This is an under-development, unapproved, 

Codes of Conduct

Codes of Conduct outline the rules of interaction within a given community, making it easier for participants to agree to the shared social norms and values held by that organisation.

1. Apache Software Foundation Code of Conduct: This code of conduct applies to all spaces managed by the Apache Software Foundation, including IRC, all public and private mailing lists, issue trackers, wikis, blogs, Twitter, and any other communication channel used by our communities.
   
   
2. Apache Software Foundation Anti-Harassment Policy: This policy, adopted by the Apache Conference Committee, is specific to actual meetings.
   
   
3. Contributor Covenant: A code of conduct that has been adopted by several other organizations.
   
   
4. Outreachy Code of Conduct: Outreachy is an organisation the ASF is working with to characterise and understand the experiences of minorities and under-represented groups when working with ASF Projects. This is their Code of Conduct.

FAQs

FAQs from other organizations may provide inspiration, and, to the extent permitted by their licensing, input to our FAQ.

• Contributor Covenant FAQ FAQ associated with the Contributor Covenant. Licensed under CC BY 4.0 License

On demanding answers

• Black people are not here to teach you: Set primarily in terms of race relations in the US, but much more generally applicable. Unless we are students in e.g. a women's studies class, nobody is obligated to teach us, we are each responsible for our own learning.
  
  
• Tolerance is not a moral precept: An explanation of why tolerance is more like a peace treaty than a moral absolute, and how intolerance or repeated harassment can and must result in an intolerant response as a form of self-protection.

Unconscious Bias

• https://www.ted.com/talks/yassmin_abdel_magied_what_does_my_headscarf_mean_to_you: 14 minute Ted talk on unconscious bias. Much of the talk involves clothing, and so is mainly applicable to face-to-face meetings. It also covers the effect of names on resume callbacks, relevant to e-mail etc.
  
  
• Gender differences and bias in open source: pull request acceptance of women versus men: Analysis of gender variation in acceptance of open source code changes. Women whose profiles do not indicate gender, by name or picture have a higher acceptance rate than men. Women whose profiles do indicate their gender have a lower acceptance rate.
  
  
• Gender Bias in Leader Selection? Evidence from a Hiring Simulation Study: Academic article exploring several dimensions of bias in selecting candidates for a leadership position. Points relevant to ASF:
  • Changing the name on a resume between "Peter Keller" and "Petra Keller" affected some of the results.
  • That effect reduced when the resume included clear evidence of leadership ability.
    
    
• Raise awareness about unconscious bias: Google guide to educating people to understand and talk about unconscious bias
  
  
• Ableist words and terms to avoid: "This is a list of ableist words and terms for reference purposes. Some of the entries are slurs, some are descriptions of disabled people or other people with pathologized identities/bodies/experiences, some are slang that derive from ableist origins, and some are common metaphors that rely on disability and ableism."
  
  
• This Is How Employers Weed Out Disabled People From Their Hiring Pools: A newspaper article about one way in which (un-)conscious bias can cause disabled people not to be considered for jobs they are completely qualified to perform.

Learning About Under-represented Groups

A series of links with information about specific under-represented groups for self-education.

• "Spoon Theory", or "But you don't look sick?": A metaphor of 'limited spoons' helps explain what having reduced capacity for work during the day feels like to an abled person.
  
  
• "Of spanners and cyborgs: de-homogenising feminist thinking on technology": Zoe Sofoulis, 1995, in B Caine & R Pringle (eds), Transitions: new Australian feminisms, Allen & Unwin, Sydney, pp 147-63. In short, this book chaper argues that you can't just "give a girl a spanner" (wrench, for you Americans) and expect them to succeed in being a competent technologist. This point naturally extends beyond just women to other marginalized groups who have an interest in technology.

Inclusive Events

• https://github.com/hcorona/diversity-inclusion A GitHub repository containing collected guidelines for running inclusive and diverse conferences.

Multi-topic Collections

The links in this section point to collections of articles and other links that cover a range of topics.

• https://geekfeminism.wikia.org/wiki/Geek_Feminism_Wiki
• https://communitymgt.fandom.com/wiki/Community_Management_Wiki
• https://opensourcediversity.org/

Organizational Anti-Patterns

Examples of things that can go wrong.

• 8 Ways People of Color are Tokenized in Non-Profits: Even organizations that try to involve minorities may fail to allow them real authority.
  
  
• Characteristics Of The Oppressed (PDF): Illustration of some problems of relationships with an imbalance in actual power.
  
  
• Cookie Licking: Someone takes control of a task in a way that inhibits other contributions, but does not finish it.