Diesdas Wiki How we think + roll

This is the place where we collect all things Diesdas; our company culture and philosophy, guides for new employees, and any interesting bits and pieces about the team and the company.

We decided to publish this handbook to give everyone a look behind the curtain, so you can see how we roll as an organisation. We hope that you find this useful.

Code of conduct

This code of conduct applies to all situations and interactions during daily office life, as well as our events like parties and book club meetings. We expect every employee and every event participant to be aware of the contents and to act accordingly.

1. Purpose

We are committed to providing a friendly, safe, inclusive, respectful and welcoming environment for all employees, people working with us and visitors of the office, regardless of gender, sexual orientation, ability, ethnicity, socioeconomic status, and religion (or lack thereof).

This code of conduct outlines our expectations for all those who participate in our office, as well as events, and the consequences for unacceptable behaviour.

We invite all employees to help us create safe and positive experiences for everyone.

2. Expected behaviour

The following behaviours are expected and requested of everyone in the office and all participants in our events:

  • Participate in an authentic and active way. We value your contributions, feedback and criticism.
  • Exercise consideration and respect in your speech and actions.
  • Attempt collaboration before conflict.
  • Refrain from demeaning, discriminatory, or harassing behaviour and speech.
  • Be mindful of your surroundings and the people you're with. Alert fellow employees or managers if you notice a dangerous situation, someone in distress, or violations of this code of conduct, even if they seem inconsequential.
  • Especially at our events, both internal and external: If you see that somebody is alone, lost or needs help, actively offer your assistance. Be forthcoming.

3. Unacceptable behaviour

The following behaviours are considered harassment and are unacceptable within our office and events:

  • Violence, threats of violence or violent language directed against another person.
  • Sexist, racist, homophobic, transphobic, ableist or otherwise discriminatory jokes and language.
  • Posting or displaying sexually explicit or violent material.
  • Posting or threatening to post other people’s personally identifying information ("doxing").
  • Personal insults, particularly those related to gender, sexual orientation, race, religion, or disability.
  • Inappropriate photography or recordings.
  • Inappropriate physical contact. You should have someone's consent before touching them.
  • Unwelcome sexual attention. This includes, sexualising comments or jokes; inappropriate touching, groping, and unwelcome sexual advances.
  • Deliberate intimidation, stalking or following (online or in person).
  • Advocating for, or encouraging, any of the above behaviour.
  • Sustained disruption of events, including talks and presentations.

4. Consequences of unacceptable behaviour

Unacceptable behaviour from any employees, clients, freelancers or event participants, including those with decision-making authority, will not be tolerated.

Anyone asked to stop unacceptable behaviour is expected to comply immediately.

If somebody engages in unacceptable behaviour, we may take any action we deem appropriate, up to and including a temporary ban or permanent expulsion from our office and events without warning.

5. Reporting guidelines

If you are subject to or witness unacceptable behaviour at our events, or have any other concerns, please notify one of our employees as soon as possible. Each employee has the authority to exclude participants in violation with our code of conduct immediately and without warning. In the context of our events, employees will also provide escorts as desired by the person experiencing distress.

If you are subject to or witness unacceptable behaviour in our office during work times, or have any other concerns, please take the matter to Tinka or Lorenz . If the unlikely case happens that both of them were involved in the incident, then find another person you trust to talk to. Any of the other partners of the company are good candidates.

6. Addressing grievances

If you feel you have been falsely or unfairly accused of violating this code of conduct, you should notify Lorenz with a concise description of your grievance. If the unlikely case happens that both of them were involved in the incident, then find another person you trust to talk to. Any of the other partners of the company are good candidates.

This text is an adaptation of the Citizen Code of Conduct.