Purpose

Sourcegraph is committed to ensuring everyone within Sourcegraph, and who interacts with Sourcegraph Teammates, feels welcomed and included regardless of their background. The purpose of this Global Respectful Workplace Policy (the “Policy”) is to be clear about the way all Teammates should treat each other and third parties who interact with Sourcegraph, and the remedies available in the event anyone feels they are not being treated with respect. **Sourcegraph treats allegations of harassment, discrimination and bullying seriously. **

All Teammates are owners of this policy, and it is every Teammate's responsibility to support Sourcegraph’s commitment to ensuring a respectful workplace and preventing harassment, discrimination and bullying.

Scope

• Who is Covered: This Policy applies to all Teammates globally (full-time, part-time, temporary, and independent contractors). It also applies to interactions between Sourcegraph Teammates and any third-parties (applicants, customers, vendors, suppliers, and partners).
• Sourcegraph’s Workplace: As a globally-mobile, remote-first company, Sourcegraph’s workplace exists beyond the physical space where you work. Harassment, discrimination and bullying are prohibited in any location where you are working or Sourcegraph business is being conducted, where you are interacting with work colleagues, and where you are interacting with third parties in the scope of your (or their) work for or with Sourcegraph. This includes team and company offsites, conferences, customer/vendor meetings, and virtual spaces like Slack, text and email, among others. All of these places are considered the “Workplace” under this Policy.

Prohibited Conduct Under This Policy

The following sections define the categories of conduct prohibited by this Policy, in support of Sourcegraph’s commitment to ensuring a respectful workplace for all Teammates.

Harassment

Sourcegraph prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to good faith complaints or knowledge of alleged Policy violations.

• What is harassment?

  Harassment includes all inappropriate and disrespectful conduct that creates an intimidating, hostile, degrading, humiliating or offensive environment, or otherwise unreasonably interferes with work performance. Harassment also includes any conduct designed to threaten, intimidate, or coerce. Any conduct considered harassment under local law is prohibited by this Policy.

  Prohibited harassment includes any unequal treatment of an individual in any aspect of employment based solely or in part on the individual’s protected category. Protected categories include: race, color, religion, religious creed (including religious dress and grooming practices), national origin, ancestry, citizenship, physical or mental disability, medical condition (including cancer and genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, age, sexual orientation, veteran and/or military status, protected medical leaves (requesting or approved for leave under the Family and Medical Leave Act, the California Family Rights Act, or other local family leave law), domestic violence victim status, political affiliation, and any other status protected by state or country law.

• What is sexual harassment?

  Sexual harassment is harassment specifically based on sex or gender, and includes unwelcome verbal or physical conduct that is sexual in nature. Conduct can constitute sexual harassment even when it’s not motivated by sexual desire and regardless of the individuals’ gender or gender expression. It is irrelevant whether the victim is the same sex as the harasser or not. Conduct may constitute sexual harassment regardless of the individuals’ positions within Sourcegraph.

  Sexual harassment is generally categorized into two types: Quid Pro Quo and Hostile Work Environment.

  • Quid Pro Quo (“this for that”) sexual harassment exists when submission to sexual conduct is made explicitly or implicitly a term or condition of an individual’s employment or eligibility for an employment-related benefit, or when submission to or rejection of sex-related conduct by an individual is used as the basis for employment decisions affecting the individual.
  • Hostile Work Environment sexual harassment exists when workplace conduct of a sexual nature or based on a person’s sex unreasonably interferes with an individual’s work performance and/or creates an intimidating, hostile or otherwise offensive work environment.

• Conduct constituting harassment:

  Conduct constituting harassment, including sexual harassment, can be verbal or nonverbal, and may include the following examples (these examples are not exhaustive and other conduct may constitute harassment violating this Policy):

  • Racial slurs, derogatory remarks about a person’s accent, display of racially-offensive symbols;
  • Derogatory, demeaning or insensitive comments, jokes, pranks or remarks;
  • Displaying or distributing offensive posters, symbols, cartoons, drawings, computer displays or emails;
  • Physically threatening another person, blocking someone’s way, and unwelcome physical conduct (whether or not sexual);
  • Unwelcome sexual advances or requests for dates, kissing, groping or massaging;
  • Non-verbal behavior such as leering, whistling, and inappropriate gestures;
  • Unreasonably or unjustifiably excluding someone from normal workplace conversations or interactions, and making them feel unwelcome;
  • Intimidating, bullying or threatening;
  • Offensive comments about appearance or other personal or physical characteristics, such as sexually charged comments or comments on someone’s physical disability, race, ethnicity, age, or other characteristic;
  • Innuendos or veiled threats;
  • Threats or demands that a person submit to sexual requests as a condition of continued employment or to avoid some other negative consequence, and offers of work-related benefits in return for sexual favors; and
  • Any other conduct that shows hostility toward, disrespect for, or mistreatment of a person or class of people.

  “I was joking”, “I didn’t mean it that way”, “this is acceptable where I come from”, “no one has ever complained about this before” and other similar rationalizations are not excuses for harassment, nor is being under the influence of alcohol or other substances.

Discrimination

Sourcegraph prohibits discrimination of any kind and will take appropriate and immediate action in response to good faith complaints or knowledge of violations of this Policy.

• What is discrimination?

  Discrimination is the unfair denial of equal treatment and opportunity to individuals or groups, with respect to the terms, conditions, or privileges of employment, including discrimination based solely or in part on the individual’s protected category. Terms, conditions and privileges of employment may affect all aspects of employment, including but not limited to: hiring, firing, promoting, disciplining, scheduling, training, or deciding compensation. Any conduct considered discrimination under local law is prohibited by this Policy.

Bullying and Abusive Conduct

Sourcegraph prohibits bullying and abuse of any kind and will take appropriate and immediate action in response to good faith complaints or knowledge of Policy violations.