religion, sex, sexual orientation, gender identity and expression, age, size, disability, appearance, or other protected characteristics.
• Sexual Harassment: The use of sexualized language or imagery, inappropriate or unwelcome sexual attention or advances, and the sharing of sexual images in any manner.
• Misconduct: Deliberate intimidation, stalking, following, unwelcome physical contact, or non-consensual photography or recording.
• Misgendering/Deadnaming: Intentionally or repeatedly misidentifying, misgendering, or “deadnaming” an individual after being corrected.

B. Abusive and Disruptive Behavior

• Gaslighting: Psychological manipulation used to deceive or create self-doubt in others.
• Trolling: Initiating controversy for the sake of controversy or engaging in disingenuous behavior designed to provoke others.
• Disruption: Sustained disruption of talks, meetings, or other events.
• Privacy Violation: Publishing people’s private information (such as full name, address, or other personally sensitive information) without their explicit permission.
• Theft of Credit: Deliberately inflating your own contributions or taking credit for the work or ideas of others (“idea theft”).
• Threats: Public or private threats or intimidation.

5. Reporting Procedures and Enforcement

A. Reporting an Incident

Suppose you believe you have been harassed, abused, or have witnessed a violation of this CoC. In that case, we encourage you to report it immediately.

Reports can be made confidentially to:

• Your direct Manager
• The Human Resources Department (HR)
• the CEO (if applicable)

When reporting, please provide detailed information, including the names of those involved, the date and time of the incident, the location (physical or virtual), and any witnesses.

B. Enforcement

All reports will be reviewed promptly, discreetly, and treated with serious consideration by the appropriate internal team (HR and/or Leadership). M1PR, Inc. will work in good faith to ensure that the unacceptable behavior stops immediately.

Actions that M1PR, Inc. may take in response to a violation include, but are not limited to:

• A formal warning to the offender.
• Temporary restriction or removal of access to M1PR, Inc. platforms or spaces.
• Expulsion from an event without a refund.
• Termination of employment, contract, or partnership.
• Reporting the incident to local law enforcement, if deemed necessary and appropriate.
• M1PR, Inc. takes all reports seriously and prohibits retaliation against anyone who reports a violation in good faith.
• Termination of contractual agreement

If you are not satisfied with the resolution at the time or need to follow up on any matter, please contact the CEO at 404.788.0188 or jim@m1pr.com.

This CoC was written by Jim Caruso and Google Gemini AI Tool with serveral source materials from my favorite conferences and people: Drupal.org (https://www.drupal.org/dcoc), Button Conference (https://button-2022.webflow.io/code-of-conduct), and Brain Traffic (https://button-2022.webflow.io/code-of-conduct).