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Update Code of Conduct and Security (#446)
This brings our code of conduct and security file in line with automated checks. The changes to `SECURITY.md` are mostly formatting, adding newlines so it line wraps at 80 lines and fixing a dead link. The `CODE_OF_CONDUCT.md` is a more substantial change. Rather than the being subject to both the contributor covenant and the Hyperledger CoC this change makes the project only subject to the Hyperledger CoC. Signed-off-by: Danno Ferrin <danno.ferrin@gmail.com>
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| # Contributor Covenant Code of Conduct | ||
| # Hyperledger Code of Conduct | ||
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| ## Our Pledge | ||
| Hyperledger is a collaborative project at The Linux Foundation. It is an open-source and open | ||
| community project where participants choose to work together, and in that process experience | ||
| differences in language, location, nationality, and experience. In such a diverse environment, | ||
| misunderstandings and disagreements happen, which in most cases can be resolved informally. In rare | ||
| cases, however, behavior can intimidate, harass, or otherwise disrupt one or more people in the | ||
| community, which Hyperledger will not tolerate. | ||
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| In the interest of fostering an open and welcoming environment, we as | ||
| contributors and maintainers pledge to making participation in our project and | ||
| our community a harassment-free experience for everyone, regardless of age, body | ||
| size, disability, ethnicity, sex characteristics, gender identity and expression, | ||
| level of experience, education, socio-economic status, nationality, personal | ||
| appearance, race, religion, or sexual identity and orientation. | ||
| A **Code of Conduct** is useful to define accepted and acceptable behaviors and to promote high | ||
| standards of professional practice. It also provides a benchmark for self evaluation and acts as a | ||
| vehicle for better identity of the organization. | ||
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| ## Our Standards | ||
| This code (**CoC**) applies to any member of the Hyperledger community – developers, participants in | ||
| meetings, teleconferences, mailing lists, conferences or functions, etc. Note that this code | ||
| complements rather than replaces legal rights and obligations pertaining to any particular | ||
| situation. | ||
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| Examples of behavior that contributes to creating a positive environment | ||
| include: | ||
| ## Statement of Intent | ||
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| * Using welcoming and inclusive language | ||
| * Being respectful of differing viewpoints and experiences | ||
| * Gracefully accepting constructive criticism | ||
| * Focusing on what is best for the community | ||
| * Showing empathy towards other community members | ||
| Hyperledger is committed to maintain a **positive** [work environment](#work-environment). This | ||
| commitment calls for a workplace where [participants](#participant) at all levels behave according | ||
| to the rules of the following code. A foundational concept of this code is that we all share | ||
| responsibility for our work environment. | ||
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| Examples of unacceptable behavior by participants include: | ||
| ## Code | ||
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| * The use of sexualized language or imagery and unwelcome sexual attention or | ||
| advances | ||
| * Trolling, insulting/derogatory comments, and personal or political attacks | ||
| * Public or private harassment | ||
| * Publishing others' private information, such as a physical or electronic | ||
| address, without explicit permission | ||
| * Other conduct which could reasonably be considered inappropriate in a | ||
| professional setting | ||
| 1. Treat each other with [respect](#respect), professionalism, fairness, and sensitivity to our many | ||
| differences and strengths, including in situations of high pressure and urgency. | ||
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| ## Our Responsibilities | ||
| 2. Never [harass](#harassment) or [bully](#workplace-bullying) anyone verbally, physically or | ||
| [sexually](#sexual-harassment). | ||
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| Project maintainers are responsible for clarifying the standards of acceptable | ||
| behavior and are expected to take appropriate and fair corrective action in | ||
| response to any instances of unacceptable behavior. | ||
| 3. Never [discriminate](#discrimination) on the basis of personal characteristics or group | ||
| membership. | ||
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| Project maintainers have the right and responsibility to remove, edit, or | ||
| reject comments, commits, code, wiki edits, issues, and other contributions | ||
| that are not aligned to this Code of Conduct, or to ban temporarily or | ||
| permanently any contributor for other behaviors that they deem inappropriate, | ||
| threatening, offensive, or harmful. | ||
| 4. Communicate constructively and avoid [demeaning](#demeaning-behavior) or | ||
| [insulting](#insulting-behavior) behavior or language. | ||
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| ## Scope | ||
| 5. Seek, accept, and offer objective work criticism, and [acknowledge](#acknowledgement) properly | ||
| the contributions of others. | ||
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| This Code of Conduct applies both within project spaces and in public spaces | ||
| when an individual is representing the project or its community. Examples of | ||
| representing a project or community include using an official project e-mail | ||
| address, posting via an official social media account, or acting as an appointed | ||
| representative at an online or offline event. Representation of a project may be | ||
| further defined and clarified by project maintainers. | ||
| 6. Be honest about your own qualifications, and about any circumstances that might lead to conflicts | ||
| of interest. | ||
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| ## Enforcement | ||
| 7. Respect the privacy of others and the confidentiality of data you access. | ||
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| Instances of abusive, harassing, or otherwise unacceptable behavior may be | ||
| reported by contacting the project team at [private@pegasys.tech]. All | ||
| complaints will be reviewed and investigated and will result in a response that | ||
| is deemed necessary and appropriate to the circumstances. The project team is | ||
| obligated to maintain confidentiality with regard to the reporter of an incident. | ||
| Further details of specific enforcement policies may be posted separately. | ||
| 8. With respect to cultural differences, be conservative in what you do and liberal in what you | ||
| accept from others, but not to the point of accepting disrespectful, unprofessional or unfair or | ||
| [unwelcome behavior](#unwelcome-behavior) or [advances](#unwelcome-sexual-advance). | ||
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| Project maintainers who do not follow or enforce the Code of Conduct in good | ||
| faith may face temporary or permanent repercussions as determined by other | ||
| members of the project's leadership. | ||
| 9. Promote the rules of this Code and take action (especially if you are in a | ||
| [leadership position](#leadership-position)) to bring the discussion back to a more civil level | ||
| whenever inappropriate behaviors are observed. | ||
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| ## Attribution | ||
| 10. Stay on topic: Make sure that you are posting to the correct channel and avoid off-topic | ||
| discussions. Remember when you update an issue or respond to an email you are potentially | ||
| sending to a large number of people. | ||
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| This Code of Conduct is adapted from the [Contributor Covenant], version 1.4, | ||
| available at https://www.contributor-covenant.org/version/1/4/code-of-conduct.html | ||
| 11. Step down considerately: Members of every project come and go, and the Hyperledger is no | ||
| different. When you leave or disengage from the project, in whole or in part, we ask that you do | ||
| so in a way that minimizes disruption to the project. This means you should tell people you are | ||
| leaving and take the proper steps to ensure that others can pick up where you left off. | ||
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| [Contributor Covenant]: https://www.contributor-covenant.org | ||
| [private@pegasys.tech]: mailto:private@pegasys.tech | ||
| ## Glossary | ||
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| ### Demeaning Behavior | ||
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| is acting in a way that reduces another person's dignity, sense of self-worth or respect within the | ||
| community. | ||
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| ### Discrimination | ||
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| is the prejudicial treatment of an individual based on criteria such as: physical appearance, race, | ||
| ethnic origin, genetic differences, national or social origin, name, religion, gender, sexual | ||
| orientation, family or health situation, pregnancy, disability, age, education, wealth, domicile, | ||
| political view, morals, employment, or union activity. | ||
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| ### Insulting Behavior | ||
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| is treating another person with scorn or disrespect. | ||
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| ### Acknowledgement | ||
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| is a record of the origin(s) and author(s) of a contribution. | ||
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| ### Harassment | ||
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| is any conduct, verbal or physical, that has the intent or effect of interfering with an individual, | ||
| or that creates an intimidating, hostile, or offensive environment. | ||
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| ### Leadership Position | ||
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| includes group Chairs, project maintainers, staff members, and Board members. | ||
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| ### Participant | ||
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| includes the following persons: | ||
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| - Developers | ||
| - Member representatives | ||
| - Staff members | ||
| - Anyone from the Public partaking in the Hyperledger work environment (e.g. contribute code, | ||
| comment on our code or specs, email us, attend our conferences, functions, etc) | ||
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| ### Respect | ||
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| is the genuine consideration you have for someone (if only because of their status as participant in | ||
| Hyperledger, like yourself), and that you show by treating them in a polite and kind way. | ||
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| ### Sexual Harassment | ||
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| includes visual displays of degrading sexual images, sexually suggestive conduct, offensive remarks | ||
| of a sexual nature, requests for sexual favors, unwelcome physical contact, and sexual assault. | ||
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| ### Unwelcome Behavior | ||
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| Hard to define? Some questions to ask yourself are: | ||
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| - how would I feel if I were in the position of the recipient? | ||
| - would my spouse, parent, child, sibling or friend like to be treated this way? | ||
| - would I like an account of my behavior published in the organization's newsletter? | ||
| - could my behavior offend or hurt other members of the work group? | ||
| - could someone misinterpret my behavior as intentionally harmful or harassing? | ||
| - would I treat my boss or a person I admire at work like that ? | ||
| - Summary: if you are unsure whether something might be welcome or unwelcome, don't do it. | ||
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| ### Unwelcome Sexual Advance | ||
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| includes requests for sexual favors, and other verbal or physical conduct of a sexual nature, where: | ||
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| - submission to such conduct is made either explicitly or implicitly a term or condition of an | ||
| individual's employment, | ||
| - submission to or rejection of such conduct by an individual is used as a basis for employment | ||
| decisions affecting the individual, | ||
| - such conduct has the purpose or effect of unreasonably interfering with an individual's work | ||
| performance or creating an intimidating hostile or offensive working environment. | ||
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| ### Workplace Bullying | ||
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| is a tendency of individuals or groups to use persistent aggressive or unreasonable behavior (e.g. | ||
| verbal or written abuse, offensive conduct or any interference which undermines or impedes work) | ||
| against a co-worker or any professional relations. | ||
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| ### Work Environment | ||
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| is the set of all available means of collaboration, including, but not limited to messages to | ||
| mailing lists, private correspondence, Web pages, chat channels, phone and video teleconferences, | ||
| and any kind of face-to-face meetings or discussions. | ||
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| ## Incident Procedure | ||
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| To report incidents or to appeal reports of incidents, send email to Mike Dolan | ||
| (mdolan@linuxfoundation.org) or Angela Brown (angela@linuxfoundation.org). Please include any | ||
| available relevant information, including links to any publicly accessible material relating to the | ||
| matter. Every effort will be taken to ensure a safe and collegial environment in which to | ||
| collaborate on matters relating to the Project. In order to protect the community, the Project | ||
| reserves the right to take appropriate action, potentially including the removal of an individual | ||
| from any and all participation in the project. The Project will work towards an equitable resolution | ||
| in the event of a misunderstanding. | ||
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| ## Credits | ||
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| This code is based on the | ||
| [W3C’s Code of Ethics and Professional Conduct](https://www.w3.org/Consortium/cepc) with some | ||
| additions from the [Cloud Foundry](https://www.cloudfoundry.org/)‘s Code of Conduct. |
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