From b493eb94348979bb2d2c711aa27ed2488d42ab47 Mon Sep 17 00:00:00 2001 From: Tzviya Date: Mon, 8 Jan 2024 15:39:01 -0500 Subject: [PATCH] total revision PWE Procedures page update to https://www.w3.org/about/positive-work-environment/#Procedures to reflect incident resolution document --- PWE.html | 363 +++++++++++++++++++++++++++++++++++-------------------- 1 file changed, 230 insertions(+), 133 deletions(-) diff --git a/PWE.html b/PWE.html index b766b1f..fe63aea 100644 --- a/PWE.html +++ b/PWE.html @@ -1,27 +1,29 @@ - + - - - W3C Positive Work Environment - - + - - - -

W3C

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Positive Work Environment Home Page

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W3C is a global community where participants choose to work together. In - that community, we experience differences in language, location, - nationality, - and experience. In such a diverse environment, misunderstandings and - disagreements happen, and in most cases can be resolved informally.

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W3C has developed several resources:

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We also curate a list of Education and training - materials.

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Procedures

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Important: These procedures do not substitute for - intervention by legal authorities. Anyone may seek advice from law - enforcement - authorities at any time and should do so immediately if a situation is - dangerous or potentially so.

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Timely action is encouraged, especially if a behavior rises to the level - of - harassment or intimidation.

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- If one person believes another's behavior is inappropriate (inconsistent - with - CEPC), and ordinary communication between - them is not possible, escalation of the issue takes place by contacting - one of the W3C Ombuds, which may be done - confidentially.
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Any individual in the W3C community —including staff, members, invited - experts, participants in W3C meetings, in W3C teleconferences, and - participants - in mailing lists— may call upon the W3C ombuds for assistance.

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Note: In exceptional circumstances, the W3C Director - may ban an individual from participating in our activities, e.g. on a - mailing - list or in a group (refer to section - 3.1.2 of the W3C - Process Document).

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Ombuds

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The W3C Ombuds are a small group selected by the W3C management to act as - trusted confidants to work toward resolving complaints between any - internal or external constituent. Ombuds will operate by procedures appropriate to + + + +

Positive Work Environment Home Page

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This document is a companion to the W3C Code of Conduct. It describes the procedures for handling incidents relating to Code of Conduct violations or complaints.

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Introduction

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As we engage with one another, incidents can happen. Incidents can take many forms, but participants have the right to a safe and positive work environment. The goal of this incident resolution process is that participants in W3C can:

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The Code of Conduct is the standard that all W3C participants are required to follow and is used as the basis for any resolution and disciplinary actions. In exceptional circumstances, individuals may have their W3C participation suspended or withdrawn as a result of a complaint or investigation.

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All situations are different and W3C participants are encouraged to use whichever method of incident resolution they feel comfortable with.

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Participants are encouraged to try and resolve issues themselves in the first instance. However, if participants do not feel comfortable or safe doing so, they can get help through an ombudsperson, facilitators and/or mediation.

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Depending on the severity of the situation, it may not be appropriate to attempt to resolve the issue informally or in the context of the group. Participants should immediately report an incident whenever they feel unsafe or threatened by the behaviour or actions of other W3C participants.

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Everyone involved in the resolution process is expected to:

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A disciplinary investigation can be started where one of the following apply:

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Dispute Resolution Guidance

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The goal of dispute resolution is that individual participants in W3C can:

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The Code of Ethics and Professional Conduct is the standard that all W3C participants are required to follow and is used as the basis for any resolution and disciplinary actions. In exceptional circumstances, individuals may have their W3C participation suspended or withdrawn as a result of a complaint or investigation.

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All situations are different and W3C participants are encouraged to use whatever method of dispute resolution they feel comfortable with. +

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Individuals are encouraged to try and resolve issues themselves in the first instance. However, if individuals do not feel comfortable or safe doing so, they can get help through the ombudsperson, facilitators and/or mediation. +

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Depending on the severity of the situation, it may not be appropriate to attempt to resolve the issue informally (for example, threats of violence, assault or sexual assault). Individuals should immediately report the incident whenever they feel unsafe or threatened by the behaviour or actions of other W3C participants. +

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Everyone involved in the dispute resolution process is expected to:

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A disciplinary investigation can be started where one of the following apply:

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Incident Resolution Procedures

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When an incident arises it is important for everyone involved to know what will happen and what resources are available to them. Any time a Code of Conduct violation or complaint occurs it is important that those involved, especially the party/parties affected by the incident, feel supported and respected.

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How an incident is handled will depend on a number of factors including the type of incident, severity, frequency, and contributing factors (for example, has anyone been involved in incidents before, is there a pattern?).

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The procedure for addressing an incident will include some or all of the following steps:

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  1. Incident is addressed directly with the parties involved, if appropriate.
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  2. Incident is reported. +
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    • Reporting can take on many forms including reporting the issue to a chair, ombudsperson, through an anonymous report, or a member of the team.
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  3. Incident is discussed, impact is shared, and first resolution is proposed. +
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    • For incidents that have a clear path to resolution and low severity (for example, a harsh criticism in a meeting or inappropriate language), the focus should be on coming to a shared understanding of what happened and agreeing to a path to resolution (for example, an apology or editing a comment or minutes).
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The Role of the Ombuds

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Ombuds are advisors to participants who can provide guidance, advice, and support during the conflict resolution process. Ombudspeople are meant to be neutral third parties to any incident, and as such are recommended not to take sides or provide opinions on the incidents they are involved in. This does not preclude them from expressing empathy or providing advice from personal experience.

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An Ombudsperson can advise or assist you with:

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TODO: More about the role of the ombudsperson and what they can and cannot do.

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Ombuds

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The W3C Ombuds are a small group @@@@. Ombuds will operate by procedures appropriate to their sites and jurisdictions.

The ombuds positions are currently held by:

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Mediation

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Mediation is most effective when used early in a dispute, before people become fixed in their position, as it provides a positive opportunity to resolve practical problems.

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It empowers people to work together to resolve issues. Mediation can also be successful in later stages, after an investigation has concluded, to help people rebuild relationships.

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It is usually between two parties, but mediation can also work for groups. Mediation can be used to resolve a range of issues including a breakdown in relationships or ongoing conflicts between group members.

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Where it's appropriate to attempt to resolve an issue with mediation, there are two approaches that can be taken:

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Professional Mediation

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In cases where it's deemed necessary to bring in a professional mediator, all parties involved:

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  • will collectively attend a meeting to state how each party sees the problem and how it might be resolved
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  • will engage with the mediator who will work through the issues confidentially and confirm agreements with everyone as they are reached
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TODO: Details of how to access mediation

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Investigations

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If resolution attempts have not worked or the issue is not appropriate for direct resolution or mediation, a participant may raise a formal complaint against another participant.

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TODO: Outline where and how to send a formal complaint.

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A formal complaint should be in writing, and include the following:

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An investigator will be appointed and will talk to both parties and anyone else relevant. The investigator's role is to:

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Outcomes and actions will be agreed by W3M and communicated to both parties.

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Disciplinary Actions

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There are various actions that the investigator can recommend, depending on the frequency and severity of the behaviours in conflict with the CoC.

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The intent of the incident resolution procedures is to ensure that individuals can continue to participate in W3C activities.

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Where it is beneficial to the continued functioning of W3C, a high-level summary of results and actions from an investigation may be communicated to the membership, for example if an individual is suspended from a working group or from being a chair in any working group. Otherwise, results and actions should be kept confidential.

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Chairs, ombudspeople, mediators, and investigators can recommend actions be taken to resolve incidents, recommended actions may include:

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  1. Corrective action. The offender will be advised to correct their behavior going forward, for example not engaging in the same behaviours that resulted in the complaint.
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  2. Agree to a mediation process. The offender will be advised to participate in a mediation process, where both parties can agree to certain actions and changes going forward.
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  3. An official warning. In cases where an offender's CoC violations are frequent or severe, the offender and their employer (if relevant) will be given an official warning that their conduct is contrary to the CoC and that they should immediately desist in those behaviours. If they continue, this may result in the removal or suspension of their W3C participation. There is no time limit for the expiry of the warning.
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  4. Disciplinary meeting. In cases where the offender's actions are frequent or severe, and where greater intervention is needed, the offender and a representative from their place of employment (if relevant) will be asked to attend a meeting with W3M. The offender will be told where their conduct is contrary to the CoC and that they should immediately desist in those behaviours. If they continue, they may result in the removal or suspension of the offender's W3C participation.
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  5. Temporary removal from a working group, or as a chair of a working group or task force facilitator. In cases where the offender's violations has been frequent and disruptive, or the offender has failed to adhere to actions agreed through mediation, the offender will be suspended from participating in any working groups, chair positions, or as a taskforce facilitator for a period of time agreed on by decision makers.
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  6. Termination of participation. Where there have been egregious or repeated CoC violations, the offender may have their participation in W3C terminated. The offender and their employer (if relevant) will receive a letter from W3C outlining the reasons and why termination was warranted.
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