DRAFT Community Participation Guidelines

D&I

Larissa Shapiro

Hawaii All Hands - December 8, 2016

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• Context and goals to evolve the CPG*

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• Proposed CPG version 2.0
• Expected behavior
• Unacceptable behavior
• Consequences
• Reporting

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• Q&A

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Today’s Roadmap

*CPG = Community Participation Guidelines

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Context and Goals to Evolve the CPG

D&I

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D&I Matters to Mozilla

INNOVATION

IMPACT

PEOPLE

MISSION

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Diversity & Inclusion helps us achieve our mission:

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”To ensure the Internet is a global public resource open and accessible to all.”

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DIVERSITY�is the mix of people

INCLUSION�is getting the mix to work

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INCLUSION How can culture improve?

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• Bad behavior is clearly defined and not tolerated
• Communication and feedback are constructive and direct
• Diverse perspectives and ideas are sought and heard
• Air time is shared
• Interactions are professional
• Conflict is constructive and respectful
• Different styles are valued
• It is safe to be yourself
• The many dimensions people bring are welcomed, valued and honored
• Inclusion is everyone’s responsibility

Source: 20 D&I focus groups, 2015-16

Mozillians want a culture where...

Mozilla is not stopping people from being toxic.

We still have a culture of “no,” of distrust by default, far more than I want.

Frustrations live in a back channel world at Mozilla. What if we had more open conversations about it?

In open source, everyone thinks their idea is right. We have a hard time being open to new ideas.

We prefer it when we can be critical of someone else.

The person with the loudest voice wins... We need to become better listeners.

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INCLUSION

• Experiment to develop inclusive team practices and scale

• Identify inclusion best practices and train Mozillians

• Conduct inclusive culture survey and continuously improve

• Educate Mozillians on anti-harassment policy and Community Participation Guidelines and hold people accountable

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Anti-harassment Policy

Community Participation Guidelines (CPG)

Two Complementary Documents

• Policies* apply to Mozilla staff
• Present clear definitions for inappropriate behavior in the Mozilla workplace
• Defines inappropriate behavior, processes to raise concerns, and consequences
• Administered by Employee Relations in conjunction with Legal

• Global guidelines apply to everyone in the Mozilla community - staff and volunteers
• Present a vision for the Mozilla community we want to have
• Lay out behavior expectations, processes to raise concerns, and consequences
• Governed by owners of forums, events and activities supported by Employee Relations and D&I Team

*Policies have small variation by country to comply with local laws.

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Motivation: Research and evidence indicate that Community Participation Guidelines are not sufficiently well understood or clear and enforceable to build the foundational safety need to create a truly inclusive and diverse Mozilla.

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Specific Goals:

• Clarify that the CPG applies to all Mozillians - staff and volunteer
• Clarify behavioral expectations, potential consequences, and how to raise concerns
• Provide specific guidance for those building events or online forums

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Goals for Evolving the CPG

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Discussion

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Q: Do you have any questions about what we’re trying to accomplish?

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Proposed CPG version 2.0

D&I

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Introduction

The heart of Mozilla is people. These guidelines support a community where all people feel safe to participate fully, introduce new ideas and inspire others, regardless of background, family status, gender, gender identity or expression, marital status, sex, sexual orientation, native language, age, ability, genetic information, ethnicity, national origin, socioeconomic status, or faith.

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We gain strength from diversity and actively seek participation from those who enhance it. These guidelines exist to ensure diverse individuals and groups interact and collaborate to mutual advantage. We will challenge prejudice that could jeopardise the participation of any person in Mozilla projects or programs. This document outlines expected and prohibited behavior.

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When and how to use these guidelines

These guidelines cover all Mozilla activities. Your participation is contingent on following these guidelines in all Mozilla activities including but not limited to: working in Mozilla spaces, working with other Mozillians virtually or co-located, representing Mozilla at public events, representing Mozilla in social media (official accounts, staff accounts, personal accounts, official Facebook pages), and participating in Mozilla offsites and trainings

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Setting the Context

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This section sets out the positive behaviors we want to see...

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Expected Behavior

• Be respectful
• Be inclusive
• Appreciate and accommodate our differences
• Lead by example

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Expected Behavior

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This section sets out unacceptable behaviors that will not be tolerated...

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Unacceptable Behavior

• Violence and threats of violence
• Derogatory language
• Sexual behavior
• Disruptive behavior
• Instigating

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Unacceptable Behavior

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Consequences

• Reports will be promptly investigated
• Anyone asked to stop unacceptable behavior is expected to comply immediately
• Consequences range from being asked to leave an event, forum, or space to being banned permanently
• Mozilla staff may face further consequences including termination

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Consequences and Reporting

Reporting

• Every event or space will have a person responsible for participant safety
• Incident reports as well as appeals can be sent to inclusion@mozilla.com, esp. if event/space contact is unknown

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• Review and Development
• Update to Mozilla.org
• Organization wide education

Next Steps

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In Q1 of 2017 we will...

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• Review further, including with international Mozillian group and finalize
• Update to Mozilla.org and communicate the change broadly
• Provide education and resources to the whole organization and community to understand the guidelines thoroughly

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Next Steps...

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Discussion

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Q: Do you feel there is anything unclear in the proposed language?

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Q: Is anything missing in the proposed content?

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Q&A

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Appendix

Additional Detail on D&I Strategy

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How will we measure progress?

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2-year view (high level)

Make inclusive practices the norm

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Sustain diversity hiring momentum

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Develop and retain diverse talent

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INVESTMENTS

* Mozilla uses gender as self-identified by employees; individuals may indicate gender identity not described by male or female or they may decline to state an identity.

^ Minority representation is only currently collected for the US and in those countries includes Asian, Black or African American, Hispanic or Latino, Native Peoples, Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native and 2 or more races. White includes individuals who identify as white and are not Hispanic or Latino. Tracking capacity will be enhanced for MoFo.

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INCLUSION

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• Experiment to develop inclusive team practices and scale

• Identify inclusion best practices and train Mozillians

• Conduct inclusive culture survey and continuously improve

• Educate Mozillians on anti-harassment policy and CPG and hold people accountable

• Create global policy and evolve Community Participation Guidelines (CPG)
• Communicate policies and provide education
• Launch anonymous reporting hotline
• Train managers

• Facilitate team-led culture experiments
• Pilot team learning process to increase inclusion
• Identify most effective practices and tools
• Create best practices for inclusion across global teams

• Provide inclusive leadership training for Core Influencers and leaders
• Embed inclusion in manager training
• Provide training for all Mozillians at work weeks

• Develop inclusive culture survey and culture metrics
• Share results
• Leverage insights to drive culture pilots design
• Set culture improvement goals
• Evaluate progress and refine D&I strategy

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