Code of Conduct

We expect everyone involved in Seredy to follow this code of conduct. That means the team, contractors we employ, contributors, as well as anyone using it.

We created it not because we anticipate any unacceptable behaviour, but because we believe that articulating our values and obligations to one another reinforces the already exceptional level of respect among the users, and because having a code provides us with clear avenues to correct our culture should it ever stray from that course.

We make this code public in the hopes of contributing to the ongoing conversation about communication across borders, be it geographical borders, beliefs or anything else separating people.
We commit to enforce and evolve this code over the duration of the project.

Expected Behavior

Be supportive of each other. Offer to help if you see someone struggling or otherwise in need of assistance, taking care not to be patronizing or disrespectful. If someone approaches you looking for help, be generous with your time; if you’re under a deadline, direct them to someone else who may be of assistance.

Be inclusive. Include each other in projects where suitable and share contacts when appropriate.

Be collaborative. Support each other in brainstorming around ideas. Don’t hesitate to share novel ideas.

Be generous and kind in both giving and accepting critique. Critique is a natural and important part of our culture. Good critiques are kind, respectful, clear, and constructive, focused on goals and requirements rather than personal preferences. We expect you to give and receive criticism with grace.

Be humane. Be polite and friendly in all forms of communication. Our communication is mainly taking place online and between people from very diverse backgrounds, and so opportunities for misunderstanding are increased. Use sarcasm carefully – tone is hard to decipher in the written word; make judicious use of emoji to aid in communication.

Be considerate. That includes being considerate of each other's time.

Be tolerant.

Respect people’s boundaries.

Do not make it personal.

If you find yourself struggling to meet these standards, please step away for a moment and take a few deep breaths before you return to the conversation.

Unacceptable Behavior

We are committed to providing a welcoming and safe environment for people of all races, ethnicities, gender identities, gender expressions, sexual orientations, physical abilities, physical appearances, socioeconomic backgrounds, nationalities, ages, geographic origins, documented status, religions, and beliefs.
We expect that you will refrain from demeaning, discriminatory, or harassing behaviour and speech.
Harassment includes, but is not limited to: deliberate intimidation; stalking; unwanted photography or recording; sustained or willful disruption of talks or other events; inappropriate physical contact; use of sexual or discriminatory imagery, comments, or jokes; and unwelcome sexual attention.
Furthermore, any behaviour or language which is unwelcoming—whether or not it rises to the level of harassment—is also strongly discouraged. Much exclusionary behaviour takes the form of microaggressions—subtle put-downs which may be unconsciously delivered. Regardless of intent, microaggressions can have a significant negative impact on victims and have no place on our team. If you feel that you are the recipient of unwelcoming behaviour, please report it so that we can learn and improve.

Other inappropriate behaviour:
- Threats
- Slurs
- Pornography
- Spam
- Bullying
- Impersonation of someone else
- Violating someone’s privacy
If you feel that someone has harassed you or otherwise treated you or someone else inappropriately, please inform us at

Reporting a Problem

These guidelines are ambitious, and we’re not always going to succeed in meeting them. When something goes wrong—whether it’s a microaggression or an instance of harassment—there are a number of actions you can take to address the situation.

Depending on your comfort level and the severity of the situation, here are some suggestions:

Address it directly. If you’re comfortable bringing up the incident with the person who instigated it, pull them aside to discuss how it affected you. Try to approach these conversations with a forgiving spirit, and assume good intentions. If you’re unsure how to go about that, try discussing with a senior member of the team first—they might have some advice about how to make this conversation happen.
If you’re uncomfortable with the idea of a direct conversation, there are a number of alternate routes you can take:
Talk to a peer. Fellow users are likely to have personal and professional experience on which you could draw. We encourage you also to be available if and when your fellow users choose to reach out to you.
Contact Seredy. We will work with you to help figure out how to ensure that any conflict doesn’t interfere with your work, in confidence if you would prefer.
If you feel you have been unfairly accused of violating this code of conduct, you should contact us ( with a concise description of your grievance.


This is a work in progress. We welcome your feedback on this and every other aspect of what we do as The Coral Project, and we thank you for working with us to make it a safe, enjoyable, and friendly experience for everyone involved in the project and what we do.

The above text is CC BY-SA 4.0, adapted from the Coralproject code of conduct, SRCCON code of conduct, FreeBSD’s code of conduct, Vox Media’s product team code of conduct, and Medium’s code of conduct.

Latest update: November 2018